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Contents Introduction 1 HR Excellence Model 2 Award Assessment Process 4 Recognition Methodology 5 Application Process 7 Application Document 8 Human Resources Excellence Award Criteria 9-16 1. Leadership 2. Human Resources Strategy 3. Learning and Development 4. People Well Being & Employee Engagement 5. Human Resource Management Process/Practices 6. Results Special Category Awards 17-18 1. Learning and Development 2. Employee Engagement Assessment and Scoring 19 Scoring Matrix Enablers 20 Scoring Matrix Results 21 Registration Form 22 Scoring Summary Sheet 24 5
Introduction The Confederation of Indian Industry (CII) works to create and sustain an environment conducive to the development of India, partnering industry, Government, and civil society, through advisory and consultative processes. CII is a non-government, not-for-profit, industry-led and industry-managed organization, playing a proactive role in India s development process. Founded in 1895, India s premier business association has over 7200 members, from the private as well as public sectors, including SMEs and MNCs, and an indirect membership of over 100,000 enterprises from around 242 national and regional sectoral industry bodies. CII charts change by working closely with Government on policy issues, interfacing with thought leaders, and enhancing efficiency, competitiveness and business opportunities for industry through a range of specialized services and strategic global linkages. It also provides a platform for consensus-building and networking on key issues. Extending its agenda beyond business, CII assists industry to identify and execute corporate citizenship programmes. Partnerships with civil society organizations carry forward corporate initiatives for integrated and inclusive development across diverse domains including affirmative action, healthcare, education, livelihood, diversity management, skill development, empowerment of women, and water, to name a few. The CII theme of Accelerating Growth, Creating Employment for 2014-15 aims to strengthen a growth process that meets the aspirations of today s India. During the year, CII will specially focus on economic growth, education, skill development, manufacturing, investments, ease of doing business, export competitiveness, legal and regulatory architecture, labour law reforms and entrepreneurship as growth enablers. With 64 offices, including 9 Centres of Excellence, in India, and 7 overseas offices in Australia, China, Egypt, France, Singapore, UK, and USA, as well as institutional partnerships with 312 counterpart organizations in 106 countries, CII serves as a reference point for Indian industry and the international business community. Objectives Regardless of sector, size, structure or maturity to be successful, Organizations need to establish appropriate management framework with clear purpose. HR Excellence Model is a practical tool that can be used in a number of ways. As a tool for Self- Assessment by measuring the current status and thus identify the gaps to stimulate solutions. As a framework to position various HR initiatives and identify gaps. As the basis to develop common understanding of various terms used in the HR Management. The HR Excellence Award aims to achieve the following: To help improve Human Resources and performance practices, capabilities, by providing objective feedback for improvement to each applicant. To facilitate communication and sharing of information on best practices within and among Organizations of all types; and To recognize Organizations for Excellence in Human Resources practices and programs. 1
5th CII National HR Excellence Award 2014 CII-HR Excellence Model The Model is developed based on the Excellence framework used for CII - EXIM BANK Award for Business Excellence and such similar models. Applicants will be assessed as per the CII HR Excellence Model, as shown below: Applying RADAR Logic The following are the specific elements of the RADAR concept that should be addressed. The Applicant organization is scored on a scale 0 to 1000 points using the CII-HR Excellence Model. The six boxes in the model correspond to the criteria, used to assess the applicant Organization s progress towards HR Excellence. The Results criterion is concerned with what the Organization has achieved and is achieving. The Enablers criteria are concerned with how the results are being achieved. Scoring System Scoring will be done as per the RADAR logic explained below: RADAR consists of four elements: Results Approach Deployment Assessment & Refinement Results This covers with what an Organization has achieved and is achieving. In an excellent Organization the Relevance and Usability of the results will address the different and relevant stake holder needs and expectations and are in line with the strategy. Additionally, Performance of the results will show favorable Trends and/or sustained good performance, Targets for Key Results will be appropriate and have been met or exceeded, Performance will compare well with others and will have been caused by the approaches. Criteria 6 alone correspond to results in HR Excellence Model. Approach This covers what an Organization plans to do and the reasons for it. In an excellent Organization, the approach will be sound-having a clear rationale with well-defined and developed processes and a clear focus on stakeholders needs. The approach is to be integrated to support HR 2
