HR KPI Management plan 2009

Detail targets and weights should be decided by Sub.& Branch HR Commitee

- Except for LG Way Index : 40% is mandatory to all Sub.& Branch
- All the items & contents are not subjected to be modified or omitted from it's original
(Addition of items & contents can be considerd by Sub.& Branch HR)
Each signal by RHQ shows the progress of execution (5 scale score)
- Green : Set up & on going properly (5/5)
- Yellow : Between Green & Red (3/5)
- Red : No execution (0/5)
HR performance evaluation (Half yearly)
- 1st evaluator : RHQ HR
- 2nd evaluator : MD in each country
- Weights will be decided by MD
Progress monitoring methods
- On-site auditing, Random interview with employees, Survey, Monthly report review, etc. by
RHQ HR
- Sub.& Branch HR SHOULD submit mothly progress report to RHQ HR based on HR KPI
(Every last week of the month)
RHQ Contact point for each HEALTH
HR System Health : Mr. Vineet
Development Health
- 20 training hours per individual (Mr. Dae Yun Lee, Ms. Kathleen)
- Mandatory training per each grade (Ms. Nicola)
- Assimilation Program operation (Ms. Nathasa)
Performance Mgt. Health
- Mission & CARE set up status (Ms. Nicola)
- Success factor accuracy (Ms. Natasha)
- Manpower ROI (Mr. Vineet)
Org. Culture Health
- LG Way index (Mr. YH Kim)
- Local integration (Mr. Vineet)
- Employee understanding level of CEO's 6 pillars &
Regional president's 7 working principle (All)
KPI Category Item
Recruitment process
Recruitment
resource
Interview preparation
Interview literature
Reference check
Employee information
Employment contract
Employee handbook
Grading structure Mgt.
Grading operation
Grading settlement
Promotion
Retention Long term employee
Fringe Benefit Benefit
Termination contract
Exit interview
Employment
Ending
HR System
set up status
Grade
Recruitment
Employee data
Employee data
accuracy
HR Committee
Execution
Facts storage
HR Committee
operation
HR Committee
HR Data Mgt.
HR System
set up status
Details Signal (by RHQ)
Recruitment has been on going with the fixed recruitment process
Have a partnership with the local recruitment company (Head hunting
firm, job web-site, etc.), and receive certified candidates supplies from
them
have Interview checklists and questionnaires and also they are
provided for the interviewer
Interview evaluation sheet is prepared, and the results of interview are
managed and kept on file
Individual reference (Reputations and criminal profiles, etc.) is
inspected before joining company
All personal profiles are recorded on GERP System in detail after the
recruitment
Standardized employment contract in the country is provided to all
employees and they are kept with valid contract legally
Employee Handbook is provided to new employees to guide the
company's HR policy, regulation
Each grade(G1~G5) has each Sub-Grade, Job Title, and Service years
officially
Sub-Grades and Job titles to each grade(G1~G5) are granted to all
employees annually
All employees are able to explain their grade system, service years,
and his/her own current and next grade with title.
Conduct the promotion by annual promotion committee with the
ceremony
Long term service employees are rewarded with the souvenir or gift
every year
Have the fringe benefit (Business trip, condolence, marriage, etc) policy
and operates by the policy
In case of retirement, makes out an employment termination and files
related documents
In case of retirement, Exit interview is conducted and kept the result on
file
HR staff can report subsidiary's employee status(Head counts by
Grade/Job, etc.) within 5 minutes by utilizing GERP system
Employee information is kept in GERP without errors and omissions
Major HR Issues (Employee promotion, incretment, compensation, etc.)
are managed by offical HR Committee
HR is keeping the results of HR Committee in files
Comment (by RHQ)
KPI Category Item
Individual
development
Annual training hours
Development
plan
IDP
(Individual
Development Plan)
Development
status Mgt.
Individual training
unit based data
Learning net status
Learning net Mgt.
New employee Induction program
Leadership
development
Mandatory training
in each grade
New Leader adaption
Culture understanding
for new FSE
e-learning
20 training hours
per individual
Madatory training
per each grade
Integration
Assimilation Prog.
operation
Details Signal (by RHQ)
Ratio of local employees who completed annual 20H training
(Including e-learning , Above 90%: Green, Below 50%: Red)
All employees have Individual development plan
(Above 90% : Green, Below 70% : Red)
Individual training history are updated & managed on a unit based
data.
Ratio of annual mandatory learning-course completion
(Above 90% : Green, Below 70% : Red)
Able to manage the learning-net system as an administrator
(Updating off-line training, Report management, Offering &
Registration)
Conduct the regular training for new employees to introduce LGE
Ratio of grade compulsory course completion
(Above 70%: Green, Below 40% Red)
HR is operating 'Assimilation Program for new leaders without fail
HR is providing new FSE with training in order to understand local
culture and history, etc.
(NPS survey from FSE, Above 50% : Green, Below 30% : Red)
Comment (by RHQ)
KPI Category Item
Knowledge
Understanding
level
Set up status
Job
application
Competency
Leadership
Financial status
Understanding
financial index
Labor cost
Wage index
Mgt.
Productivity
Productivity
index Mgt.
Annual
evaluation
Evaluation
Success Factor
accuracy
ROI (Manpower)
Execution
Mission & CARE
set up status
Half year
evaluation
Goal setting
status
Goal Setting
Details Signal (by RHQ)
Employee can explain the clear meaning of Mission & CARE
(Random Test, Above 90% : Green, Below 70% : Red)
All Employees have their own job description including R&R
(Above 90% : Green, Below 70% : Red)
Org. & Individual goal setting by success factor was based on
Mission & CARE
09 Org. & Individual Goal Setting was finished by Feb. by success
factor (100% : Green, Below 99% : Red)
Individual goal was made by evaluator & evaluatee both by success
factor
Competency evaluation was finished no later than the due date
by success factor (100% : Green, Below 99% : Red)
Leadership evaluation was finished no later than the due date
by success factor (100% : Green, Below 99% : Red)
Half year performance review was finished no later than the due
date
by success factor (100% : Green, Below 99% : Red)
All employees had performance review & coaching meeting with
his/her evaluators (100% : Green, Below 90% : Red)
Annual performance review was finished no later than the due date
by success factor (100% : Green, Below 99% : Red)
All employees had performance review & coaching meeting with
his/her evaluators (100% : Green, Below 90% : Red)
HR knows Org. financial status correctly
: Sales revenue , Operational income, performance results
(by BP, PY, CTG)
HR knows and manages labor cost status
: labor cost rate against sales revenue (compare last year)
HR knows and manages manpower productivity status
: Sales revenue per person (compare last year)
Comment (by RHQ)
KPI Category Item
LG Way Index
LG Way
status
Index
results
Status
Integration
Understanding
level
Checklist
& UBD
Understanding of CEOs 6 pillars &
Mr. KW Kims 7 working principles
Local integration
(Authority transformation)
Details Signal (by RHQ)
Increment rate of total LG Way Index compared to last year
(weight is 40% as mandatory)
* Above 20% : Green, Below 10% : Red
Sub.&Branch have authority matrix based on CARE Charts
Authotiry is based on grade and position not by FSE & Local
Employee can explain CEO's 6 pillars & Regional president's
7 working principle (pass rate of employees by random test)
* Above 90% : Green, Below 70% : Red
HR Has it's own checklist & Unit based Data
Comment (by RHQ)