Professional Documents
Culture Documents
Agenda
1. 2. 3. 4. 5. 6. 7. 8.
ABB An Overview ABBs Organization Structure HR Structure in ABB EMPower- An innovative reward and recognition program HR HelpDesk Sampark HR Cockpit Employee Lifecycle Management
1. 2. 3. 4. 5.
global leader in power and automation technologies eading market positions in main businesses
120,000 employees in about 100 countries $35 billion in revenue (2008) Formed in 1988 merger of Swiss and Swedish engineering companies Predecessors founded in 1883 and 1891 Publicly owned company with head office in Switzerland
Transformers, high- and mediumvoltage switchgear, breakers, automation relays Substations, FACTS, HVDC, HVDC Light, power plant and network automation Low voltage and medium voltage drives, motors and power electronics
Power Systems
Process Automation
Control systems and application-specific automation solutions for process industries and instrumentation products Electrical wiring accessories, low voltage switchgear and systems
Organization Structure
Empowerment
52 profit centers and hence 52 CEOs in the organization working High level Entrepreneurship of truly empowered to Managers autonomy in and decision makingand take informed utilize resources decisions for of the business a Promotes the running Utilizing the structure entrepreneurial behavior business Business take decisions encouraged Freedom to risk-taking
Genuine empowerment within broad guidelines
R Structure
Country HR Strategy/Processes
- Gouvernance
HR Service Delivery
Business Partners
Employee
HR Center
- Generalist - Administration - Specialists
Line Managers
Strategic Directions Requests and Delivery
EMPower
What is EMPower?
EMPower is a recognition and rewards scheme targeted at enabling employees and managers to recognize and appreciate workplace performanc periodically and in a systematic manner. The objective is to recognize exemplary performance, create an employee centric reward system and to bring about a cultural change in the reward philosophy of ABB
Eligibility
All regular employees - Management Staff, Non Management Staff, Management trainees, EDTs/ EFTs
In case an employee nominated has been convicted/charged with a code of conduct / safety / integrity / compliance / IS security violation (and even if the issue is pending decision), then such an employee is automatically disqualifie
Award Types
What awards can an employee receive under this scheme? Silver - An instant award for individuals only Gold - A monthly local business unit/region marketing office/corporate function level award - for individuals & teams. Diamond - An annual division (including FES and Country Corporate Functions) level award comprising of two levels: - Diamond Trophy for outstanding performance awarded to individuals and teams - Diamond certificate of appreciation for individuals & teams Platinum - An annual country level award comprising two levels: - Platinum Trophy for outstanding performance for individuals and teams - Platinum certificate of appreciation for individuals & teams
Snapshot
Who can Category Nominate Approve/ Audit Decide
Silver
Any employee
Business HR
Gold
Any employee (All silver / gold winners of the year will be automatically Division HR Division Diamond nominated) Manager Council (All silver / gold / diamond winners of the year will be automatically Corporate Platinum nominated) HR CMC
BU Business HR Council
How it works Employee who wishes to nominate another will do so through Caf HR Reason will be stated. Business HR will confirm eligibility, relevance & validity and issue the badge Recommendation & audit process same as above. Decision by BU Council & winners to be awarded a a ceremony
All gold/silver winners will be reviewed by division HR. Decision Division Council and winners to be awarded at the annual division mee
All gold/silver/diamond winners will be reviewed and decision by CMC. Winners to be awarded at the annu Senior Managers Conference.
Snapshot
HR Helpdesk
Static HR Content
click
Sampark
Sampark
SMS based HR help Desk The purpose of which is to ensure that each and every employee has access to the HR Help Desk including those employees on site/projects who are unable to access Caf HR or Lotus Notes
HR Cockpit
HR Cockpit
One stop shop information related to HR Policy and process for all employees
Empowering Process Owners Easy Accessibility of Information Authoring and Publishing Document Approval Workflow Document Lifetime Feedback and Rating Powerful Search & Indexing Discussion Forum
Features of HR Cockpit
E Exit
Identify
E Campus Model
Phase I Specialized Engineering Test Based on engineering discipline (Electrical, Mechanical, Electronics, Civil, Instrumentation) Phase II Technical Interview Phase III Graduate Assessment Centre Introduced for the first time
days
. . .6 days
1 1
Final Interviews
Technical Test Group Discussions Psychometric Test Preliminary interviews
6 6
DAYS
2 2 3 3 4 4
5 5
Pre-placement talks
E Campus Process
e Campus Recruitment 2008 - 2009 Date of e Campus No of Reliance Centers Total Number of Colleges Attended No of Candidates Attended for Test No of Candidates Attended for Interview No of Candidates Attended for Assessment Center Final Selects
College coordinators (dedicated team from HR Centre to guide the invited colleges through the process)
Technical Round
Panels at 4 locations (Bangalore, Vadodara, Faridabad, Kolkatta)
Assessment Centre
Across 4 locations (Bangalore, Vadodara, Faridabad, Kolkatta)
260 107
Employee Information Change system to track hanges during the employee lifecycle
E- Exit Process
E Exit HR Interface
SAP system is integrated with e-Exit system for Business HR to trigger the following separation type for updating in SAP.
Employees who have:
Exit Analytics
Thank you..