Definition:

Excellence in Talent Management and Development requires organizations to think laterally, design and implement talent management & development practices and/or systems that are exceptional as opposed to the traditional organizational processes. An ever-evolving external environment, where employee skills and attributes are the differentiators for successful organizations, makes it necessary for organizations to come up with such practices and/or systems, which not only differentiate them but also support in developing their people whilst achieving the overall organizational strategy.

This award, therefore, seeks to recognize organizations, which have successfully designed and implemented such “excellent” practice(s) or system(s). This could be a single/multiple innovative practice(s) or system(s) that the organization has implemented across any area in Talent Management and Development and has been running successfully in the organization for some time.

The entry can include details of a single practice or an entire system. For example:

HR Practice: An organization may submit details of how they have introduced the concept of a ‘Career Manager’ where each individual in the company is assigned a career manager who focuses on the individual’s long-term growth through frequent mentoring and developmental inputs provided by the Career Manager

OR

HR System: An organization may submit details of their ‘Career Management System’, which has various sub-sets like individuals identifying their current competencies, career aspirations and competency gaps based on the needed competencies/skills for the next role in the organization. These individuals would then create a plan for covering the competency gap; be assisted in the same by their career counselors and work on the same. The entire system is online and automated with career opportunities in the organization also posted on the online portal in a regular manner.

Within the gamut of this award, will be practices or systems under any discipline of Talent Management and Development. The following are indicative disciplines that the practice/system could fall under:

• Executive Coaching
• Leadership Development
• Performance Management
• Learning and Development
• Succession Planning
• Employee Engagement

Definition:

Excellence in Talent Acquisition and Retention aims at recognizing organizations with demonstrated success in this area and integration of new employees because of their policies and practices in sourcing, hiring, onboarding and/or retention. It requires organizations to think laterally, design and implement talent acquisition & retention practices and/or systems that are exceptional as opposed to the traditional processes that organizations typically have. In an ever-evolving business context, where there is a war for talent, it is imperative that organizations are able to attract and retain top talent by offering competitive benefits and workplace culture that appeal to potential employees and keep existing employees engaged and motivated.

This award, therefore, seeks to recognize organizations, which have successfully designed and implemented such “excellent” practice(s) or system(s). This could be a single/multiple innovative practice(s) or system(s) that the organization has implemented across any area in Talent Acquisition & Retention and has been running successfully in the organization for some time.

The entry can include details of a single practice or an entire system. For example:

HR Practice: An organization may submit details of how they have reinvented the ‘Lateral Hiring’ process wherein some out-of-the-box hiring approaches such as leveraging AI and/or video screening interviews which has resulted in reaching a more relevant pool of potential candidates and greater conversions

OR

HR System: An organization may submit details of how they revamped their ‘Talent Acquisition Model’, to enhance candidate and stakeholder experience through greater ownership, cost consciousness, effective and modern sourcing channels, and keeping the employer brand on top of mind, along with optimizing rising operating costs and reducing over-dependencies on partners. Within the gamut of this award, will be practices or systems under any discipline of Talent Acquisition and Retention. The following are indicative disciplines that the practice/system could fall under:

• Sourcing & Hiring
• Onboarding
• Employee Value Proposition/Positioning
• Employer Branding/Market Perception
• Total Rewards (specific to its application for Talent Acquisition and Retention)
• Employee Experience

Definition:

Excellence in HR Technology aims at recognizing organizations which are able to effectively use technology to drive and deliver organizational/HR goals in order to gain competitive advantage. It requires organizations to enhance the productivity and effectiveness of the HR function and how employees are serviced by HR through technology interventions. The key elements that are important for Excellence in HR Technology in an organization are those that facilitate the digitization and digitalization of HR processes which include the scale and depth of technology implementation, the ease with which HR data can be accessed and analyzed, whether automation has facilitated alignment of HR goals with business goals and ensuring that it is a process of continuous improvement rather than a one-time intervention.

