8/3/2019 Maruti Suzuki_Eklavya
1/24
DrivingBusiness Excellence through
P e o p l e
8/3/2019 Maruti Suzuki_Eklavya
2/24
Agenda
Vendor Conference
Commercial Finalization
One on One Consulting
8/3/2019 Maruti Suzuki_Eklavya
3/24
Vendor Conference
Mail to Vendor CEOs by MDs id
Draft Mail
Panel Discussion amongst CEOs in Vendor Conference
Draft Guidelines
Present the Contract Labor Guidelines
Circulation of Booklet
8/3/2019 Maruti Suzuki_Eklavya
4/24
Commercial Finalization
Meetings done with all consultants
EY Quote from EY is the Benchmark Quote
Hewitt Quote brought down to EY Level
Tools Negotiation in Process
Mercer Once Hewitt gives final quote, they will be asked for
same rate
Hay Group Rates are high, have been asked to reduce
CEO Partial Quote for diagnostic received
8/3/2019 Maruti Suzuki_Eklavya
5/24
One on One Consulting
Finalization of tools
List of vendors and prioritization
List of consultants and allocation of vendors
Scheduling of the consulting process
Roll Out Steps Diagnostic
Action planning
Implementation
Audit to review progress
8/3/2019 Maruti Suzuki_Eklavya
6/24
Agenda
- Follow up on Mail by MEO(SC) & MEO(Admn)
- One on One Implementation
- Template
- Financials from Consultants
- Allocation of Companies to Consultants
- Mail from MD
8/3/2019 Maruti Suzuki_Eklavya
7/24
Follow up
on Mail by MEO(SC) & MEO(Admn)
Joint mail sent on 7th March 2010
Approx 20 responses have comeFollow up mail also sent in April 1st week
Responses being compiled by SC
8/3/2019 Maruti Suzuki_Eklavya
8/24
One on One Implementation Phase
8/3/2019 Maruti Suzuki_Eklavya
9/24
The Process Steps
Template Design
Diagnostics
Implementation of Action Plan
Same templates to be used by all consultants
Ideas for standard templates / tools being aligned
Meeting of average 4-5 hours with each consultant
Audit to evaluate Impact
8/3/2019 Maruti Suzuki_Eklavya
10/24
The Mapping Process & Tools Used Earlier
Meeting with CEO
To gain insight into companys
vision, values, practices &
future roadmap
Detailed questionnaire for
understanding the HR Systems
and Processes & audit of
relevant documentation
HRAudit
Focused Group Discussions
CEO Role,Vision,Values,
Strategy
Design,Deployment &HRProcessMaturity
INPUT ANALYSIS TOOLS
Discussions with employee
groups to know their
perceptions & on ground
implementation of HR Processes
PeoplesPerceptions,Engagement,Work Culture
Discussions with the CEO
Detailed questionnaire for
understanding the HR
Systems and Processes +
audit of relevant
documentation
Discussions with employee
groups to know their
perceptions & on ground
implementation of HR
Processes
8/3/2019 Maruti Suzuki_Eklavya
11/24
Proposed Design of the New Template
Diagnostics Tool Matrix
TOOL Leadership Work CulturePeople
Practices
Meeting with the CEO/ MD
Meeting with the Senior Management
HR Process Audit Study
Focus Group Discussions /Enablers-
Disablers / In others shoes
HR Questionnaire
60%
30%
10%
15%
15%
10%
60% 30%
70%
8/3/2019 Maruti Suzuki_Eklavya
12/24
Tool Design
Progress Status
TOOL OBJECTIVE
Meeting with the CEO/ MD Structured tool benchmarking MSIL Practices on
Leadership and Work Culture has been prepared
Elements, descriptors, scaling listed
Feedback from Consultants to finalize toolsMeeting with the Senior Management
Focus Group Discussions / Enablers-
Disablers / In others shoes
To be conducted by respective consultants in line with
Work Culture parameters
HR Questionnaire (Climate Study) To be prepared
HR Process Audit Study Feedback from Consultants to finalize tools
8/3/2019 Maruti Suzuki_Eklavya
13/24
Some ideas to be considered
Some business parameters to be part of diagnostics as elements which can be
compared for improvements during audit phase. Suggested parameters:
New people development initiatives implemented in last six months Nos., reach, cost
