In the new system, there is no forced fitment of an individual into a particular performance grade. The erstwhile quota system of performance grades, where every department is supposed to have its list of high and low performers, has been abolished.
Browsing: bell curve
Let us creatively appreciate the highlights and take a guess whether this additional cost will create gross national value on the hypothesis: ‘happy, engaged and motivated employees co-create better yield’!
An alumnus of the Tata Institute of Social Sciences, and an accredited coach (ACC) recognised by the International Coach Federation, Makarand Khatavkar, group head–human resources, Kotak Mahindra Bank, has built HR teams from scratch, more than once.
A seasoned HR professional, Khatavkar’s career spans three decades. He has spent around 20 years in the BFSI sector alone. Prior to joining Kotak, he led HR at Deutsche Bank.
He speaks to HRKatha, on how the banking industry is realigning its people’s strategy with the changing business environment, and the plans specific to Kotak Mahindra’s employee engagements.
Richard Lobo is a qualified mechanical engineer who decided to pursue a career in human resources. Post his PGDM in Marketing and Finance, from Xavier Institute of Management, Lobo dabbled in sales and marketing at Godrej & Boyce.
He joined Infosys in 2000 where he was recently appointed as the senior vice-president & head-HR. In his new role, he oversees the functions of business HR, employee relations, geography-HR and HR delivery for Infosys.
In the last one year, the company has introduced several changes in terms of people practices. Lobo chats with HRKatha on the company’s people strategy and his overall view on the changing dynamics of the human resource function.Excerpts!
Aircel, a top -down organisation in terms of compensation and benefits, turned the pyramid upside down only to discover that it worked wonderfully in its favour!