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SHRM INDIA

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  • Overview
  • ABOUT SHRM HR AWARDS
  • HR AWARD CATEGORIES 2015
  • ELIGIBILITY CRITERIA
  • APPLICATION PROCESS
  • Evaluation Process
  • FAQs
  • Jury Members
  • SHRM HR Awards 2015 Winners
  • SHRM HR Awards 2014 Winners

Recognising Excellence in the Following Categories

  • Excellence in
    HR ANALYTICS

  • Excellence in
    Diversity & Inclusion

  • Excellence in
    Social Media - People Practices

  • Excellence in
    Community Impact

  • Excellence in
    Developing Leaders of Tomorrow

  • Excellence in
    Talent Sourcing and Staffing

  • Excellence in
    Employer with Best Employee Health and Wellness Initiatives

  • Excellence in
    Human Resource - For Micro, Small & Medium Enterprises

  • Excellence in
    Human Resource - For Public Sector Organizations

Organization Award (International Category)

  • Excellence in
    Human Resource - Sri Lanka, Bangladesh & Middle East

For Academic Institutions

  • Excellence in
    Academic Institute of the Year (For Contribution in the field of HR)

Participate in 3 easy steps

  • Download declaration form. Fill, sign, stamp and send to SHRMIAwards@shrm.org
  • One time application fee of INR 20,000/- + Taxes (up to 2 categories). For every additional category a fee of INR 5000/- + Taxes will be charged extra.
  • Download category specific application forms. Fill and send soft copy to SHRMIAwards@shrm.org and hard copy to the SHRM Gurgaon Office.

The SHRM India HR Awards 2015

The SHRM India HR Awards have been instituted as an exemplary platform to recognize organizations that put people first, deliver future focused excellence in the field of People Management and understand the importance of human capital as a key contributor to business outcomes.

The SHRM India HR Awards Intent

For 67 years, the Society for Human Resource Management has followed its core ideology ofsupporting the profession al and advancing the profession. It recognizes the pioneering and innovative people management practices that impact not just organizations but also business, society and the profession as a whole.

After the tremendous success of the awards last year, we invite you and your organizations to apply for the SHRM India HR Awards in its fourth consecutive year. These are founded on the philosophy to recognize organizations, which have excelled in bringing next into their people practices and empowered HR to become a Strategic Business Partner. These Awards will also celebrate and acknowledge organizations that work passionately towards raising the bar for the profession through constant innovation.

Award Categories

The Awards recognize excellence in the following categories:

    Organization Awards (India Specific):

  • Excellence in HR Analytics
  • Excellence in Diversity & Inclusion
  • Excellence in Social Media - People Practices
  • Excellence in Community Impact
  • Excellence in Developing Leaders of Tomorrow
  • Excellence in Talent Sourcing and Staffing
  • Employer with Best Employee Health and Wellness Initiatives
  • Excellence in Human Resource - For Micro, Small & Medium Enterprises
  • Excellence in Human Resource - For Public Sector Organizations

    Organization Award (International Category):

  • Excellence in Human Resource - Sri Lanka, Bangladesh & Middle East

    For Academic Institutions:

  • Academic Institute of the Year (For Contribution in the field of HR)

Why your organization should enter the SHRM India HR Awards Competition

As an Award Winner, your organization will be recognized and feted as a Leader in next People Practices. In addition, these Awards will establish:

Your position as a trailblazer

The SHRM India HR Awards recognize your organization's practices as a benchmark of the highest quality within the HR community, be it national, global or virtual.

A framework to measure your organization's performance

The SHRM India Awards identify and recognize emerging areas in HR, which will have significant and widespread implications for the profession in the coming years. The Awards framework and platform allows you to present the evidence of what your organization and teams do in a measurable manner.

An opportunity to advance the profession

These unique Awards will acknowledge how organizations and their teams have contributed to the advancement of the HR profession through innovative thought processes, impactful implementation and commitment.

An opportunity to inspire other organizations and professionals

Showcasing your work on the SHRM India HR Awards platform will raise the bar for the profession by demonstrating how the best organizations deliver excellence. Your work will inspire other organizations to aim for the next level and set higher quality standards for the entire profession.

Excellence in HR Analytics

Definition:
Human Capital Analytics is the process by which the value of the organization's people is measured and improved for the purpose of enhancing overall organizational performance.

The key elements that are important for Human Capital Analytics in the organization are those that add value to your organization which include the tools and technology being adopted, integrating analytics with organizational financials, educating stakeholders and the competency of an individual in this area.

Overall Measures:

  • Robust Human Capital Model which ensures that the HR function is involved in developing, implementing and measuring the organizational strategy
  • HR Technology and Tools used for capturing accurate data for business needs and utilization of this data for decision making.
  • Process of measuring contribution at primarily 3 levels - organizational (in terms of human capital cost efficiency and ROI), functional / business unit level (contribution of human capital to the unit's productivity) and human capital management (in terms of effectiveness of the HR department, employee turnover and other related metrics).
  • Competency of the HR Professional in Human Capital Analytics (e.g. use of Human Capital Analytics by the HR Professional in their daily working, HR people with HR Analytics skills)
  • Trainings undertaken for business management in HR Analytics and its usage
  • Initiatives undertaken to educate stakeholders in Human Capital Analytics
  • Usage of HR Analytics by the top management
  • Usage of HR Analytics by business managers

Excellence in Diversity and Inclusion

Definition:
Diversity & Inclusion is the collective mixture of differences and similarities that includes for example, individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences and behaviors.

