HR Manager

Accountability – 1: Talent Management

(i) To ensure that the recruitment cycle is completed as per guidelines stated in the “Recruitment Policy”.

KPIs:

• 45 days from receiving the Recruitment Requisition to Job Acceptance by the candidate
• Maintain the mix of permanent, contractual and temporary employees as per agreed business plan
• Maintenance of Employee personal record through HRMS
• Handing over of complete Employee Essentials within 10 days of joining
• Orientation and Induction Plan

(ii) To remain within the yearly recruitment budget as per agreed business plan and ensure that the organization follows the 3 Year rolling business plan.

KPIs:

• Business wise Recruitment Budget of the year
• 3 year rolling business plan

(iii) To improve the Employer branding in the corporate world.

KPIs:

• Maintain the Human Resource attrition rate between 6 to 8 %
• Positively impact the organizational culture to reflect continues improvement in the employee satisfaction survey.
• To increase the organizational awareness amongst top universities for talent hunt

(iv): Organizational Structure optimization

KPI:

• Re-visit the organizational structure in line with market dynamics and anchor for benefits.

Accountability – 2: Operational excellence

(i): EHSS (Environment, Health Safety & Security)

KPIs:

• Initiate and maintain the EHSS policies and procedures in line with best national practices.
• Compliance with Group Life & Medical Insurance plans
• Safety and Security Audits of Vehicles and Offices respectively

(ii): HR Operations

KPIs:

• 100% Compliance with Policy & Procedure Manual (PPM)
• Maximum Compliance with local legislative requirements pertaining to Labour Laws
• Compliance with Leave & Attendance Management Plan
• Successful implementation of HRMS

(iii): Industrial & Employee Relations

KPIs:

• Improvement in employee’s productivity resulting in decreased manpower hours
• Business process outsourcing to improve efficiency and reduce cost in specified factory / administrative operations
• Effective resolution of employee’s grievances
• Employee engagement activities as per agreed business plan

Accountability – 3: Administration

(i): Comply with health and hygiene standards for all office blocks of the organization

KPIs:

• Office / guest house inventory record for fixed assets via HRMS
• Checklist for “Daily Office Maintenance Schedule (DOMS)”
• Safety and Security Audits of Offices and other company properties
• Ensure good quality food at all respective messes

(ii): Comply with Travel & Transport policies and ensure vehicle fleet is maintained at the highest level.

KPIs:

• Maximize savings on air travel, hotel accommodation and guest house costs
• Deliver year on year savings on fleet maintenance program with visible improvement in fleet appearance
• Check vehicle optimization through continues tracking system

(iii): Develop an Organization that encourages delegation of authority with due accountability

KPIs:

• Remit level of authorization and accountabilities defined as per respective JDs

Accountability – 4: Reward Management

(i): Promote performance based culture that reward employees on business as well as individual performance.

KPIs:

• Bring compensation close to industry standards while keeping in line with company’s affordability to pay
• Annual increment to be a combination of employee’s personal as well as company’s business achievements
• Encourage a mix of fixed and variable pay in the organization

(ii): PPM to clearly highlight employee Benefits & Entitlements in HRMS at all level in the organization

KPIs:

• 100% compliance of Benefits & Entitlements
• Salary surveys to establish own Grade Values

Accountability – 5: Training & Development

(iv) To ensure that the Training & Development Calendar for the year is developed and implemented as per Career Development Plans (CDPs) stated in the PMP.

KPIs:

• Timelines of the Training Calendar to be adhered to 100% as specified in the CDP
• Competency level of the individual job holder to be enhanced inline with the specified Skill Assessment Grid
• Follow up on ‘Training Feedback’ as agreed with supervisor
• CDP to be conducted at least after one week of PRA
• Maintenance of CDP through HRMS

(v) To ensure that the organization embarks quality training amongst its employees and ensure that the organization follows the 3 Year rolling business plan.

KPIs:

• Define and evaluate criteria for Vendor selection
• Maintain a mix of “on the job” and “formal Training” programs in the CDP
• Match the Skill Assessment with vendor training programs and incorporate the training details in CDP one month prior to PRA
• Business wise Training Budget of the year
• 3 year rolling business plan

Accountability – 6: Performance Management Process (PMP)

(i): Define, execute and continuously evaluate the PMP as per business needs and market best practices

KPIs:

• Evaluate the PMP and propose changes
• Introduce and maintain PMP through HRMS
• 100% compliance to the Performance Cycle with Employee Cascade at all stages ensuring quality and fairness
• PMP to be completed within 6 weeks of initiation for all employees

Accountability – 7: Succession Planning

(i): To introduce and maintain the Succession Planning Process for employee development and career enhancement

KPIs:

• Establish criteria for the process and define forums for different levels of organization
• Highlight High Potential employees for fast track career enhancement and develop ‘Individual Development Plans (IDPs)’ via Differentiation Matrix
• Execute the Management Trainee (MT) program for effective succession path in the organization

Accountability – 8: Employee Engagement

(i): Conduct periodic Employee Satisfaction Surveys and Events to address the findings

KPIs:

• Develop Specific Action Plans and maintain regular follow-up to comply with deadlines
• Co-ordinate with relevant functions for implementation

(ii): Promote Employee involvement through Employee Events in order to promote PVP and co-ordinate with various functions for implementation in its true spirit

KPIs:

• Change Management Plan and its management
• Employee Engagement sessions and events as per agreed business plan
• Introduce and maintain the coaching culture in the organization through formal coaching sessions

Accountability – 9: Employee Retention

(i): Identify high potential talent in the organization and propose measures for retention.

KPIs:

• List of high potential candidates as agreed in the succession planning forum
• Facilitate the management to bridge the gap between “own wish” and “Company view”
• Bring the high potential candidates close to grade value faster than other employees while keeping in line with company’s afford-ability to pay