Annexure - 2

Lafarge India Private Limited : OIOA 25 million

Key Performance Indicators : 2006 - Sr. VP - HR

Sr.

Value
Driver

Target 2006
Action plans

Key Performance Indicator

Unit of measure
1. % of Recruitments closed within target Dateline

Target Dates

UPPER

LOWER

80%

70%

Upper

Lower

Review
Frequency
6 monthly

Attract Talent

Recruitment Lead time (Days) Streamline Recruitment process with clear roles and
specific Time frames to close each vacant position. e- Average decline in Recruitment Lead
recruitment tools, New Placement consultants,
time
build Internal HR database

2. Average Recruitment lead time to close positions

3. Satisfaction level of HODs (mesured through Annual Dipstick

survey)
Pre-placement ppts at identified engineering
campuses for GET Recruitment, using success stories.
Improve external perception of Lafarge as a
Preferred employer. Create a strong Employer
Branding for Lafarge through Guest lectures,
sponsorship, articles, advertistments

Campus visit & Presentations for GET

Recruitment, & Improved visibility of
Lafarge through guest lectures,
Advertisement, posting etc.

IDPs for 'Fully Achieved' & above

based on Competency mapping &
comparison - Linkage to Training plan

Band - A & Below = 45

Hay-14 - 16 = 45

Hay-14 - 16 = 60

Hay 17 & above = 60

Hay 17 & above = 75

Quarterly

80%

70%

Annual Survey

1. No. of Campuses visited

End of project

2. No. of GETs/MTs recruited from the campus

Annual

3. No. of Initiatives taken to improve visibility, Employer branding & reduce Recruitment cost
3.a. Introduction of e-recruitment
3.b. No. of Guest lectures delivered at identified Bus schools
3.c. Decline in Recruitment cost

Competency Mapping for roles (Hay-14 & above) in

Sales, Marketing, Manufacturing & HR function

Band - A & Below = 30

Positions Covered in specified functions within Time datelines

60%

40%

100%

90%

100%

90%

15-Mar

31-Mar

30-Sep

15-Oct

Develop Talent

No. of Training programs & participants

Annual Training Index
covered
IDPs for Excom & OHR HiPOs

Emergence of 3-yr Career plans

No. of IDPs

Develop the concept for Assessment centre

Approval of the Concept

Date of completion & Present to Excom for clearnence

Cross functional Projects

Identification of Projects (based on

organizational process improvement
needs) & timely completion

Special Project to improve employee morale and

increase the sensne of belongingness - Building
Lafarge as a preferred employer for attracting &
retaining talents

Implementation of 'House Concept'

Career Growth & Internal career movements

No. of identified Projects & date of completion

Career Interviews based on IDPs &

career moves for performing officers

No. of projects = 10

No. of projects = 8

90%

1. HIPO - 65%

2. Others = 35%

2. Others = 30%

% of career Interviews & career movements

Implementation of New schemes

Number of New schemes

Continuing focus on developing

Coaching culture

Increase in no. of Coach-coachee Relationship

50 diads

40 diads

Bring up the compensation pacakges of performing

officers ('Fully achieved' & above) at per with the
Market for motivation & Retention

Increased Market competetiveness

% of officers' salary brought to Market Median level

45%

40%

Reduced GAP

25%

30%

Introduce more value-added benefits for officers

Introduction of Employee friendly Policy

Retain Talent
Sense of belongingness & Pride

Retain the identified HIPOs & performing officers

Implementation of 'House Concept' to initiate pride &
belongingness
Development & implementation of action plans,
based on feedback received from Group Emp survey
Implementation of the HR Intranet - Platform for
regular communication & feedback

No. of Policy & date of Impelmentation

HIPO Retention rate

Annual HIPO Retention %

Attrition rate (for Performing officers)

Annual Normal Attrition rate

Improved team work

Date of Implementation

Inter-dept process effectiveness

Random Dipstick survey

Preparation of 'Action plans'

Date of of finalization of Action plan

Level of Employee Satisfaction

Agreement index in next survey

Go-LIVE of the Intranet

Go LIVE date & regular updation

Excom visits
Cascade business priorities & have regular interaction Skip level meetings
to receive employee feedback & concerns, including
Management Day celebration
Sales groups during market visits

No. of on-site visits at each location

No. of skip level meetings
Management Day celebration for officers in H-14 & above

1
90%

85%
<7.0%

80%

Annual
Quarterly Excom
meetings
Annual
Annual

Annual

Quarterly

Annual

Quarterly

15-Dec

31-Dec

Quarterly

Annual

15-Aug

<6.5%

80%

30-Nov

801%

1. HIPO - 75%

Decline in Internal C&B equity gaps

30-Oct

Date of Completion =
As per pre-contracts
15-Nov

Sustenance of existing R & R schemes Number of sustained schemes

Cascading the Coaching Culture

Quarterly
15-Oct

Reward & Recognition initiatives

Bi-monthly

Annual

1. Date of Implementation
2. Employee satisfaction level (measured through Annual Dipstick
survey)

Quarterly

31-Aug

Annual
Quarterly
Quarterly

15-Jun

30-Jun

Annual

31-Jul

31-Aug

Quarterly

15-May

31-May

75%

Annual

Annual

75%

Annual

4 (once in each qtr)

Annual

7 batches, 70 officers

6 batches, 60 officers

Quarterly
31-Oct

30-Nov

Annual

Page - 1

Sr.

Sense of belongingness & Pride

Value
Driver

Annexure - 2

Lafarge India Private Limited : OIOA 25 million

Key Performance Indicators : 2006 - Sr. VP - HR
Cascade business priorities & have regular interaction
to receive employee feedback & concerns, including
Sales groups during market
Action visits
plans

World
class
Safety

Enhance productivity &

efficiency

Complete Long term settlement at JCP/SCP

Target 2006
Key Performance Indicator

Unit of measure

UPPER

Target Dates
LOWER

Upper

Lower

Review
Frequency

Lafarge Anthem

Development of Lafarge Anthem

15-Mar

30-Mar

Annual

Roll out of LTS around CMA terms

LTS Sign-off date

30-Apr

31-May

Annual

Date of completion

30-Nov

31-Dec

Annual

Implement Job Class KPIs for non-officers

Annual Appraisal System

Implement Multiskill scheme at all the 3 plants

Implementation of Multiskill

Date of Implementation

31-Aug

31-Sep

Annual

Pilot Rehabilitation program for future Manpower

rationalisation

Unit-wise implementation of Pilots

Date of Implementation

30-Nov

31-Dec

Annual

Preparation of Ideal organization Plan (Phase-I) for

implememntation in 2007

Approved Ideal organization Plan

Date of completion & approval of the plan

30-Sep

31-Oct

Annual

Continuous focus on Behavioral approach to Safety

& reduce LTI

Zero fatality & Reduced AFR (Accident

Frequency Rate)

Accident Frequency Rate

Dec

Dec

Quarterly

% of population covered

90%

80%

20% less against 2005

Annual

Page - 2