It has three primary dimensions -

  • Internal dimensions of diversity, such as age, sexual orientation, race and gender.
  • External dimensions of diversity, such as religion, marital status, income and educational background.
  • Organizational dimensions of diversity, such as work location, function, seniority and management status.

This Award therefore recognizes companies that have adopted and implemented policies and practices to build in and promote diversity and inclusion. It seeks to reward the thought process that the "culture of inclusion" has become a business imperative.

Overall Measures:

  • Effective implementation of a proactive strategy in Diversity (for Gender, Generation, Culture, Physical Disabilities and so on)
  • Financial and resource investments for diversity initiatives
  • Process of measuring Diversity ROI, either through impact on the bottom line or the top line.
  • Employee perception Audits and Surveys conducted
  • Increase in organization's market share, profits and customer satisfaction in diverse market niches or geographical regions
  • Diversity ratio and workforce composition at senior leadership levels and at the time of promotions
  • Performance metrics defined for managers, for diverse teams
  • Focus on resolving perception based differences in performance ratings for different employee groups (e.g. women and men) undergoing similar talent development trainings
  • Availability of infrastructure that is suitable for all employee groups
  • Regular employee survey to assess employee perception of inclusion in the organization
  • Diversity initiatives covering different areas of HR - Hiring, Training, Employee Communication, Engagement, Grievance Redressal, Flexible Policies
  • Focus on increasing diversity in the Supplier base (e.g. empaneling high quality minority suppliers as a business practice).
  • Demonstrate formal or informal leadership by embracing inclusion through positive interactions

Excellence in Social Media - People Practices

Definition:
The use of Social Media for People Practices by an organization refers to the effective use of social media channels, tools and applications for driving key people processes for high impact. The Award seeks to recognize companies that have a well-rounded approach towards integrating social media across talent sourcing, employee engagement, learning, employer branding and so on.

It also recognizes initiatives that the organization is implementing, through which Social Media is being used to foster a higher degree of collaboration between cross-functional teams, leveraging the content created by employees, developing Knowledge Management processes, connecting employees in remote locations to a common platform which allows for knowledge sharing for business value.

Overall Measures:

  • Clear articulation of a proactive strategy for using Social media in HR processes for people and business impact (of different types - Facebook, Twitter, LinkedIn and so on)
  • Financial and resource investments for HR-Social Media initiatives
  • Integrated approach for implementing Social media usage in key initiatives such as Hiring, Training, Employee Communication, Engagement, Employer Branding and so on.
  • Creative and appropriate use of different kinds of Web tools and technologies by the organization for employee related activities.
  • Regular tracking of both lead and lag indicators to assess whether these initiatives have impacted the organization culture and business, in a positive manner.
  • Adapting to the changing manner in which employees connect with each other (for example, having a social media platform internally) and implementing such new initiatives.

Excellence in Community Impact

Definition:
The Community Impact award showcases organizations which have created a significant impact on community through their sustainable social initiatives, particularly in the people realm. It seeks to recognize the commitment of these firms in creating a balanced approach between economic growth and profits on one hand, and community development related initiatives aimed at creating higher societal value on the other.

The areas of impact can range at the micro level, from improving the quality of life for communities that their businesses are operating in, to driving financial empowerment and enterprise development at the macro level. The sectors can vary from Education, Healthcare, Agriculture, Energy, Environment, Livelihood-related training and so on.

The essence of the Award is to recognize the spirit of being responsible as a corporate entity, towards contributing to solutions for identified social concerns by utilizing the organization's own financial and people resources.

Overall Measures:

  • Metrics used to measure the Community Impact (and Societal Value) of the initiatives, over a predefined timeframe.
  • New initiatives added in the past 3-5 years, to which budgeted funds have been allocated
  • Financial and people investments made in this area
  • Process used to track accountability of funded programs through regular measurement and reporting of outcomes.
  • Initiatives undertaken to increase Employee Involvement in the Community programs supported by the organization.
  • Initiatives to develop community networks, facilitated/led by the organizations that are self-sustaining.

Excellence in Developing the Leaders of Tomorrow

Definition:
Developing the Leaders of Tomorrow requires a different kind of approach as compared to the leadership development frameworks that organizations typically have. The need of the market is to have a holistic LEADER development approach, which focuses on elements such as sustainability, a global mindset, value system based on ethics, accountability and so on.

This award therefore seeks to recognize organizations which have been implementing best/next practices/programs in this area in order to develop their potential leaders (3 to 5 years) or emerging leaders (roles which are a level below the CXO roles), for roles which are new and far more challenging than those in the past, due to the rapid market changes.

Overall Measures:

  • Growth in the number/percentage of potential and emerging leaders identified in-house for future roles
  • Quality and diversity of developmental projects/initiatives provided to potential leaders
  • Parameters used to measure business and strategic impact of these programs
  • Evaluation approach identified to assess the performance of the identified future leaders in roles which require them to demonstrate the requisite attributes.
  • Financial and people related investments made in programs and practices in this area.
  • Retention of high potential leadership talent that has been identified through this process.

Excellence in Talent Sourcing & Staffing

Definition:
Talent sourcing and staffing are critical components of any organizations HR strategy. These practices determine the manpower that enters and eventually runs the organization machinery and have an important impact on the employer brand and perceived employee value proposition.

