HR Notes

Manpower Plan

Evaluate existing pool. Assess future requirements. Ensure the resources are available on
time.

Short range & Long range

Performance Appraisal

Establish performance standards

Communicate Performance standards
Measure the actual performance
Compare the actual performance against standards set
Provide appraisal feedback
Take developmental actions

Training & Development

Identify training needs

Develop training budget
Establish training plans
Establish logistics
Execute training program
Evaluate training program

Compensation

Internal Equity: Comparison of pay within organization through Job Evaluation & Grading.
External Equity: Comparison of pay within the market through Salary Surveys
Salary structure should be based on Experience, Performance, Skills & Position
Banding: Jobs are classified into Band or category structure
Grade: Grades are assigned based on Scope, Complexity & Market Value
Grade Categories: Visionaries, Strategist, Department heads, Executioners & Coordinators

Succession Planning (Planned / Immediate Movements)

Assess key positions

Identify key talent
Assess key talent
Create individual development plans
Monitor & review employee development

Employee Engagement
Align employee engagement with the strategic priorities of the organization.

Engaged employee, Ambivalent employee & Disengaged employee

Engaged employee is truly connected with the organization and perform up to their
potential.
Drivers of Employee Engagement: Trust in leadership, Learning & development,
Opportunity for growth, Recognition, Clear expectations, Work-life balance, Competitive
compensation, Personal development.

Tell Me About

I have been in the Human Resource field for 22 years. My most recent experience has been
heading the HR function at Guardian Industries. One reason I particularly enjoy this business
is the challenges that go along with it and the opportunity to connect with the people.

In my previous jobs, developed various HR Policies and Procedures in line with the
organizational objectives. Also, I formed significant relationship with the staff and
management resulting 30 percent decrease in attrition in a matter of months.

My real strength is my commitment and attention to detail. When I commit to doing

something, I make sure it gets done on time. I have the reputation of following through and
meeting deadlines.

What I am looking for now is a company that values the contribution of the HR Department
and leverages my experience to achieve the objectives of the organization. Also, where I can
join a strong team and have positive impact on the objectives of the organization.

Achievements:

Reduced recruitment cycle

Developed HR Policies, Procedure and Forms
Initiated Employee of the Month/ Year, Employee Suggestion Scheme and Employee
Referral Scheme
Implemented ISO and played a vital role in as Management Representative
Conducted Employee / Customer Satisfaction Survey
Benchmarked Best Practices across the industries
Sent Weekly Mails to employees on Industry and Personality Development related
Maintained communication across the group levels
Developed and Implemented GYRO Technique for decision-making and empowerment
Conducted Counseling Sessions for the different levels of the employees
Conducted various training to the employees Viz., Customer Relations, English
Speaking & Technical etc.,

Finally, HR should be measured on what it delivers and not what it does.