Abilash Krishnan

• Implemented Job Design Architecture to transform Daimler to a role based organization
• Identified Mission Critical Roles amongst leadership to manage top and critical talent in leadership level
• Curated Individual Development plans for Hi-pos and coached line managers on development aspects of employee
• Rolled out training calender with an blended learning approach, to complete mandatory and behavioral training programs for employee basis the identified needs.
• Increase retention of Gender Diversity employees through exclusive leadership development program for Women at workforce
• Digitalized the capture of training database and leveraged on e learning platforms such as LinkedIn learning and Course Era

• Conducting interactions with Business Heads and Leaders in forecasting the future manpower requirement and designing plans for acquiring requisite skills and competencies to strategize the long/ short-term directions
• Partnering at all organizational levels to render strategic consultation on processes, programs & projects, enhancing operational effectiveness through transformation, automation and improvement initiatives
• Steering strategic & analytical thinking, strong project management & execution, process orientation, quality assurance and interpersonal skills for managerial effectiveness
• Envisaged and implemented the self help career growth module, by creating a digital solution to assess one's skills and co-create career pathing
• Introduction of behavioral assessment for hi-potential business development managers as part of Talent management strategy
• Developing and improving new hire on-boarding and training process; supervising joining & on-boarding as well as exit formalities

• Strategized Talent Management framework to achieve business goals that factors all major challenges of accounts and reviewing the steps taken
• Coaching Leaders and Middle Management through the change management process
• Deploying Learning & Development Interventions to facilitate the Change Process
• Directing the strategic framework for learning-as-a-service, performance management, talent planning, development and assessment for employees; implementing learning solutions
• Interfacing with Business Unit Leads to understand all necessary aspects and needs of training, and ensuring they are fully informed of the training & development objectives, purposes and achievements
• Evaluating training effectiveness and utilizing relevant evaluation data to revise or recommend changes in instructional objectives and methods for the functional skill development of employees
• Built, operated & transferred talent assessment exercises, competency mapping, and employee engagement programs for the organizations
• Drove PMS to objectively identify SWOT for the organization
• Delivered Competency based trainings for both Senior and mid management and delivered training for adoption of OKR Methodology.

Achievements

• Leading a team of two associates, part time interns and cultural ambassadors since Jan 2019.
• Increase in 5% of training man hours through implemented first ever E-Learning Platform (SAP Litmos) for UAE and GCC countries, aiding continuous blended journeys.
• Designed and developed Supervisory Development programs, Management development programs and Senior leadership programs across organization.
• Identified top 3 tiers of employees creating Potential Talent Pool and building career development path as part of succession planning.
• Improved accuracy of talent identification through implementation of gamified assessments based in DISC profiling.

• Reduced process gaps while supervising employees to achieve optimal productivity.
• Facilitated onboarding sessions and on-the-job training for new hires bolstering position knowledge and skillset.
• Negotiated favorable benefits packages for employees while maintaining cost-effectiveness for the organization.
• Implemented diversity and inclusion initiatives, fostering a more inclusive workplace culture that valued all employees'' contributions.
• Led process improvement efforts within the HR department, resulting in streamlined workflows and reduced errors in data entry or reporting.
• Built strong relationships with external vendors partners provide high-quality services resources support organization''s objectives.
• Coordinated technical training and personal development classes for staff members.