Human Resource Management and Performance Measurement within large organizations
November 07, 2015
Mr. Adeel Anwar, Director Organizational Excellence of Warid Telecom, paid a visit to the Lahore School on 28th of October 2015 and delivered a session to the MBAs on Human Resource Management and Performance Measurement within large organizations.
At the outset, he introduced his “People and Culture” division, responsible for Organizational Excellence (organizational development and learning), People Excellence (recruitment, payrolls, human resource services), Organizational Support Services (taking care of the premises, fleet management, social services such as running clubs), Security and Safety and even Budget and Financial (documentation and utilization of budgets). The department was also responsible for development of leadership (360 degree assessments, management reviews, and rotations), succession planning, psychometric evaluations, and developing and maintaining employee engagement indices.
Mr. Adeel believed in order to have a “great career” any professional should have at least six qualities: Integrity (which ranged from CV inflation to resource usage to more serious violations), Fair-mindedness, Persuasiveness, Ability to cope with conflicting points of view, work under pressure and Discretion. Hard skills possession was a hygiene factor: everyone should have core computer proficiency, high impact written and oral communication skills and incisive analytical skills.
A big part of his session was devoted to demonstration how his department measured performance. He gave many detailed examples. Thus “passion for growth” was measured by statements such as “steps out of comfort zone” or “receptive to feedback” and lack of it by “unable to connect the dots” or “unable to translate consumer needs into clear action”. “Results Orientation” was defined as pursuing challenging but achievable goals and measured by “reviews processes, is alert to need for modifications” or “exerts extraordinary effort to achieve goals” and lack of it by “unable to complete tasks” or “irritability”.
Perhaps, the most important point he made was in reference to female employment and he noted that HR was good for women because it was located at the central office and it required a long-term stay in office in terms of duration of employment. The other important point he made was that six out of ten bosses one got were difficult but that did not mean one had to quit – one had to deal with them. Finally, he said that many employees retired early, not because of lack of technical ability but because of their people management skills.
His session was very well received and he was invited back for further sessions with other sections, or with other cohorts.
Labels: Guest Speaker
posted by S A J Shirazi @ 11/07/2015 02:30:00 PM,
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