First impressions are often lasting impressions; and thus, the talent sourcing and staffing practice is critical in creating that undying impact on prospective and new hires. This practice also has an immense impact on the organizations' topline and bottom line as both are ultimately driven by the employees.

This award, therefore, recognizes organizations that have instituted excellent practices in the field of talent sourcing and staffing and have elevated the talent acquisition lifecycle (sourcing, hiring, and onboarding) to a highly productive level.

Overall Measures:

  • Presence of a comprehensive and proactive sourcing strategy aligned to business needs
  • Variety of approaches used to source talent
  • Use of effective performance metrics to track success of the talent sourcing and staffing process- time to hire, cost per hire, hire yield ratio etc.
  • Financial and people related investments made in this area
  • Routine and consistency in the talent sourcing through established norms and detailed guidelines
  • Efforts to reduce overall hiring costs through well-crafted and automated processes
  • Favorable Employee feedback, through employee satisfaction scores
  • Building the Employer brand and the ability to position itself as the "employer of choice".

Employer with Best Employee Health and Wellness Initiatives

Definition:
This award seeks to recognize organizations that understand the linkage of employee health to business productivity. These have proactively identified or designed specific health and wellness programs which can support the needs of their employee segments.

The initiatives that can be covered under these go beyond insurance plans. These can be onsite healthcare facilities or online health assessment tools, programs and information providers for healthy lifestyles, regular medical employee health screening camps, wellness and nutrition coaching/ counseling, tie-ups with any hospitals, club or gym memberships, women's health, stress management counseling. The programs for senior leadership can also be included in this category.

Within the gamut of this award, will also be healthcare support provided to disabled employees or those who have been injured while at work, assistance provided to those who have a dependency on tobacco or alcohol, suffering from obesity. In inclusive and forward thinking organization, this could also involve counseling related to raising awareness in HIV/AIDS.

Overall Measures:

  • Number and frequency of the health and wellness employee initiatives.
  • Range (wide/diverse) of initiatives provided from the list shared above (and any others) and provisions made under each of these.
  • Investment made (financial and people) in employee health and wellness related programs
  • Parameters used to measure the satisfaction, usage and value of these programs to the employees and percentage of employees covered by these programs
  • External partnerships and tie-ups for the programs
  • Organization culture and Infrastructural changes made to incorporate these programs
  • Any process used to track the positive business impact of these programs

Excellence in Human Resource - For Micro, Small & Medium Enterprises

Excellence in Human Resource - For Public Sector Organizations

Excellence in Human Resource - Sri Lanka, Bangladesh & Middle East



Definition:
Excellence in Human Resource requires organizations to think laterally and design and implement people management practices and/or systems that are exceptional as opposed to the traditional processes that organizations typically have. An ever-evolving external environment, where knowledge workers are the differentiators for successful organizations, it is essential for organizations to come up with practices that not only differentiate them but also support in achievement of their people and overall business strategy.

The key dimensions of such a people management practice or system are:

  • Uniqueness of the practice/system. This implies that while the practice/system would be grounded in the traditional Human Resource disciplines, it would still be innovative and unique to the organization.
  • Integration of the practice/system with the overall human resource strategy of the organization. This also implies that the practice/system supports the organization in achieving its targets (bottom line and/or top line).

This award, therefore, seeks to recognize organizations, which have successfully designed and implemented such "excellent" people management 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 Human Resource and has been running successfully in the organization for some time.

Note:

  • Each organization may submit an Application Form which includes one or more (maximum 3) initiatives' of people management/HR practice or system
  • The said practice/system must have completed a minimum run of two years in the organization

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 HR discipline. The following are indicative disciplines that the practice/system could fall under:

  • Strategic HRM
  • Talent Acquisition and People Flows
  • Performance Management
  • Learning and Development (including Knowledge Management)
  • Compensation, Reward and Recognition
  • Talent Development, Engagement and Retention
  • Employee Advocacy and Relations (includes Employee Engagement)
  • Industrial Relations
  • HR and Social Media
  • Diversity & Workplace Flexibility
  • Executive Coaching and Leadership
  • Human Capital Standards and Analytics

Overall Measures:

  • Innovativeness of the practice/system. Its' uniqueness to the organization and difference from practices followed in the industry or parallel industries.
  • Adequate balance between human touch (exceptions, personal connect) of the practice/system and its routine and consistency (through established norms, detailed guidelines)
  • Integration of the practice/system with the HR strategy and overall Business strategy
  • Financial and people related investment made for the system/practice (can also include details of organizational culture and infrastructural changes made to incorporate the practice/system and leadership buy-in for the system/practice)
  • Parameters used to measure business and strategic impact of the practice/system (Qualitative and quantitative data both will be accepted here. This specially tracks the business impact of the program)
  • Parameters used to measure the satisfaction, usage and value of the practice/system to the target employees and percentage of employees (from the targeted population) covered by the program (this specifically tracks the people impact of the program)
  • Variety of methods used in the practice/system (example: a leadership development program could use a variety of methods like coaching, classroom training and live projects)

Academic Institute of the Year (For Contribution in the field of HR)

Definition:
This award is for the area of Academics, which has a huge impact on the kind of talent pool that organizations will receive. It recognizes academic institutions that have played a prominent role in contributing to the field of HR, through a market focused HR curriculum, path-breaking research, committed HR faculty and as well as initiatives that enable the students to become more employable for ready absorption into the corporate environment.