strategy and policies in line with Organizational purpose and linked to other approaches where appropriate. Deployment This covers what an Organization does to deploy the approach. In an excellent Organization, the approach will be implemented in all relevant areas in a systematic way. Assessment & Refinement This covers what an Organization does to assess and refine both the approach and the deployment of the approach. In an excellent Organization, the approach and its deployment will be subject to regular measurement and learning. The output from measurement, creativity and learning will be used to identify, prioritize, plan and implement improvements to Approaches and Deployment. 3
5th CII National HR Excellence Award 2014 Award Assessment Process Step No. Process Explanation 1 Registration Potential applicants fill in the online registration form Website: www.cii.in/hraward2014 2 Selection of Assessors Senior Managers from Industry are selected as Assessors They should have undergone an intensive training programme on understanding the award criteria and assessment process. 3 Applicant Submits Documents Applicant sends the 50 page (maximum) application document to CII. 4 Assessment, Consensus Scoring and Site Visit 5 Jury Meeting (National Level) Assessor team is appointed for each applicant. Assessors individually list strengths / opportunities for improvement and score as a part of self study. Team assembles at site to reach consensus score followed by the Site Visits to check the validity of application and clarify issues. Applications are re-scored and reports finalized. (Typically the whole process lasts for 3 to 4 days.) Based on reports from site-visit teams, Jurors decide on the winners of the Award, Prizes and Commendation Certificates 6 Award Presentation The HR Excellence Award, Prizes and Commendations are presented to the winning applicants. 7 Feedback Report Senior Assessors (leaders of the Assessment team) write Feedback Reports to all applicants identifying the strengths/opportunities for improvement. Score-ranges are also given for each criterion. On request, Senior Assessor visits applicant to discuss feedback report. 4
Recognition Methodology Levels of Recognition There are four levels of recognition, starting from the commendation certificate for strong commitment and going up to the Award. These levels signify the various milestones which the Organizations can aim for as they progress on their journey towards achieving HR excellence. Therefore, Organizations at different levels of competitiveness can benefit from participating in the Award process. HR Excellence Award Presented to the Organization judged to be the best among the prize winners and role model of HR Excellence. Prizes Awarded to Organizations that demonstrate Excellence in development and Management of human resources through continuous improvement the leaders. Commendation Certificates These certificates are given to Organizations, which have made good progress on their journey towards HR Excellence but fall short of the level attained by the prize winners, the criterion is to be decided by the Jury. prize winners and commendation certificate awardees. The following outlines the benefits to all applicants and winning companies: Benefits to HR Excellence Award applicants: The Human Resources function of all participating companies will receive a certificate in recognition of their participation and involvement. Participating companies will receive feedback and assessment score on their Human Resources program based on information provided. HR Excellence Award winners, Prizewinners and Commendation certificate Awardees: The HR Excellence Award winning company will receive an engraved award in recognition of the achievement. Companies recognized at any level (Award, Prize or commendation certificate) will receive a certificate of recognition. Eligibility Criteria All Organizations operating in India are eligible to apply for the Award. The applicant must be actively in business at least for the past three years. A company/ Organization is only eligible to win the HR Excellence Award once in every three years. Awards & Recognition Presentation Ceremony would be held to recognize HR Excellence Award winner, 5
5th CII National HR Excellence Award 2014 Category Description and Application Fee Business Organizations with turnover Participation Fees* exceeding Rs 2000 Cr Rs 1,75,000 between Rs 2000-1000 Cr Rs 1,35,000 between Rs 1000-500 Cr Rs 1,00,000 between Rs 500-250 Cr Rs 75,000 less than Rs 250 Cr Rs 50,000 Special Recognition Participation Fees* Learning & Development Rs 25,000 People Well-Being & Engagement Rs 25,000 Free HR Excellence Award Assessor Training for A Senior Member In an effort to popularise the HR Excellence Model, CII will train a Senior Member of every participating company on CII HR Excellence Award Assessment, Free of Cost at specially organised HR Assessor Training Workshop. The nomination for assessor training will only be accepted post receipt of award application fees. *Service Tax extra Time Lines th 1. Registration for participation By 10 May 2014 th 2. Submission of Application document By 15 June 2014 st 3. Assessment process including site visit 1 July 2014 to 30 th August 2014 4. 5. Jury meeting and recognition finalization November 2014 Award Presentation December 2014 6
