G. L. Bajaj Institute of Management and Research
R.K. Group of institutions during 17 years of its journey toward higher education has proven excellence in
imparting value-added education to the young and upcoming generation. It has now eight institutions
under its banner, armed with about 750 highly qualified faculty and about 11,000 students. More than
6000 of its alumni are holding positions of distinction in different functional areas of various industries,
and a majority of them are serving in blue-chip companies. Many of its alumni also are leading
technocrats and enterprising entrepreneurs.
The R.K. Group has two campuses, one at Greater Noida and the other one at Mathura. The Noida
campus has two institutions, and the Mathura campus has now eight institutions. G. L. Bajaj Institute of
Management and Research (GLBIMR) a flag ship institution of R. K. Group of Institutions is an
autonomous School of Management spreading over 11.5 acres of lush green campus at Knowledge Park
III, Greater Noida.
G. L. BAJAJ
INSTITUTE OF MANAGEMENT AND RESEARCH
GL
B AJ AJ
GLBIMR
GREATER NOIDA
Invitation
Greater Noida Campuses:
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G. L. Bajaj Institute of Technology and Management
G. L. Bajaj Institute of Management and Research
Mathura Campuses:
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G. L. Bajaj Institute of Engineering and Technology
K. D. Dental College and Hospital
Rajiv Academy for Pharmacy
Rajiv Academy for Technology and Management
Rajiv Academy for Teacher's Education
G. L. Bajaj Institute of Engineering and Technology
Rajiv International School
KD Medical Research Center
GLBIMR offers Post Graduate Diploma in Management (PGDM) - a Two Year Full Time program,
approved by AICTE, Ministry of HRD, Govt. of India with dual specialization in the areas of Marketing,
Finance, Human Resource Management, Operations Management, International Business and
Information Technology. The total intake as approved by AICTE for PGDM Program is 240 seats.
The G. L. Bajaj has been in the limelight in all leading magazines. It stands at 6th in UPTU results. It is
rated A+ by BUSINESS INDIA, A3 by AIMA, and A+++ by BUSINESS MANAGEMENT CHRONICLE. It is
ranked 12th in factual survey by BUSINESS TODAY, 5th in terms of placement by OUTLOOK, 10th among
top B-School in Delhi NCR by MAIL TODAY, 8th in the NCR top B-schools (exclusive survey conducted in
2010 by B &M Chronicle), 37th among India's best B school survey by HUMAN FACTOR MAGAZINE, 38th
among India's best B school survey by THE SUNDAY INDIAN, rated A++ B-School, and 19th rank among
top 50 best B-Schools by EFY. It is listed in 'Top Choice Colleges in Demand' by MAIL TODAY. G. L. Bajaj
Institute of Management and Research is accredited by INTERNATIONAL ACCREDATION ORGANIZATION,
USA.
The institute received award for the 'B-School with Meritorious Results and Qualified Faculty' from
Dr. Farooq Abdullah, Minister of New and Renewable Energy, Govt. of India. The Group's Vice Chairman
received 'Bhartiya Shiromani Puraskar and Gold Medal for Excellence in Management & Technical
Education' from Sh. Shekhar Dutt, Governor of Chattisgharh, Sh. Devanand Konwar, Governor of Bihar,
and Shri K.P.S. Gill, Former Director General of Police Punjab.
G. L. BAJAJ
INSTITUTE OF MANAGEMENT AND RESEARCH
GREATER NOIDA
GL
B AJ AJ
GLBIMR
HR SEMINAR 2014
KEY TO PEOPLE SUCCESS: HR ANALYTICS
Date : 8th November 2014
(Approved By A.I.C.T.E., Ministry of HRD, Govt. of India)
Campus : Plot No.2, Knowledge Park III, Greater Noida, U.P., (INDIA)
Phone : 0120-2323822, 8860333801, 8860333812
E-mail : [email protected], Website : www.glbimr.org
www.facebook.com/glbimr
G. L. Bajaj Institute of Management and Research, Greater Noida
ABOUT SEMINAR :
KEY TO PEOPLE SUCCESS: HR ANALYTICS
This topic, HR analytics offers about many concepts like employee engagement, quality circles,
empowerment etc. The definitions need and process details of the new concepts are to be associated
while doing analytics, like the right way has to be well-articulated. A clear articulation is a step-by-step
process of making these connections. This result in an opportunity to show the direct impact of their
processes and initiatives and to start attracting on business outcomes. HR must use all available data to
make analysis which gives new insights and knowledge upon which decisions can be made. HR is in, an
opportunity to create real insights and to make better HR decisions. Finally, and most importantly, HR
must convince the decision makers to make these decisions based upon the analysis and to present it
right, show them the value, consequences and risk of failures. Since HR department have access to vast
quantities of data about their present, past, and potential employees, but are often stymied when it
comes to using that data to drive business strategy.