While on one hand the institute should be focusing on regularly aligning its curriculum to ensure that the knowledge provided to the students ensures that global HR professionals are being developed, on the other hand, it should be working actively towards partnering with the HR community as well as corporates in order to focus on employable talent (e.g. through mentorship programs, actively seeking curriculum related inputs from corporates, industry interfaces and workshops, and so on).

Overall Measures:

  • Research work in the field of HR which has been recognized (India and/or Asia level)
  • Partnerships with corporates to enable the creation of employable talent (should also cover types of partnerships and Initiatives)
  • Initiatives undertaken and Investments made towards ensuring a globally recognized HR curriculum.
  • HR Faculty satisfaction report
  • HR Student satisfaction scores
  • Process/metrics (if any), used to track progress of initiatives through regular measurement and reporting of outcomes.

Eligibility Criteria for participation in the Awards

Participation is open to the following organizations:

  • Participation is open to both SHRM as well as non-SHRM members
  • Industry: Firms operating in any of the industry segments within the categories of Services, Manufacturing and Agriculture.
  • Origin:
    • Indian organizations - Multinational corporations, family owned business houses which have domestic and/or international operations
    • Foreign owned Multinational corporations, their captives and MNC third-party players with operations in India that cater to both domestic and export markets.
    • In case of organizations applying for the International Award category (Excellence in Human Resource - Sri Lanka, Bangladesh & Middle East), they would need to have operations in either one of the stated countries.
  • Legal status:
    • Private sector
    • Public sector enterprise
  • Participating organizations should have sound financial performance in the past 3 years.
  • The Initiatives / Projects shared in the Application form should be completely executed or should be an ongoing initiative/project. No initiatives in the planning/ conceptualizing stage may be mentioned.
  • The Initiatives / Projects shared in the Application form should have been implemented/ initiated within the period, 1st April 2012 - 31st March 2015.
  • Sponsors of SHRM Awards 2015 are not allowed to participate.
  • The Awards Management has the right to ask for documentary proof of information provided/ audit the information shared.
  • The Awards Management holds the right to disqualify any application which does not meet the eligibility criteria without assigning any reason whatsoever.
  • If at any time, any information provided by the nominating organization is found to be incorrect in any manner, the nominating organization will be disqualified from the Awards.
  • To enable equal representation of large and small to medium sized companies, and achieve an objective comparison, two categories have been created. However, separate assessment of the applications category wise will only be carried out if there are sufficient applications in that category, else all the applications will be reviewed together in an award category. This year however, we have instituted a special award category for MSME (Micro, Small & Medium Enterprises) & Public Sector Companies.
  • For the purpose of these awards MSME is defined as under- Micro, Small and Medium Enterprises (MSME) are classified in two Classes:

    (a) Manufacturing Enterprises- The enterprises engaged in the manufacture or production of goods pertaining to any industry

    (b) Service Enterprises- The enterprises engaged in providing or rendering of services

    Manufacturing Sector

    Enterprises Investment in Plant & Machinery
    Micro Enterprises Does not exceed twenty five lakh rupees
    Small Enterprises More than twenty five lakh rupees but does not exceed five crore rupees
    Medium Enterprises More than five crore rupees but does not exceed ten crore rupees

    Service Sector

    Enterprises Investment in Equipment
    Micro Enterprises Does not exceed ten lakh rupees:
    Small Enterprises More than ten lakh rupees but does not exceed two crore rupees
    Medium Enterprises More than two crore rupees but does not exceed five core rupees

  • For the Academic Institution Award, the VC/Dean/Director/Founder will have to nominate the Institution in order to be considered eligible.

Application Process

Step 1: Register for the SHRM India HR Awards 2015 by sending across a duly filled, signed and stamped copy of the Declaration Form to our official awards mailbox - SHRMIAwards@shrm.org.

You may also reach out to this email address for any clarifications.

Download Declaration Form

Step 2: Request the SHRM team for an invoice depending on the categories you have applied for. All applicants would need to make a one- time Application Fee of INR 20,000/- + service tax. This standard fee is non - refundable and applicable for a maximum of two categories. With every additional category a fee of INR 5000/- + service tax will be charged extra. There is no restriction on the number of categories an organization can apply as long as it meets the required eligibility criteria.

The payment of the Application fee can be made online by clicking on this link or a cheque/ demand draft can be drawn in favour of Strategic Human Resource Management Pvt. Ltd or SHRM India Pvt. Ltd and sent across to the below mentioned SHRM office:

Mr. Mayank Runthla
SHRM India

605, 6th Floor,
Global Business Park, Tower B
Gurgaon, Sector 26
Haryana - 122002

Step 3: Download the Application forms for the specific Award categories, you wish to apply, from the links below. Fill out the details required for your respective Application Forms and send it to us at SHRMIAwards@shrm.org. You can also attach supporting documents of maximum 30 pages/slides for a particular Award category. These collaterals will be accepted only in the form of PPT, PDF or WORD documents. No excel formats, video/ audio submissions, links hyperlinked in text will be accepted.

Also, a hard copy of the Application Forms along with collaterals is required to be couriered to the SHRM Gurgaon Office at the below mentioned address:-

Ms. Sreemayee Chand
SHRM India

605, 6th Floor,
Global Business Park, Tower B
Gurgaon, Sector 26
Haryana - 122002

Download Application form for the following award categories:

All applications must be sent through an official email address and one single point of contact should send across all forms as well as queries.