Application Process The process for submitting an application can be broken into the following steps: 1. Read the application brochure to gain an overall understanding of the purpose of the criteria, scoring rationale and application process 2. Meet with HR staff to assign responses to each aspect of the criteria 3. Develop draft response to each aspect of the criteria of the Model 4. Edit and develop final overall response to each aspect from the drafts 5. Submit overall Application Document as per format given on Page 8 Application Requirements Applicants will submit an application package that consists of: An application document (Requirements explained elsewhere) Seven Copies Application Fee as applicable. (Ref Page 6) Site visit is part of the review process. Expenses for the site visit (Travel, Boarding & Lodging, local travel regarding site visit, both at site location and assessor location ex travel to airport/ railway station) will be borne by the applicant. Application Assessment Process Stage 1 Stage 2 Stage 3 Stage 4 Assessment of each application by a team of qualified assessors followed by The site visit; Submission of report by the assessors; Review by distinguished Jury to determine award recipients; Feedback to applicants As a part of the HR Excellence Award 2014, we have two additional special category recognitions: 1. Learning and Development: To recognize organizations that have created programs and practices to enhance knowledge and capabilities of their people, to develop employees, leaders and take on new and challenging organizational roles. 2. Employee Engagement: To recognize organizations that value their employees, engage, reward and recognize, in a way that motivates them, builds commitment and contributes to the benefits of the Organization. Applicant Feedback Process All applicants who complete the HR Excellence Awards process will receive the feedback report covering strengths, opportunities for improvement and score profile against each of the criteria. Confidentiality Each application will be reviewed by a Panel of Assessors. All applicants will be subjected to a site visit. The applicant will be required to facilitate an open and unbiased examination. Any applicant selected to receive recognition agrees to share non-proprietary information on its performance, practices and capabilities. An applicant can indicate in its application document or during the site visit that certain information is proprietary in nature. The CII, members of the Panel of Assessors and the Jury agree to keep such designated information as confidential, except as may be required by law or order of a court. Members of the Panel of Assessors and the Jury sign Non-disclosure agreement to hold in confidence such proprietary information obtained in the course of assessment process for the award. 7
5th CII National HR Excellence Award 2014 1. Applications should be: in type-script in English text in 11 point Arial font and figures in 9 point Arial narrow numbered pages application documents to be spiral bound (for ease of processing) no more than 50 pages (sides) of A4 in total length Note that the 50 pages will include Table of contents Overview Support material Glossary of terms 2. Seven identical copies are required. 3. The document should be divided into the following sections: a. Title Page The name of the organisation or business entity making the application, its address and the date of the application b. Registration Form (page 22) Please include a copy of the filled in Registration Form with the signature of the highest ranking HR official. The signature authenticates that all the information contained in the application is correct, and the requirements of the submission and the eligibility are met and the associated costs will be borne by the organisation. The registration form is to be found on Page 22 of this brochure. c. Table of Contents Please give the page wise table of contents. Application Document 8 d. Overview The overview is summary information about the applicant and its business (not exceeding Four pages), and should for example include: date of incorporation principal products and services purpose, vision, mission and values employee profile, use of contract employees and special health and safety requirements customer profile competitor profile major technologies, facilities and raw material regulatory and safety environment organisational structure e. Support Material Support material will comprise the bulk of the application and will generally have been derived from self-assessment of the organisation s activities. This information must be closely aligned with the six Award assessment criteria. The criteria are carefully and deliberately phrased in nonprescriptive terms, to allow the freedom to present self-assessment information which is relevant to the particular business situation. f. Glossary of Terms Please give the description of all terms and abbreviations used in the Application document. 4. Sending the Application Document 4.1 Seven copies along with the filled in registration form at Page 22. Completed Application Document should be sent, addressed to the contact person given on Page 23. 4.2 Applications not complying with the dates shown in the timetable on Page 6 will not be considered. 4.3 Applications not complying with the above requirements will be rejected.