This award, therefore, seeks to recognize organizations, which have successfully designed and implemented “excellent” practice(s) or system(s) to make their HR processes more efficient and effective in line with organizational strategy/requirements. This could be a single/multiple innovative process(s) or system(s) that the organization has implemented across any area in HR Technology and has been running successfully in the organization for some time.

The entry can include details of a single practice or an entire system. For example:

HR Practice: An organization may submit details of how they have launched HR Chatbot in an out-of-the-box manner to automate some elements of recruitment, resolving employee queries and/or employee engagement and the related benefits.

OR

HR System: An organization may submit details of how they revamped their ‘HR Technology’, to enhance employee experience through a hyper-personalized technology platform to manage the entire hire to retire process.

Within the gamut of this award, will be practices or systems under any discipline of HR Technology. The following are indicative disciplines that the practice/system could fall under:

• Software and associated hardware solutions for automating HR solutions (e.g.: payroll management system, talent management system, learning management system)
• Artificial intelligence or machine learning solutions applied to HR processes and/or systems
• Social media and platforms leveraged for HR processes and/or system deliveries

Definition:

Excellence in Diversity and Inclusion aims at recognizing organization which show a growing trend for setting transparent targets and increase organizational accountability towards the D&I initiatives. It requires organizations to encourage honest conversations between employees and their managers, inspire them to share ideas and solutions with the end goal of creating a diverse and inclusive workplace environment where all employees can feel safe, respected and valued. The key goals of such D&I interventions/strategies is to deliver on business performance, talent acquisition and retention, legal and compliance considerations, building greater resilience and revitalizing the workplace.

This award, therefore, seeks to recognize organizations, which have successfully designed and implemented “excellent” practice(s) or system(s) to make the culture of inclusion a business imperative. This could be a single/multiple innovative process(s) or system(s) that the organization has implemented across any area in Diversity and Inclusion and has been running successfully in the organization for some time.

The entry can include details of a single practice or an entire system. For example:

HR Practice: An organization may submit details of how they have launched a Women Empowerment Initiative which supports women leaders in the organization hone critical skills towards their next career move and showcase these skills and key project wins towards gaining that next promotion/organizational growth.

OR

HR System: An organization may submit details of how they revamped their ‘Diversity and Inclusion’ practices and system overall, from establishing a strategy to adopting multiple programs targeted at specific minority groups to enhance diversity and build an inclusive work culture.

Within the gamut of this award, will be practices or systems under any discipline of Diversity and Inclusion. The following are indicative disciplines that the practice/system could fall under:

• Internal dimensions of diversity, such as age, race, gender, differently abled and neuro-diversity.
• External dimensions of diversity, such as marital status, social status, and educational background.
• Organizational dimensions of diversity, such as work location, function, seniority and management status.

Definition:

Excellence in Health & Well Being aims at recognizing organizations that understand the linkage of employee health to business productivity. These organizations have proactively identified or designed specific health and wellness programs which can support the needs of their employee segments. These organizations realize the importance of wellness program as a pre-cursor to increased employee engagement, improved company culture, reduced healthcare costs, and more impactful corporate social responsibility towards employees.

This award, therefore, seeks to recognize organizations, which have successfully designed and implemented such “excellent” practice(s) or system(s). This could be a single/multiple innovative practice(s) or system(s) that the organization has implemented across any area in Health and Well-Being and has been running successfully in the organization for some time.

The entry can include details of a single practice or an entire system. For example:

HR Practice: An organization may submit details of how they have launched a physical well-being challenge which encourages employees to focus on weight loss, quit smoking, eat healthier and thereby be more productive as individuals at the workplace (and in their personal lives)

OR

HR System: An organization may submit details of how they revamped their ‘Health and Well-Being’ strategy to focus on multiple dimensions of employee wellness and deployed interventions across physical, psychological and financial well-being and resulted in reduced work-stress and higher engagement.

Within the gamut of this award, will be practices or systems under any discipline of Health and Well-Being. The following are indicative disciplines that the practice/system could fall under:

• Physical Wellness
• Environmental Wellness
• Financial Wellness
• Social Wellness
• Emotional Wellness
• Mental Wellness
• Intellectual Wellness
• Work Wellness