Award Registrations opens on 22 June, 2015 and closes 10th August, 2015. The completed Application forms (soft copy) should reach the SHRM Mailbox- SHRMIAwards@shrm.org and a hard copy of the same should reach the SHRM Gurgaon office not later than 5:00 pm on 20th August, 2015.

Evaluation Process

All Applications will be put through a two - step evaluation process

1. Screening Jury Evaluation: 1st & 2nd September, 2015

This is the Preliminary evaluation process where each application form will be reviewed on various parameters, by an esteemed jury panel. The jury will arrive at a list of shortlisted finalists which will proceed to the Final Jury Evaluation.

2. Final Jury Evaluation: 15th & 16th September, 2015 in Gurgaon

The finalists that emerge through the evaluation from the Screening Jury would be required to make a presentation to the Final Jury Panel on either of the above mentioned dates. A senior representative from the shortlisted organization would need to be there in person to make the final presentation and respond to any questions the jury may have. All applicants will be informed via email if they have been shortlisted or not. The winners of the SHRM India HR Awards will be announced and awarded at the Annual Conference Awards Night on 24th September, 2015 in New Delhi.

Enter the SHRM India HR Awards Competition now!

Evaluation Parameters

The jury will be evaluating participating organizations on three broad parameters:

  • Innovation in the Initiative: This parameter evaluates the originality in the said HR initiative/process. An innovative practice or system is one, which is highly unusual, creative and unique to the company's culture and overall strategy.

    This encompasses innovation in the design, delivery mechanisms, implementation and tracking of the system/process. It also includes original communication campaigns and design of metrics around it.

  • Impact on Stakeholders: This parameter evaluates the business and strategic impact of the said HR initiative. An impactful system/ process is one, which involves a variety of stakeholders in its design and implementation and is of immense satisfaction, usage and value to the target audience.

    Recognition of the system/process in external and internal forums and tracking of metrics showcasing its success are also encompassed in this parameter.

  • Sustainability and Scalability: This parameter talks of the routine and consistency in the said HR initiative. A sustainable and scalable system/process is one, which has detailed norms and guidelines, attached to it and improves itself basis feedback and audits.

    Financial, people, organization culture or infrastructure related investments and changes as well as communication and branding of the system/process contribute in making it sustainable and scalable.

1. What are the various Award Categories?

There are 3 broad categories:

  • Organization Awards (India specific)
  • Organization Award (International Category - Sri Lanka, Bangladesh & Middle East)
  • Academic Institute of the Year (For Contribution in the field of HR)

You can view the detailed categories on the below link along with their respective definitions and overall measures.
Link

2. What is the last date for registration and submitting the application form?

Award Registrations open on 22nd June, 2015 and closes 10th August, 2015. The completed Application forms (soft copy) should reach the SHRM Mailbox- and a hard copy of the same should reach the SHRM Gurgaon office not later than 5:00 pm on 20th August, 2015.

3. How do we go about the process of applying?

Click here view Application Process

4. Would there be any fees/cost involved to nominate the company for the award categories?

All applicants would need to make a one- time Application Fee of INR 20,000/- + service tax. This standard fee is non - refundable and applicable for a maximum of two categories. With every additional category a fee of INR 5000/- + service tax will be charged extra. There is no restriction on the number of categories an organization can apply as long as it meets the required eligibility criteria.

5. How many departments can nominate the company for the Award categories?

We are not accepting department wise nominations. The organization has to be nominated. If it is a group of organizations, the group companies can apply separately but they have to be separate legal entities.

6. Can IT Dept. also nominate for the Award category?

No the department cannot be nominated. The organization can be nominated and practices from this department as applicable to the award category can be included.

7. How are the companies selected?

We have a 2-tier stringent Jury process. The Jury will comprise of senior Business & HR leaders from across consulting, industry and academics. A screening jury, will shortlist finalists based on the Application Forms and the Finalists will be required to make a presentation in front of the Final Jury, which will take place in Gurgaon on 15th & 16th September, 2015.

For more details on the Evaluation process & the evaluation parameters, please view this Link

8. How many award categories can a company nominate themselves for?

A company can nominate itself in any/all the organization award categories as long as it has relevant people practices/ process to support the nomination.

9. If we are nominating 2 initiatives in the same category, should we be sending 2 different entries/forms?

No. All initiatives have to be included in one single Application Form. One organization can submit only one application form for one category.

10. Can we have multiple entries per category?

No

11. Is there a restriction on the number of words to give answers to the questions?

Please keep your responses under the Qualitative section within 700 words.

12. Would it be possible to grant us an extension of few days to submit the application?

No special / specific extension will be granted to an individual organization. Only if a general extension in the last date is announced, will the same apply. Currently we have no plans to extend the last date for submission.

13. Who are the jury members and how are they selected by SHRM?

The Jury members will be shared shortly on the Awards microsite. It will be a mix of Business Heads/CHROs/Consultants/Academicians. They will be selected based on their expertise, stature in the HR community and experience, so that they are able to do a thorough evaluation of the applicants.

14. Can I contact someone if I have any queries related to award categories?

All award related queries should be mailed to SHRMIAwards@shrm.org and our Awards team will respond to those.

15. How do I fill the declaration form?

You have to tick the category/categories applied for and send us a signed, stamped, scanned copy of the same to SHRMIAwards@shrm.org. The Form needs to be signed by the authorized signatory from the participating organization - MD, CEO, COO, chairman or proprietor. For the Academic Institution Award, the VC/Dean/Director/Founder will have to nominate the Institution in order to be considered eligible.

