Problem
A reputed industrial equipment manufacturing company based in Delhi & NCR, with a turnover of about 180 crore, encountered significant challenges in sustaining growth despite its established market presence.
The organization grappled with inefficiencies in its HR processes, leading to high employee turnover, and the absence of a structured talent management framework. The HR department was occupied with routine administrative tasks, limiting its capacity to engage in strategic initiatives. These inefficiencies impeded the company’s ability to scale and remain competitive in a rapidly evolving market.
The visionary leadership recognized that without robust HR systems & processes and people engagement, the organization’s ambitious objective of becoming a global player with INR 1000+ crore turnover looked very tough.
Solution
This company roped in HR Footprints as its HR Partner to revamp its people processes and enable the organization to achieve its vision.
As a first step, HR Footprints conducted an HR diagnostic study to understand the as-is scenario and developed a calendar based on the business priorities. The calendar led to the following HR initiatives implementation & outcomes:
- Org restructuring & role descriptions: The organization had to be restructured to meet the long-term business needs. Also, a work-level structure was created with levels of accountability. Role descriptions were articulated for all unique roles
- Policies & Performance Management: HR policies were formulated to meet the contemporary industry and global market practices. A robust performance management system was designed and implemented to inculcate a performance-oriented culture.
- Rewards & Recognition practises: the PMS was followed by salary benchmarking & setting up an attractive rewards & recognition policy that are inspired from global best practises.
- Leadership Development: Parallelly leaders for business units and functions were hired and empowered to make business decisions. Business processes were designed and implemented by the leaders. Focused learning initiatives for the employees and leadership development interventions were taken up.
- Career paths & Talent Development: Career paths for developed and communicated to the internal talent; to align them with the organization’s vision; students were hired from reputed technical institutes and B-schools, ensuring cultural fit.
- On Going HR Operations: Along with the above tactical and strategic initiatives, HR Footprints ensured all essential HR operations such as compliance, payroll, employee grievances, attendance, onboardings and exits are well documented and taken care of on a time-time basis to ensure smooth functioning and to avoid any potential business disruptions.
Impact
These initiatives started to create a positive impact and contribute towards the image building of the company in the market. A new interest was created among professionals who proactively started reaching out for opportunities.
With industry’s best HR processes, attrition was largely curbed, people started asking for goal-setting timely so that their appraisals stay very objective and focused. The impact of learning initiatives was seen in productivity enhancement. The company has more than doubled its business and is progressing in the right track to realize its vision.
Conclusion
This case of the industrial equipment company highlights the critical role that a well-structured and strategic HR function plays in organizational growth. By leveraging HR Footprints’ expertise as its HR Outsourcing Partner, the company could achieve its strategic, tactical and operational HR objectives and achieve remarkable growth. This case study underscores the importance of aligning HR practices with business objectives to drive success and sustain long-term growth.
