Talent Valley @ Ion Exchange

August 2021 was our second annual meet which had happened online. Last year, we thought that next year we will meet in person and we all are eager to go offline but due to COVID we are bound to be online this year too. Our hybrid model of working from home and office is going smoothly. Similarly, a hybrid model of annual review along with information sharing and learning was planned for two days. Three experts will cover unique learning sessions. I have full confidence that next year we will meet in person for an outbound review/ learning session for sure. 

Few facts I would like to share, in addition to four pillars of Ion Exchange 1) Freedom to working  2) open welcoming culture 3) Professional approach and 4) Transparency at all levels.  

 1.     Support from the top management is always there: CMD presence itself is witness that HR is close to his heart and all his actions are for employees. Yesterday sir was there to address the 200+ new joiners

2.     People have faith in HR: All HODs, Peer groups and junior management seek HR guidance. There is total submission to HR practices.

3.     Reputation of HR is going up: We are able to deliver what we are promising

 With our new concept of Finding and Attracting talent under ‘Talent Valley’, we will touch the new peaks within our valley. 

 What is Talent Valley

 Talent Valley is a new concept in Ion Exchange in which, talent will be encouraged, motivated and appreciated. Like Customer Experience (CX) is the top priority in fortune 500 companies. Talent Valley will replicate the same experience with Employee Experience ( EX). We will take each and every step keeping in mind the 'liquid expectations’ of “Talented Employees”.  We are confident that once done, the parallels between a superior CX and Employee Experience (EX) will be striking. CX generates loyalty and additional sales, whereas the happy EX will attract more talent, boot workforce experience, enhance productivity and retention of key talent, which in turn will improve overall business performance. 

 Aim of Talent Valley: This platform will be available to showcase, “how to appreciate good talent, assess talent, transform talent, attract talent and retain talent. It is not about giving employees an unlimited motivational choice like rewards like free t-shirts, incentives money, achievers club, dinner with family etc. The talent valley is all about giving talented employees a set of options that will help them achieve their full potential and drive business value.

 Eligibility: There will be two sets of employees, who will be eligible in this initiative;

 1)) Merit Holders for the consecutive three years in the first slot and in the second slot three merits ( two promotions) out of five years. PMS ratings are the main considerations 

2) High Potential employees ( recent joiners) identified by HOD and Business Heads.

 Mathematical Calculations: We will check the business volume handled by each individual and contribution in company activities with clear numbers/ volume. Higher targets and through a challenging situation

 What Merit Holders will get out of “Talent Valley”: ( Set of options)

 1.     Segmenting these employees into ‘clusters’ that share important “Merit Holder” characteristics

2.     Like-minded employees are coming together. All are Merit Performers.

3.     Appreciate their good work, rewards in the form of CTC and PLI you are getting it. Now, it is an appreciating platform.

4.     Role model for others. They will inspire other employees to bring their best.

5.     Achieve full potential & Future-ready for leadership roles

6.     Showcasing their performance  

7.     Interaction with Top Leadership Team on a regular basis

Methodology: Merit Holders & High Potential ( MPHP). Different intervention at different time/levels.

Humans relationship with Valleys: Since the beginning of human development, valleys have been an important place for people because of their presence close to rivers. Rivers enabled easier movement and also provided resources like water, good soils, and food. The valleys themselves were also helpful in that valley walls often blocked winds and other severe weather if the settlement patterns were positioned correctly. In areas with rugged terrain, valleys also provided a safe place for settlement and made invasions difficult.

Employees relationship with ‘Talent Valley’: Ion exchange will function as safe place for career building, wealth creation, growth and a well-protected place from the outside world. Like valley there are many streams, we will have multiple channels* to streamline the talented employees. 

*Multiple Channels includes Higher Position, Better Compensation, Better Career Options, Appreciation in front of larger audience, Long Terms Incentive Plans and Retention Bonus.