HR City

Vilas Bhalerao
Vilas Bhalerao
Sr.
Manager -
HR,RDC
Concrete
(India)
HR Strategies in Place in your Company
RDC Concrete (India) Pvt Ltd is one of the
leading ready-mix concrete manufacturers and suppliers in India, with Pan India Operations. Well defined HR Policies and Procedures are in place - for Talent Acquisition and Management, Reward Management, Learning & Development, Performance Management System, Competency Profiling, Succession Plan.

Today trends seen in HR


HR,has a paradigm shift continously, now - a shift is taking place to " Employee Experience ". i.e - developing motivated workplace with engaged employees. Its focus is now on Talent Management and Employee Engagement. HR is facilitating CEOs, in defining the kind of organisation to be set up.HR is the leaders of leaders and creating the magic of co-leadership which makes 1 plus 1 is 11.

Difficulties in Planning Human Resource in an ever changing business


Human Resource is the most critical and dynamic resources in any organization, hence the difficulties are also there in its planning. Getting and retaining the right talent is always a big concern.

HR Relationship with the CEO

CEOs also have to play key role in the mentoring & Coaching of their key leadership roles.Continously connect with the people in the organisation. Handholding is the biggest role to build the next level leaders in the organisation which the CEOs perform. HR have to go aligned with business and in designing organization strategies and goals and to achieve them.HR should not be pleasers with the Top.HR can play a pivotal role in creating the culture in the organisation.

Biggest Pain Point


Grapevine in the organisation is the biggest pain point.

Motivating Employees with Rewards


Rewards is always linked to Employee Performance and Organization Performance.We also have instant rewards.

Different Qualities looking while hiring people


Our focus is more on the Behavioural part of the candidate by probing on his past performances which is the best prediction.

Some of the leadership development programs being held & results obtained


The journey has just begun.Our Stakeholders have developed a culture of investing in peoples development at every level.We are still learning and still have to go a long way.The initiatives are more focussed on functional skill building and building capabilities with very selective behavioural interventions.We are very concious on leadership development,through continous coaching & mentoring.

Identifying Leaders promoting them to the next level

HR along with the Regional Business Heads has developed an " Individual Development Plan" for the key Talent Pool.Out of these talent pool we promote them to next level and give them bigger responsibilities at different location to deal with different challenges.HR has played a very vital role in initiating this acitivity.These talent pool are also trained in operational as well as sales.

Engaging Gen Y - Leadership and Organization Culture


We can attain results in an immediate fashion

Recruiting & retaining the diverse and ambitious Generation Y. Are they really ambitious

Career Growth and Succession Plan is well defined in RDC. That itself helps in attracting them. Challenging job responsibilities are added to their profile which makes their work interesting.

Attrition Management: Retaining vs. fresh hiring


RDC is doing well in retaining talents - organization has already made a shift to Talent Mgt and Employee Engagement. So results will be seen in near future.

Workplaces are changing. Cultures are evolving. The average employee today is different from his/her counterpart from a decade ago too? What is lacking and what does he/she need to keep in mind in todays working scenario

Organization Culture has made a drastic change now and they are looking for employees with right attitude than with right aptitude. Getting fit into any organization is a challenge to an average employee. Organization expectations will be always higher so the employees have to be competitive, innovative and up-to-date to survive.

Attract good people, retain the better people and advance the best people

Focus on building and developing a good organization culture and strategies to attract good people, motivate and engage to retain better people and train and make them industry oriented to be the best in the industry

Advice/ suggestions to fellow HRs

Having good talent people in the organisation was important yesterday, but today it is critical - so always focus on Talent Mgt and Employee Engagement. HR always have to focus on working Industry Oriented.Here I mean to say getting aligned with the business and know the complete rules of the game.

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The “Strategic HR Summit“ is designed specifically with the Chief HR Officer in mind to assist forward-thinking CHROs as they meet demands of tran