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An HR professional with 19+ years of experience in private sector and as a freelancer looking for job or consulting opportunities in the areas of HR, training, trainer, general management, etc. Open to work in new roles. |
 Contact Uma Thummuru
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Area of Expertise: |
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Administration, HR, Management, Accounting/Finance
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Capacity Building, Training, Advocacy
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Private Sector, Corporate Social Responsibility
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Professional Experience: |
An HR professional with a track record of providing HR advantage for organisation through strategic HR, HR policies, OD interventions, employee engagement, HRIS, C&B, recruitment, retention, competency building, PMS, change management, leadership development, etc. for organisational performance and growth.
Has worked in global work culture and managed teams virtually across global offices. Lead HR, Administration, and Talent Development (TD) functions for 10+ yrs. with the support of 1 - 12 team members.
Effectively managed HR operations for complex business structures that had products/ services ranging 7 to 35, offices spread across globe, and employee strength of 2200, 650, 350, and 100.
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Education: |
Academic Qualifications
1. PG Diploma in HRM, 2001-02, Indira Gandhi National Open Univeristy, India
2. Diploma in Labour Laws, 2000, National Institue of Labour Education & Management, Chennai, Tamilnadu, India
3. Research Papers Publication in Psychology Journal, 1995 on Reaction to Frustration and
Performance and Aspiration.
4. MA Psychology, 1992-94, University College of Arts and Social Sciences, OU, Hyderabad, Telangana, India
5. PG Dip. in Child Psychology, 1990-91, University College for Women, OU, Hyderabad, Telangana, India
6. B.Sc. (BZC), 1985-88, Sarojini Naidu Vanitha Maha Vidyalaya, Osmania University (OU), Hyderabad, Telangana, India
Professional Competency Building
1. HRD Audit, TV Rao Learning Systems, 2003: HRD Business (Impact & Alignment) Linkages, HRD Competencies, HRD Systems & Strategies Maturity, HRD Culture & Values.
2. Trainer Accreditation in Entreprenurship Motivation Building, NIESBUD, 2005: Entrepreneurship capabilities building, Achievement motivation building, AEI Culture building.
3. MBTI, CPP, 2012: Training, Leadership Development, Coaching Team Building, OD.
4. Behavioural Event Interview (BEI), Anahat, 2013: Gathering information for Competencies identifcation for a job/ role. Interviewing to assess on competencies for hiring/ promotion for a job/ role.
5. FIRO-B, CPP, 2014: Training, Leadership development, Coaching, & Team building.
HR Competency Building through Training Programs
Till July 2012
1. Basic Lab in Human Processes by ISABS
2. Advanced Lab in Human Processes by ISABS
3. MBTI Program by Prof. Somnath Chattopadhya
Achievement Motivation Lab for Performance Excellence by Prof. Somnath Chattopadhya
4. Creative Problem Solving by General Apte.
5. OD Facilitation Skills Program by ASEED
6. Behavioural Instruments and Simulation Games for Training by ISTD
7. Interviewing Skills by NR Jain and Dipankar Roy
8. Competency Mapping by ISTD
9. Relationships at Work Place by Prof. Venkataratnam
10. Domestic Enquiry - In-house as well as External
11. Sexual Harrasment at workplace, Visaka Guidelines, External
12. Certified Green Belt by Samtel Six Sigma Cell
13. Project Management Program (PMBOK) Framework
14. Professional Selling Skills by Achieve Global
15. Lead Auditor in ISO 9001:2000
16. Internal Auditor in CMMI Level 3 Processes
Since 2013 through NHRD
1. Talent Development and Challenges
2. CEO Conclave: Agenda for Action
3. Decoding the Essentials of Social Media DNA
4. Building & Levaraging PMS
5. National Summit on Women Leadership
6. C&B: Total Rewards
7. Young Minds Confluence
8. Engagement=Performance
9. Datafication of HR
10. Human Relations - At its last ebb
11. HR Best Practices 2015
12. Talent Sourcing
13. Candidate Experience and Moment of Truth
14. Mergers & Accquisitions: Successful Integration of HR
15. Managing a Multi-geneartational Workforce
16. Leadership Ready B-School Graduates
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Affiliations and Achievements: |
Achievements
Key Results
• Contribution to transformation of HR almost to its entirety to serve and compete with global players from being a monopolistic domestic player.
• OD for performance excellence and employee engagement initiatives impacted productivity improvement by 59% & 30% across two business groups.
• Establishing HR, Administration, Talent Development functions and Crèche facility.
Appreciation and Rewards
• Received appreciation from the corporate, HR consultants, and unit level employees across levels for changing image of HR from being an ‘administrative function to business partner’.
• Received appreciation for managing alone entire phase of competencies identification project running into 100s of hours, when senior team members had to be away unexpectedly.
• Received appreciation for helping on a Ph.D. project on Motivation and Performance in organisations and for review of the research content.
• Was appreciated for implementing six sigma approach in HR that led to rewriting processes to eliminate errors and automate manual processes wherever possible thereby reducing recruitment requirements in HR.
• Privileged to make presentation on HR Practices on ‘Creating Motivating Environment and Performance Excellence’ for CII - HR delegation, Ghaziabad Management Association, and Northern India Textile Research Association (Linked to Ministry of Textiles, Government of India).
Feedback
Training
• Achievement Motivation for Performance Excellence and Empowerment Lab for HODs:
o “This program helped me understand the importance of focusing on achievement orientation instead of just focusing on task completion.”
o “The program showed how to use power for creating enabling culture for people performance and development.”
• Leading People: “the need for balancing between task and people management” is learning for me.
• Emotional Intelligence for Managers: “Linkages of Emotional Intelligence and effect on work and business models well explained and greatly benefited from section on EI – gender differences and leadership.”
Feedback on Competency Based Promotion System
• “It is a fair process of selection.”
• “It measures what is required for the role.”
• “The selection process helped me to assess my capabilities and the role requirements.”
• “It has built credibility of HRD Department and HR Professionals”.
HRD Audit
• The benefit to the HR Head is that he has data to speak to the management in a concrete and specific way on what need to be done for business performance irrespective of whether it is an activity of - HR, operations, quality, etc. and can identify his role clearly in these activities.
Feedback from Reporting Managers, Peers, and Team Members
Few Strengths: Risk taker, Ardent learner, Proactive approach, Empathy, Achievement Orientation, People development, Facilitation
Keeping abreast of developments in business and society, Understanding of Human Behaviour
Empowering team.
Management Skills: Planning, Problem solving approach, Independent management, Zeal to align Human Needs with Business Needs, Strategic approach, Focus on implementation,
Business and product/ service understanding
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Available for: |
- Consulting assignments
- Job opportunities
- Being headhunted – make me an offer
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Years of Experience:
15-20 years |
Highest Qualification:
Masters |
Languages:
English, Hindi, Telugu |
Nationality:
Indian
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