PROJECT SUBMISSION FORM

Your Exact Name (This will be printed on your certificate): Iti Chaturvedi

Name of the program: CHAMP

Date of attendance (will be printed on your certificate): 20th and 21st Aug 2016

Date of Submission: 28/October/2016

IF you a participant from CAMI/WHRB - Your Batch location and year: NA

Valid Email ID: Chaturvedi_i@yahoo.in

POSTAL ADDRESS THAT YOU WANT THE CERTIFICATE TO BE DISPATCHED AT:

Name: Iti Chaturvedi

Street Address 1: A-179 MIG Flats Vrij Vihar

Street Address 2: Ghaziabad

City: Ghaziabad State/Province: Uttar Pradesh

Post/Zip Code: 201011 Country: India

Working Mobile No: 8527566775

Working land phone No: Na

NOTE:

1. Please note that the above given name will be printed on the certificate. Participants need to take
utmost care in giving correct name.

2. In the absence of the above details the project won’t be evaluated.

3. Participants need to provide complete and correct address for the dispatch of the certificates. In case
the address is incorrect – reprinting and courier charges will need to be paid

4. The project must in be in single MS word document not exceeding 5MB

5. By this submission you accept that the project can be used freely as part of the CAMI and MEC
knowledge center / digital library and can be used by them for research and learning.
 CHAMP Project conducted in ABC Ltd. Company

Submitted by

Iti Chaturvedi

In the fulfillment of the requirements

For the award of

Certified HR Analytics & Metrics Professional

Special appreciation and gratitude to Mr. Nitin Sanker

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 Table of Contents

1. PROJECT SUMMARY .............................................................................................................................. 4

1.1. Project Objective ........................................................................................................................... 4
1.2. Scope of Project ............................................................................................................................ 4
2. FINDINGS AND STRATEGY MAP ............................................................................................................ 5
3. HR OBJECTIVES WITH KEY QUANTIFIABLE MEASURES ......................................................................... 7
3.1. Culture Audit ................................................................................................................................. 7
3.2. Retention ...................................................................................................................................... 7
3.3. Focus on Hiring: ............................................................................................................................ 7
Develop Competency Framework ............................................................................................................ 8
ABC should develop a competency model to ensure super performance. To do this, ABC should: ........ 8
3.4. Performance Management ........................................................................................................... 9
3.5. Learning and Development ........................................................................................................... 9
4.1. Recommendation Analysis .......................................................................................................... 10
4.2. BG wise Hike%............................................................................................................................. 10
4.3. Grade Wise Hike% ....................................................................................................................... 10
4.4. CTC wise Hike% ........................................................................................................................... 10
4.5. Attrition Analysis ......................................................................................................................... 10
5. Predictive Analytics ............................................................................................................................ 11
5.1. Tenure related to Better Hike% .................................................................................................. 11
5.2. Attrition related to Tenure.......................................................................................................... 11
5.3. Attrition related to Training ........................................................................................................ 11
5.4. ESAT related to Performance ...................................................................................................... 11
5.5. Training related to Competency ............................................................................................ 11-12
6. Annexure I…………………………………………………………………………………………………………………………………………13

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1. PROJECT SUMMARY

1.1. Project Objective

The objective of this project is to outline the findings based on the case study and suggest
needed HR improvements and initiatives to use to be carried by ABC Ltd. in order to achieve its
goals.

1.2. Scope of Project

 Findings and ABC Ltd. strategy map based on given case study
 High level guidelines to carry the following HR improvements and initiatives and suggested metrics
to use:
• Culture Revamp
• Hiring
• Retention
• Talent Management
• Competency Framework
• Performance Management
• Learning and Development
• Succession Planning
 Operational analytics for Excel data sent
 Predictive analytics for Excel data sent

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2. FINDINGS AND STRATEGY MAP

About the Company and Findings:

ABC Ltd. is a SAP Solution Provider IT Company. It has three major goals Flexibility, Agility and Customer
Centricity. ABC Ltd. Is a Mid-Size Organization and not only focuses on delivering exceptional service and
value through the optimization of their customer's IT investments, but also to leverage their speed,
nimbleness and results driven approach that many companies are seeking in a partner.

They Provide Solutions, Innovations and enhance Operations and dynamically shift direction as their
business need changes.

This tells us that they have a dual Value Discipline i.e. Customer Intimacy and Product Leader in terms
of few of its Products which were an innovation in IT Market.

FINDINGS

 ABC entered the Technology Market covering not only SAP but various other Modules Like Java,
Oracle, C++, ABAP, ABAP Oops, Success Factor. ABC penetrated into Technology Market with its best
Solution and has been a partner for about 30 different Verticals. This shows that ABC have niche
technology Service Provider in the industry and are capturing the Market in order to empower their
Service Solution and Brand Image

 Based on the recent audit report, ABC need to focus on Performance Management, Learning and
Development and Employee Engagement.

