BEST HR PRACTICE METRO Cash & Carry India Pvt Ltd
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1 BEST HR PRACTICE METRO Cash & Carry India Pvt Ltd Pramodh Karumbaiah Human Resource Department 23 May, 2014 Copyright 2009 METRO Cash & Carry > India < Bangalore
2 Challenges: Attractiveness of Industry as a possible career opportunity Address the growing gap between demand and supply of trained manpower. High Attrition in the industry (retention) Make available threshold skill sets for frontline operations in minimum lead time to handle rapid expansion Engagement of Employees METRO Cash & Carry > India < Bangalore Page 2
3 Best Practice 1 METRO Cash & Carry > India < Bangalore Page 3
4 M-SPARK (Metro Specialized Programme for AcceleRated K(C)areer) (A Career Advancement Programme for the Associates in our stores) & M-STEP( Metro-Supervisory Talent Enhancement Program) (A Career Advancement Programme for the Supervisors in our stores) Copyright 2009 METRO Cash & Carry > India < Bangalore
5 Objectives: Create a Talent Pool (trained employees) to support the expansion of METRO Cash and Carry India Pvt Ltd Make MCCI an Employer of Choice. Enhance growth opportunities of employees Provide aspirants a rewarding career path in Metro operations as against a mere job opportunity Address the growing gap between demand and supply of trained manpower by branding and showcasing a career in METRO. Make available threshold skill sets for frontline operations in minimum lead time METRO Cash & Carry > India < Bangalore Page 5
6 Career development - Full Program to Create Talent Qualifier List Selection Process Training Certification Result Talent Pool Ready for Promotion METRO Cash & Carry > India < Bangalore Page 6
7 Qualifiers 100% attendance (inclusive of authorized leave) No disciplinary action (example: Warning Letter) initiated M-SPARK CSA/Sr.CSA becomes eligible after completion of twelve months of employment with Metro Cash & Carry India Pvt Ltd. M-STEP - CSS becomes eligible after completion of 12 months of employment (as CSS) with Metro Cash & Carry India Pvt Ltd. METRO Cash & Carry > India < Bangalore Page 7
8 Creation of Talent Pool - M-SPARK( CSA to CSS) Selection process Training Certification Promotion Methodology Written test - SOP - Mathematical ability - Value Test - Eye for Detail Assessment Centre - Case study - Competency based interview Qualifiers - Min score >=75% plus >= 80 percentile - 40% CSA competency - 60% CSS competency Training in 3 segments Basic - over 3 months Advanced - over 4 months Specialist - over 5 months Knowledge check tests Written test Competency based interview Certified Promoted to CSS based on scores and vacancies Not certified Remains CSA (opportunity to recertification after 1 year) Employees who are successfully certified will be promoted as per scores and vacancies METRO Cash & Carry > India < Bangalore Page 8
9 Creation of Talent Pool - M-STEP( CSS to DM) Selection process Training Certification Promotion Methodology Written test - SOP - Mathematical ability - Value Test - Commercial acumen Assessment Centre Case study Problem solving Competency based interview Qualifiers - Min score >=75% plus >= 80 percentile - 40% CSS competency - 60% DM competency Training in 3 segments Basic - over 3 months Advanced - over 4 months Specialist - over 5 months Knowledge check tests Written test Group discussion & presentation Competency based interview Certified Promoted to DM based on scores and vacancies Not certified Remains CSS (opportunity to recertification after 1 year) Employees who are successfully certified will be promoted as per scores and vacancies METRO Cash & Carry > India < Bangalore Page 9
10 Training Curriculum - Basic Basic Training Program M-SPARK From CSA to CSS M-STEP From CSS to DM Communication skills Personal grooming Customer service/selling skills Shelf Management Introduction to supervisors Role Communication & presentation skills Customer Service & Customer profiling Basic principle of store operations Compliance training Introduction to Department Manager Working in teams METRO Cash & Carry > India < Bangalore Page 10
11 Training Curriculum - Advanced Advanced Training Program M-SPARK From CSA to CSS Product & Assortment Loyalty Club (Bandaan) Gap Check and reordering Goods receiving M-STEP From CSS to DM Performance appraisal process Q12 action planning workshop Re ordering & Goods receiving Shelf & Stock Management Signage Loyalty Club Plannogramming Product & assortment METRO Cash & Carry > India < Bangalore Page 11
12 Training Curriculum - Specialist Specialist Training Program M-SPARK From CSA to CSS M-STEP From CSS to DM Personality Development Performance appraisal process Q12 action planning workshop Promotions Cashiering & Checkout Customer Contact Management Team Management Safety & Security Work with experienced Dept manager Personality development Work with experienced supervisor Customer issues handling METRO Cash & Carry > India < Bangalore Page 12
13 Employee Value Proposition Position Recruitment (external candidate) Career development Programme CSS years 2 Years DM 5 Years + (Graduates), 7 years + (undergraduates) 4 Years (Graduates/Undergraduates) Allowance: Level 1 (M-SPARK) Rs.1000/- per month will be added to the salary (as Training Allowance) of the Potential Talent Pool during the 12 months of training (This would be withdrawn in case he fails to get the certification or pass any of the training stages) Level 2 (M-STEP) Rs.2000/- per month will be added to the salary (as Training Allowance) of the Potential Talent Pool during the 12 months of training (This would be withdrawn in case he fails to get the certification or pass any of the training stages) Career path Development inputs to equip them to take higher responsibilities METRO Cash & Carry > India < Bangalore Page 13
14 Promotion Process Post Career Development program Certification 1. Opportunity based on Batch Completion Date 2. Opportunity based on Highest Score within a given batch 3. Opportunity based on Seniority within the system (Date of Joining) 4. Opportunity based on Age (Date of Birth) 5. If all above selection filters exhausted, then final call to rest with Store GM & DM HR METRO Cash & Carry > India < Bangalore Page 14
15 Best Practice 2 METRO Cash & Carry > India < Bangalore Page 15
16 Employee Engagement Plan Copyright 2009 METRO Cash & Carry > India < Bangalore
17 Driving Business Results Through Our Employee Engagement Program List of Contents : 1. Our Employee Engagement Focus Areas 2. Architecture for Roll-out 3. Engagement Calendar 4. Points & Prizes 5. Suggestions Q & A METRO Cash & Carry > India < Bangalore Page 17
18 Employee Engagement Focus Areas EE Your Opinion Counts Action Plan Implementation Productivity Communication Employee Engagement Program Corporate Social Responsibility Fun METRO Cash & Carry > India < Bangalore Page 18
19 Architecture for Roll Out Unit is divided in 4 teams each. Each Team has employees across departments and levels. Teams can decide their own Team Names, Team Leaders and action committee, all team names belong to one Theme. (Given by Unit Head) Each team has a Team Leader and 4 member action committee. Implementation groups shall be formed HR to run these programs which are mix from each of the 4 teams (Volunteers from each team) Point system will drive competition Prizes and certificates for each event would be given. Points earned will be declared on a quarterly basis: HR will tabulate and track points. HR will help in budgets/prizes etc. Winning Team will get recognized by Unit Head/top management at the end of the Year. METRO Cash & Carry > India < Bangalore Page 19
20 Thank you! METRO Cash & Carry > India < Bangalore Page 20
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