Human resources KRAs

1. Recruitment & Selection

• Reduce Average time taken to fill vacancies
• Reduce Average cost per recruitment
• Finalize selection in 5 weeks for each individual position
• Workplace accidents
• Reduce workplace accidents

2. Building capabilities and organizing learning

• Training
• All workforces below middle management should receive a minimum of 4 days training.
• Maximize induction training. Maximize training workshops
• Employees Development
• Training needs analysis & Competencies development.

3. Performance Management

• Performance Appraisal
• Managing Employees through KRAs
• Achieve 100% performance appraisals against total employees.

4. Monitoring employee deployment

5. Compensation and benefits.

6. Employee Relations

7. Statutory Compliance

8. Reward Management

9. Effective HR management systems, support & monitoring

10. Workplace Management

• Reduction in absenteeism per employees
• Increase in employee satisfaction
• Talent retention and turnover ratio.
• Reduce the labor turnover
• Benchmark total HR costs externally.

 

HR MANAGER-PRODUCTION

KRA:

 

• Build human resource capabilities.
• Resource mobilization.
• Create best practices across all HR functions
• Framing of HR policy at factory level
• Recruitment of employee at factory level

 

Role & responsibilities:

 

• Prepare HR plan & budget in details at factory level
• Timely recruitments & selection of employee.
• Induction & training of new employees.
• Framing HR policies & implementing it at factory level after approval.
• Ensuring all statutory requirements related to HR departments is complied with timely.
• To conduct exist interview of employees
• Ensure full & final settlement of account of employee who is leaving .at factory
• Identification of training & development needs at various level of factory
• To carry out PA & potential appraisal process of factory employees
• Handing IR & HR issue under ID Act & other relevant Act.
• Competency mapping.
• Administration of annual performance review process of factory
• Implementing performance improvement plans for under-performers
• Coordination of orientation training to new hires
• Coordinating content training
• Developing and maintaining salary bands for all employees
• Defining end-of-year merit increases for all employees
• Implementing incentive schemes such as Quality Awards
• Build and maintain innovative practices to increase motivation and sustain retention levels
• Working closely with all Managers to manage recruiting efforts for all position openings.
• Developing a critical eye for “content business” hiring by fully diagnosing the unique needs of hiring managers and conducting comprehensive interviews that test both analytical and interpersonal attributes
• Overseeing and owning the candidate management process, from interviewing through to candidate tracking/ communication and pipeline reporting
• Building database of candidates, companies and colleges that represent the best pools
• Monitoring employee attrition risks; developing and implementing tactics to maximize retention of top performers

Job profile:

 

• MBA (HR) with ____ years of experience in hard core HR, handling recruitments, training and development, performance appraisal, statutory compliances, labour law etc. Confident, pleasing personality with excellent communication skills.
• Effective presentation skills.
• Good convincing skills.
• Good analytical & logical skills.
• Ability to work in cross.
• Performance oriented
• Demonstrated leadership, strategic vision and analytical skills
• Superior professionalism, discretion, and judgment
• Top-notch interpersonal and communication skills
• Willingness to draw conclusions and defend a point of view
  Consummate team player who delivers against urgent deadlines and has an outstanding service ethic
• Process- and detail-oriented individual who is focused on bigger picture
  Enjoys project work

 

Job Identification

Determining staffing needs is an ongoing process as staffs resign or retire. At this stage planning of present and future staffing needs are considered. This stage is called Human Resource Planning.

1. Start by defining employee roles

Setting KRA’s for every employee in your organisation:

• Will make it easier to decide what is the workflow
• Will help you to Understand what you expect your employee to be able to do and what they will get out of the position
• Will help you analyse and evaluate the employee
• Will give you an evenly distributed understanding of Job Responsibilities of a particular Department.
• Will help you to analyse the gap between jobs, where you will identify the Job Requirement.

