Asst. Manager - Human Resource
Briefly tell me about your company and the HR strategies you have in place.
Sungrace is a Product/Infrastructure Design and Information Technology Consulting organization that provides design, simulation and software services to the Extended Engineering Industry. Manufacturing, Independent Software Vendors (ISVs), Owner/Operators, OEMs and EPC companies leverage Sungrace to power their product and asset design innovations. In conjunction with our group companies and business units, we provide the following broad services: Outsourced Product Development: End to end software development, testing, maintenance and documentation in areas of PLM/CAD/CAE, Web Applications, PLC, and Industrial automation technologies. Design and Simulation: Product design & development, CAD, CAM, CAE and PLM consulting services in multiple industry domains. Civil Consulting: Land development, roads and bridges, water resource management, and structural design for various infrastructure related projects. Design, Construction Oversight and Project Management.
HR Strategies: Plan, Pattern, Position, Perspective
What are some of trends you are seeing in HR?
From Handling EPF and insurance to associate as a business partner HR.
In the era of ever changing business, explain the difficulties in planning the Human Resource?
Getting the "Right"engagement fit, The denim clad, iPod-sporting, Face book twenty something generation is writing the new rules of Indian Workforce.
What is your biggest pain point?
How do you Motivate Employees with Rewards in your organization?
Cash and non-cash benefits.
When you hire people what are you essentially looking for?
Adequate skill-set, Passion to work and cultural fit.
Brief some of the leadership development programs held and how often? Result obtained from that?
Effective and fair evaluation of performance
Empowerment through effective delegation
Coaching mentoring activities.
An open & transparent culture to empower people & develop.
How do you identify leaders and promote them to the next level?
Engaging Gen Y - Leadership and Organization Culture
Internal diversity and inclusion programs
Internal version of Face book
Reverse Coaching/Mentoring program
Flexible work timings
&Periodic role changes
How do you recruit and retain the diverse and ambitious Generation Y?
Setting by objectives & how do we make it happen (Identification Actions to take or not).
How to attract good people, retain the better people and advance the best people
1. Compensation 2. Environment 3. Growth 4. Relationship 5. Support.
What are your advice/ suggestions to fellow HRs in the industry?
I believe education, qualification measures are highly important because we know that each &every employee contributes to the success of our business. As Asst. Manager HR I feel an Individuals in HR should plan to map out the development of individuals skills according to your position, goals, company's need.