HR Systems and Processes HR Systems and Processes Developed for Developed for

M R ChandramowlyM R Chandramowly

QuasarQuasar

Developed for Developed for

Quasar HRQuasar HR

Mr M R Chandramowly, ExMr M R Chandramowly, Ex-- Corporate HR Corporate HR ––VP VP of Praxair India, Joined Quasar Innovations of Praxair India, Joined Quasar Innovations During Feb 2005 and helping Quasar to build During Feb 2005 and helping Quasar to build

and manage HR systemsand manage HR systemsand manage HR systemsand manage HR systems

He facilitated inHe facilitated in--house workshops to build our house workshops to build our Mission, Vision, Values, Competencies and Mission, Vision, Values, Competencies and other HR processes such as Performance other HR processes such as Performance

Appraisal System, 360 DFB, HR manual and Appraisal System, 360 DFB, HR manual and Employee Hand bookEmployee Hand book

Competency

Based 360

Winning AttitudeRecruiting the right

ones

Continuous

Improvement

Adding Value

to BusinessNew Competencies

C-Based Appraisal

Converting Vision

Into reality

Retaining role

models

Technical

Competencies

C – Based

Dept/Succn Plng

C-Based Appraisal

Developing Quasar Developing Quasar MissionMission

Vision andVision andVision andVision andValuesValues

Quasar Innovations Pvt. Ltd

Our Sense of Our Sense of

MISSION

Our Mission

To be the best energy source of innovation and technology to design and innovation and technology to design and build unique devices of high functionaluse for effective living of mankind

Our Vision

Be a World Class Customer Drivendesign house for mobile phones, design house for mobile phones,

unleashing our Core Competencies and People Excellence

Our Values

Customer delight

Responsibility and Commitment to

What we always stand for, in whatever we do….

Responsibility and Commitment to objectives

Integrity and walk the talk

Sensitivity to people and their inputs

Winning and achieving effective results

Our Core Competencies

Passion to innovate

Dare to dreamDare to dream

Putting things together to create a whole

Capacity to drive to be the first in acquiring technology

Strategic Differentiators

We would operate in competitive arenas differentiating others by …

� Feature utility,

How we are different from others in the Industry…

� Feature utility, � Product purpose, � Time to market, � Cost efficiency, � Quality solutions, � Innovation and high functional use� Deep sensitivity to customer needs.

Quasar HR Manual

MANUAL

OF

HUMAN

RESOURCE

Preface 2

Introduction 3

1 Our Mission, Vision, Values… 4

2 Quality Policy 6

3 HR Mission 6

4 Objectives of HR function 7

5 Quasar Focus 8

6 Definitions 9

7 Manpower Planning 9

8 Competency Model 9

9 Career Banding 10

10 Recruitment 11

11 Employee Referral Scheme 13

12 Induction 13

13 Probation 14

14 Confirmation 16

15 Performance Management Process 15

16 Retention Program 18

17 Performance Rewards 19

Page No

17 Performance Rewards 19

18 Career Progression 20

19 Training and Development 20

20 Compensation and Benefits 23

21 Travel Rules - International 24

22 Travel Rules - Domestic 26

23 Leave Rules 26

24 Other facilities – guidelines 30

25 Insurance Benefits* 32

26 Leave Travel Allowance* 32

27 Business Cards 33

28 Transfers 33

29 Special Recognition Awards Program 34

30 General Information 35

31 Quasar Business Integrity 37

32 Discipline 41

33 General Condition of Employment 44

34 Grievance Redressal 45

35 Separation 46

36 Retirement 46

37 Service Certificate 46

Quasar Employee Hand Book

Quasar Competency Model

Project Lead

Depth of system knowledge and application

Global awareness of technology

Review /validation of project deliverables

Interpret and manage technical processes

Delivering High Value product /technology for

customer delight

Technical Module Lead / Test Lead

Multi Domain Knowledge and Applicatioin

System Architecture Knolwdge and ApplicationSystem Architecture Knolwdge and Application