16. Should the declaration form include the details of the current year or the previous year as well?

Only details of the current year needs to be included.

17. Should we send a scanned copy of the documents or the original documents?

Only Scanned /soft copies/ printouts need to be sent to the Awards mailbox - SHRMIAwards@shrm.org or couriered to the SHRM office. No original documents are to be sent.

18. When will the shortlisted companies be announced?

The shortlisted finalist will be informed post the screening Jury process. The final winners will The winners of the SHRM India HR Awards will be announced and awarded at the Annual Conference Awards Night at JW Marriott, Aerocity, New Delhi on 24th September, 2015 in New Delhi.

19. Who should be present at the award ceremony?

A senior HR leader from the organization. Multiple representatives can also register for the conference and attend the award ceremony.

20. Will SHRM take care of travel and accommodation for the winners to be present at the awards function?

Participating organizations would need to register for the conference to be able to attend the Awards night on 24th September. Winners will have to take care of their own travel and accommodation.

21. Does the company size matter?

No it will not matter. While we have defined two sub categories based on company size, in the event that they need to be segregated into these and compared with similar size companies, we will ensure that there is sufficient participation in those sub categories. Else the comparison will be amongst all applicants in a single category irrespective of size and based on merit. However, this year we have a special award for MSME's - Excellence in Human Resource - For Micro, Small & Medium Enterprises

22. If a company is newly formed and does not have the complete information, can they still apply?

Yes, as long as the information is not available, they can apply with the information they have as of now. However, if it is available and the company is not able to share it, we will accept the application, but the organization must be aware that they will be evaluated against those who have provided the complete information and have hence given a detailed insight. If you are not tracking some of the metrics mentioned then it is fine not to share.

23. Is it mandatory to fill up the entire form? Can they skip few points which are not relevant to their company?

Evaluation of the application is based on providing the key metrics to provide the Jury with an overall view of the organization's HR strategy. Therefore, if some information is present and available in these categories, but not shared for the purpose of the Award, then that could lead to incomplete information which may influence the Jury's assessment. All questions are mandatory fields for evaluation from a quantitative perspective/ the more information the company provides, the better picture it gives the Jury, of the initiatives as well as the organization, and makes the application more robust and comprehensive. Hence we would encourage you to fill in the entire form.

24. What are the criteria's to qualify for an award category?

Please refer to the link below for the same -
Link

25. Can anyone else sign on behalf of CEO?

The Form needs to be signed by the authorized signatory from the participating organization. So if it's not the CEO/ MD / Chairman/ Proprietor then it has to be the COO/CHRO/CFO.

26. Is an MNC company eligible for the awards?

Yes, however please refer to the link below for the same.
Link

27. How will organizations be notified if they are shortlisted?

Participating organisations will be notified through email from the SHRM Awards Team. Our official awards mailbox is SHRMIAwards@shrm.org

Akansha Arora

Akansha is Head - Learning and OD for Yum! Restaurants India. Yum! Brands is world's leading restaurant company with over 41,000 restaurants in more than 130 countries and territories. Yum! owns 3 restaurant brands - KFC, Pizza Hut and Taco Bell - the global leaders in chicken, pizza and Mexican-style food categories respectively. Yum! India operates 800+ stores across the 3 bands, with KFC being the fastest growing QSR restaurant brand in India and Pizza Hut being the #1 most trusted food-service brand for 10 year in a row (Economic Times). The organization and its 25000 employees offer a challenging landscape for Akansha to sculpt capability & Talent development processes to enable a High Impact Learning Organization

Prior to this she was heading the 'Leadership Development' practice for Right Management, the global leader in Talent and Career Management and part of the Manpower Group. In almost a decade with them, she led and managed several large projects in Leadership Development, Talent Assessment and Competency Modelling, Organization Transformation, Coaching and Vision, Mission and Values. She worked with clients across industries including banking, telecom, IT-ITeS, auto, technology, manufacturing, pharmaceutical besides industry associations and large Indian conglomerates.

Anand B Noatay

Anand helps Organizations achieve Sustained Business Growth by Engaging & Developing Talent. He has over 25 years of experience in working with organizations to identify, design & implement initiatives that can contribute to driving Business Results through Effective People Practices & Processes. Anand has also supported organizations in designing/deploying initiatives in other key business areas such as Lean Manufacturing, Business Excellence & Corporate Ethics.

An alumni of XLRI Jamshedpur, Anand gained additional certifications and experience as a Lead Assessor for ISO 9001, External Assessor for the Tata Business Excellence Model (an adaptation of the Malcolm Baldrige Award for Business Excellence), and as a Lean Consultant.

His areas of expertise include

  • Measuring and Enhancing Employee Engagement
  • 360° Feedback - Measurement
  • Action Planning to Enhance Leadership Capability
  • Talent Development
  • Organization Design
  • Performance Management
  • Career & Succession Planning; and
  • Lean Thinking & Continuous Improvement

Anand has worked with organizations across diverse Industry segments such as Automotive, Agri-Business, Banking, Edible Oil, FMCG, Insurance, IT & ITES, Manufacturing, Media & Entertainment, Telecom, Travel, Utilities, etc.

