Profit Culture Enablers

One of the PRIMARY ROOT CAUSE OF POOR FINANCIAL AND NON-FINANCIAL PERFORMANCE of an Organisation is significant gaps in the ROOT CAUSE DIAGNOSIS Skill-sets, Mind-sets and Habits of the CXOs, HODs, HRBPs and L&D Heads.

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TWO MAJOR BLUNDERS due to IMMATURE and INCOMPETENCE of HR

(1) To ask the trainer to deliver the Training intervention on a particular topic in one day, whereas the effective training intervention on the same topic requires one week for enabling learners to retain and practice the learnings.

(2) To Organise the Training without clarity about the deliverables... i.e. KMIs & KEIs (Key Management Indicators & Key Effectiveness Indicators) which will be used to measure the effectiveness of the training intervention...

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&growth

ONE SIZE DOESN'T FIT ALL

School & College (standard curriculum based) Education and other Standard Curriculum based Professional Certificate Courses are delivered on mass scale (and are not customised based on skill-sets gap of individuals) hence they are not enough to create our USP which can enable us to stay ahead of others...

Customised 1-1 Mentoring is the best remedy for creating our USP...

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DO YOUR PEOPLE NEED A COMPETENT OKR / KRA MENTOR, COACH & GUIDE ? ...
when they face difficulty in achieving their targets for Revenue, EBITDA, RoCE, Total ICC, Productivity, Quality, Lead time, Speed, JIT Delivery or Cost Saving etc.

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As per the analysis of the data from a recent survey conducted by an eminent national daily newspaper... 65% of the people say that they spend major share of their income on the education of their children...

POINTS TO PONDER

(1) What is the % of children who get their dream jobs with dream career... after completing their education ?

(2) What % of their time & income should the parents spend on UpSkilling (bridging the gaps in skill-sets, mind-sets and habits) themselves to shape their career growth in their dream jobs ?

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WHICH IS BETTER KPI for measuring EFFECTIVENESS of HR PRACTICES ?

%Attrition / %Absenteeism
OR
REVENUE / EBITDA LOST due to attrition / absenteeism

WHICH IS HIGHER ?

REVENUE / EBITDA LOST due to attrition / absenteeism of a Manager who did not break even his / her Total CTC
OR
REVENUE / EBITDA LOST due to attrition /absenteeism of a M/C Operator or a Data entry Operator.

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In TPE (Total People Excellence) approach, DESIGNATION ARE NOT COSMETIC FANCY TAGS

In TPE CXO's performance is appraised by the pace of delivery of Vision, Mission and Core Values.
And HOD's performance is appraised by achievement of P&L and Cash flow targets, which are aligned and integrated with Vision, Mission and Core Values aspirations* of the Organisations.

EFFECTIVE EX*****ON of TPE SKILL-SETS assures comprehensive, inclusive and sunatained EXCELLENT BUSINESS PERFORMANCE.

TPE SKILL-SETS are nothing but HR Excellence skill-sets smartly blended with the Revenue, EBITDA and RoCE improvement skill-sets ...

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If the Business Performance shows that the PAT is NOT breaking-even with the ECONOMIC PROFIT then the BU / PC is deemed to be making loss and the REMEDY for transforming such BUs and PCs begins with complete revamp of the existing PMS (Performance Management System) into an Aligned & Integrated TPE PMS.

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-even-point

EMPLOYEE SUCCESS MENTOR & COACH

Employees who deliver multiple times ROI / Total CTC are SUCCESSFUL PERFORMERS.

Every employee has many hidden strengths and unique areas of improvement.

POINT TO PONDER

Should the Organisations hire Employee Success Mentor & Coach who can help its Unsuccessful Performers to bridge the gaps in their skill-sets, mind-sets and habits (which are required for becoming a successful performer) ?

https://www.linkedin.com/in/arvind-k-shukla-78048415

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Having a good VOCABULARY of HR BEST PRACTICES and ability to talk about HR GYAN is NOT ENOUGH ...
It is ability to align & integrate the key HR processes, practices and initiatives with the Vision, Mission, Values, Strategic Objectives, CSFs and Business Plans Goals and effective ex*****on of TOTAL PEOPLE EXCELLENCE EXCELLENCE best practices that improves the
EBITDA /Person and
EBITDA / Total CTC.

TPE (Total People Excellence) Skills not only enables fast track career growth of HR Professionals but also shapes the future of the Organisation they work for...

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LEADERSHIP starts with ASSESSMENT of the STRENGTHS and OPPORTUNITIES for IMPROVEMENT (PROBLEMS) in the Organisation .

STRUCTURED PROBLEM SOLVING SKILLS are essential for Leading the Organisations for Exponential Profitable Growth.

A STRUCTURED PROBLEM SOLVING JOURNEY starts with Defining the Gaps, followed by Diagnostic Journey, Remedial Journey and it concludes with Holding the Gains Journey...