Effectively evaluate third party soutions

Provide technical guidance to team members

Technical intereface with customers/vendors

Review / Validation of assigned tasks

Sr Engineer - SW / HW / Test

Depth of Domain Knowledge

and Application

Provide Technical solutions

Design Concepts

Provide Technical Training

Product integration

Engineer -SW / HW

Design / programming skills

Process compliance

Testing and Bug fixing

Quality output

Technical Learning

HR Templates Developed

• Appointment Letters

• Contract Appoint Letters

• Training Engagement Letters

• Non-Disclosure Agreement• Non-Disclosure Agreement

• Employee Band Profile

• Job Description

• Probationer’s Performance Feedback

• Consultation Contract Agreement

HR Policies

•• Mission, Vision and Values Mission, Vision and Values

•• Employee InductionEmployee Induction

•• Technical Competency MappingTechnical Competency Mapping

•• Employee Referral SchemeEmployee Referral Scheme

•• Leave RulesLeave Rules

•• Travel Rules Travel Rules –– Domestic Domestic –– InternationalInternational•• Travel Rules Travel Rules –– Domestic Domestic –– InternationalInternational

•• Employee Hand BookEmployee Hand Book

•• HR ManualHR Manual

•• Exit Interview ManagementExit Interview Management

•• PMSPMS

•• Preparing HR BudgetPreparing HR Budget

•• Employee Stock OptionEmployee Stock Option

•• Training Calendar and Training BudgetTraining Calendar and Training Budget

M R Chandramowly

Focus areas of HR

Developing

Customised

Competency

Models

Training on

Critical

Competencies

Competency Gap

Analysis through

Assessment

Centers

Revalidating

PerformanceP C M M Emotional

Performance

Management

System

Level Three Intelligence

Setting up

B E I Process

H R

Consultation……………

• Concept paper for National Conference, National HRD Network, Mumbai, India Title: Building HR Competencies for success;

• Asia Conference Paper for Asia HRD Network, Thailand, Title: Value Based Competencies; Thailand, Title: Value Based Competencies;

• Human Values – the DNA of Leadership – NIPM, Karnataka

• Write-ups and Articles on HR published in Indian Newspapers. Currently a serial on Leadership competencies is being published in Deccan Herald— ‘Avenues’’ from 2002

Competency Modeling, Mapping, Development and Mapping, Development and

Assessment Projects facilitated by Chandramowly

Competency Models Developed

GMR Group

SEPLSEPL

Quasar Innovations

ACE Group of Companies

TUV

Building Mission, Vision, Values

Competency Based Interviewing

Execution – Converting Vision in to Reality

Managing Results

C – Based Performance Management

Competency Modeling Projects

Multi Point Feedback System

Emotional Intelligence

Competency Gap Assessment

Business Process Re-engineering

Learning and Living 7 Habits

‘Self Development’

Team Leadership

Coaching & Consultation

M R ChandramowlyM R Chandramowly

Focused on serving to build organization Mission, Vision, Values and assist to channelise resources

to achieve strategic business goals developing and building world class HR processes. Specialised in

Leadership Competency modeling, mapping and assessment for PCMM Level 3.

EducationEducationPost Graduate in Literature & Anthropology , Graduate in Science

Course Graduation / Training from Covey Leadership, USA Course Graduation / Training from Covey Leadership, USA

Competency Management Accreditation - SMR, Singapore

Multipoint Feed Back – ‘VOICES’ certification from Lominger Inc, USA

License to administer Thomas Profiling- Thomas International UK

HR and OD Training

Silva Mind Control - Nigiel TaylorTeam Leadership - Leadtrain

Basic Human Process Laboratory - ISABS.Human Value Foundation – IIM Calcutta

Career Architect - Competency Model – USACoaching Pilot - Singapore

Human Organisation - Praxair Asia

Experience

Quasar Innovations – 2 YearsCorporate Vice-President HR Praxair India – 7 YearsGeneral Manger HRPSI Bull – 7 Years

Sample HR Tool DevelopedSample HR Tool Developed

OrganisationalOrganisational OrganisationalOrganisationalIndividualIndividual

GoalsGoals

Performance assessments made easy.

