DEEPAK VERMA ROLLNO 12PT2-19 PTPGM OCT12 BATCH
HR Assignment
BRIEF INTRODUCTION ABOUT THE COMPANY
QUICK INTRO
Name of the Company
Exchangecaf is a startup with in ecommerce domain in e-retail industry, based on barter business model. The company started with a
EXCHANGECAFE ONLINE PVT. LTD.
Sector
IT & ECOMMERCE
Nature of the Company
vision of creating e-commerce retail products based on barter business model. These products primarily focused on C2C market and enable community networks by integrating with any intranet or Internet product. Currently company working exclusively for one of the US Company for bundling their existing intranet products with own line of products.
HOW DO YOU PRECEIVE HR IN YOUR ORGANISATION?
ExchangeCaf, mainly a backend IT Integration company working very closely with their partners, not performing large HR functions as many IT companies do. Primarily the Line manager are taking care of lot of Employ engagement and development. But as a company we have certain HR policy in place and have only 1 people to take care of it. As the company growing on year and year basis lot of HR functions which are currently out outsourced would be develop in-house very recently. In my organization, most of the HR practices perform by of the line manager, but have strategic alignment to the business primarily involving the following company strategies: Cost Reduction Innovation Quality enhancement Competitive positioning Value chain enhancement Increase profit
PRIVATE LTD.
Designation
CO-FOUNDER & CHIEF TECHNOLOGY OFFICER (CTO)
Some of the following process, where HR practicing are though support function but have strategic benefiting the organization business:
Hiring & Retaining
We have been engaging lot of external HR consultant to shortlist the talent for us and conduct hiring process for us, so primarily our hiring process is outsourced and line manager directly work with these external service providers to bring in the talent in the organization. Once hire then our internal HR team takes care of their learning and growth within the organization while closely working with line managers. Our main focus on minimize the attrition and maximizing the learning for an employee within the organization, therefore we have learning and growth matrix for each and every employee which get review every six months. In order to
HR Assignment (2013) - Deepak Verma (Roll No 12pt2-19)
understand the overall skill matrix of the organization, these growth matrix get reviewed and incorporated in business strategies. This way we can understand the need of an employee and minimize are attrition, so that it will contribute to our cost-reduction strategic and finally work on profit enhancement.
Training & Development
One of the main HR practices we mainly focus to implement our innovation and competitive positioning strategy. As the technology changing with rapid pace, with that the new immerging talents are coming in the market. The new technology advancement defined your competitive edge from the others. So our focus is to train our employee internally or externally on the emerging technologies and practices. That gives us a competitive advantage and provide us the innovative path to develop new architectures and design for our clients.
Horizontal Promotion
We as a company have a flat organization structure, the major challenge for us to provide vertical promotions to our employee year on year which is not possible. So we have introduced a horizontal promotion process where we have created practice heads for various technologies, process and practices. These practice heads then can aspire to become champions to lead the team of practice heads specific to their technologies or practices. Thats not only give people a motivation for achieving but also to work and develop his skills in a particular area. Thats a strategic decision to quality and value chain enhancement.
Socialize and Openness
With my experience most of the organization missed on create a proper practices on socializing and openness. But in our organization this is a building block since the inception stage and we have created a separate policy out of it. This is one of our employee KRA where they need to socialize with other employees and create an open culture. This has both indirect and direct impact on all of our business strategies, as it resolves lot of differences and issues at personal level and you will not be spend precious work out in resolving personal comprehensions or grievances.
WHAT ARE THE VARIOUS FUNCTIONS PERFORMED BY HR DEPARTMENT IN YOUR ORGANISATION?
As I stated earlier, we have a very small HR department although we are carrying out the HR functions through our Line Managers or we can say a lot personal management part be taken care by our Line managers. If I broadly defined we are carrying out all the function which are carried out by any other Organization, which are as follows:
Job Analysis
We are identifying different job profile as per our work requirements and then identifying the abilities, skills and qualification to needed to perform it successfully.
Human Resource Planning
In this process we make sure we ensure right number of qualified people in the right job at the right time. As well we do a future planning or forecasting to make sure right set of people available when new job would be coming in the organization.
Employee Selection & Recruitment
Although we have lot of external recruitment firms working with us closely to provide the right talent, but internally we have process of interviewing and selecting the right candidate for the right job.
HR Assignment (2013) - Deepak Verma (Roll No 12pt2-19)
Performance Appraisal
We have a very unique performance appraisal system, where we again take an interview of the employee in various skill sets which he had acquire over a period of time and want to grow his talent in the technology or skill. While looking at his past performance in his current job and interview results we appraise him both monetarily as well as horizontally. This will give them a fair chance to compete with each other and perform better. For the senior management we review in terms of cost & profitability parameter and employee engagement and relationship.
Training & Development
From the day one of the employee we create a complete growth matrix and learning curve. This growth matrix and learning curve gets review by their in Line manager on the timely fashion, changed and modified accordingly. We make sure that everyone would get an equal number of hours for both external and internal training.
Employee Motivation
We have several (not formal) tools to motivate employee with in the team and organizational level which are very innovative in nature. The first vision of the organization to have transparency and honesty among peers and line managers, for that we have lot of open forum, where you can share your views about people, place and culture. We have outdoor fun trips plan, where each team get to know each other and interpersonal skills would be groomed.
HR Assignment (2013) - Deepak Verma (Roll No 12pt2-19)