EFFECTIVE CHANGE MANAGEMENT SKILLS are essential for HOLDING THE GAINS after solving the problems.

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CAGR OF EBITDA, CAGR OF REVENUE and ROCE GROWTH best practices from LEAN-SIX SIGMA, TPM, TOC, TQM, HR EXCELLENCE, SAP (ERP) etc. can never be EFFECTIVELY deployed in the Organisations where there is VARIATION and INSTABILITY in the Front Line staff and blue collar workforce...

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Whatever may be the sector of business... the VARIATIONS and INSTABILITY caused due to HEAD COUNT based contractual / or on-roll STAFF & BLUE COLLAR Front Line Workforce Management System, in the extended value chain DOUBLES THE MANPOWER COST / SALES in the P&L of the Business ...

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COLLABORATIVE PRIORITISATION OF ALL THE OFIs (Opportunities For Improvements) in the key business processes is one of the key driver for accelerated exponential profitable business growth...

Research shows that Organisations struggle to grow towards their Vision and Mission if their decision maker leadership is not fully aware of many hidden strengths and many hidden critical OFIs (Opportunities For Improvements).

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For EXPONENTIAL PROFITABLE GROWTH an Organisation needs happy and delighted customers and for having happy and delighted customers an Organisation needs inspired, happy and capable people.

One of the strategic objective of TPE (Total People Excellence) interventions is to attract, retain and grow* the % of inspired, happy, and capable people.

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GOLDEN ASSURANCE for UpRising from GOOD2GREAT.

ASSURED TOTAL PERFORMANCE EXCELLENCE: Aligned & Integrated TPE PMS is an EXCELLENT ENABLER for assured increase in the CAGR of Key Financial KPIs like Revenue, RoCE and EBITDA by 20-50%.

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CHAMPIONS DON'T DO DIFFERENT THINGS... THEY PRACTICE HR DIFFERENTLY

EBITDA of any Organisation can be increased by at least 20-50 % by deploying TOTAL PEOPLE EXCELLENCE interventions.

WINNERS DON'T DO DIFFERENT THINGS for shaping the future of the Organisation ... THEY DESIGN & DEVELOP and EXECUTE STRATEGIES DIFFERENTLY

I provide following services for comprehensive, inclusive, predictive and sustainable SUCCESS OF ANY BUSINESS;

(1) Services to improve Productivity, Efficiency and Effectiveness of all Key Business Systems & Processes.

(2) Services to design, develop and deploy effective & efficient...
(a) Key Value Chain Processes,
(b) Key HR Processes,
(c) Critical HR Initiatives & Practices and
(d) All Total Excellence Initiatives
which are required for designing & achieving shared Vision, Mission, Strategic Objectives and Business Plans Goals (Key Financial & Key Non-Financial KPIs) of the Organisation.

(3) Mentoring & Coaching Services for bridging the gaps in the capabilities of CXOs, HODs and other Employees which enables them to achieve the targets of the OKR (Objectives & Key Results) and KRA (Key Results Areas).

(4) Comprehensive and systematic diagnosis of holistic health of the Business Units, using EFQM Model of Excellence, Shingo Model of Operational Excellence and CII Model of HR Excellence.

I have successfully mentored 50K+ Entrepreneurs, CXOs, Executives and Trainees in 15 countries for comprehensive & sustainable performance

I have multicultural & multi-functional, 40+ Yrs of experience (23 Years in the Manufacturing sector & 17+ Years in Business Consulting). Served on Top management roles for shaping the future of Organisations in various sectors like: Automobile, Business Performance & Turnaround Consulting, Chemicals, Fertilizers, Electronics, Pharma, Heavy Engineering, Textiles, Renewable Energy, Real Estate and many other sectors.

I am Certified Lead Assessor and Mentor for
- Business Excellence
- People (HR) Excellence
- Operational Excellence
- Competitiveness of Startups & MSMEs

I have extensively travelled to USA, Japan, Switzerland, France, Germany, Singapore, Malaysia, Thailand, S.E. Asia, UAE for Technology transfer, Conferences, Trainings and Business meetings

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Vision, Mission, Strategic Objectives and Business Plans Goals are likely to be missed by huge gaps in the Organisations where CXOs, HODs and HR don't have AGILE ZERO BASED MANPOWER PLANNING, RECRUITMENT and TALENT MANAGEMENT SKILLS

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PROBLEM: An Employee has underperformed and not achieved ROI /Total CTC targets (or their OKR / KRA targets) ...

REMEDY: Hire a Mentor to bridge the gaps in capabilities of the respective CXOs, HOD and HR...

CXOs, HODs and HR ARE NOT MONUMENTAL
One of the root cause of underformance of an employee is the gaps in their capabilities and gaps in the Performance Enabling Culture of the Organisation ...
And one of the key collective responsibility of the CXOs, HOD and HR is to mentor the juniors and bridge the gaps in their capabilities and nurture a performance enabling culture to facilitate them for achieving their ROI /Total CTC (or OKR /KRA) targets ...