It take less time to complete and document total assessment of direct

reports

OrganisationalOrganisational

ValuesValuesOrganisationalOrganisational

CompetenciesCompetencies GoalsGoals

We develop a customised tool for managers to We develop a customised tool for managers to assess total employee performance with a bellassess total employee performance with a bell--

curve indexingcurve indexingFeatures…..

3

Name: Tarun

Department: Kensri Date: 25 12 2006

Evaluated by: Priya

Score

Critical Goals Weight 1 2 3 4 5

1 ……………………………………… 15

2 ………………………………………. 15

3 …………………………………….. 10

4 ……………………………………… 5

5 ……………………………………… 5

69Displayed Level in Performance

Designation: Stu

Job Band: 5

Enter Sl No.

6 ………………………………….. 10

7 ………………………………… 10

8 …………………………………. 10

9 ……………………………….. 10

10 ………………………………. 10

5 Excellent

4 Good

3 Fair

2 Poor

1 Unable to rate

Needs improvement in meeting expectations, below average performance

No knowledge of this ability

You can change the weightage of Individual Critical Goals. Please ensure retaining total score of 100.

Consistently exceeds expectations, exceptional performance

Frequently exceeds expectations, above average performance

Meets expectations, average performance

Press if you

have done

Name: Tarun

Department: HRDate: 25 12 2006

Evaluated by: Priya

Total Score

SEPL Values Weight 1 2 3 4 5

1 ………………. 15

2 Integrity and Ethics 15

3 Customer focus 10

4 0 5

5 Continuous Improvement 5

52

Designation:

Job Band:

Manager

5

Displayed Level of Performance

Press if you

have done5 Continuous Improvement 5

Leadership Competencies

1 10

2 10

3 …………………………………. 10

Technical Competencies

1 ……………………………….. 10

2 ………………………………. 10

5 Excellent

4 Good

3 Fair

2 Poor

1 Unable to rate

Needs improvement in meeting expectations, below average performance

No knowledge of this ability

Consistently exceeds expectations, exceptional performance

Frequently exceeds expectations, above average performance

Meets expectations, average performance

have done

Name: Tarun

Department: HR Date: 25 12 2006

Evaluated by: Priya

Max

ScorePoints

Scored

Critical Goal Performance 100 69

SEPL Values and Competencies 100 52 Final Score

200 121 60.5

Job Band: 5

Designation: Manager

Name: Tarun

Department: Kensri

Evaluated by: Priya

TC

HC - HIGHLY COMPETENTC - COMPETENT TC - THRESHOLD COMPETENCE

High Results – Low Behaviour

Av. Results – Low Behaviour

Low Results – Low Behaviour Low Results – Av. Behaviour Low Results–High behaviour

Av.Results – High BehaviourAv. Results – Av Behaviour

High Results – Av.Behaviour High Results–High Behaviour

Critical Goals for Next Financial year ……..

Indicate the competencies (behavioural and technical) mutually agreed for development

FD Critical Goal

FDD Critical Goal

FDDD Critical Goal

Critical Goal

Critical Goal

Critical Goal

Tarun

Development Plan :

Press if you

have done

Name Dept Manager Designation Band Date Month YearGoal

Score

VCES

core

Final

ScoreBC Index Dev 1 Dev 2

Tarun Kensri Priya Stu 5 25 12 2006 56 59 58 C Analytical; Listening

Tarun Kensri Priya Stu 5 25 12 2006 47 50 48 TC FD FDD

Tarun Kensri Priya Stu 5 25 12 2006 69 52 60 C 0 0

Ram HR Thripti Associate 5 23 12 2006 59 54 0 AchieveName of

selected

Saday Kensri Priya Stu 5 25 12 2006 74 60 0 AchieveName of

selected

Tarun Kensri Priya Stu 5 25 12 2006 56 0 0 0 0

0 0 0 0 0 0 0 0 0 0 0 0 0

Type the nameType the name of

the Dept

Type name of the

evaluater

Type employees

designation2 23 12 2006 51 0 0 Achieve uii

Tarun Kensri Priya Stu 5 25 12 2006 61 57 59 C 0 0

Type the nameType the name of

the Dept

Type name of the

evaluater

Type employees

designation2 23 12 2006 100 0 0 0 0