KRA

Manpower Planning and Recruitment & Placement (Induction & Orientation)

Employee Retention & Attrition Maintenance (People Management)

Policy formulation and implementation

Performance Management (Succession Planning & Reward strategies)

Industrial Relations management (Safety & Health at workplace)

Compensation & benefits (Rewards Management)

KPA

1. Optimum manpower availability plus hold back manpower for immediate joining upon attrition for key positions 2. Best person for best position with best remuneration at the right time 3. 100% work knowledge and organizational awareness upon joining 4. Effective orientation process to make new joinee in position to deliver the output from first week of joining itself

1. 2. 3. 4.

Best treatment to individuals To design proactive retention strategies To develop best practices approach for minimizing employee turnover To conduct the diagnosis time to time to identify the loophole and to block the holes

1. To create an empowered and enjoyable workplace and performance based culture by implementing employee-employer friendly policies. 2. To design proactive personnel policies 3. To develop best policies to create a disciplined work environment 4. To implement hassle free communication and message between management and employees 5. To develop open and transparent channels in the organization and ensure translations of policies and procedures to the last levels.

1. 2. 3. 4.

To To To To

design and implement appropriate PMS for all levels work in line to implement to focus on succession planning design and implement the incentive based reward practices map the individuals performance vis a vis organizational performance and presentation to management

1. To develop the processes to ensure compliance of all legislative and governing agencies. 2. Respond to and resolve difficult and sensitive employees enquiries and complaints 3. Explain, justify and defend department programs, policies and activities, negotiate and resolve sensitive and controversial issues. 4. Design and develop the training functions, ensure training strategies are being followed by department.

1. To design and develop employees friendly, fair and equitable compensation policies 2. Time to time benchmarking with similar kind of industries

KPI
Reduced average time taken to fill up the gaps - 15% Reduced average cost 15% to fill up the gaps - 15% Expected performance from new joinee - 70% Highly awareness about organization of new employee - 100% Most competitive manpower joined in the budgeted cost - 100% Employee turnover by 15% Positive outcomes of the diagnosis - 80% Employee Satisfaction index at higher side - 85% Smooth functioning of all procedures and policies - 85% Minimum number of employee grievance monthly - Not more than 2 per month Meet organizational goals 100% Training needs identifications 100% Employee upward movements 100% Internal lead deputation 80% Minimum grievance of employees monthly- Not more than 2 per month No penalties to organization by any governing agencies in respect of returns and compliances - 100% Transparent functioning of grievance committee 100% Min. hrs training per employee per annum - 50 hrs Timely payment of salary and wages 100% Less employee queries about salary structure 0% Maximum tax saving structure 80%

Weighatge %

Assessement Period

20%

01.01.11 31.12.2011

15%

01.01.11 31.12.2011 01.01.11 31.12.2011

15%

30%

01.01.11 31.12.2011

10%

01.01.11 31.12.2011

10%

01.01.11 31.12.2011