1 Management through passion A Success Story of Passion and Team Management at Landmark Group National Institute of Personnel Management (NIPM), 24th September
2 Our HR Vision Building an integrated ecosystem to deliver employee value proposition by: Attracting the right talent Nurturing & Enabling Continuous Learning Creating a Performance-Driven Culture Propelling Business Excellence Becoming an Employer of Choice
3 73% 142% Headcount and Turnover Our Headcount will grow by over2016 – 17 (projected) 14118 employees 6730 crores 12235 employees 5346 crores 10391 employees 4401 crores Our Turnover will grow by over 142% 9224 employees 3500 crores 8163 employees 2774 crores
4 The HR Transformation StoryCreating a great work culture in-line with Business Growth
5 Automating HR ProcessesBiometric System across all stores and offices to ensure accuracy of time management Employee Lifecycle Entire process from offer letter, employee information to full and final settlement managed on People Apps Employee Self-Service Access to leave management, download of documents, taxes etc. directly available to employees without manual intervention Performance Management System Performance Management fully automated from setting of Goals to final performance appraisal Over 12,000 employees register attendance through the Biometric System Over 1 Lakh transactions made on People Apps every month
6 Being a responsible paymasterSalary Benchmarking done for the last 4 years to ensure parity with industry Salary Fitment by ensuring we define our salary benchmark and percentile for each role
7 Hiring the Right Fit Job Descriptionsfor all roles in the Company; Key Effort Areas and Key Result Areas defined for every role; drafting of Job Descriptions done in-house. Hiring based on Competency Framework Framework defined for each Business Unit and Grade, ensuring we get the best skill and cultural fit Psychometric Profiling Psychometric Test administered for all grades based on the Competency Framework Behavioural Event Interviews Aptitude Tests and Situational Analysis administered to store employees to ensure great customer service Over 95% recruitment done in- house Over 300 roles have standardized job descriptions
8 An open and transparent cultureOpen House With Management across Corporate, Region and Stores Get Connected Face-to-face meetings with new joiners at regular intervals (30 – 60 – 90 day) Connect over Coffee Skip-level meetings People Pulse Engagement Survey Landmark Way of Working Code of Conduct – Version 2 Whistle Blower Policy Tied up with Interweave who are part of the committee Prevention of Sexual Harassment Here to Help An open channel for grievance redressal Smiley Kiosk To analyze the Happiness Quotient in the organization 4.4/5 rating on satisfaction with on-boarding through Get Connected Over 100 skip-level meetings conducted every year through Connect over Coffee 80 scored on Trust Index Benchmark for the Statement “Management is approachable” – GPTW (2016)
9 A performance-driven cultureBalanced Scorecard 30% of the overall weightage in Balanced Scorecard in the People Quadrant Incorporation of Values 12% of overall weight given to Values (Lifestyle Pilot) Talent Segmentation Done for all store employees before final assessments 360° Feedback Survey To give an holistic review of performance to the Senior Management Maxelerate A pilot run in Max to analyse the efficacy of a Segmented Approach to performance management and the removal of Bell Curve Normalization >>>>>>>
10 Maxelerate Trimester Self-Appraisal Joint Accountability Model3 independent appraisal periods in a Financial Year Joint Accountability Model Ability to analyse potential deviation and create preventive action plans Perception Error Reduced radically because of segmented approach Feedback & Course Correction Ability for Managers to set revised goals based on goal completion Quantum of Moderate Performers (Mostly Meets Expectations) reduced by 15% Quantum of Good performers (Meets all Expectations) increased by 5% Quantum of Exceptional Performers (Exceeds Expectations) increased by 10% Avg rating Dept rating
11 Helping People Grow Launchpad Assessment CentersInternal Job Postings across Landmark Group Assessment Centers for grades Supervisor and above Landmark Education Assistance Program (LEAP) IGNOU and AIMA courses for store employees LIFE and Max Career Passport Structured development program for store employees Executive Programs In Leadership Management and HR Management from IIM-C Executive Coaching for Senior Management One-on-one coaching for Max Senior Management by reputed Leadership Coaches Fast Mover Development Program High potential program for succession planning (Lifestyle Pilot) >>>>>>> Over 570 positions posted on Launchpad closed internally Over 450 store employees registered in LEAP