Human Resources Excellence Model: Criteria 1. Leadership (120 points) Excellent Organizations have leaders who shape the future and make it happen, acting as role models for its values and ethics and inspiring trust at all times. They are flexible, enabling the Organization to anticipate and react in a timely manner to ensure the ongoing success of the Organization. e. f. g. How do leaders ensure their accessibility and respond positively to the people? How do leaders review and improve the effectiveness of their leadership behaviors? How do leaders involve in developing capability in the Organization, creating a leadership pipeline and supporting them? Areas to be addressed may cover: a. b. c. d. How do leaders develop and communicate the Organization s, Vision, Mission and Values? How do leaders develop and role model ethics and values which support the creation of the Culture of Excellence across the Organization? How do leaders develop and improve Organization structure to support delivery of its strategy to achieve its long term objectives? How do leaders help and support people to achieve their plans, objectives and targets? h. i. j. How do leaders encourage and enable people participation and involvement in improvement activities for the benefit of Organization/community/ society? How do leaders involve themselves in recognizing both team and individual efforts, at all levels within the Organization, in a timely and appropriate manner? How do leaders develop agility as a culture in the Organization for effective change management? 9
5th CII National HR Excellence Award 2014 2. Human Resource Strategy (120 points) Excellent Organizations implement their Mission and Vision by developing stakeholder focused strategy. They develop people policies, plans, objectives and processes that value their people and create a culture that allows the mutually beneficial achievement of Organizational and personal goals. c. d. How does the Organization develop long term HR plans, midterm and annual HR plans and review their impact on Business? How does the Organization define the outcomes to be achieved and the corresponding performance measures with relevant targets and comparisons to achieve its strategic HR goals? Areas to be addressed may cover a. b. Practices for gathering and understanding the developments/trends in the external environment, collecting needs and expectations relevant to the formulation of HR strategy and remaining alert to any changes Practices for understanding the internal performance levels, skill sets and competencies available etc. to develop HR strategies and plans to meet the Organizational objectives. e. f. g. How does the Organization identify and manage its Strategic HR risks? How does the Organization communicate its HR strategy? Describe the changes in HR Strategy formulation process over last few years, along with the reasons and spell out their measurable impact. 10
3. Learning and Development (120 points) Excellent Organizations value their people and create a culture that allows the mutually beneficial achievement of Organizational and personal goals. They develop knowledge and capabilities of their people and enable its use for the benefit of the Organization. e. f. g. How does the Learning and Development process build leadership capabilities in the Organization? How is the knowledge & competency of HR staff developed and leveraged to enhance innovation and learning in HR function? Involvement with / support to professional bodies, educational and management institutions to promote Areas to be addressed may cover: a. b. c. d. Practices employed for identifying people competencies in line with the Organization s current and future needs. How does the Organization match the existing people competencies (including soft skills) and identify the gaps, in line with short, medium and long-term plans of the Organization? Practices, Methods and tools to develop its people competencies to bridge the identified gaps. How are people competencies enhanced and leveraged to ensure future mobility and employability? h. i. sharing and learning on recent trends and best practices related to people development. Ensuring the competencies of the people employed in outsourced activities are assessed and enhanced to meet the job requirements. Processes / practices in use to evaluate the effectiveness of training and development efforts at the individual and organizational level, to ensure that the people have necessary skills and competencies to maximize their contribution. 11
