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Quarterly.

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Fortnightly - Sajal

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monthly

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monthly - once - Rupali

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once in 15 days

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once in 15 days - Rupali

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Acknowledging Decision Making for People and Process by PEOPLE TEAM. 

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Acknowledging Decision Making for People and Process by PEOPLE TEAM. 

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SMX
PDM Course + RDM
Zing HR Modules

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People reports should be coming to the people team on regular basis to save time and utilize that time in taking action 

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People reports should be coming to the people team on regular basis to save time and utilize that time in taking action 

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Department Verification- 15 days
Agreed Timelines for Each Report Shared Rachana
90 Day Attrition Report - Monthly (Details )

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Can we some program for the people team to upskill themselves 

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Can we some program for the people team to upskill themselves 

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FET - Skilling for Virtual and F2F.
Data Analytics , Compensation and benefits
Training for BEI for enabling Campus
Role Modeling of Facilitation
Conducting Investigation -
Design Thinking - for Business problem solving

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Team Outbound Activities
Workshops/Activities by 3rd Party
Fitness Connect/ Work life Balance/ Zumba Dance - Virtual
Virtual Connect - Friday Calls_Online Thumbola _ Virtual Team Lunch_ Sharing Individual - Show and Tell_ Team Dress Code Day_ Quarterly Theme for Celebration

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Dashboard review on Bi-monthly basis .                                                        2) Keep continue the Team outing on qtrly basis .                                              3) Inter / Cross market courses to be conducted . Currently we are market blind , want to explore & get to know other markets as well ..            4)  Skill development courses or sessions ( like how the first meet ruchika made )                                    

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Dashboard review on Bi-monthly basis .                                                        2) Keep continue the Team outing on qtrly basis .                                              3) Inter / Cross market courses to be conducted . Currently we are market blind , want to explore & get to know other markets as well ..            4)  Skill development courses or sessions ( like how the first meet ruchika made )                                    

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Weekly Calls One on One - Individual Need
WWW and EBI - Weekly Calls

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Training ,budding & guiding the emp as per the requirement  

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Training ,budding & guiding the emp as per the requirement  

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Individual Need - Reach out to Me / Reporting Manager
Visibility on Individual Strengths and Project they are leading

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Multiple reviews to be clubbed as one review or 2 reviews

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1) Dashboard can be done very crisp, so that we finish on time.
2) Bench and TIP discussion on fortnightly, rather than weekly.

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1. Resources/literature for external RHR hires on familiarization and getting around data needs/data pulling 2. MM + OC + HR Corp connects/team building. There is a huge disconnect with RSC apart from within Ops leadership

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1. Resources/literature for external RHR hires on familiarization and getting around data needs/data pulling 2. MM + OC + HR Corp connects/team building. There is a huge disconnect with RSC apart from within Ops leadership

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Creation and Synopsis on Report for RHR Role. (Data)

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Weekend calls / Catchups

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Dashboard calls as it help us to know the progress

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To have engaging connect just to chat,share and have fun.
Team Outing Quarterly

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Weekly dashboard changes into -1) should be one on one 2)short-15 mins 3)With empathy 4)in every 15 days

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Weekly dashboard changes into -1) should be one on one 2)short-15 mins 3)With empathy 4)in every 15 days

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The activity which we did knowing our boss & our team focus during march .since our team new members if we could do that it would help

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Quartly Meeting with all team's for better bonding.
Working towards Goal Commitment
Virtual CATCHUPS
Creating bench + pipeline

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1) Fortnightly project update - Things were moving forward while it was happening.
2) Recognising people team.

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Appreciation elements -needs to be added

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Appreciation elements -needs to be added

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Tagged to Market Visit as an Example. From Leadership
Newsletter for Organization -
People magazine - Newsletter etc.
Rewards / Recognition - Qtrly
Appreciating small wins
Recognition within Team members - Monthly/Quarterly

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1.Appreciation Letter for Team Members.
2.Grooming Team Members according to the Requirement of people Team and then start working together on goals.

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Start sharing the monthly Reports Commday / Catch ups / Department verification Reports as part of resource.                                                          2. Physical Courses .                                  3.FET Courses                                        4. Acknowledge the decisions mutually made by MM & the MLT team , which is good for market wellness                           

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Start sharing the monthly Reports Commday / Catch ups / Department verification Reports as part of resource.                                                          2. Physical Courses .                                  3.FET Courses                                        4. Acknowledge the decisions mutually made by MM & the MLT team , which is good for market wellness                           

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Weekly dashboards should be one on one to save everyone's time

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Weekly dashboards should be one on one to save everyone's time

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Focus on bench and TIP

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quarterly meets, with fun and outings

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1. These kind of check-ins more regularly
2. Regular team offsites
3. More regular in-depth interactions with Namrata

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Empathy is missing in the People team environment-Requirement to add some more connects to develop the same

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Empathy is missing in the People team environment-Requirement to add some more connects to develop the same

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Individual reac out on Behaviours to be changed

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stop long discussions over weekly calls - can be summarized in short time
weekly data pulling- takes time

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Need coaching and training as per individual requirements 

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Need coaching and training as per individual requirements 

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Engagement activities to bond with the other RSC team ,

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Weekly Reviews to be made fortnightly reviews

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Need Leader and Mentor-Looking for dialogues like Lets find out how to do it rather than asking why its not happening? 

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Need Leader and Mentor-Looking for dialogues like Lets find out how to do it rather than asking why its not happening? 

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Consulting > Directing Behavior's

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1) Brain Storming Activities on problem statements
2) FET Courses
3) Physical Courses.
4) Use of Technology for BAU.

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Outing with the team 6 months once - to have team bonding

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More informative connects with the Direct reportee so that I can feel he is listening to me

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More informative connects with the Direct reportee so that I can feel he is listening to me

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1. Cross market visits (as recommended earlier by Rashmi)
2. More HO visits (to keep connected with Central). I always get questioned when I visit HO, which shouldn't happen. We are all part of RSC
3. Regular Central People connects with MM. I do not think they feel as connected to RSC as they should. This creates a gap in alignment and they start moving away from the bigger picture into daily nitty gritties

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Team recognition on widescale level + to provide us with more bette tools and technology to assess data

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Team recognition on widescale level + to provide us with more bette tools and technology to assess data

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Monthly F2F meetings
F2F Courses
Monthly exam nominations
Central Engagement activities

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Monthly casual catch up with team virtual catch ups

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start using technology for admin related tasks, updates, reports.
recognizing more often.
skilling - add 1 skill in form of short workshops during team meets