EMERGING PEOPLE MANAGEMENT INSIGHTS

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Information about EMERGING PEOPLE MANAGEMENT INSIGHTS

Published on February 22, 2014

Author: indiaRAI

Source: slideshare.net

Panel: Emerging People Management Insights 5 – 6 February 2014 Renaissance Convention Center, Powai

Moderator: Prasenjit Bhattacharya, CEO, Great Places to Work Institute Panel from L-R: • Aditya Narayan Mishra, President (Staffing), Randstad India • Ajay Kaul, CEO, Jubilant FoodWorks Ltd • Dr Nitin Sanghavi, Manchester Business School • Laura Whyte, Personnel Director, John Lewis

Does the retail industry represent an attractive career option for Indian youth? Moderator: Prasenjit Bhattacharya, CEO, Great Places to Work Institute At the stage of lifecycle that we are in, retail industry does provide quality jobs and growth opportunities to the youth. - Ajay Kaul, CEO, Jubilant Foodworks Ltd • As a employer, the retail industry requires the “5 R’s” – Recruit, Reward, Retrain, Refresh and Retain. • There is a huge skill set and knowledge base in the country that can be tapped by retail. - Dr Nitin Sanghavi, Manchester Business School •

The John Lewis People Management Strategy Moderator: Prasenjit Bhattacharya, CEO, Great Places to Work Institute • • • Laura Whyte, Personnel Director, John Lewis • Define company culture in terms of employee behaviour Power and profit sharing. For example, the employees of John Lewis choose to work longer hours during Christmas sales with the knowledge that they will share greater profit at the end of the holiday season. Choosing leaders who can strike a balance between strategy v/s execution and legacy v/s transformation. Democratic engagement: At John Lewis, we run a magazine whereby employees suggestions are published and acted upon immediately.

Laura Whyte:The John Lewis People Management Model Employee engagement drives consumer experience Moderator: Prasenjit Bhattacharya, CEO, Great Places to Work Institute

How to bridge the skill gap in Indian retail? Moderator: Prasenjit Bhattacharya, CEO, Great Places to Work Institute • • • Aditya Narayan Mishra, President (Staffing), Randstad India Retail requires more soft skills that technical skills. Hence, it is essential for employers to clearly define the kind of talent they are seeking. Skill gap is not a phenomenon unique to India – it’s a natural result of a high growth market. However, many retailers have come forward to invest in the right talent.

How to empower ground-level employees? Moderator: Prasenjit Bhattacharya, CEO, Great Places to Work Institute • • • • Ajay Kaul, CEO, Jubilant FoodWorks Ltd “Front line employees need to see management “walking the talk” – i.e. ‘Make, Bake OR Take’ • At Domino’s Pizza, we have a philosophy of “Make, Bake OR Take”. Everybody in the company must either Make pizza, Bake it or Take it (to the customer). And anyone who doesn’t do that needs to help others who do. Thus, we glamorize mundane jobs like pizza delivery to make young people feel empowered. We have an active suggestion scheme which takes into account and acts upon feedback from all employees irrespective of rank. Out of 3000 suggestions received, 360 have been implemented. We have a policy of ‘No subFranchising’. Hence, everyone is part of the Domino’s family.

In Conclusion Moderator: Prasenjit Bhattacharya, CEO, Great Places to Work Institute •“Glamorize mundane tasks to empower ground-level employees.” Ajay Kaul, CEO, Jubilant FoodWorks Ltd “Retail industry needs to clearly define the skills required for its jobs and then invest in them.” Aditya Narayan Mishra, President (Staffing), Randstad India “Give employees a greater share in the business for long-term performance.” Laura Whyte, Personnel Director, John Lewis India’s huge skill and knowledge base poses a good opportunity for retail to grow and thrive.” Dr Nitin Sanghavi, Manchester Business School

Panel: Emerging People Management Insights 5 – 6 February 2014 Renaissance Convention Center, Powai

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