5th CII National HR Excellence Award 2014 4. People Well-Being and Employee Engagement (120 points) Excellent Organizations value their people and create a culture that allows mutually beneficial achievement of Organizational and personal goals. They care for, communicate, reward and recognize, in a way that motivates people, builds commitment and contributes to the benefit of the Organization. a diverse workforce based on employment conditions, locations, gender etc? c. Practices to ensure that the employee benefits (financial & non-financial) are provided for outsourced employees beyond the statutory requirements, if any. d. Policies and practices to help people achieve performance, developmental and aspirational goals e. Processes/ practices for involving people (including the people involved in outsourced activities) at different Areas to be addressed may cover Work Environment: a. Practices related to safe and healthy work environment to its people, including those involved in outsourced activities. b. Processes concerning the management of harmonious Employee Relations at all levels including grievance handling. How are relationships with formal employee representatives/groups enhanced for mutual value add? c. People involvement in identifying and improving workplace safety and well-being. d. Practices for a Healthy work life balance considering reality of a networked world (24x7), globalization and new ways of working e. Practices to promote and encourage a culture of mutual support and team spirit. Employee Support Climate: a. Processes / Policies related to benefits (financial and non financial), redeployment, redundancy etc. to sustain people involvement. b. How are benefits selected and tailored to the needs of levels in identifying improvement opportunities and participating in implementation of improvements towards realizing Organizational objectives including wider participation in societal activities. Employee Satisfaction: a. Methods and measures used to determine the Key factors that impact employee well being, satisfaction, and motivation for different categories of employees. b. Formal and / or informal methods and measures used to monitor the levels of employee well being, satisfaction, motivation and involvement of different categories of employees. c. Practices adopted to address cultural and gender diversity related aspects at workplace. d. How are indicators such as employee retention, absenteeism, grievances and productivity used to assess and improve employee well-being, satisfaction and motivation? e. Use of assessment findings to identify priorities for improving the work environment and employee support climate to enhance people s motivation and engagement levels. 12
5. Human Resources Management Processes/ Practices (120 points) Excellent Organizations value their people and create a culture that allows the mutually beneficial achievement of Organizational and personal goals. They establish a framework of processes and deployment mechanism that motivates people builds commitment and enables them to contribute for the benefit of the Organization. e. f. Policies/practices of the Organization, for socially / economically backward sections of the society, differently abled people and management of gender diversity in recruitment. How does the Organization ensure that the HR Personnel are kept updated on HR best practices and trends and adopt them, as appropriate, to the Organization? Areas to be addressed may cover: a. b. c. d. Mapping of HR Processes with associated monitoring and measurements. What are the Organizations s key HR Processes and how are they identified, managed and improved? How does the Organization manage processes of manpower planning, recruitment, career planning, succession planning and employee engagement? How does the Performance Management System encourage, support and empower individuals & teams to enable a high performance culture? What are the Reward and Recognition, Compensation Policies/ Practices of the Organization and how they have been implemented and improved over the years to realize superior levels of performance? g. h. i. j. How does the Organization gather the communication needs (top down, bottom up and lateral) of its people and what are the various communication channels/ practices deployed to promote dialogue across levels to effectively address the same? How does the Organization enable and encourage the sharing of information, knowledge and best practices throughout the Organization? How is Information Technology leveraged to support the management of HR processes? What are the recent innovations in HR Practices? How does the Organization leverage new age tools and technologies including use of social media to improve upon its HR Processes and measure the effectiveness of these improvements? 13
5th CII National HR Excellence Award 2014 6. Results (400 points) 14