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HALF BAKED KNOWLEDGE is WORSE THAN ZERO KNOWLEDGE

LEARNING something without knowing HOW to LEARN effectively (inorder to maximise the retention of whatever we have learned), WHEN to LEARN AND HOW & WHERE to APPLY THE LEARNINGS not only leads to quick fading away of the LEARNINGS but also leads to an ignorant & false belief that we are KNOWLEDGEABLE.

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&development

RIGHT CHOICES at RIGHT TIME SHAPES THE FUTURE OF THE ORGANISATION

It's CXOs choice whether they want to spend hard earned income from the investments in the Businesses on ineffective & inefficient Key HR Processes, HR Practices and HR Initiatives which do not facilitate assured delivery of Vision, Mission and, Core Values and Business Plans
OR
ROI guaranteed investment in Aligned & Integrated TPE PMS and TPE Performance Enabling Culture interventions which facilitates assured delivery of Vision, Mission and Business Plans Goals (Long-term, Medium-term and Short-term)...

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Should the TALENT ACQUISITION (NEW HIRING) be on the basis of JOB TITLE, Education Credentials, Number of Years of Work Experience etc. etc. OR
On the basis of Capabilities (Skill-sets, Mind-sets and Habit-sets) required for achieving ambitious targets of the OKRs (OBJECTIVES & KEY RESULTS)...

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SUCCESSFUL PEOPLE use PRIORITISATED CHOICE METHODS for taking their GAME CHANGER DECISIONS

WINNERS objectively evaluatie the need & benefits and pros & cons of all the alternatives before making choice ...

POINTS TO PONDER when we take What will we GAIN and What will we LOOSE based decisions...

(1) What will we GAIN & What will we LOOSE if we DON'T CHOOSE the best option NOW...

Vs

(2) What will we GAIN & What will we LOOSE if we CHOOSE the best option LATER...

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&benefitanalysis

https://www.linkedin.com/posts/arvind-k-shukla-78048415_chro-ceo-directors-activity-7106660577023848448-ao2e?utm_source=share&utm_medium=member_android

Arvind K Shukla on LinkedIn: #performanceimprovement #performanceassurance #performanceexcellence… Introduction to TPE PMS an Innovative Performance Assurance System... …

Unlike any other ordinary PMS (Performance Management System) an ALIGNED & INTEGRATED TPE PMS is an excellent Comprehensive & Sustainable Business Results Assurance System...

TPE PMS is a system that enables living the core values, catalyzing the effectiveness of key business processes and sub-processes and assuring achievement of the shared Vision & Mission of all stakeholders...

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REAL TALENT WILL NEVER LEAVE AN ORGANISATION if it has a Fair & Transparent limitless Compensation & Benefit Policy which evaluates differentiated performance based on the ROI / Total CTC of each employee ...

An Aligned and Integrated TPE PMS is a fair and transparent Key HR Process which enables fair & transparent differentiation of the performance and enables the calculation of the ROI /Total CTC based on the four factors ...
(1) % and Value of the Improvements & Innovations Work
(2) % and Value of the VA (Value Added) Work,
(3) % and Value of Necessary NVA Work,
(4) % and Value of Not Necessary NVA Work.

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&benefits

7 step EFFECTIVE EMPLOYEE INDUCTION PROCESS of new hires and newly promoted (please note that merely changing the designation is NOT promotion) completes the recruitment process.
Steps 3,4,5 and 6 are part of the PMS of the Organisation ...

POINT TO PONDER
Can there be any right selection and effective induction of a new hire without an Aligned & Integrated TPE PMS ?

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Organisations which deploy an ALIGNED and INTEGRATED TPE PMS (Performance Management System) will deliver comprehensive, inclusive, predictive and sustainable performance, will always standout and grow faster than their Competitors.

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Without choosing appropriate KEIs (Key Effectiveness Indicators) and an appropriate mechanism for evaluating the impact of Key HR Processes, HR Practices and HR Initiatives on the Key Business Performance Indicators is like half baked HR Excellence...

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LENIENCY BIAS NEGATIVELY IMPACTS PERFORMANCE EVALUATIONS, distorting accuracy and fairness. It can lead to inaccurate assessments, which could eventually impact organizational growth. Evaluators often avoid critical feedback and lower ratings out of fear, resulting in inflated ratings that don’t reflect actual performance. This undermines the performance management system and impedes employees’ professional development.

Research found that more than 75% of HR professionals recognize leniency bias in their organizations’ evaluations. To ensure fair and objective assessments, it’s crucial to understand and address leniency bias to foster professional growth and recognize employees’ true contributions.

An Aligned and Integrated TPE PMS is the Best Holistic option to eliminate Leniency Bias ...

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