People Involvement attendance & attrition levels
Suggestion Scheme - No. of suggestions given, Nos. implemented, cost savings
Quality Circles & Kaizens Nos., Cost savings, system improvements
Manpower cost & mix
Manpower productivity (Man hours per product)
Profit per employee
Quality trends like Direct Pass Rate, defect rate, delivery schedules
Plans drawn with timelines to be implemented by a cross functional group within
each company (Consultant & MSIL to monitor)
Structured induction for Consultants & MSIL representatives
Responsibility to be allocated for monitoring
8/3/2019 Maruti Suzuki_Eklavya
14/24
Company Allocation to Consultants
Out of 57, 10 Companies already engaging following consultants :
Hays(1), E&Y(2)
Smile(1), ABC (1), Avalon(1), Deloitte(2), R&M(1), Cerebrus(1)
Mixed group proposed to be allocated to consultants
Proposed Allocation :
CEO 15
Hewitt 12
Mercer - 10
Hays 10
E&Y 10
8/3/2019 Maruti Suzuki_Eklavya
15/24
CEO proposal highlights
Will go for diagnostics broadly on the parameters set by MSIL
Has suggested some changes in our template
One dedicated resource for a company
Self Managed Teams for blue collar workers a basic approach
Implementation may take 6 months to an year
Yet to firm up detailed costs for implementation
Already began one-on-one at RICO
8/3/2019 Maruti Suzuki_Eklavya
16/24
Hay Group proposal highlightsFor the diagnostic study the following tools have been recommended -:
8/3/2019 Maruti Suzuki_Eklavya
17/24
Mercer proposal highlights
Will broadly go by our tool design & implementation
method
Suggests business parameters to be used as progress
parameters
8/3/2019 Maruti Suzuki_Eklavya
18/24
EnY proposal highlights
Already working with Vendor Company, endorses our
method
Will broadly go by our tool design & implementation
method
8/3/2019 Maruti Suzuki_Eklavya
19/24
Financials
Approx 5 hours spent with each consultant over 2-3 meetings to
orient & explain
Tools, process, financials discussed for each phase
Most consultants seek clarity on implementation phase
Financials being finalised
8/3/2019 Maruti Suzuki_Eklavya
20/24
Thank You !
8/3/2019 Maruti Suzuki_Eklavya
21/24
One to one working with Vendor Companies
MSIL HR & Knowledge partner to facilitate / execute
Knowledge partners & executors
Hewitt, E&Y, Hay, Mercer, CEO (Center for Excellence in
Organizations)
This transition may take 9 ~ 12 months
Road Map for the Future .
Driving Business Excellence through People
8/3/2019 Maruti Suzuki_Eklavya
22/24
Buy in of the Initiative with a Select Groupof CEOs
Diagnostic Study - HR Process Mapping in
12 Companies
CEO Sensitization Workshops
Senior Management SensitizationWorkshops
One on One Support to Vendor Companiesin enhancing their HR Capability
Key Stages of the Project
8/3/2019 Maruti Suzuki_Eklavya
23/24
Vision & Growth Plans
Business Strategy
People Leadership
Decision Making/ Delegation
Change Management
TOP LEADERSHIP ROLE
HRPolicies
Design and Implementation ofHRsystems and processes
- Managerial Workforce- Blue Collar Employees and
-
Outsourced Employees(Contract Manpower)
HRFUNCTION MATURITY
Fairness and Firmness
Participative & Collaborative
Open two way communication
Equal Opportunity
Continuous Improvement & Learning
High Performance
Listening Culture
Appreciation Culture
Sense of Belongingness
Respect for Individual
WORKCULTURE
Mapping Parameters
8/3/2019 Maruti Suzuki_Eklavya
24/24
The Categorization
Scale Score Ranges
NASCENT Score: Below15
BASELINE Score: 15 to 30
EVOLVING Score: 30+ to 60
MATURE Score: 60+ to 80
Scale Score Ranges
NEGATIVE Score: Below 6
INDIFFERENT Score: 6 to 12
POSITIVE Score: 12+ to 18
HIGHLY
POSITIVE
Score: 18+ to 24
Scores given on -:
HR Function Maturity
Work Culture
HRPROCESS MATURITY WORKCULTURE
SCORING LEGEND
Top Related