Attracting & Retaining Employees

By

Ms Jatinder Peters, GM(HR) and Head Coordination ONGC,New Delhi

Microsoft Leadership Conclave

GLOBALIZATION AND THE INDIAN ECONOMY
India was a traditionally managed, protected economy where industrial growth was largely fueled by the government sector.  1991-92: first spate of economic liberalisation  Process of adjustment to the free-market economy has been through ups and downs
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STRATEGIES DEPLOYED IN GOING GLOBAL
Organic and inorganic growth  Adding an export component  Moving up the value chain  Creating niche markets  Searching for new markets  Global supply chaining  Bringing foreign direct investment
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RESEARCH ON GOING GLOBAL
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CEO‟s indicate for going Global following important:
1.

2.
3. 4.

5.
6. 7.

Markets Manpower Technology Quality Management Systems Governance and Ethics Risk Management Management of Change and Organization culture

CEO‟S EXPECTATIONS
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Manpower
       

Training for global mindset Talent management and retention strategies Global compensation strategies Insights into work ethics of different countries Competencies development Soft skills and domain knowledge training Diversity management strategies and training Social sensitivity training

HR ACTIONS FOR GLOBAL GOING
HR Planning and Forecasting  Location Planning  Job Analysis/Job Redesign  Attraction & Selection  Training & Development
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Performance Management  Compensation  Retention  Reduction/Removal
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Bullies Are Everywhere

DIFFERENT FOLKS-DIFFERENT STROKES

KNOWLEDGE WORKERS
Increasing amount of “knowledge work” requires increasing number of “knowledge workers”  Require special skills gained via extensive schooling and training and have a heavy impact on the success of the company  Responsible for “tacit interactions”
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Rely on judgment, knowledge and context

60% of US labor force engaged in tacit interactions  But increasingly more jobs (positions) will require