Lucky No.

7 To The Rescue
Strengthening Personal Contact Through Active Employee Engagement

    The number seven has always fascinated those looking for growth, transition and perfection:
Be it the seventh heaven, the seven seals or even circling the fire seven times. We at SMM-ART
Training & Consultancy Services Pvt. Ltd. discovered it could also mean a memorable induction
into a company.

    When an individual walks in to collect his/her Appointment Letter at SMM-ART, he / she will
be greeted with a ‘Welcome Handout’ and a SMM-ART card handed out at the reception in
seven seconds.

    The Handout, signed by the General Manager – Internal Operations Mehernosh Chhayela,
says the employee will experience a ‘7-Stage’ induction process.

    In the first seven minutes of reporting at the reception, he /she will get a temporary identity
and will be greeted by the Human Resource team. In the first seven hours at SMM-ART, this
employee will be taken on a guided tour of the office, given the company Handbook, assisted
with opening a bank account, making a permanent identity card and introduced to the
Accounts team and the IT help desk.

    The idea of the seven stages — from the first seven seconds going up to seven quarters — is
the company’s way of managing an employee’s life cycle. The premise is that “people don’t
leave companies, but bosses”.

    The effort is particularly relevant in an industry that faces a high level of employee churn —
attrition is at nearly 20% for most companies.

    The rationale behind the seven stages is that a human brain can remember seven tasks at a
time.

    If you are hiring by the dozen, people can be reduced to commodities. The 7S process is our
personal touch, not just on day one or the first few weeks or at the annual appraisal, but
beyond that.

SMM-ART Training & Consultancy Services Pvt. Ltd

Creating Fearless Confident People……
    The process offers check points for the employee and the manager through the employee’s
stint with the company. If an employee has an issue, it can be taken up at any stage; not just by
the department head but also by the HR department.

    Ours is a service business. We have to fire minds through constant upgradation and emotions
as well.

    A well planned induction touches an instant cord with employees. It’s not always about
brands and quality of work, but the way companies look at employees, which keeps them
engaged.
    
    SMM-ART adds about 10-20 fresh recruits every month, keeping the HR team, busy.

    While leaders at SMM-ART engage more closely with employees, it hopes a lot more staff go
on to complete the seven milestones, all the way up to the seven quarters. Apart from welcome
cards, employees will carry home SMM-ART mementos on their last day at work, rather than
being packed off unceremoniously.

    As the head of HR I strongly feel that one cannot just hire and forget. SMM-ART Leaders at all
levels have to engage constantly with employees. The evolution of an engaged employee is very
complex. But we at SMM-ART believe 7S will help that evolution process in a big way.

   These days all companies do whatever they can to ensure on boarding is smooth. Such efforts
become part of culture of an organization, but may have no material impact on an employee.

    The difference is that the 7S process can be audited at SMM-ART — regular employee
feedback will indicate whether this process will work — whereas in other companies, it is on a
best-effort basis

SMM-ART Training & Consultancy Services Pvt. Ltd

Creating Fearless Confident People……
 THE SMM-ART EXPERIENCE

7 SECONDS

 Welcome card signed by General Manager – Internal Operations, handed over at the
reception

7 MINUTES

 Welcome Card issued

 Introduced to HR.

7 HOURS

 Induction Kit handed over

 HR and IT induction complete
 Accounts induction complete with forms filled for opening a bank account

7 DAYS

 Workspace and / phone arranged

 PC/laptop configured with Login ID, Internet ID & e-mail ID
 Process Induction done
 Meeting with Managing Director

7 WEEKS

 Meeting with the Chairman (on the 10th day post joining)
 New entrants fill up feedback form
 Issues/concerns filed in their personal files
 Reporting manager freezes performance objectives & KRAs
 Review of work done by leader

7 MONTHS

 Performance development plan formalized, including any training needs

 Confirmation or extension of probation

SMM-ART Training & Consultancy Services Pvt. Ltd

Creating Fearless Confident People……
SMM-ART Training & Consultancy Services Pvt. Ltd
Creating Fearless Confident People……
7 QUARTERS

 Review of work done, performance development plan, overall performance, long-term

interests, career progression

“Performance management and compensation are hygiene factors. The real problems are
those of morale or attrition. These can be handled through active employee engagement and
proactive leadership within the organization.

As the Head of Internal Operations, I conclude that my personal goal is to be a part of an

HR team in a way that helps and supports SMM-ART in achieving its objectives in a significant
manner.”

− Mehernosh Chhayela
(General Manager – Internal Operations)

SMM-ART Training & Consultancy Services Pvt. Ltd

Creating Fearless Confident People……