6a Perception Measures (200 Points) These measures are the People s Perception of the Organization, customer perception and society perception of the Organization s people. (Obtained for example from surveys, focus groups, interviews, structured appraisals, etc). People perception measures may include those relating to: Motivation Satisfaction: Career development Organization s administration Communication Employment conditions Empowerment Facilities and services Equal opportunities Involvement Leadership Opportunity to learn and achieve Recognition Target setting and appraisal The Organization s values, mission, vision, policy and strategy Training and development Health and safety conditions Job security Rewards and recognitions Pay and benefits Grievance handling Peer relationships The management of change The Organization s environmental policy and impact The Organization s role in the community / society development working environment Stakeholders perception of Organisation s people (Customers, Vendors etc): Image Sales and After Sales Support Accessibility Responsiveness Transparency Capabilities and behavior of employees Handling of complaints Society s perception of Organization s people: People Involvement in the development of community/society/environment. Image of employees as responsible members of community and society. Ethical behavior of people. Equal opportunity employer 15
5th CII National HR Excellence Award 2014 6b Performance Indicators (200 Points) These are the internal measures used by the Organization in order to monitor, understand and improve the performance of the Organization s people and to predict their impact on perceptions. Performance indicators may include : Achievements Satisfaction Competency requirements versus competencies available Leadership performance Productivity Success rates of training and development to meet objectives Motivation and involvement Involvement in improvement activities (individuals/teams) Levels of training and development Measurable benefits of team work Recognition of individuals and teams Absenteeism and sickness levels Accident levels Grievances Recruitment trends Staff turnover Strikes Sexual harassment/non compliance incidents Pending legal cases Use of benefits Use of Organization provided facilities (e.g., recreational, crèche). Services provided to the Organization s people Response rates to people surveys Accuracy of personnel administration Equal Opportunity Employment Segmentation of employees Gender composition Recruitment / Attrition rates Communication effectiveness Speed of response to enquiries Training evaluation Effectiveness of grievance redressed Operational measures used by the Organisation to monitor and understand the HR processes which directly impact Key Business outcomes. These may include: Innovations/breakthrough improvements Profitability per employee Information and knowledge (accessibility, integrity, value of intellectual property/capital) Value Added (VA) per Re of employee cost 16
Special Category Recognitions Category 1: Learning & Development: Please answer the situations comprehensively and provide supportive documents where necessary. Please provide separately any additional relevant information, which has not been covered in the application document. Recognize organizations that have created programs and practices to enhance knowledge and capabilities of their people, to develop employees, leaders and take on new and challenging organizational roles. Areas to be addressed may cover: a. b. c. d. Describe your organizations philosophy on Learning and Development. Describe in detail the unique practices, initiatives implemented in your organization towards Learning and Development. Describe the various programs, processes deployed towards identifying and developing people, programs, etc. How do you measure the effectiveness of the programs? Provide with various measures and matrix. 17
5th CII National HR Excellence Award 2014 Special Category Recognitions Category 2: Employee Engagement: Please answer the situations comprehensively and provide supportive documents where necessary. Please provide separately any additional relevant information, which has not been covered in the application document. Recognize organizations that value their employees, engage, reward and recognize, in a way that motivates them, builds commitment and contributes to the benefits of the Organization. Areas to be addressed may cover: a. b. c. d. Describe your organizations philosophy of engaging employees as part of overall organizations growth. Outline any of the unique program to your organization. Describe the various programs, initiatives, activities deployed across locations in engaging the overall workforce/employees. Describe various tools and methodologies deployed towards measuring the effectiveness of the initiatives. 18
