riteshbansal23
Ritesh Bansal
In this we will discuss the HR activities taken by the HR team to transform CISCO into a fully commercial and profit-driven organization.
OUTDATED HR PRACTICES: There were lots of problem that the company was facing like turnover of staff was high, salaries were uncompetitive, the company was losing the key talent and HR practices were old and were not relevant to the business. Business unit heads were left to devise and craft their own people policies to cope with increasing competitive need of the business. A complete overhaul of HR function was done with the new team headed by the vice president of human resources.
THE CHANGE PROCESS: The new HR team spearheaded major changes to deal with the on coming competition that lies ahead of CISCO. Among the major considerations for the new HR transformation were:
• Understanding the strategy of the business and aligning the HR strategy with the business strategy
• Understanding the need of its business units and their unique challenges
• Identifying the key factors causing the high attrition
• Identifying the key factors causing the loss of key talent
• Building key pillar to deliver core HR services
• Building the employer brand positioning of CISCO to attract talent
• Building a strong human capital development programme to strengthen key competencies needed for the business
• Building an environment for change and for service quality
The following key HR pillars were transformed:
Manpower planning and recruitment
Human capital development
Talent management
Strategic rewards
Employee engagement
Hr system/structure
1. Manpower planning and recruitment: HR team began building a strong brand and attraction strategy to attract large number of auxiliary police officer, protection officers as well as key management staff to join the organization. In addition to this the new hr team revamp all recruitment collaterals, introduce different types of salary packages to cater to the varying needs of the workforce and use innovative recruitment approaches to attract candidates. Some examples includes the following:
• Using the CISCO recruitment bus to go to the heartlands to recruit security personnel
• Organizing the road shows in the orchard road to attract applicants to join CISCO
• Organizing library talks to potential applicants interested in a career with CISCO
Furthermore in a move to ensure that the hr team provides excellent customer service to its internal clients, service levels agreements were drawn up to ensure that the recruitment team meets the target numbers and service level of the internal clients.
2. Aligning human capital development: The four key areas of human capital development of the new hr team first developed include the following:
• Career progression system
• Learning management system
• Succession planning framework
• Talent management framework
A new career progression structure was developed to allow staff to move up the ranks as well as through the grades.
3. Strategic compensation and benefits: Building a strong compensation and benefits structure is fundamental to any organization as this plays a key role in rewarding and retaining the talent. This includes
• Providing incentives for high performance through variable bonus and faster promotional track
• Benchmarking salaries of top performers to the 50th and 75th percentile of the market
• Introducing new sales commission schemes to drive revenue
• Introducing long term incentives for retention and a new medical scheme that provides comprehensive coverage for both the employees and his or her family
4. Employee engagement: Engaged employees are motivated to contribute and give their best to the organization. The hr team ensured that all the key pillars of hr integrate to build a strong framework to keep employee engaged. The employee relation function has also been introduced and regular focus groups are organized to enable hr, senior management and CEO to listen to feedback of all levels of staff on the regular basis.
5. HR system and service delivery: To ensure the effective delivery of services the hr team builds the robust administrative system that enables hr services to be delivered efficiently and effectively. A comprehensive intranet was developed to give staff a complete overview of the hr services available with workflows for each major benefit and reward as well as HR functional workforce.
OUTDATED HR PRACTICES: There were lots of problem that the company was facing like turnover of staff was high, salaries were uncompetitive, the company was losing the key talent and HR practices were old and were not relevant to the business. Business unit heads were left to devise and craft their own people policies to cope with increasing competitive need of the business. A complete overhaul of HR function was done with the new team headed by the vice president of human resources.
THE CHANGE PROCESS: The new HR team spearheaded major changes to deal with the on coming competition that lies ahead of CISCO. Among the major considerations for the new HR transformation were:
• Understanding the strategy of the business and aligning the HR strategy with the business strategy
• Understanding the need of its business units and their unique challenges
• Identifying the key factors causing the high attrition
• Identifying the key factors causing the loss of key talent
• Building key pillar to deliver core HR services
• Building the employer brand positioning of CISCO to attract talent
• Building a strong human capital development programme to strengthen key competencies needed for the business
• Building an environment for change and for service quality
The following key HR pillars were transformed:
Manpower planning and recruitment
Human capital development
Talent management
Strategic rewards
Employee engagement
Hr system/structure
1. Manpower planning and recruitment: HR team began building a strong brand and attraction strategy to attract large number of auxiliary police officer, protection officers as well as key management staff to join the organization. In addition to this the new hr team revamp all recruitment collaterals, introduce different types of salary packages to cater to the varying needs of the workforce and use innovative recruitment approaches to attract candidates. Some examples includes the following:
• Using the CISCO recruitment bus to go to the heartlands to recruit security personnel
• Organizing the road shows in the orchard road to attract applicants to join CISCO
• Organizing library talks to potential applicants interested in a career with CISCO
Furthermore in a move to ensure that the hr team provides excellent customer service to its internal clients, service levels agreements were drawn up to ensure that the recruitment team meets the target numbers and service level of the internal clients.
2. Aligning human capital development: The four key areas of human capital development of the new hr team first developed include the following:
• Career progression system
• Learning management system
• Succession planning framework
• Talent management framework
A new career progression structure was developed to allow staff to move up the ranks as well as through the grades.
3. Strategic compensation and benefits: Building a strong compensation and benefits structure is fundamental to any organization as this plays a key role in rewarding and retaining the talent. This includes
• Providing incentives for high performance through variable bonus and faster promotional track
• Benchmarking salaries of top performers to the 50th and 75th percentile of the market
• Introducing new sales commission schemes to drive revenue
• Introducing long term incentives for retention and a new medical scheme that provides comprehensive coverage for both the employees and his or her family
4. Employee engagement: Engaged employees are motivated to contribute and give their best to the organization. The hr team ensured that all the key pillars of hr integrate to build a strong framework to keep employee engaged. The employee relation function has also been introduced and regular focus groups are organized to enable hr, senior management and CEO to listen to feedback of all levels of staff on the regular basis.
5. HR system and service delivery: To ensure the effective delivery of services the hr team builds the robust administrative system that enables hr services to be delivered efficiently and effectively. A comprehensive intranet was developed to give staff a complete overview of the hr services available with workflows for each major benefit and reward as well as HR functional workforce.