What does strategic approach mean in practice? The best way to illustrate this is to look at the difference
between a bottom-up or top-bottom approach. Still HR now and then frankly missing with good
analytics in predictive, reliable data and using evidence based approach. HR data and HR analytics is
becoming increasingly popular and with good reason along with change management. HR should have a
strong partnership with business leaders and the developing technology functions, along with change
management, they as to go for the adoption of companywide metrics, analytical methodologies and
self-service tools were critical steps along with this People success journey.
Key note Speaker: Introduction to the theme “HR ANALYTICS”
Session - I
• Driving Business Value
In order to add value to Business, it is important for HR manager to evolve from ‘tracking’ (metrics &
reporting) to ‘analytics’ (impact analyses for organizational improvement). Many organizations will have
strategies to engage and motivate employees – not just to meet short-term business goals but to ensure
the employees continue to be efficient. The most useful question to ask about these strategies will relate
as to how they can be best further helpful in training and development. Organization has to take
analytical approaches to these strategies and not just view them as measuring parameter.
• Aligning HR infrastructure for Business Transformation
In most organizations, HR faces significant challenges. This topic is an insight into the strategies and
process of implementing responsibilities including all activities, like, how people work together, the
quality of the individuals involved. Together with other measures of engagement activities, a social
network analysis can help organization to understand what types of people are able to work together as
a unit. To create value through engagement, organizations could use a range of demographic or
sociographic factors to identify groups of similar individuals who could be engaged in similar ways.
Session - II
• Connecting the dots to strategic talent Management
Global competition and ageing workforce are creating a shortage of talent that is expected in this
century. There is a struggle to find with critical skills and the problems of constant performance
deliverance at the work place. This topic is an insight into the strategies and process implementing
responsibilities including all activities related to change management, employee engagement,
leadership development, talent management and training for all. This session is to learn how our Talent
Analytics helps in reinforcing a culture of listening to our HR business partners’ unique people
challenges, helping them identify the information they need, engaging them in the right analytics
models and then equipping them to make higher quality business decisions at the leadership table.
• Changing the workforce culture
“New path” firms dominate by producing continuous innovation and executives are beginning to learn.
That continuous innovation cannot occur until a firm makes a strategic shift towards a focus on great
people management. “The outcome of past choices of strategy in interaction with the way in which
structuring issues were originally posed and the kind of organizational culture has engendered”
(Paauwe, 2004) The basic premise of the “people analytics” approach is that, right people management
decision is the most important and impactful decision that a firm can make.
PROPOSED SCHEDULE
Session I
• 10:30 am – 11:00 am Introduction to the Theme
• 11 am – 12 noon
Speaker 1 - Topic: Driving Business value [Q & A]
• 12 noon- 1:00 pm
Speaker 2 - Topic: Aligning HR Infrastructure
for Business Transformation [Q & A]
1:00 pm – 2:00pm LUNCH BREAK
Session II
• 2:00 pm – 3:00 pm
• 3:00pm – 4:00 pm
• 4:00 pm - 4:15 pm
Speaker 3 - Topic: Connecting the dots to
Strategic Talent Management [Q&A]
Speaker 4 - Topic: Changing the Workforce Culture [Q&A]
Closing Remarks & Vote of Thanks
4:15pm – 4:30 pm
HIGH TEA
The Speakers for the above mentioned sessions are key people from Corporate
holding CEO & VP level positions
Patron
Seminar Director
Mr. Pankaj Agarwal
Dr. K L Chawla
Vice - Chairman, G.L. Bajaj Group
Director, GLBIMR
Convenors
Prof. (Dr. ) Ajay Sharma (8459660775)
Prof. Bhuvaneswari (9958907741)
Prof. Preeti Dixit (9910049421)