Assessment and Scoring Panel of Assessors The Panel of Assessors consists of HR professionals and Business Managers, trained on CII National HR Excellence Award Model Assessment or CII-EXIM Bank Business Excellence Model Assessment Process. The HR Excellence Committee of CII will arrange for a Panel of Assessors who will be responsible for assessing applicant Organizations. Each Assessor will be required to sign a Non-disclosure agreement. Assessors will be screened for any possible clash of business interest. Scoring Enablers Criteria Weightages (%) 1 12 120 2 12 120 3 12 120 4 12 120 5 12 120 Total 60 600 Results 6 6a 20 200 6b 20 200 Total 40 400 Maximum points The applicant Organization is assessed as per the scoring guidelines (please refer to Scoring Matrix) for each of the Six Criteria and the total points awarded is arrived at, after assigning the corresponding weight ages. Site Visits All applicants will undergo a site visit to their facility. Assessors reserve the right to verify all programs and practices listed in the application. Assessors may wish to review personnel records and other connected documents. Assessors may also want to conduct random interviews with employees/employee unions/associations. Recognition Applicants qualifying for the recognitions will be felicitated at the HR Excellence Awards function. Applicants will also receive a Certificate of participation for having taken part in the HR Excellence Assessment Process. 19
5th CII National HR Excellence Award 2014 Scoring Matrix Enablers Element Approach Score Attributes 0% 25% 50% 75% 100% Has a clear rationale based on Stakeholders needs Supports Business Plans and is linked to other approaches No evidence or Comprehensive Has a systematic process, Some Evidence Evidence Clear evidence anecdotal evidence is measurable, flexible and innovative Incorporates improvements as appropriate Total for Approach 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100 Element - Deployment Score Attributes 0% 25% 50% 75% 100% Approach is implemented in all potential areas Approach is implemented to its full capacity / potential Approach is carried out in a systematic and planned manner Approach has ability to manage changes No evidence or anecdotal Implemented in 1/4 of relevant areas Implemented in 1/2 of relevant areas Implemented in 3/4 of relevant areas Implemented in all relevant areas Total for Deployment 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100 Element - Assessment and Refinement 0% 25% 50% 75% 100% Score Attributes Measurement: Approach and its deployment are regularly measured for its effectiveness and efficiency No evidence or Comprehensive Internal and external learnings Some evidence Evidence Clear evidence anecdotal evidence are used Approach and deployment are improved based on learning & creativity and performance Total for Assessment and 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100 Refinement Overall Total 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100 Anecdotal Basic Competitive Advanced World Class 20
Scoring Matrix Results Element - Relevance and Usability 0% 25% 50% 75% 100% Score Attributes Scope and Relevance: Scope of results presented cover all relevant parameters Results presented are consistent with the plans Results are in line with needs and expectations of stakeholders Results are appropriately segmented, timely and accurate Relevance not established or anecdotal information Results presented and relevance established for about ¼ of the areas involved Results presented and relevance established for about ½ of the areas involved Results presented and relevance established for about ¾ of the areas involved Results presented and relevance established for all of the areas involved Total for Relevance and Usability 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100 Element Performance 0% 25% 50% 75% 100% Score Attributes Trends: Trends are positive / sustained good performance for the last 3 years Targets: Targets are set for the Key Results Targets are appropriate Targets are achieved Comparisons: Comparisons are available for Key Results Comparisons are appropriate Comparisons are favorable Causes: The results are caused by approach No Results or anecdotal information No Targets or anecdotal information No comparisons or anecdotal information No confidence on causes/ anecdotal information Positive trends and/ or sustained good performance for about ¼ results over at least 3 years Appropriate and achieved for about ¼ of Key Results Established, favorable and appropriate comparisons for about ¼ of Key Results Enabling effect visible for about ¼ results and some evidence that performance will be