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Jacob Jacob
M A Jacob: “Creating an internal leadership pipeline is far more effective than hiring senior professionals from the market”
Jacob Jacob
Chief People Officer
Apollo Hospitals Enterprise Ltd.
For upon |Jacob has over 17 years of experience and his experience is varied across HR Consulting, International HR, Start-Up HR, and large-scale Change Management HR. His core strengths lie in the areas of Change Management, Performance Management, Competency mapping & its applications, HR Strategy & Organizational Design. He has worked with Organizations such as Feedback Ventures, Emirates Airline in Dubai & Oberoi Realty.
Relying on the best-of-breed solutions to steer transformational initiatives within your organization
Creating an internal leadership pipeline is far more effective than hiring senior professionals from the market, who may not be able to adapt to our industry. To facilitate this we are doing a series of leadership development programs called Future Leaders and Emerging Leaders Program. We identify fast trackers with potential for leadership roles, assess their competency and accordingly plan development interventions over a 24-month timeline and equip them for future leadership roles in Apollo. M A Jacob.
Using HR solutions to improve the effectiveness
HR information systems at Apollo have been strengthened with the use of Qlickview software, which helps us make faster and better people-related decisions through a variety of informative HR dashboards which can be generated using Qlickview. Similarly, we have developed an employee portal called Apollo Space as part of our employee engagement initiative. Apollo Space is a virtual forum, where Apollo family members can connect, communicate and collaborate with each other, leading to collective discovery within the organization.
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The areas in a business environment where solutions do not yet exist or are not up to the mark, and which if existed, would’ve made the job easier
After many years of being sidelined, today HR has rightfully earned a place at the table in most Indian organizations. With more power comes more responsibility and to be an effective business partner, HR has to be armed with dynamic information on all people-related matters. M A Jacob.
Technology trends impacting enterprise business environment
Gone are the days when companies could put an iron curtain on their corporate governance, work environment, culture, and compensation. With the advent of social media tools and mobile devices, everything has come out into the open. Some social media websites enable employees to provide feedback on their organization which can be viewed by all prospective employees. Also, social media websites provide easy access to company groups from where you can get a lot of word-of-mouth feedback from any organization. These can have serious implications for the HR branding of the organization.
Roles and responsibilities as a CHRO
CHRO has a major role to play in ensuring that people’s assets are managed well and optimally utilized. Today the role of a CHRO is more strategic in nature as compared to a decade back when it was more transactional in nature. M A Jacob.
Lessons learned and advice to fellow HRs
HR is widely perceived as a department that carries out lots of initiatives. The outcome or effectiveness of the initiatives is rarely measured in most organizations. How many organizations today measure the ROI of the various training and employee engagement initiatives? To build the credibility of HR in the organizational ecosystem, HR executives need to focus more on output-driven HR strategies and the outputs need to be measured.
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