2. Start by identifying:

• The number of employees needed
• The role of each employee
• The skills, knowledge, attitudes and aptitudes needed for each position
• The opportunities and benefits a employee will get through the assignment

3. The next step is Job Analysis or specifying human resources needs.

• The job analysis is an outline of the duties or tasks that an employee will be expected to perform. The job analysis will consist of 2 parts: Job description and job specification.
• The job description outlines the employee’s duties, tasks and responsibilities.
• The job specification is a list of the key qualifications needed to perform a particular job in terms of education, skills and experience.

4. Employer’s respond to the recruitment need which they identified depending on various factors, such as:

• level of urgency;
• the available budget;
• the profile sought.
• ROI

5. The employer will then decide whether to initiate an internal selection procedure or to recruit externally.

 

Organisational Structuring and Strategic Management

Strategic HR Planning

Organizational  Structuring / Restructuring

•HR Process Improvement

•Change Management

•Talent Acquisition & Retention

•Designing Policies & Formats.

•Measuring Process Performance.

Organizational Structuring / Restructuring

•Align Organizations Objectives

•Decentralized Reporting & Flat Hierarchy Benchmarking

•Contribute To The Organizations Effectiveness And Efficiency

•Develop And Design Organizational Core Competencies

•Annual Cost Benchmarking Departmental Wise

HR Process Improvement

•Increasing Workforce Productivity

•Develop An Effective Orientation Program

•Organization Compensation Structuring In Respect To Market Rate, Level In The Organisation And Employee Tax Beneficial

•Analysing, Structuring And Standardizing Organization’s Performance Management System

•Analysing And Implementing Organizations Training & Management Development Programs

•Better Time Office Management Techniques

•Employee Welfare & Engagement Program

•Career Development

Change Mangement

•Identify & Define Change Management Process & Practices

•Receive Change Requests

•Analysis Of Changes

•Plan For Implementation Of Changes

•Implement And Monitor The Changes; Back Out Changes If Necessary

•Predicting The ROI Of Change

•Evaluate And Report On Changes Implemented

•Modify Change Management Plan If Necessary

•Techniques To Empower People During Change Initiatives

•Monitoring And Managing The Risk

Talent Acquisition

•HR Workforce Analysis & Planning

•Manpower Planning Job Profiling

•Setting Departmental And Specific & Fix Employee KRA

•Teamwork Development

•Acquiring Key Talent & Lack Of Available Talent

•Talent Retention

•Building Leadership

•Capability Management

•Reward And Recognition

Designing Policies & Formats

•Policy Formulation & Analysis

•Determining The Objectives

•Assess Need For New Or Revised Policy

•Cost Benefit Analysis

•Risk Analysis

•Review Draft Policy

•Draft Layout For Policies & Formats (Forms & Letters)

Measuring process performance

•Measure Objectives Facts

•Focus On Variable

•Analysis Of Employment Satisfaction

•Data Collection Approach

•Select / Configure Appropriate Measurement Technique – Eg: MIS, Database, Surveys, Graphs, Charts, Checklist, Files, Forms, Etc.

• Determining Success Criteria & Kpi

•Change Of Approach & Attitude Towards Human Resources & Organization’s Management

•Enables To Manage HR Function Efficiently And Effectively

•Proper Hr Planning Implementation For Audits

•Smart Sizing Of Organization, With Reduction In Attrition

•Rationalization Of Pay Structure

•Reduces Workforce Cost

•Better Formulation And Implementation Of Policy

•Adequate Focus And Commitment Of The Top Management Towards Change Program – Organization As Well As Employee Beneficial

•Drastically Reduced Need For Manual Interfaces

•Clear Defined Roles & Functions Of Departments

•Better Understanding Of Personal Kra’s, Resulting High Scores In Performance Of Employee And Organization

•Rise Of Employee Morale & Development Of Leadership Quality

•Develops A Strong Shared Vision, Leadership Support And Clear Communication Between The Management Of The Organization And Employees, Giving Rise To Success Lucent Policy.

