Anupam Diwan

Anupam Diwan is Sr. Manager, HR Projects, Planning and Execution with Express Scripts Inc. In her role, she works with HR Strategy and Operations leaders to develop and drive project and process improvement alignment which enhances value for employees; and strengthens and scales HR Service delivery to meet the future demands of the business.
She specializes in Human Resources Transformation, with an emphasis on the design and implementation of leading edge HR service delivery models, optimization of effectiveness and impact of the changes. Her experience in HR includes Operations, Shared Services, Program design and analysis, Business Process Outsourcing, Analytics, and Change Management. Prior to joining Express Scripts, she served on a variety of HR leadership roles in varied industries globally working on projects in North & South America, and India; leading organizations through major change initiatives in her various HR roles.
She holds Masters in Business Administration from Lindner College of Business, University of Cincinnati. Also, she is a Six Sigma Green Belt and a Senior Human Resources Professional.
An avid traveler, Anu enjoys playing Tennis and Piano. She resides in Saint Louis with her husband and two boys.


Anupam Diwan in 3 Questions

What’s a metric/result you are most proud of?

My leading metric has always been Return on Investment (ROI). For any investment, companies expect a return on the capital outlay. ROI is the gauge for evaluating the consequences of implementing a decision. If I apply this in real HR world, a key metric would be Human Capital productivity which is the quality of work generated to the expense on the employees OR the Engagement Indicator which tells us how well our stakeholders are satisfied as compared to the investments made towards driving improvement initiatives.
What’s an example of your team using innovation to provide more value to the business?

A key innovation was the employment of a FMEA (failure modes and affect analysis) exercise in HR Operations. Famed for its application in the manufacturing set-up, we used this approach to identify and prioritize potential risks in human resources operations to understand the consequences, causes and controls before executing the project.
What’s your favorite movie?

Whale Rider is one of the best movies I have ever seen. It is very touching story about a young girl’s struggle to be part of her family and patriarchal community. The movie portrays a captivating tale of survival, stubbornness and equality and the outcome is profoundly enchanting. The movie mirrors some of the challenges that we face in our professional lives.


Overview of Anupam's Column:

The power of analytics drives informed decisions, and that’s especially true in human resources. Data bring credibility to strategic decisions, link HR initiatives to organizational performance, and help forecast business needs to maintain a competitive advantage.
Traditionally, HR has been considered as a cost center. I believe in measuring human resources and in developing and executing HR programs that can deliver a positive return on investment. Such measures require a cross-functional approach so that they contribute meaningfully to business objectives. HR metrics involves collecting data from project initiation through to completion as the first step in acquiring business intelligence. The process of collating and analyzing this data lays the foundation for HR Analytics.

In the upcoming series, I will focus on different analytical paradigms that come together in a toolset enabling organizational efficiency. These concepts weave through the structural framework to be discussed under the following six categories, and can be applied to bring any project to fruition-

·       Significance of HR Analytics
·       Development of Business Case
·       Building HR Shared Services Scorecard
·       Configuring Dashboard Analytics
·       Implementation of Six Sigma methodologies in HR  
·       A Case Study based illustration

HR Analytics can serve as the cornerstone of measuring and sustaining organizational success, both to address immediate needs and longer-term strategies. To paraphrase Sir William Osler, driving HR without metrics is like sailing on uncharted seas, whereas gathering business intelligence to make decisions without analytics is like not going to the sea at all.

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Any brilliant idea is entirely dependent on key stakeholders! Don't set yourself at a disadvantage from the start. Follow these 4 rules to succeed...Full Article »
A great business case is worth nothing it you cannot resource it properly. So before you rush into a project, determine its business requirements first. A "requirements traceability matrix" sounds hairy, but it helps monitor what's possible...Full Article »
If all the lights are "green" on your status reports, then everything is great – right? Not so fast! Dig a little deeper, and you may just find some flashing indicators. So monitor them now...Full Article »
Are you still managing HR projects by the seat of your pants? Most practitioners have not yet realized that Project Management strategies, from the manufacturing industry, translate perfectly to HR services...Full Article »
Don't let a project manage you. Find out why many jobs fall under "Project Management" even when not designated as such – and why applying the right methodology helps...Full Article »
This case study highlights the importance of analytics in making crucial HR decisions and guiding business strategy. It's a great approach that you can apply to any number of problems (note: a degree in statistics is not required!)...Full Article »
A Sigma level sets expectations – 5,000 abandoned employee calls (3 Sigma) versus only 1.7 (6 Sigma); or HR helpdesk unavailable for 7 hrs/month (3 Sigma) versus 1 hr every 34 years (6 Sigma)! The impact on performance? Enormous....Full Article »
A well-designed 'dashboard’ presents various elements of a performance scorecard in an attractive, simple and comprehensive format. Find out why that makes a difference...Full Article »
You won't reach your financial goals without developing employee competencies and capabilities. What you need is a solid balanced scorecard for HR...Full Article »
While keeping score at baseball games has become about as antiquated as using a globe to navigate, there is still merit in the practice of marking down the impact of each play in a game. Your hieroglyphics might be indecipherable to your friends, but in your own way, you’re tracking the performance of the players and later you can clearly...Full Article »
13 results
of 2