Winning People - Human Capital

8/8/2019 Winning People - Human Capital

http://slidepdf.com/reader/full/winning-people-human-capital 1/27

Winning PeopleHuman Capital





“Hiring, retaining and developing

great people is the biggest

challenge and single greatest asset to

the success of any business..”

Scott Mc Nealy, CEO Sun Microsystems

Winning companies understand that people provide the real advantage.

However, skilled employees are a prime resource that is becoming

increasingly scarce. The Human Capital team at Ernst and Young

understands the challenges of developing talent and growing

organisational capability through people. Our consultants work with

you to design and implement people-oriented strategies that benefit the

business, employees and other key stakeholders. Our team brings

together professionals with functional experience, implementation skills

and business focus to assist clients in achieving strategic objectives.

We work collaboratively with clients to find solutions based on their

knowledge of business and our understanding of HR best practices.

Winning solutions

People Strategy Performance & reward

Human Resource Strategy

Leadership & Change

Mergers & Acquisitions

Restructuring & Privatisation

Communication

Talent Assessment & Acquisition

HR Outsourcing

Corporate Governance & Board Performance

Performance Management

Compensation & Rewards

WINNING PEOPLE 1ERNST & YOUNG



“In 1978, on average, book value represented

95% of market value, while 10 years later it was

28%. Today it is estimated that 80% of stockmarket value is driven from assets that do not

appear on the balance sheets, assets like people,

brands, knowledge and relationships.”

Richard E S Boulton, Barry D Libert, Steve M Samek,

Cracking the Value Code (2000)

W i n

n i n

g P e

o p l

eHuman Resource StrategyHuman Resource Strategy

People strategyPeople strategy



Building a human

resource strategy thatdelivers

Challenge:

How can HR teams link their strategy and processes to

business needs of the organization and show their impacton the bottom line?

Solution:At Ernst & Young, we work with your HR professionals to develop the most effective business solutions.

Combining your knowledge of business and its priorities with our skills, experience and methodologies, we help

your HR function deliver demonstrable business results through:

• Clarification of organizational values which will drive people practices

• Streamlining and improving the HR functional structure and design

• Measurement and development of HR capability to work as a partner in

forming and implementing business strategy

• HR benchmarking

• Definition of key performance measures

• HR audit and due diligence

• Employee surveys

Design and implementation of HR business processes and policies including:• Recruitment, selection and induction

• Performance management

• Compensation strategy

• Career and succession planning

• Training and development

• Retention and exit management

• HR policies and procedures

• HR technology




“A more complex economy demands more

sophisticated talent with global acumen,

multicultural fluency, technological literacy,

entrepreneurial skills and the ability to manage

increasingly delayered organizations.”

Chambers, E. G. et al,

‘Win the War for Top Talent’, Workforce vol 77 no 12,

December 1998

“The turmoil of the last 15 years is smallcompared to what we will see in the next 15

years.”Tom Peters

W i n

n i n

g P e

o p l

eLeadership & ChangeLeadership & Change




Changing with the times –

leadership and change

Challenge:

Change is unsettling and it requires strong

and empathetic leadership. The organization

also needs to balance between its business

and people priorities.

Solution:

The Ernst & Young Human Capital team has worked with businesses experiencing

significant drivers for major change; like mergers, acquisitions, privatization or major

shifts in environmental factors. We draw on our experience to support you in definingan agenda for change and equipping the organization to enable it and its leaders to

guide it. Our tools and approaches include:

• Assess organizational readiness towards change

• Design an organization linked to the business strategy

• Leadership assessment and identification

• Assist leaders in articulating a vision for change

• Support the development of business goals as well as targets

• Align performance management and rewards to the change process

• Identify competencies for success and assess and position key talent

• Conduct training on leadership skills such as coaching, counseling, teamwork,

motivation, empowerment etc.

• Communicate change and provide feedback on its impact to the leadership




“One - third of all acquired firms are sold off

within 5 years and 90% never live up to their

expectations.”

(M. Leofke, “Why so many mergers?” Fortune Magazine)

W i n

n i n

g P e

o p l

eMergers & AcquisitionsMergers & Acquisitions




Mergers and acquisitions

Challenge:

Mergers are not just about balance sheets,

cash flows or marketing synergies – they

are about people making the synergies

projected during the deal REAL.

Solution:

Our team at Ernst & Young can make the transition fuelled by mergers and acquisitions more effective. Successful

mergers and acquisitions require an integrated approach that connects business needs to people priorities.

It requires a comprehensive merger and acquisition strategy that includes:

• M&A due diligence including HR due diligence

• Announcement of the merger, its benefits and implications

• Finalizing post merger organization structure and leadership

• Announcement of key integration processes

• Developing consistent grades and fitment of employees within these grades

• Compensation and rewards policy

• Personnel policies and processes

• Cultural diagnostic and interventions




“Government enterprises represent the single

largest economic sector in the world economy.