•Measuring Of Process Implementation, Helps Making Progress With Process Maturity

 

HR MANAGEER-PRODUCTION

KRA:

 

• Build human resource capabilities.
• Resource mobilization.
• Create best practices across all HR functions
• Framing of HR policy at factory level
• Recruitment of employee at factory level

 

Role & responsibilities:

 

• Prepare HR plan & budget in details at factory level
• Timely recruitments & selection of employee.
• Induction & training of new employees.
• Framing HR policies & implementing it at factory level after approval.
• Ensuring all statutory requirements related to HR departments is complied with timely.
• To conduct exist interview of employees
• Ensure full & final settlement of account of employee who is leaving .at factory
• Identification of training & development needs at various level of factory
• To carry out PA & potential appraisal process of factory employees
• Handing IR & HR issue under ID Act & other relevant Act.
• Competency mapping.
• Administration of annual performance review process of factory
• Implementing performance improvement plans for under-performers
• Coordination of orientation training to new hires
• Coordinating content training
• Developing and maintaining salary bands for all employees
• Defining end-of-year merit increases for all employees
• Implementing incentive schemes such as Quality Awards
• Build and maintain innovative practices to increase motivation and sustain retention levels
• Working closely with all Managers to manage recruiting efforts for all position openings.
• Developing a critical eye for “content business” hiring by fully diagnosing the unique needs of hiring managers and conducting comprehensive interviews that test both analytical and interpersonal attributes
• Overseeing and owning the candidate management process, from interviewing through to candidate tracking/ communication and pipeline reporting
• Building database of candidates, companies and colleges that represent the best pools
• Monitoring employee attrition risks; developing and implementing tactics to maximize retention of top performers

Job profile:

 

• MBA (HR) with ____ years of experience in hard core HR, handling recruitments, training and development, performance appraisal, statutory compliances, labour law etc. Confident, pleasing personality with excellent communication skills.
• Effective presentation skills.
• Good convincing skills.
• Good analytical & logical skills.
• Ability to work in cross.
• Performance oriented
• Demonstrated leadership, strategic vision and analytical skills
• Superior professionalism, discretion, and judgment
• Top-notch interpersonal and communication skills
• Willingness to draw conclusions and defend a point of view
  Consummate team player who delivers against urgent deadlines and has an outstanding service ethic
• Process- and detail-oriented individual who is focused on bigger picture
  Enjoys project work

 

SR.MANAGER- HR

KRA:

 

• Build human resource capabilities.
• Resource mobilization.
• Responsible for recruitment process
• Performance appraisal system
• Induction program
• Employee welfare policies & practice
• Cultural building
• Create best practices across all HR functions

 

Role & responsibilities:

 

• Prepare HR plan & budget in details.
• Timely recruitments & selection of employee.
• Induction & training of new employees.
• Framing HR policies & implementing it after approval.
• Ensuring all statutory requirements related to HR departments are complied with timely.
• To conduct exist interview at Jr. level.
• Ensure full & final settlement of account of employee who is leaving.
• Identification of training & development needs at various level
• Formulating effective grievance redressal mechanism in consultation with top management & ensuring timely redressal.
• To carry out PA & potential appraisal process.
• Handing IR & HR issue under ID Act & other relevant Act.
• Talent Management.
• Competency mapping.
• Development of Career and Succession Planning
• CultureBuilding initiatives with focus on Value System and Team Work
• Customer Orientation for all employees
• Promote Work-life balance
• Optimizing the performance of team member with effective motivation keeping them goal oriented & accountable

 

 

Job profile:

 

• MBA (HR) with ____ years of experience in hard core HR, handling recruitments, training and development, performance appraisal, statutory compliances, labour law etc. Confident, pleasing personality with excellent communication skills.
• Effective presentation skills.
• Good convincing skills.
• Good analytical & logical skills.
• Ability to work in cross.
• Performance oriented
• Demonstrated leadership, strategic vision and analytical skills
• Superior professionalism, discretion, and judgment
• Top-notch interpersonal and communication skills
• Willingness to draw conclusions and defend a point of view
  Consummate team player who delivers against urgent deadlines and has an outstanding service ethic
• Process- and detail-oriented individual who is focused on bigger picture
  Enjoys project work