sustained Positive trends and/ or sustained good performance for about ½ results over at least 3 years Set appropriate and achieved for about ½ of Key Results Established, favorable and appropriate comparisons for about ½ of Key Results Enabling effect visible for about ½ results and some evidence that performance will be sustained Positive trends and/ or sustained good performance for about ¾ of results over at least 3 years Set appropriate and achieved for about ¾ of Key Results Established, favorable and appropriate comparisons for about ¾ of Key Results Enabling effect visible for about ¾ results and clear evidence that performance will be sustained Positive trends and/or sustained good performance for all results over at least 3 years Set appropriate and achieved for all Results Established, favorable and appropriate comparisons for all Key Results Enabling effect visible for all the results and comprehensive evidence that performance will be sustained Total 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100 Overall Total 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100 Anecdotal Basic Competitive Advanced World Class 21
5th CII National HR Excellence Award 2014 Registration Form 1.1 Name of Applicant Organisation 1.2 Address Pin Code: 2.1 Name of the organisations contact person 2.2 Designation 2.3 Telephone 2.4 Fax 2.5 Email 2.6 Contact Address (if different from above) 3.1 Name of the Highest Ranking HR Official 3.2 Designation 3.3 Telephone 3.4 Fax 3.5 Email 4.1 Scope of Organisation 4.2 Size of the Organisation (measured in average Full Time Employee strength in last 12 months) Number of employees world-wide Full Time On-contract Total Number of employees in the Region Number of HR staff in Worldwide Number of HR staff in the region 4.3 Number of locations/sites 4.4 Annual Sales in Rs Cr. Please indicate the type of process you will like to be part of: Complete Process Assessment and Awards (Complete Application Document, Site Visit, Feedback Report and to be considered for HR Awards and recognitions) Only Assessment (Complete Application Document, Site Visit, Feedback Report but not to be considered for HR Awards and recognitions). Application for special Recognition Award: Learning and Development Employee Engagement 22
To submit a non detailed application form (basically giving a few paragraphs on the parameters of application document and about their HR processes.) A team of Assessors will visit the company and give them the feedback on improving their HR systems. Terms of Agreement : We understand that our application will be reviewed by a Panel of Assessors. We agree to host the site visit and facilitate an open and unbiased assessment. We agree to pay the application fee and bear all expenses towards the site visit. We agree to nominate our HR-Head to be trained on HR Excellence Award Assessment Model and also agree to release him/her for Award Assessment for atleast one company. We hereby give our consent to CII and other affiliated organisations to share the Good Management Practices; prevalent in our organisation with others to promote the culture of sharing & learning, as a part of Excellence Movement. If our organisation is selected to receive an Award, we agree to share nonproprietary information on our successful performance strategies with other CII member Companies/ Organisations. (Signature of Highest Ranking HR Official) Date Notes: 1. Please submit the following documents: Registration Form Application Document Participation fees 2. This Registration Form serves as the letter of intent to file the Application 3. The purpose of this Form is to allow the HR Excellence Awards Committee to adequately plan for the award administration. A copy of this Form will also be sent along with the Application Document. The address for sending the complete application documents, and for any queries is given as under: Ms Aashmeet Bedi Project Associate Confederation of Indian Industry 4th Floor, Core IV-A, India Habitat Centre, Lodhi Road, New Delhi - 110 003 Tel : +91-11-2465 3218 (D) / 2468 2230-35 ; Mobile : +91 9910081648 Email : aashmeet.bedi@cii.in 23
5th CII National HR Excellence Award 2014 Scoring Summary Sheet Calculation of Total Points Criterion Score Awarded Factor Points Awarded 1. Leadership 1.2 2. HR Strategy 1.2 3. HR Management Practices 1.2 4. Learning and Development 1.2 5. People Well-being & Employee Engagement 1.2 Results 6a. Perception Measures 2.0 6b. Performance Indicators 2.0 Total Points Awarded 24
Ms Aashmeet Bedi Project Associate Confederation of Indian Industry 4th Floor, Core IV-A, India Habitat Centre, Lodhi Road, New Delhi - 110 003 Tel : +91-11-2465 3218 (D) / 2468 2230-35 ; Mobile : +91 9910081648 Email : aashmeet.bedi@cii.in