8th July 2011 Mr. Bobby Kuriakose Ms. Meghana Marathe

A Journey of Forbes Marshall towards being one of the BPTW (Great Place to Work)

Forbes Marshall Overview

Started by J. N. Marshall in 1925 as a Trading company

Focused on Process Efficiency, Environmental Monitoring, Energy

Efficiency and Utilities Management for diverse sectors

Expanded by Mr. Darius Forbes into a leading Corporate group,

manufacturing advanced engineering products

•Over 1000 Trained Professionals

•More than 1000 Products and Service packages

•Present Turnover of 750 Crores INR (150 Million US $)

•3 State-of-the-art manufacturing facilities

•21 Regional Sales & Service Centers in India

•11 International Sales & Marketing units

•To be a developed company in a developing country, pursuing market leadership in our chosen fields of Steam Engineering, Process Control and Utilities Management.

•Dedicated to growth and an increasing international presence, committed to being a role model organization for our customers, suppliers, society and members

Vision - Values

Integrity

Innovation & Entreprene -

urship

FM Family Spirit

Value Delivery to our

Customers, Members &

Society

Vision and Values

Some Facts about our

Organization

Value Added per Employee = (Sales – Material Cost ) / Number Of People

Year 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11

Achievement 16.91 18.57 19.36 22.02 25.92 29.36

Figures in lakhs

HR Philosophy

Any Organization is as good as its people.

People would like to be involved in what they do and

this leads to engagement.

For a World Class Organization, we need People with

World Class Thoughts.

An individuals dignity is as important as that of the

Organization.

Why is our Organization a Great Place to Work ?

Time tested Employee Friendly culture and Heritage.

Living Core Philosophy of Family Spirit.

High integration of HR & CSR processes.

Focus by Senior Leadership on HR strategies.

HR being a facilitator to the Line Managers who are real HR

Champions – HR Associate

Nurture transparency and team culture.

3 Key Pillars of E. Engagement

• Performance Management System

• Learning & Development Initiatives

• Competency @FM

Employee Development

• Communication Forums

• Communication Tools

• Channels of Feedback

Communication

• Women and Children

• Education & Health

• Adolescents & Youth

CSR Initiatives

1st Pillar Employee Development –

Competency @FM

Forbes Marshall Core Competencies

Technical Competencies

Role Specific

6 - Behavioral Competencies

Communication Decision Making Planning & Organizing Problem Solving Team Orientation People Development

Competency Based

Approach

Competency Based

Recruitment

Job Rotation

Learning & Development

Career Planning

What’s unique in Competency @ FM?

Developed In- House

Competency Mapping for all levels

Themes developed for Behavioral Competencies

Qualifiers developed for Objective Competency Evaluations

Development of Recruitment Manual for Competency Based

Recruitment.

Varied Learning and Development Options designed In-House.

Performance Management System

PMS

Cycle

Goal Setting

Administering the Annual

Review Process

Analysis done post the

Annual Review Process

Mid Year Reviews

What’s Unique in PMS @ FM?

Vision and Value Analysis

Helping and Hindering Analysis

Personal Development Plan

Focus on Future development of

Members

Quality of Review Analysis

Learning & Development Initiatives

Pre Training Execution of L&D options

Post Training Effectiveness

Competency Mapping

Skill Gaps identified

Learning & Development

Calendar Prepared

Candidates Nominated for

various L&D options and

interventions

L&D Intervention Co-

ordination

Delivery of L&D Options

Knowledge Transfer

measured

Effectiveness Of L&D options

is measured through

effectiveness form

Copy of form given to

manager

Forms Analyzed

Review by manager for

change in behavior

What’s unique in L&D Initiatives @ FM? Post Training Evaluation using Kirk Patrick Model

Vendor Development Initiatives

Content Development and Training Design by ID certified members

Calculation of Trainer Score for every Training.

Designing of Various L&D methodologies

2nd Pillar - Communication Communication

Forums Communication

Channels & Tools

Feedback Channels

Induction and Orientation

Vision and Value

Workshops

PMS, Competency and

Post Training Discussions

Monthly Managers

Meetings

Monthly Meetings

VA Review Meetings

Departmental Meetings

Divisional Reviews

Value Council Meetings

Various Conferences

Intranet – I @ FM

FM Insight – Video

Magazine

FM Topics – Quarterly

Magazine

HR Associate activity

Internal newsletters

# Inside info

# Intouch

Employee

Engagement Survey

Employee Satisfaction

Survey

Vision and Value

Analysis

Helping and Hindering

Factors Analysis

HR Associate Survey

360 Degree Feedback

Exit Analysis

Customer Satisfaction

Survey

GPTW Feedback

Unique Practices and Processes @ FM

ELT – Leadership Development

Role Transition Program

Vision and Value workshops for every new member

Course fees reimbursement for members

Value Digression Committee

Committee on Sexual Harassment/ HIV AIDS / CSR

Our Retirees Program

Family members awareness programs FM Blue Wave

Meljol

FM Alumni Data Base

Educational Trip for members children

FM Appreciation award

3rd Pillar – Corporate Social

Responsibility – FM Initiatives

Our Neighbourhood

What we do differently…

• Need Based Programmes

• Participatory approach

• Women and children as key

beneficiaries

• Networking and partnership with

government bodies.

Objectives….

Objective 1 – To

enhance skills of

school going

children

• Study Hall

• Prerna Kendra

•Akanksha

•School Libraries in municipal schools

•Gammatwadi

•Bal Bhavan

Objective 2 – To

impart

vocational and

life skills to

adolescents and

youth.

• LABS – Employability training for youth • Tarang – Imparting HIV/Aids awareness and sex

education in schools

• Phulora – Life skills program for adolescent girls

•ECF – Program to sensitize young males to reduce

violence against women.

Objective 4 – To

enhance health

awareness and

provide

services.

Objective 3 – To

empower Women

• Establishing and supporting SHGs,

federations and credit society

• Umang

• Vocational skill training for women

• Awareness and exposure on socio legal

issues.

• HIV/ AIDS awareness and counseling and rehabilitation

to substance abusers, their families and the community.

• Child Guidance centre

• Health workers training and awareness in the

community.

•Health Check – up services in the neighbourhood

Social Audit Accounting

We are the first company in India to complete

the social Audit through the Social Audit

Network UK in October 2009.

Employee Involvement

CSR Awards – Mother Teresa Award,

FICCI award,

Project Management Inst. India

award,

B.D.Deshmukh award etc…

Everything isn’t rosy…..

HR Challenges: Limitations of a manufacturing organization in HR focused initiatives

Major group of senior members and the challenges in their engagement.

Management of change and learning , especially the ‘Baby Boomers’

Engagement of ‘Gen X’ and ‘Gen Y’

CSR Challenges: Political pressure

Delay from Government agencies

Attitudes

Still the Journey

Continues…….