 Performance Management: ABC Ltd needs to focus more on Hiring on Parity with Industry Standards
in the beginning so that the Hike % should not be more in the regular intervals.

** Please note this is high level analysis. Operational and Predictive analysis is inline in excel and later in the section

Suggested Strategy Map:

The strategy map assumes a strategic objective of catering to Customer Needs and providing SAP
Solution to Customers. They develop their products and Services around Customer Needs only. They
strive to build relationship with their Clients and Customers”.

Please see suggested strategy map for ABC Ltd :

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 Continuous Development of Customer Centric,
Innovative and Relevant Products

Maximize Value and Profitability

Increase Volume
Financial

Innovative Implementation Customer Centric- Continuous Friendly Support All in one Partner Solutions-
Customer- USP and Support SAP Solution Product Helping Customer Drive
Customization Digital Transformations

IT Product
Development/ Software
Innovation Strong AMS Professionals Marketing Dealers/Vendors

• Design and • Enhance • Create • Maximize

Process • Ensuring
develop customer value Creative/ • Enhancing win/win procurement
Customer • Continuous Knowledgeabl
Centric Support to e Software
Product partnerships efficiency
innovative Client Professionals portfolio
products

Culture Competency Capability (People) Human Capital Information

Learning and • Customer-Driven Staff- • Communication • Efficient Recruitment • IT Professionals • Market Intelligence-
Growth Driving Individual Goals to • Flexible • Marketing /Sales Latest Technology Know
• Talent Management
Org Goals • Technical Know • Employee Engagement Professionals How
• Freedom of Thoughts and how • HR Advisors • Customer Preference
• Career Succession
Innovations • Innovative • Excellent Support Staff- • Continuous Upgrade of
Planning Both Technical and System
• Executional Excellence
Management

ABC Strategy Map

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3. HR OBJECTIVES WITH KEY QUANTIFIABLE MEASURES
As ABC is a Mid-Size Organization, the need for HR is important. The Company needs to focus on
Cultural Audit which will touch Hiring to Contributing of an employee.

3.1. Culture Audit

ABC in the recent past has focused on Empowering and Engaging Employees however there is now
an important need to revamp the Culture. There is a dire need of focusing on Customer Success
which will show a real impact via Re-envisaging IT on Balance Sheet and employee delight.

ABC should introduce and track the following Key Culture Metrics:

3.1. Engagement/ Satisfaction Survey

3.2. Retention
There is an important aspect that ABC has to look upon i.e. Motivating and Retaining Talent. This will not
only help ABC in capturing the Innovating Market more tightly but will also help in ensuring Customer
Loyalty and Building Brand Image. ABC should introduce and track the following “Talent Management”
metrics:

Talent Management Metrics Talent Management Category

3.2.1. Attrition Analysis Talent Retention
3.2.2. Tenure related to Performance and Talent Retention
Attrition
3.2.3. Employee Satisfaction Talent Motivation
3.2.4. Competency Level Talent Motivation

3.3. Focus on Hiring:

ABC ltd needs to focus on the Talent Attraction more on the lines of hiring a Potential person rather
than primarily focusing on Skill set alone. They need to increase the Gender Diversity and welcome more
women employee. ABC should also focus on Internal Job Postings thereby majorly filling Upper and
Middle management positions by internal search.

Talent Management Framework at ABC Ltd.

 Talent Management practices at ABC should be executed and owned by HR Business Partners at
location level and would be governed at central level

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 At the initiation phase, They should cover all Business Groups and employees till Grade 4 (Middle-Sr.
Management)

 The process of Talent Management includes the following stages:

Talent Deployment
Talent
Strategy & Developmen ,
Identificati
Systems t Engagement
on
Definition & Retention

Talent Strategy Talent

and System
Definition
Talent Development
Identification

Career Promotion &

Pathing &
Competency Competency
Hi –PO Career
Grade
Profiling Identification Development
Structure Mapping
framework
Redefinition framework

Develop Competency Framework

ABC should develop a competency model to ensure super performance. To do this, ABC should:
 Competency Profiling:
o Define Competency based Job Description at all levels
o Enlisting Current and Future Competency Requirement

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  Current Competency Inventory and GAP Analysis:
o Taking Stock of Current Competency levels deployed at various roles and Identifying
GAP’s thereof
 Competency Development and Management
o Building Various HR Practices and Initiatives to Bridge the GAP between Current and
Required Inventory
 Required Competency Inventory
o Creating a Competency Inventory for all levels and roles based on Current and
Projected needs

This is turn leads to Competency based Learning and Development, Performance Management, Talent
Management and Succession Planning and hence having right people at Right Job.

3.4. Performance Management

ABC should start by setting out Clear expectation (standards, goals and behaviors) at the beginning of
the performance year which is aligned to business goals. Performance Discussions are carried out
periodically to understand the state of alignment, coaching needs and creating a Success Roadmap.

