Presentations across NHRDN Chaptershttp://www.nationalhrd.org/National HRD Network. All Rights ReservedNational HRD Networks NHRDN 3rd Webinar on June 26th Webinar on Employee Engagement in Todays Business scenario with Mr Anand Pillai and Mr L Selvam George The webinar had over 100 participants from 57 organizations across 16 locations ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=126th Jul, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=1 NHRDN TiE HR Summit ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=3616th Aug, 2010http://www.nationalhrd.org/speaker-presentation-detail.php?pid=36 NHRDN TiE HR Summit 2010 ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=3716th Aug, 2010http://www.nationalhrd.org/speaker-presentation-detail.php?pid=37 Wellness - Return on Investment Motorolas wellness programs saves the company 393 for every 100 invested Johnson Johnsons Health and Wellness Program has produced average annual health care savings of 24466 per employee Northeast Utilities WellAware Program which in its first 24 months reduced lifestyle and behavioral claims by 1400000 Caterpillars Healthy Balance program which is projected to result in long-term savings of 700 million by 2015 ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=1028th Nov, 2008http://www.nationalhrd.org/speaker-presentation-detail.php?pid=10 In these uncertain times when the foundations of our global economic system are being challenged we need to look beyond the pessimistic predictions the fads and the simplistic solutions to whats proven and whats real Its critically important to remind ourselves of what the evidence tells about how leaders get extraordinary things done We also need to understand the vital role credible leaders play in restoring confidence and in revitalizing organizations ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=49th Apr, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=4 Organizations have integrated most of the key human capital functions - like recruiting employee development and succession planning into their talent management strategy How about Compensation Have organizations truly leveraged Compensation as a strategic toolCompensation is the cornerstone of an effective Talent Management strategy Organizations need to build their ability to enable consistent reliable and standardized compensation processes that are linked to key performance drivers of individual and organizational strategies ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=512th May, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=5 The objective of this functional technical competence module is to equip professionals with the knowledge and skills in effectively implementing performance management systems ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=610th Jul, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=6 The objective of this functional technical competence module is to equip professionals with the knowledge and skills in effectively implementing performance management systems ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=710th Jun, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=7 The Global Economic Meltdown Why Great Companies Fail Different Leaders Identifying High Potentials this presentation will answer all these and more ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=828th Nov, 2008http://www.nationalhrd.org/speaker-presentation-detail.php?pid=8 64 believe that global integration is the way forward Outperforming CEOs implement globally integrated business designs Enterprise of the Future will be Globally Integrated ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=928th Nov, 2008http://www.nationalhrd.org/speaker-presentation-detail.php?pid=9 188 Organizations across 15 Industry Sectors responded to the survey Industry Sectors Respondents Industry Sectors Respondents Automotive 7 ITITes 44 Banking Financial Services 14 Media and Entertainment 8 Insurance Professional Services 15 Chemicals and Petroleum 8 Real Estate 9 Consumer Goods 8 Electronics Technology 10 Retail 11 Healthcare and 10 Telecommunication 7 Pharmaceuticals Industrial Products 16 Travel and Tourism 5 Infrastructure 16 ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=1128th Nov, 2008http://www.nationalhrd.org/speaker-presentation-detail.php?pid=11 Emerging Macroeconomic Technology Trends Integrated Talent Management modelThe Talent Management Blueprint Talent Management Patni PatnisLeadership development framework ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=1228th Nov, 2008http://www.nationalhrd.org/speaker-presentation-detail.php?pid=12 To achieve true differentiation companies must develop a more responsive and resilient workforce by finding better ways to p y g y source talent allocate resources measure performance and build vital capabilities HR delivery is about developing sound processes and systems that ensure focused committed and competent workforce in the organization ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=1429th May, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=14 ROI is derived from Finance None of the HR expense is booked as investment HR expenses are Costs Where is ROI in HR Are we trying to prove a hypothesis null ab8208initio h h ll b Difficult to determine returns for HR contributions which affect many f f h b i facets of the business View of HR as a cost center ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=1529th May, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=15 Organizations often claim that People are our most P l t HR as a source of f important asset competitive advantage Do we really mean it or it is a slogan Is it HR or People is a source of competitive advantage What HR can deliver is more important than what it does the deliverables are capabilities the organization needs to accomplish its business goals such as commitment from employees more efficient systems loyalty and the ability to create and implement strategy - David Ulrich Human Resource Champions The Next Agenda for Adding Value and Delivering Results Harvard Business School Press 1997 Let us honestly assess how much of the time we all in HR spent on these strategic areas ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=1629th May, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=16 Its not the strongest of the species who survive nor the most intelligent intelligent but the ones most responsive to change Charles Darwin ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=1729th May, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=17 How do you measure benefit Through reduction in time taken for any operation TAT costed through manhours incremental services offered outsourcing cost etc etcWhat are the investments that Organisations typically make on People Knowledge Training Salary Resulting in Products and Infrastructure Services Exposure ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=1829th May, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=18 HRNetwork18 The Core Areas Culture Building Talent Talent Management Acquisition On boarding Team Scorecard Admin Team Excellence Engagement OD E HR ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=1929th May, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=19 Multi Cultural Aspects in HR Glimpse of some real issues Managing multi cultural teams and more ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=2029th Jul, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=20 HR Leadership now requires an astute understanding of three spheres organizations core business drivers the leadership talent needed to deliver business results and the technology platforms that empower your organizationTechnology platforms of tomorrow will look vastly different than the administrative systems that HR is familiar with today at all levels from the employee or personal level to the systems level and at the executive analytics levelTomorrows HR leaders must prepare themselves in unprecedented ways ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=2113th Aug, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=21 HR PlanningAffirmative ActionMeasurement and improvement using Recruitment Process Outsourcing ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=228th Aug, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=22 Globalization The process of integrating world economies growth in the functional integration of national economies International HRM is the process of procuring allocating effectively using HR in a multinational organization is the way in which work organizations deal with people management issues occuring in more than one national context ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=238th Aug, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=23 Proactive Management Actions which generate enhances sustainable value for its stakeholders than what existed before by adding either to its capabilities or gainig competitive market dvantage enhances portfolio advances technological know how introduction of new management processes and practices or by Adding to its corporate management and Governance processes ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=248th Aug, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=24 Mr Anuraag Maini Sr VPHR DLF Pramerica explained the importance of selecting the right candidate and the cost direct indirect involved in the same which can be 8-10 times the salary paid He shared his rich experiences on competency based selection and the dearth of trained people across industries He further explained how a non-fit recruitment adversely affects the organizations performance and stressed the importance of planning before conducting the interview by using the STAR concept ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=2527th Aug, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=25 Understanding Competencies Why Competencies Developing a Competency Model Linking Competency Model to HR Systems A look at HR Competencies The GSK Story ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=2610th Sep, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=26 Moving towards a new performance agenda The need of the hour is To Master the Ability to Learn Learning from others is lower cost and lower risk than learning from own experience The focus of the report is to help us learn from others to learn from the past as we build for the future ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=279th Dec, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=27 hanging World Order Shaping Sustainability New trends shaping the world - o - Changing Demographics o - Climate Change o - Globalization o - Health o - Private Public Partnerships o - Resource Scarcity o - Technology o - Urbanization Tomorrows Businesses - those that proactively factor emergent trends and make markets work for sustainability ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=2820th Dec, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=28 EMPLOYABILITY Employer Branding Candidate Pool Recruitment THE CORE ISSUE 13 th NHRDN National Conference Market Yield Comp expectation Brand pull ability Light house appointment ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=2910th Dec, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=29 World Class Talent Management People Engagement at phenomenal retention of 972 - an Industry benchmark Vision Community Time Off Scheme Mentoring Matters The Universal Dress Code The Fun Zone ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=3024th Dec, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=30 Profit Plus Roles and responsibilities The past year The Rupee Inflation Competitiveness Competitive Compensation from a global viewpoint Risks and Opportunities During good years salary survey Minimal internal competition other than for talent Internationally compensation competition vital Can this dichotomy be real in a global world How should Indian companies place themselves ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=317th Dec, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=31 The business of business is more than business The traditional view of business as a profit-seeking institution concerned only with the shareholder value must give way and it is giving way to a view that the best way to sustain its shareholder value is to attract and retain the hearts and minds of its key resources customers employees suppliers and the community It also means accepting the corporate social responsibility towards the environment and the society Each organisation plays a role in improving mankind ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=3214th Dec, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=32 The Clash of the Titans Youth and Generation Y Challenges 2 Key Topics to be covered Characteristics of Generation Y o The most high-maintenance yet potentially most high-performing generation in history o Need for fast-track career positioning greater work-life balance positive feedback training and cutting edge technology The leadership challenge with Baby Boomers Gen X and Gen Y-ers How Organizations can become employers of choice ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=3317th Dec, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=33 Some good Practices Challenges The Balancing Act Providing information vs protecting confidentiality Outsourcing Bharti Partnership Approach Key Messages for an effective MA process ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=3422nd Dec, 2009http://www.nationalhrd.org/speaker-presentation-detail.php?pid=34 Employee Taxation - Presentation Transcript ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=3522nd Jan, 2010http://www.nationalhrd.org/speaker-presentation-detail.php?pid=35 NHRDN TiE HR Summit ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=3816th Aug, 2010http://www.nationalhrd.org/speaker-presentation-detail.php?pid=38 NHRDN TiE HR Summit ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=4016th Aug, 2010http://www.nationalhrd.org/speaker-presentation-detail.php?pid=40 NHRDN TiE HR Summit ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=4116th Aug, 2010http://www.nationalhrd.org/speaker-presentation-detail.php?pid=41 NHRDN TiE HR Summit 2010 ...http://www.nationalhrd.org/speaker-presentation-detail.php?pid=4216th Aug, 2010http://www.nationalhrd.org/speaker-presentation-detail.php?pid=42