Building upon the valuable knowledge and experience acquired through the organisation of the People Management Best Initiatives Awards in the past five years, KPMG in Greece is presenting the prestigious PM awards for the year 2008.
This initiative aims to reward companies with innovative ideas and practices from the area of people management and offer them public recognition. The three winning companies will receive their awards and have the opportunity to present their activities during the 11th People Management Symposium, which will be held on February 21-22, 2008.
Benefits
People Management Best Initiatives Awards of KPMG in Greece aim at rewarding companies with significant initiatives in the area of human capital management and winners will have the opportunity to receive acknowledgement and recognition, both within their organisation and among the wider community of the human capital community. As an accomplishment in itself, winning one the People Management Best Initiatives Awards entails broad publicity and coverage, as well as prestige, respect and regard coming from winners' customers, suppliers, and employees.
Participating companies will have the opportunity to present their activities and achievements in people management and stand out as employers of choice. Being awarded in the People Management Best Initiative Awards event has proved to be a way of attracting and retaining key talent, as winning companies are viewed as an example of innovation and excellence in human capital management.
Eligibility
- Participation is open to all companies operating in Greece, regardless of size or industry.
- Entries can be submitted by any member of the organization, after authorisation by the company's general management or people management director.
- Entries cannot be submitted by sponsoring companies or the employers of the assessment committee.
- Entrants agree to co-operate with KPMG and the assessment comittee and to provide any additional information required to support their participation.
- The decision of the assessment committee is final.
- Entries are confidential and only the number of participating companies and the names of the winners will be announced.
Entry Categories
The assessment process of the People Management Awards involves 10 entry categories. Companies wishing to participate should choose an initiative in only one of these categories.The 10 categories are the following:
- Performance and Reward Management:
In this category judges will be looking for the role that PM has played in adopting an integrated approach to developing and implementing advanced performance and reward management systems across the organization. Particular emphasis will be given to performance management systems that make the link between performance and reward, and focus will be placed on evidence that advanced performance and reward management systems contribute in creating a high-performance culture, thus aligning employee to business performance. - Learning and Development:
The judges in this category will be looking for evidence that PM has contributed in implementing specific learning and development initiatives that align organizational values to employees' needs. Particular emphasis will be given to initiatives that enhance learning and development within the organization, with processes that provide appropriate opportunities for staff to learn and develop both personally and professionally. - Resourcing Strategy:
Effective resourcing is, by its nature, central to excellence in PM and to success in business. This category encompasses core recruitment and selection activities, but also includes succession planning and retaining key talent. The judges will be looking for organizations which have developed an innovative way of handling resourcing which has made a real contribution to the success of the business. - Use of IT in People Management:
Technology is instrumental to the proper implementation of human resource management systems. Sharing of information, resources and tools leads to empowered, knowledgeable employees that provide the basis for high performance. The judges in this category will be interested in the link between PM and Information Technology and in particular in the ways that technology is used in order to support PM initiatives. - People Management in Mergers and Acquisitions:
Mergers and acquisitions have played a vital role in companies' goal to respond to a new and changing business environment. In their effort to keep abreast of new developments and increasing competition, companies proceed in strategic partnerships in the form of mergers and acquisitions with the aim of gaining competitive advantage and achieving increased productivity, reduced cost and improvement of services and products. Judges in this category will be looking at the way PM has contributed to the successful handling of a merger or acquisition, with particular emphasis on issues such as development of common values, integration of mission and vision, People planning and development and contribution to the overall business performance. - Change Management:
The ability to manage continuous and discontinuous change is a key requirement for most PM professionals. Effective management of change plays a major part in ensuring the success of the organisation. The assessors are looking for organisations that have developed a capability for change and expect this to be evidenced through one or more significant change projects. Key criteria for assessment are likely to include the identification of drivers and blockers for change, the stage and scope of PM involvement, communication of change, project planning and implementation, integration with other activities and measurement of the success of change. Please focus your answers on one recent initiative that took place in the last two years and demonstrates your overall change ability. - Knowledge Management:
For this category the assessors are looking for evidence that PM has acted as a partner in realising an effective knowledge management strategy. We are interested in both the knowledge management strategy in general and in HR?s contribution in particular. Evidence of an effective knowledge management strategy is likely to include ownership of the initiative by top management, a disciplined process for capturing strategic knowledge, a culture of continuous learning, and the availability and use of electronic information systems for knowledge management. - Start up of PM Department:
Moving from traditional approaches of management to more contemporary ones, companies are often faced with the challenge of creating an PM Department from scratch, with the aim of developing and implementing specific Human Capital policies, procedures and strategies that support the overall business strategy and vision. The judges in this category will examine cases where an organised effort was made in order to create a PM department, assuming a strategic role within the organisation and playing a vital role in gaining competitive advantage in terms of human resources. - Work Life Balance:
In the new business environment, companies that wish to stay at the top have to start looking at more soft aspects of work, such as quality of life and balance between work and personal life of employees. In this category the judges will be looking at evidence that PM has taken a proactive approach to improving employees quality of life while balancing the business needs of the organization, by implementing specific quality of life programs that aim at increasing employee satisfaction and ultimately business performance. - Community Involvement:
The judges in this category will be interested in the role played by PM in the successful execution of Community Involvement activities. One of the key areas on which the judges will be focusing are the initiatives stemming from the People Management Department, that are made an integral part of the organization's culture, and promoted both within and outside the company. The judges will also be looking for evidence that organisations have evaluated the benefit to themselves, to their employees, and to their partner organisations.
Assessment Process
Companies wishing to participate in KPMG's People Management Best Initiative Awards should choose one of the entry categories in order to be considered for assessment. Particular attention will be paid to successful and creative actions, which set new standards of best practice. After a company has chosen an entry category and initiative to be assessed, they should complete the participation form and send it to KPMG. Participating companies will then have to prepare the material for their candidacy and submit it to KPMG. The material should include all the information that best describes, documents, and analyzes each initiative.
After receiving the folders of the candidacies from KPMG, the assessment committee will have about one month to evaluate them and decide on the three winning companies. Participations will be assessed according to the grading system that KPMG has developed especially for the People Management Best Initiative Awards. The three winning companies will be announced during the 11th People Management Symposium on February 21-22 2008, where they will have the opportunity to present their initiative to the audience.
The Assessment Committee
- Mr. Christos Giannoulopoulos, Human Resources Director, Boehringer Ingelheim Ellas S.A.
- Mr. Costas Hadjiraptis, Human Resources Director, Kraft Foods Hellas
- Mr. Charalambos Kanellopoulos, Professor of the University of Piraeus
- Mr. Dionisis Nikolaou, General Manager, Hellenic Federation of Enterprises (SEV)
- Mr. Mihalis Pagidas, Managing Director of Sarakakis Group of Companies, Honoray Chairman of S.C Johnson Hellas S.A., Chairman of the Board of Directors, Association of Chief Executive Officers (EASE)
- Ms. Nancy Papalexandris, Professor – Director of the Master of Science Programme in Human Resource Management Athens University of Economics & Business, Vice President IHRM, HMA
Registration:
http://www.kpmg.gr/News/People+Management+%28PM%29+Best+Initiative+Awards/Registration.htm
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