ABC should introduce and track the following Performance Management Metrics:

3.4.1. Gauging Grade wise Hike % analysis

3.4.2. Gauging Business Group wise Hike % analysis
3.4.3. Tenure Wise and CTC Wise Hike% analysis

3.5. Learning and Development

The Strategy is to understand the concerns from employees and Manager end. Thematic analysis of the
concern is gathered from focused group discussion and challenges are prioritized to create a plan of
action. This will help in identifying knowledgeable in house talent pool the L&D function will be more as
training partner of choice.

The learning and development provided to employees should focus on the core competencies and skills:
Industry-Specific, Client Communication, Email and Business Writing Skills ,Meeting Etiquettes.

ABC should introduce and track the following Key Learning and Development Metrics:
3.5.1. Employee Satisfaction with Training: 70%+
3.5.2. Training relation with Competency- 70%
3.5.3. Measuring Training Effectiveness:60%+

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3.6. Succession Planning
Having implemented Talent Management, ABC will be able to have a succession and career plan where
numerous qualified candidates throughout ABC will fill vacancies in superior/leadership positions.

ABC should introduce and track the following Succession Planning Metrics:

3.6.1. Career Path Ratio (Employees moving upward in ABC as a percentage of all employees
movement. 75%
3.6.2. Turnover (Rate of internal movement by employees as percentage of headcount. Internal
movement includes promotions, demotions, and transfers. 50%

4. Operational Analytics

Please see the Excel workbook sent by email.

Statement Remarks
4.1. Recommendation Analysis This is taken from Datasheet tab. A sum of Current
CTC and Proposed CTC is taken to underline
Average Hike % and Increase %. Excel Formulas
are used here.
4.2. BG wise Hike% Pivot table is made out of Datasheet tab.
Conditional Formatting is used on average hike %
highlighting those whose BG average hike is
greater than 10%. Business Group 1 and 2 are on
higher trend.
4.3. Grade Wise Hike% Pivot table is made out of Datasheet tab. Early
entrants are getting much higher %. More the
Grade less the hike %.
4.4. CTC wise Hike% Pivot table is made out of Datasheet tab.
Employee falling in 1 to 4l have received much
hike %. A conditional formatting of data bars is
used.
4.5. Attrition Analysis Pivot table is made out of Attrition Tab. A location
wise analysis is shown which depicts Chennai
having low attrition. A YTD Attrition analysis is also
done (Excel formulas used to depict Month wise
Attrition % age) Feb Month has recorded
maximum attrition. Opportunity reason is
depicted for major attrition in early entrants.
** Corresponding graphs are made and depicted in Dashboard.

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5. Predictive Analytics
Determining, using correlation and regression, if the following sentences are true. The answers are
below.

Statement True?
5.1. Tenure related to Better Hike% Yes
5.2. Attrition related to Tenure Yes
5.3. Attrition related to Training Yes
5.4. ESAT related to Performance No
5.5. Training related to Competency Yes

Please see how I came up with these answers in the Excel workbook.

CHAMP_Iti
Chaturvedi_Quant and Predictive analysis_28102016.xlsx

Finding and Analysis for Predictive Analysis

1. Tenure related to Better Hike%: The Relationship is inverse and has Negative correlation that
means, when the Tenure increases and Hike % Decreases and vice versa. This depicts that ABC Ltd.
should include more training and Development for its resources and ensure a better Retention and
Succession Planning for the Resource. A proper Individual Development Plan should be inline by
ABC Ltd.

2. Tenure Related to Attrition: Again, here there is a negative correlation here that means when
Tenure is less, the attrition is more. This depicts that ABC Should focus on Training of its early Birds
and should involve more HR driven engagement activities so that the early birds do not get lured
by outside offers. They should also focus on free flow of communication with seniors so that a trust
is built in them

3. Attrition related to Training: The ABC Ltd has perfect negative correlation between the variables.
This depicts that the attrition will increase if the Training is less. This is the final result of the first two
points as well. There is a dire need to focus on the Training and Development of the resource
otherwise they might lose its Key resource. Majorly focusing on Client Communication, Business
Meetings and Product/Technical Knowledge. They should also focus on On the Floor and Video
based techniques so that this will grab the attention of resource and will have experiential learning.

4. ESAT related to Performance: There is no Correlation between the two Variables here at ABC Ltd.
Even if the employee satisfaction increases or decreases, it has no correlation with the performance

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 of the employee. They need to focus more on revamping their Mission and Vision and Cultural audit
so that this tells a relation between the two.

5. Training related to Competency: There is a positive relation between the two variables and based
on the factors in the previous section we see, it depicts that Training is the most important factor in
enhancing competency. A further enhancement in the same will be beneficial for the company.

Regression Analysis: This has R2= 0.34 which is marginally strong between two variables. 0.452
represents the slope of the line. The Training is increasing at the rate of 0.452. The higher the value the
steeper the slope. 1.87 depicts the line which intercept competency. The more the training the more is
the competency enhancement.

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 Annexure I

1. www.google.com: Talent Management White Papers

2. Facts and Figures are Imaginary.

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