Please enable JavaScript.
Coggle requires JavaScript to display documents.
Neo HR - Coggle Diagram
Neo HR
- Start with a service which has qualified and unfulfilled need
-
- Upskill and certify Non C&B HR in C&B & Finance
-
- Build a community (especially on Linkedin)
- Company specific data - in a sandbox environment. data protection
- Learning roadmap to have sessions from celebrity rewards professionals
-
- Co-share fee between ER and EE (reimbursable by ER as an option)
- Psychological hook - institutionalize awards to those companies and teams who move the needle most on cumulative learning scores (weighted average movement)
- Integrate with company job rotation within HR
- Design a one year learning journey
- top areas to focus on:
-Org design
-Understanding business
-Business leaders appreciating HR work
-International mobility
-C&B including "incentive pay (STI and LTI)"
-workforce planning
-
-
- pedagogy/ case studies/ mode of delivery
- identify and contract celebs from rewards and finance (can some folks come from internal teams?)
- certification from mercer?
- identify C&B and Finance SMEs who can build out the learning journey for 12 months. Include a course designer
C&B:
Andy; Suman; Gagan; Gautam TTL; Gautam Kohli; Burzin; Naseem
Mobility:
Rahul V; Sandeep TTL; Sudarshan TTL; Neeraj Infy; Praveen Hebs; Mihun; Abhijit Infy
HRBP: Pooja; Vishwas; Kamal; Manav; Maya; Karthik; Mukul; Sanjeeva
Recruitment: Kamal; Binoy; Ram TTL; Richa
CHROs: Karthik; Richa; Anjali Byce; Vivek Rzdan; Pranali; Prasad DN; Thomas; Nitin; Swamy; Rajesh Patro; Andy can connect; Subhalakshmi; Atreyi; Sanjeeva
- when and how will classes be held. whats the online - offline combo.
- Identify Sectors where initial service led offering will work
- But evaluate need for C&B and mobility product need as well - multi country; cash rich; high LnOD spend; forward looking CHRO/ CEO, brand rich to showcase product positioning as premium
- One year learning journey commitment. Journey configured to address specific company opportunities
- Show a path to the future plans - mobility & total rewards product
- Whats in it for a CHRO/ CEO?
- Kickoff after first three months of pilot run of service
- But provide a basic sandbox to companies for teams to play around with the data
- Build in security and compliance features
- Determine first 12 months burn (fixed cost (core team salaries); variable cost of service (additional trainers, coaches, celebs, awards, community build events); product engg team and infra cost; marketing cost
- Pricing to build a self sustaining model from month 1
-
-