Collectively they employ more people, commanda greater asset base and spend a greater

proportion of global GDP than any other

economic activity. The way in which reforms are

progressing in this sector includes

corporatisation, commercialization and

privatization of state owned enterprises. The key

driving force behind these initiatives is the

technical and functional restructuring of business. This includes stakeholder buy in,

organizational and people related changes and a

change enablement process that runs through

the entire programme.”

World Bank Report on Privatization

W i n

n i n

g P e

o p l

eRestructuring & PrivatisationRestructuring & Privatisation




Privatizing through

institutional strengthening

Challenge:

Economic forces in India have aligned in a

manner, which has compelled traditional

government-run entities in the infrastructure,

power and telecom sector to privatize and

compete against global players.

Solution:

At Ernst & Young, we believe that to be able to steer our institutional clients to

become globally competitive players, a single window solution is critical. These aresolutions where we converge all our expertise in the areas of business consulting,

corporate finance and human capital. Some of our key offerings in a restructuring or

privatization context are:

• Develop a restructuring plan

• Define organizational design and corporate governance framework

• Developing commercial, finance, regulatory, information technology and

human resource processes

• Change in personnel policies and personnel information system

• Finalization of staffing and employee transfers• Large scale training and communication exercises

• Leadership coaching and change enablement

WINNING PEOPLE

ERNST & YOUNG



W i n

n i n

g P e

o p l

e Communication Communication


“Take at least as much time as you spend with

your financial analysts and spend it with your

stakeholders. Make them a strategic partner.”

Jeffrey Sonnenfeld



Communicating with key

stakeholders to build aresponsive organization

Challenge:

How can your organization engage in a

dialogue with employees that involves themand ensures that knowledge and

information flows to where it is needed, in a

timely manner?

Solution:We partner with our clients to ensure that employee communication is aligned to the key stakeholders and addresses

the fundamental issues of organization and its people. Some of our deliverables in the area of organizational andemployee communication are:

• Identifying key stakeholders

• Assessing stakeholders’ needs

• Developing a focused communications strategy

• Media selection and development of key messages

• Design of print, video and electronic communications

• Employee communication training and involvement in organizational communications

• On-going communication and feedback




“If we don’t get the people thing right, we lose; it

is the most important thing in all our

businesses.”

Jack Welch, former CEO, General Electric.

W i n

n i n

g P e

o p l

e Talent Assessment & Acquisition Talent Assessment & Acquisition




Assessing and acquiring

talent

Solution:

The Ernst & Young talent assessment & acquisition team is uniquely positioned to

work across industry segments, to provide strategic talent acquisition solutions to keyclients. The team works in close co-ordination with clients to provide inputs to the

process of identifying and acquiring talent. Ernst & Young’s talent acquisition services

provides comprehensive solutions, focusing on:

• Acquiring key executives for strategic positions

• Developing strategies for executive development

• Leadership assessment

Challenge:

Strategic talent is the primary asset of most

organizations. Do you recognize that

strategic talent is in greater control than ever

before and talented employees understandtheir value to the employer? Furthermore,

they do not comply with the rules of the

retention game.




“Now that network is becoming a strategic part of

most businesses, many outsourcing customers

aren’t looking for providers who can do it more

cheaply than they can…they want providers who

can do it better than they can.”

Interweek

W i n

n i n

g P e

o p l

eHR OutsourcingHR Outsourcing




Challenge:

As a start up or rapidly growing dynamic

business, how can you resolve your people

issues efficiently without diverting precious

time and money to support an in-house HRfunction? Alternatively, as an established

business, how do you free up your HR team to

operate more strategically?

Outsourcing HR to create

value internally

Solution:

You need great thinking, the right people and the best technology to get and stay ahead of competition – and

create wealth and success. We help clients in achieving this by:

• Identifying HR activities that can be outsourced

• Delivering technology-enabled HR self-services

• Providing retainer services of key HR capabilities

• Redesigning HR processes based on best practices

• Providing implementation support




W i n

n i n

g P e

o p l

e Corporate Governance & Corporate Governance &Board PerformanceBoard Performance

Performance & rewardPerformance & reward

“Success lies in a Board’s taking full,

independent responsibility for the smooth

functioning of each of the organization’s coreprocesses.”

Robert F Felton



Corporate governance and

board performance

• Board structures

• Board review process

• Board committees

• Operating committees

• Director’s remuneration

• Performance measures

Challenge:

With an increased focus on effective

corporate governance, Company

Directors and Boards are becoming far

more interested in understanding whateffective Board performance and

contribution “look like”, what they can do

to improve stakeholder value and build

transparency and accountability.

