Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
Scribd Logo
Upload

Welcome to Scribd!

  • 1K views

    Group 7 - CRISIL

    Uploaded by

    Samhitha AB
    CRISIL faces challenges in retaining talent such as relatively low compensation, attrition of mid-level employees leaving for other financial institutions, and lack of uniform employee experience across locations. To address this, CRISIL conducted surveys and discussions to identify key elements of an effective Employee Value Proposition (EVP) including job content, work environment, career growth opportunities, and strong leadership. CRISIL communicated the new EVP through internal sessions, websites, and publications. Suggestions were made to further improve the EVP such as standardized HR practices, competitive compensation, clear career paths, work-life balance policies, and effective performance reviews.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    Group 7 - CRISIL

    Uploaded by

    Samhitha AB
    1K views12 pages
    CRISIL faces challenges in retaining talent such as relatively low compensation, attrition of mid-level employees leaving for other financial institutions, and lack of uniform employee experience across locations. To address this, CRISIL conducted surveys and discussions to identify key elements of an effective Employee Value Proposition (EVP) including job content, work environment, career growth opportunities, and strong leadership. CRISIL communicated the new EVP through internal sessions, websites, and publications. Suggestions were made to further improve the EVP such as standardized HR practices, competitive compensation, clear career paths, work-life balance policies, and effective performance reviews.

    Original Description:

    CRISIL Case analysis

    Original Title

    Group 7_CRISIL

    Copyright

    © © All Rights Reserved

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    CRISIL faces challenges in retaining talent such as relatively low compensation, attrition of mid-level employees leaving for other financial institutions, and lack of uniform employee experience across locations. To address this, CRISIL conducted surveys and discussions to identify key elements of an effective Employee Value Proposition (EVP) including job content, work environment, career growth opportunities, and strong leadership. CRISIL communicated the new EVP through internal sessions, websites, and publications. Suggestions were made to further improve the EVP such as standardized HR practices, competitive compensation, clear career paths, work-life balance policies, and effective performance reviews.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    1K views12 pages

    Group 7 - CRISIL

    Uploaded by

    Samhitha AB
    CRISIL faces challenges in retaining talent such as relatively low compensation, attrition of mid-level employees leaving for other financial institutions, and lack of uniform employee experience across locations. To address this, CRISIL conducted surveys and discussions to identify key elements of an effective Employee Value Proposition (EVP) including job content, work environment, career growth opportunities, and strong leadership. CRISIL communicated the new EVP through internal sessions, websites, and publications. Suggestions were made to further improve the EVP such as standardized HR practices, competitive compensation, clear career paths, work-life balance policies, and effective performance reviews.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 12

    CRISIL:DESIGNING A COMPELLING EMPLOYEE

    VALUE PROPOSITION
    By Group 7:
    A B Samhitha-H001-19
    Arna Bairagi-H005-19
    Godi Sreemitra-H012-19
    Khushboo Aggarwal-H019-19
    Vagisha Alok-H064-19
    Vivek Singh Rana-H067-19
    HRM Challenges faced by CRISIL
    Dissatisfaction among employees as compensation structure is relatively low compared to other entities in
    finance and banking sector.

    Attrition of middle level talent who would acquire relevant work experience and leave crisil for employment
    with financial institution, banks and start-ups.

    Lack of uniform employee experience across various locations. A better onboarding and physical HR
    presence required at specific centers.

    Unsatisfactory/Unclear career progression path. Despite the efforts taken to improve the overall work
    experience for the employees, there was a feeling that the career progression paths mapped out were not
    clear enough and the growth opportunities were curtailed.

    Policies to improve work-life balance in the company.


    CRISIL EVP elements that would appeal to
    current and potential employees
    Through employee engagement surveys, exit interviews and focus
    group discussions, CRISIL's team collected the following EVP themes:
    • Job content
    • Work environment
    • CRISIL as a strong brand
    • Great leadership team
    • Growth and development opportunities-ample and diverse
    • Training opportunities
    • Rewarding high performers
    Communication of EVP to current and potential
    employees:

    Cascade sessions-EVP CRISIL connect-intranet


    CRISIL Edge-publish
    development process, platform for
    employee interviews and
    introduced the EVP themes, communication regarding
    share stories and leadership
    activity based learning cascade sessions and post
    views
    around each theme. vacancies.

    CRISIL cafeteria-career
    fair
    Suggestions for EVP Communication
    Pre application experience
    • CRISIL website-A major communication medium of the company's EVP to current and
    potential employees
    • Career websites, company website and employer reviews in various sites like glassdoor
    • Referral program-Employees are the biggest ambassadors of EVP
    • Social media marketing campaigns aligned to EVP and career fair events attracting the
    top talent to achieve meritocracy
    Application experience:
    • Interview process and Hiring manager behavior in alignment with EVP
    • Reject/Accept communication, Decision experience-Positive Ecosystem to influence
    joining decision
    • Feedback of the interview experience, Employer branding
    • Follow up
    Post Selection experience
    • Offer letter ,induction, reward and recognition schemes
    • Pre boarding, First day and onboarding experience
    • Training and interaction with leadership team experience
    • Video testimonials by new employees about their interview experience and old
    employees about the most liked factor in the company so far
    • The EVP can be launched in the annual communication meet by senior leaders. For
    enhancing believability, powerful medium of storytelling can be used to explain various
    facets of EVP elements
    • Symbolic representation (logo or mascot) and a catchy tagline will help in easy recall
    for employees
    • Day long activities explaining people practices and offerings in the company.
    • Pleasant Experience for prospects, existing and exiting employees Interview
    Current EVP statements of CRISIL
    Suggestions for EVP
    • CRISIL should position itself as a preferred employer competing with
    organizations across industries
    • Compensation should be on par with the industry scenario to achieve
    meritocracy
    • A Standardized HR system and improved onboarding process in place would
    help achieve uniform employment experience across different locations
    • Are the current EVP statements or the exercises conducted sufficiently
    compelling?
    Yes , to an extent.
    • Revamping of the performance appraisal system- Move away from Bell curve to
    alternate appraisal systems. Create culture of openness and transparency in the
    appraisal systems
    • An attractive remuneration package to the employees. For example providing car
    purchase policy ,ESOPS etc.
    • Employers can provide the facilities to encourage work life balance for employees:
    Exercise access, Childcare services, Company outings, Work from home, Keep an eye
    out for burnouts, Sabbaticals, Embrace flexitime, Support telecommunicating,
    Encourage efficient work, not more work, Encourage innovation
    • Happiness Quotient as a measurement parameter at work
    Some examples of EVP statements that would apply to CRISIL:
    • Experience certainty
    • Abundant Learning opportunity
    • At CRISIL ,we excel
    • We care about our employees
    Employee Value Proposition
    CRISIL is the first and the best firm of rating business in India. CRISIL is
    diversified into many fields and became a dominant player in banking, financial
    services and infrastructure sector. At CRISIL, recognition , growth and reward for
    performance is encouraged at the early stage of career.
    Join us to explore various options within the organization globally and grow up the
    career ladder. Employees are our valuable assets and are treated as family. Your
    needs are taken care with utmost importance.
    Work Culture in CRISIL gives employees freedom for innovation by open and
    supportive communication by peers and leadership team. Right from the
    onboarding we have excellent learning opportunities with the best in the industry.
    Grab your chance to strive for excellence and make an impact on financial markets
    globally.
    THANK YOU

    You might also like