IIM ROHTAK H U M A N E - R CLUB P re s e n ts
H R BULLETIN VOLUME 36
humane.r@iimrohtak.ac.in
HUMANE-R|VOLUME36
HR BULLETIN
Establishing goals and accountability with KPI-driven D&I targets In this interview with Maneesh Menda, Head of Human Resources, NatWest Group India, we decipher how to lead KPI-led diversity agenda and get key stakeholders to inspect, measure, and explore the right D&I efforts. According to very popular research conducted by a Stanford and Harvard professor, David Pedulla, “What Works,” argues that the mojo for achieving diversity is no different from the steps necessary to achieve other business goals. In order to change behavior, firms must develop appropriate goals and metrics, share them with stakeholders, and embrace accountability for outcomes. “Lorraine Hariton, President & CEO, Catalyst shares, “Measurement is a critical component of creating an environment of diversity, equity, and inclusion in workplaces that allow all employees to thrive. You cannot improve what you cannot measure.”
2
HUMANE-R|VOLUME36
In fact, recently in September 2020, 56 organizations, including Accenture, Bank of America, Chevron, Deloitte, EY, Google, KPMG LLP, Pfizer, Procter & Gamble, PwC, Uber, and Visa, have joined the Gender and Diversity KPI Alliance (GDKA) to support the adoption and use of a set of key performance indicators (KPIs) to measure gender and diversity in their companies and organizations. By collecting and analyzing data on diversity over time, comparing those numbers to the numbers at other organizations, and sharing them with key stakeholders, companies can increase accountability and transparency around diversity issues. These goals can further be made accessible to key internal and external stakeholders to promote accountability. In this interview with Maneesh Menda, Head of Human Resources, NatWest Group India, we decipher how to lead KPI-led diversity agenda and get key stakeholders to inspect, measure, and explore the right efforts. Q: As a business, what are NatWest D&I priorities and big rocks, and how does it align with the overall business goals of FY21-22? At NatWest Group India, one of our main priorities is to become a more diverse and inclusive organization. Our purpose is to champion the potential of our colleagues, which we do by relentlessly breaking down barriers to make sure everyone can bring the best of themselves to work every day. While our plans continue to evolve, some of our priorities for India in FY21-22 will focus primarily on: • Reinforcing our gender positive action plans that include Women Development Programs, Women Comeback Program, and Women in Technology initiative. • Continuing to provide development support for our disabled colleagues. ASPIRE program and SAMBHAV are some of our main initiatives in this area. • Maintaining inclusion focus for our LGBT, Ethnically Diverse, and Multi-Generations workforce. Q: Measurement is a critical component of creating an environment of diversity, equity, and inclusion in workplaces that allow all employees to thrive. What are your thoughts about it? How do you measure D&I efforts?
Over the last few years, the Financial Services industry has ensured good progress in shifting mindsets and adopting progressive policies and practices to mainstream Diversity & Inclusion (D&I). There is visible evidence that corroborates that leaders have moved away from looking at D&I simply as a box-checking exercise to making it a competitive advantage and driving real business outcomes. Tangible work across organizations can be seen where development programs clubbed with career opportunities are formalized and measured to ensure all underrepresented employee groups are represented fairly. Numbers alone cannot tell the whole story. However, constantly measuring our progress in D&I is critical to ensure we reinforce what works well and change what doesn’t. Inclusion is all about giving our underrepresented employees a voice to share their thoughts and flexibility to work in comfort and making them feel belonged. Through our ‘positive action approach’ plan, we ensure that our people policies and processes are inclusive and accessible, right from how we attract and recruit to how we reward and engage colleagues. We are confident about this approach, and with time it will help us achieve a better balance of diversity throughout the organization, thereby, enabling us to champion the potential of our colleagues, customers and communities…
Read more at: https://www.peoplematters.in/article/diversity/establishing-goals-andaccountability-with-kpi-driven-di-targets-28726
3
HUMANE-R|VOLUME36
Future of Talent Acquisition: Insights from HireRight’s 2020 Global Benchmark Report HireRight’s 2020 Global Benchmark Report provides some critical data points to measure your company against when considering your talent acquisition strategy for 2021. 2020 was certainly a watershed year for humanity, in both life and work, with its true impact still to be seen over years to come. Millions of individuals around the world who lost their jobs during the pandemic are now searching for employment, and many companies globally are, or will soon be, looking to rebuild and grow. But how do businesses who need new talent find it with such a potentially wide candidate pool available, and how can you, as HR professionals, help to attract the best talent to join your organisation when many other companies are also hiring? To help answer these questions, we can look to HireRight’s 2020 Global Benchmark Report to provide some data points to measure your company against when considering your talent acquisition strategy for 2021: Finding qualified job candidates was ranked the number one global talent acquisition challenge in 2020, but will this still be the case in 2021 when many countries are reporting extremely high unemployment figures? With more qualified candidates available for work, employers should have a wider talent pool available to them; however, as some companies are now taking on permanent remote hires from across the world, businesses may have new competition in the ongoing search for talent. You may wish to revisit your employee value proposition (EVP) to ensure that your compensation and benefits are in line with those of your new competitors. Referrals and online job boards were ranked the most effective recruitment channels in 2020, but are employers looking to new channels to fill their talent gaps this year and beyond? How have companies that traditionally relied on in-person recruitment events, such as job fairs, adapted to a digital-only recruitment model? Using a variety of recruitment channels as part of your talent acquisition strategy will help to minimise the effect.