Debi S. Saini

Debi S. Saini, Ph.D., GPHR, is Professor of HRM at MDI, Gurgaon. He is also a visiting professor in three business schools overseas: in Denmark, France and Dubai. He has edited or authored seven books; and has authored 86 papers/book chapters/management cases and 151 book reviews. He has published, among others, in: Asia-Pacific Management Review, Human Resource Management (Michigan), Journal of World Business (Columbia), Asia-Pacific Business Review, and Economic & Political Weekly. He has advised some global CEOs on Indian business environmental & HR realities. Dr Saini has made presentations, among others, as the keynote speaker at the annual conference of Italian Association of Personnel Management in Sorrento, Italy (2008); as invited speaker in three SHRM conferences held in Los Angeles (2007), San Diego (2010), and Las Vegas (2011); and as invited speaker at Global Workforce Summit of Boston College (USA), in London (2006). Dr Saini received many award including: "Elected Top Ten Thinkers Award 2014" by MTC Global; and "Best Professor in HRM" by CMO Asia in Singapore 2013.

Mr. Rakesh Jinsi

Mr. R. Jinsi born on Jan 15,1955,is an Electrical Engineering,having graduated from Punjab Engineering College, Chandigarh(Punjab University) in 1977. He comes from Kashmir, where he had his pre-professional education. After passing out, he joined the Eicher Group as a Graduate Engineer Trainee in November 1977. He worked with the Eicher Group for 20 years. During this period he held various assignments in all major functions such as Materials, Manufacturing, Marketing, Exports, Plant operations etc. His last assignment with the Eicher Group before leaving was as General Manager - Marketing of Eicher Tractors. Thereafter he spent 3 years with the Hero Group as President - Hero Motors, the Scooter and Moped manufacturing arm of the Group. He then spent 1 year with M/s. Chase Mahattan Bank as their Nominee and Managing Director in one of their investee companies in India. He subsequently spent a year as the Chief Operating Officer (Tractors) with M/s. Force Motors Ltd (formerly Bajaj Tempo Ltd).
In July 2002 he joined M/s. Tatra Vectra Motors India Ltd., a joint venture of the Czech Truck manufacturer Tatra a.s..as its Managing Director. The company is in to manufacture of Heavy Off-Road Trucks for mining, hydel projects and other Off-Road construction activities. He also headed two other businesses of the Group viz. Luxury Bus Seating Systems set up in technical collaboration with M/s.Fainsa of Spain and the Auto Component manufacturing business. In Jan 2008,he joined New Holland Fiat Tractors as the Business Director-India, heading the Agriculture Business operations in the country. He then joined SOS Children Village of India in Jan 2009 as its Secretary General. This is an NGO whose primary work is to look after orphan children and also prevent children loosing parental care. The organization is a member of SOS Children's Villages International, headquartered in Innsbruck, Austria. He superannuated from this post in Jan 2015.
In Feb 2015 he joined School Of Inspired Leadership as its President.This is a Business school which in addition to the regular Business studies has Value,Ethics and Leadership skills as an integral part of the curriculum.
He is also a member of the Proposal Approval Committee of National Skill Development Corporation, a Public Private partnership venture which promotes Skill building and Training organisations.
He also serves as an Independent Director on the Boards of M/s.FAG Bearings India Ltd. ,M/s.Minda Automotive Solutions Ltd. and Hero Motors Ltd. He has been a member of the Core Group of the National Human Rights Commission and also member of the Governing body of Voluntary Action Network India (VANI), the apex body of the NGO sector .

Sandeep Mathur

Sandeep is currently working with Greenply as President - Projects, and owns the responsibility of developing new businesses in related categories of end-user products. His experience spans over 32 years and he has been responsible for developing new product categories for interior and building products. The business models, products and processes that he established in early days have graduated today to become industry norms. Sandeep worked with Voltas in a line sales role and occupied the position of RM-North / MHBG. Thereafter he worked with Blow Plast where he headed Sales & Marketing for Office Furniture; and later with Fenesta as Business Head. At Fenesta, he was involved in setting up 6 manufacturing units, a domestic product range, nationwide distribution & service network, strong brand equity & presence and a business model tailored to the needs of the Indian consumer. Sandeep has also been responsible for the Business Development along with maintaining a large sales and operations team.

Sandeep has a PGDM from IIM -Ahmedabad and a degree in Mechanical Engineering from IIT-Roorkee.

Vivek Tripathi CHRO, Lava International Ltd.

Vivek Tripathi has spent over 16.5 years in mainstream HR Leadership positions and 3.5 years in Strategic Human Resources Consulting.

His HR roles were with Manufacturing, Telecom and Product Software companies. These involved attraction and development of Talent, building a Leadership Pipeline and developing robust HR systems and processes to manage growth.

Vivek has delivered Consulting assignments with companies in Telecom, IT, manufacturing etc. in Talent Assessment (mid - sr. levels), Leadership Development, HR systems design and implementation and Career Transition Coaching. In his current assignment at Lava International, a rapidly growing mobile handset company with differentiated expertise in R&D and Distribution, the challenge is to put in place robust HR systems, develop great leaders and build a highly productive workforce.

Sumit Chadha

Sumit Chadha is a Business Leader, Management consultant, Mentor, and Advisor with over 25 years of experience in the Financial Services Industry with expertise in Setting up/Scaling up operations, Strategy development & execution, Governance & Risk framework, Business Transformation, Contact Center Management, Client Experience, Collections operations, Offshoring, Outsourcing, Insourcing, Retail banking products, Diversity & Inclusion practices.

Sumit began her career with Citibank in India as a Management Associate in 1991 where she was involved in setting up Citibank's Mortgage program including credit, service, system and operations before moving on to co-ordinate the upgrading of Citibank's branch banking systems to a Unix based platform.