Solution:

Our experience has shown that the conduct of annual Board reviews ensures that

Board members are able to receive regular feedback. This generally includes an

understanding of organizational performance as per stakeholder expectations,

corporate governance practices, risk management and accountability. Sometimes,

Directors prefer us to facilitate a Board “self-assessment” process based upon

confidential interviews and a tailored questionnaire administered to Board

members, the CEO and members of the executive team. Some of key areas

wherein we have assisted clients include:




W i n

n i n

g P e

o p l

e Performance & rewardPerformance & reward

Performance ManagementPerformance Management

“Sometimes what counts can’t be counted, and

what can be counted doesn’t count. ”

Albert Einstein



Total performance

managementChallenge:

The increasing competitive pressures and

stakeholder demand for management

accountability necessitates greater clarity and

accountability across the organization. It isimperative for organizations to build objective

and transparent means of defining, measuring

and monitoring performance.

Solution:

Our experience has shown that objective and transparent means of measuring performance can be the most effectivedriver of business success and employee morale. We have helped clients define measurable performance criteria,

aligned to their strategy, and cascaded it down to the last employee. We have assisted clients to achieve greater

accountability across the organization and more consistent and transparent reward mechanisms based on performance.

Some of our key solutions in this area are:

• Performance measures

• Performance appraisal process

• Performance pay

• Performance feedback and counseling

• Career and succession planning




“If you pick the right people and give them the

opportunity to spread their wings – and put

compensation and rewards as a carrier behind it – you almost don’t have to manage them. ”

Jack Welch

W i n

n i n

g P e

o p l

e Performance & rewardPerformance & reward

Compensation & Rewards Compensation & Rewards



It is not always about

money. It is about howmuch you value them.

Challenge:

How do you ensure that you are able to create

and maintain the delicate blend of base pay,

incentives, perquisites and stock options,

while ensuring that the compensation

philosophy is aligned to business strategy?

Solution:

At Ernst & Young, we strive to partner with our clients to create powerful

compensation solutions that help them attract, motivate and retain employees.

These include:

• Developing compensation strategy & policy

• Benchmarking market compensation levels

• Compensation structuring

• Executive compensation management

• Defining reward strategy and policy

• Design of reward management, variable pay and incentive processes

• Valuation and cost assessment of new reward strategies

• Designing flexible benefit programs

• Designing Employee Stock Option Plans






….about our services

“...Definitely would hire them again”

Mahindra & Mahindra Ltd

“Solutions that have been developed are innovative and practical..

communicate well and are responsive ”

Andhra Pradesh State Electricity Board

“Understood the organisation well, handled people sensitivities,

new thinking ...”

DCM Shriram Consolidated Ltd

“Great chemistry, clear scope, all promises kept

smooth closure”

Adidas

“We are confident of the team we are dealing with”

Ports, Customs & Free zones, Dubai

“Level of commitment and passion that the

team displayed was of a very high level”

Pfizer Ltd

“… a very fruitful experience…..A job well done”

Ranbaxy Laboratories Limited

“Enthusiastic, energetic & technically sound team”

ARAMCO Gulf Oil Company, Saudi Arabia





©2002 Ernst & YoungAll Rights Reserved.Ernst & Young is aregistered trademark.

www.eyindia.com

KOLKATA

22 Camac Street

Block ‘C’, Third Floor

Kolkata – 700 017

Tel: 033 2281 1224Fax: 033 2281 7750

MUMBAI

18th Floor, Express Towers

Nariman Point

Mumbai – 400 021

Tel: 022 2282 5000

Fax: 022 2282 6000

NEW DELHI

Second Floor, The Capital Court

LSC Phase III, Olof Palme Marg

Munirka, New Delhi 110 067

Tel: 011 2616 5000

Fax: 011 2617 5000

PUNE

First floor, The Metropole

Near Inox Complex

Bund Garden Road

Pune 411 001Tel: 020 402 5966 - 68

Fax: 020 401 5900

BANGALORE

Divyashree Chambers, ‘A’ Wing

Second Floor, Langford Road

Bangalore 560 027

Tel: 080 224 5646 - 49Fax: 080 224 0695

CHENNAI

Second Floor, TPL House

3, Cenotaph Road

Teynampet

Chennai – 600 018

Tel: 044 431 1440-3

Fax: 044 431 1450

HYDERABAD

205, Second Floor

Ashoka Bhoopal Chambers

SP Road

Secunderabad – 500 003

Tel: 040 2789 8850

Fax: 040 2789 8851

Ernst & Young Pvt. Ltd., India

Date post:	10-Apr-2018
Category:	Documents
Upload:	calmmale
View:	218 times
Download:	0 times

Winning People - Human Capital

Documents