Read more at: https://www.peoplematters.in/article/talent-acquisition/futureof-talent-acquisition-insights-from-hirerights-2020-global-benchmark-report28706 4
HUMANE-R|VOLUME36
Sameer Aggarwal promoted as COO of Walmart’s Sam’s Club unit’s e-commerce vertical The move comes eight months after the US retailer announced that its flagship India entity, Flipkart, had acquired its local chain of wholesale stores. Walmart announced that Sameer Aggarwal is elevated to the role of Chief Operating Officer of US E-commerce vertical of Sam’s Club. “Please join us in welcoming Sameer Aggarwal as the chief operating officer of Sam’s Club US e-commerce,” according to a social media post from Sam’s Club. “Sameer’s extensive background in e-commerce operations will accelerate SamsClub.com and improve the omni-channel experience for our members,” the tweet said. Aggarwal joined Walmart India in April 2018 as Executive Vice President overseeing strategy and administration and was promoted to Deputy CEO in January 2020. The latest role at Sam’s Club is the fourth promotion for him during his three-year stint at Walmart. Within eight months of joining Walmart India, he was elevated to the role of Chief Business Officer in 2019 and was made the deputy CEO a year after that. He was named the new CEO of Walmart India in April 2020, replacing Krish Iyer who retired from the full time management and will assume an advisory role in the company. “Thanks to Krish’s years of leadership, Walmart has built a solid foundation for our cash-and-carry business in India. With best-in-class talent, strong corporate governance, a progressive digital mindset and close integration with local communities throughout India, we are well placed for the future,” Dirk Van den Berghe, Executive Vice President and regional CEO of Asia and Global Sourcing said..
Read more at: https://www.peoplematters.in/news/c-suite/sameer-aggarwalpromoted-as-coo-of-walmarts-sams-club-units-e-commerce-vertical-28728
5
HUMANE-R|VOLUME36
6
Deutsche Bank plans to hire 1,000 techies in India With an aim to boost its in-house engineering capabilities, Deutsche Bank has plans to hire 1,000 technology professionals in India in 2021. German multinational Deutsche Bank has announced plans to hire 1,000 tech professionals in India in 2021. The Bank has already hired 300 out of the 1,000 hires from top engineering institutes in the country, with an expected date of joining in July. The remaining 700 new hires will be lateral hires. The Bank reportedly has an employee base of about 4,000 between its Bengaluru and Pune tech centres. The German bank visited nearly 40 campuses this year. Some of the regular campuses include IITs, NITs, and BITS Pilani. Deutsche Bank launched a special graduate programme in India in 2017,with 57 graduates that nearly tripled to 150 within a span of three years.
Reportedly, tech graduates undergo two six-month job rotations and participate in a one-year global continuous development programme, post which they receive their final placements. Through the programme, graduates sharpen their skills as full-stack developers to gain broader understanding of various aspects of tech development. Deutsche Bank’s India tech team has contributed to developing big data and high-performance computing architectures to simulate methodology for value at risk (VAR), an important market risk measure, which sees the bank’s portfolios being repriced daily using historical simulations over a given period. With COVID-19 accelerating the use of digital signatures across the bank’s multiple stakeholder groups, the teams in India ensure that digital signatures are adopted and integrated into business processes and workflows. “Our software engineers in India are working on the bank’s top 50 programmes and 60% of our people are focused on engineering. Some of the platforms that we support in India include those for big data and..
Read more at: https://www.peoplematters.in/news/talent-acquisition/deutschebank-plans-to-hire-1000-techies-in-india-28721
6
HUMANE-R|VOLUME36
PwC India announces special bonus for all employees PwC India will be providing a bonus equivalent to 2 weeks’ pay, to all employees which will be included in the salary for March 2021. As an appreciation for the unrelenting commitment and efforts made by its 15,000 employees in a year that was disruptive owing to the COVID pandemic, PwC India today announced a special one-time bonus for all its employees. PwC India will be providing a bonus equivalent to 2 weeks’ pay, to all employees which will be included in the salary for March 2021. This one-time payout will be independent of the firm’s usual appraisal and increment cycle, which is set to follow previous timelines. “Sanjeev Krishan, Chairman, PwC India stated, “The past year has been one of the most challenging and disruptive years for business, not only for us but also our clients. It called for an organizational and workplace overhaul that none of us anticipated. Responding to the crisis with extreme agility and ensuring business continuity for all was paramount and we are very proud of and humbled by the way all our people got together and ensured that we and our clients not only navigate the crisis well but also emerge stronger from it. It is because of their efforts that even in such an extremely difficult year, we are on course to meet our goals and are optimistic about the year ahead. We are extremely happy to share this success with our people through this token of appreciation.”
Krishan added that the firm is not only grateful to its people but also their families for being the strong support system that enabled them to do their work well and thanked them for being a part of the extended PwC family. The development again reinforces the need to reward and recognize employees especially after a tough year..
Read more at: https://www.peoplematters.in/news/compensation-benefits/pwcindia-announces-special-bonus-for-all-employees-28716
7