In 1994, Sumit took over the product management of the Equity Advance product. In 1995, Sumit pioneered Citibank's participation in shared ATM networks when she took on the responsibility of setting up Citibank’s offsite ATM network in India.

In 1999, Sumit was appointed to the role of CitiPhone Business Manager which saw her expand the channel's services from 6 to 34 locations - and take CitiPhone from a mere service channel to a fully functional banking channel with a firm focus on sales, service and customer retention. By driving investment into technology, infrastructure, people and processes, Sumit ensured that the CitiPhone platform was well placed to provide 'best in class' service delivery to customers and varied career opportunities for aspiring individuals.

In December 2008, Sumit became Collections Head and was responsible for collections on the secured and unsecured retail portfolio for Citibank India. In this role, she successfully reduced credit losses, instituted a customer centric culture while focusing on expense rationalization, establishing a governance model for outsourced operations and reengineering many processes to improve productivity, efficiency and effectiveness.

In January 2011, Sumit took on the role of Microfinance Business Head for Citibank India which saw her build and lead a strong, sustainable and scalable micro-finance business for Citibank in India in line with Citigroup's global commitment to this sector.

During her time with Citibank, Sumit took on the additional responsibility of Citigroup Diversity Champion in 2004. In 2007 she became associated with the WILL (Women in Leadership) Forum India.

Sumit joined BlackRock in August 2011 as Managing Director and Country Head and was responsible for developing and managing the business in India. She successfully created & grew the business from under 300 to over 900 employees in 2 years, smoothly transitioning processes across Technology Development & Support, Asset Management Operations, Financial Market Advisory research/analytics & tool development, HR Shared Services, Finance & Accounting, all fully integrated into BlackRock's "follow the sun' model. She formulated a compelling vision & strategy for the India business and laid the foundation for key business platforms - both internal & vendor related. She also steered BlackRock India's philanthropic & Women's agendas & served as an active member on the Asia Pacific Management Executive Committee, Global Diversity & Philanthropy Committee and Global Human Capital Committee providing strategic & thought leadership.

Since September 2013, Sumit has set up her own Management Consultancy & Advisory practice. One of her key engagements has been with a start up in skills development. She has helped them with the value proposition, establishing the strategy & business model for servicing the financial services sector, mapping the market for opportunities & developing clients, plus creating training curriculum & governance framework & building the faculty. She is also advising a leading MNC on its diversity & inclusion practices and a leading BPO/ITES company on its retail banking operations proposition in today's fast evolving digital world.

Sumit is also a frequent speaker at industry forums & management institutes. She also delivers training on banking, leadership and diversity.

Sumit is passionate about building new businesses, focused on operational efficiency & execution excellence, zealous about customers & employees delight, devoted to education & women empowerment, establishing sustainable governance framework, risk & control compliant and leveraging technology & informal networks for strategic intent. She is also deeply committed to & supports broader development of the community.

Sumit is B.A. Economics (Hons) from St. Stephen's College, University of Delhi and M.A. Economics from Delhi School of Economics and from University of California, Los Angeles, US. She is a recipient of many awards & recognitions during her academic and professional career.

Winners
Employer with Best Employee Health & Wellness Initiative

Microsoft Corporation India Private Limited

Excellence in Community Impact

Tech Mahindra Limited

Excellence in South Asia (Excluding India)

SriLankan Airlines Limited

Excellence in Talent Sourcing & Staffing

WNS Global Services (P) Ltd.

Excellence in HR - MSME

Kronos Incorporated

Excellence in Diversity & Inclusion

Aegis Limited

Excellence in Developing Leaders of Tomorrow

Tech Mahindra Limited

Excellence in Social Media - People Practices

Tech Mahindra Limited

Excellence in in Community Impact

Titan Company Limited

Runner Ups
Employer with Best Employee Health & Wellness Initiatives

Tech Mahindra Limited

Excellence in Developing Leaders of Tomorrow

Hindustan Unilever Limited

Excellence in HR - South Asia (Excluding India)

Diesel and Motor Engineering PLC

Excellence in Talent Sourcing & Staffing

Cadila Healthcare Ltd.

Excellence in HR - MSME

OSSCube Solutions Limited

Excellence in HR - Public Sector

Special Recognition - Hindustan Petroleum Corporation Limited

Academic Institute of the Year

Special Recognition - School of Business, NMIMS University

Award winners - 2014
Sr. No Category name Position - Organization name
1. Excellence in
Diversity & Inclusion
Winner - Aegis Limited
2. Excellence in
Community Impact
Winner - Hewlett Packard India Sales Private Limited
3. Excellence in Developing
Leaders of Tomorrow
Winner - Citigroup India
4. Excellence in Developing
Leaders of Tomorrow
Runners-up - Hindustan Petroleum Corporation Limited
5. Excellence in Social
Media People Campaign
Winner - OSSCube Solutions Limited
6. Excellence in HR Analytics Winner - Genpact India
7. Excellence in HR Analytics Runners-up - CMC Ltd
8. Employer with Best Employee
Health & Wellness Initiative
Winner - Procter & Gamble India
9. Academic Institute
of the Year
Winner - School of Business Management, NMIMS
10. Excellence in Human Resource - South Asia and Middle East Special Recognition - Unilever Sri Lanka Limited
Special Recognition - Virtusa Pvt. Ltd

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