12 Fast Mover Development Program44 employees Identified to go Through the Program out of which 8 have been selected for Year long intervention Identification of High Potentials amongst Middle Management to build pipeline for Senior Management roles Multiple levels of Objective Assessments to evaluate readiness for intensive development Customized Individual Development Programs for each High Potential Identified Program Developed In-House The assessments as well as Model for the Fast Mover Development Program was developed by the Organization Development Team
13 Developing Talent through innovative learningPlay in a Day Theatre Methodology – Highly effective at stores (Values driven through PID) i-learn E-learning through skillport for ready access to training and learning material Outbound Training Program Conducted for all teams at the Corporate office On-the-Job Training To get employees accustomed to new processes and ways of working Quiz Methodology Lifestyle Ka Genius and Max Masterminds Immersive learning Welch Way Program Gamification and Reality Show Innovative learning methodologies Knowledge Hub E-library where employees can access a large repository of books
14 Rewards and RecognitionLifestyle People Oscar Awards Ideator Award Value Champ Leadership Award Make a Difference Long Service Awards – 5, 10, 15 years Max People Icon Awards Icon of Value Icon of Leadership Icon Of Idea Make a Difference Long Service Awards – 5, 10, 15 years Clash of Icons Unique Rewards and Collaboration program for stores piloted at Max Regions >>>>>>>
15 Clash of Icons 2% and 4% for Spotlight and wannabe stores respectivelyJal, Agni, Vayu, Prithvi Employees from stores, regional offices and warehouses are divided into 4 cross-department groups 9 Parameters of Assessment Big Bills Mystery Audit Scores Customer Feedback Scores Attrition in the Group Productivity Score Card Value Certificates Earned Cheque Leaves Earned Participation in Engagement Activities Planogram score Max Magic Moments Rewards Cheque Leaf An innovative method of recognition that has been Appreciated across the industry Overall Mystery audit scores are gone up by 2% and 4% for Spotlight and wannabe stores respectively The per employee productivity is grown by 13.7% for the organization The basket size of the organization is grown by 2.6%
16 Coming Together House Concept at Corporate Office I Love LMG3-month campaign to instill pride in employees Retail Employees Day Celebrated every year on 12th December to thank store employees Family Fiesta Organized every year to bring together families Max loves Music Innovative jingle making competition organized for Max Regions Maxtravaganza Annual Max Region Get-Together Saturday Engagement Programs Every Saturday at Stores Festival Celebrations Especially at Stores, since they miss out on Festival Holidays Various Sports and Cultural Events To encourage hobbies and passions of employees Spouse and Kids Day An opportunity for spouses and children to see where we work and what we do Team Outings Yearly team bonding activity House Concept at Corporate Office Bringing Landmark Group India Closer Together >>>>>
17 House Concept at Corporate4 Houses with Captains and Mentors Summer – Spring – Autumn - Winter All Business Units part of the Houses Lifestyle – Max – Splash – Home Centre - Citymax – Landmark Shops - Easybuy Completely driven by employees Minimal HR intervention in organizing and encouraging participation Engagement Activities standardized Ensuring all Business Units drive the same philosophy and values A few activities organized this year Landmark Premier League Landmark Carrom Tournament Landmark Badminton and Table Tennis Tournament World Environment Day – Pottery Making / Gift a Sapling Talent Hunt
18 Providing a happy and safe workplaceDoctor at Work A doctor is available at work so that employees can get some regular check-ups done with no hassle Concierge Services Various services like bill payment, courier services, passport support etc. provided to employees to Superseva Concierge Services ATM ATM Machine available at office for all employees. Other offices in the Campus do not have this facility Spar Delivery at Work A special kiosk for employees by Spar so that employees can order their groceries online and have them delivered to them the same day Creche Facility We have tied with Klay to provide Creche Services close to our office and Employees’ home. The facility is available at a subsidized rate.
19 ROI is in the results (Lifestyle International Pvt. Ltd)
20 This has made us We are a Great Place to Work12th Best Large Workplace in Asia Best Workplaces Asia No.1 India’s Best Company to Work For Two consecutive years – 2014 and 2015 Top 3 Companies to Work for in the Retail Industry in 2016 Consistently in Top 3 in Retail Employer of the Year CMO Asia: Awards for Retail Excellence Dream Employer of the Year Best Strategy In-line with Business Award for Talent Management Award for Excellence in Training Asia Best Employer Brand Awards 2015 We are a Great Place to Work
21 Thank you