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Annexure - 2

Lafarge India Private Limited : OIOA 25 million Key Performance Indicators : 2006 - Sr. VP - HR
Value Driver Target 2006 Action plans Key Performance Indicator Unit of measure 1. % of Recruitments closed within target Dateline Streamline Recruitment process with clear roles and specific Time frames to close each vacant position. e- Average decline in Recruitment Lead time recruitment tools, New Placement consultants, build Internal HR database UPPER 80% Recruitment Lead time (Days) 2. Average Recruitment lead time to close positions Band - A & Below = 30 Hay-14 - 16 = 45 Hay 17 & above = 60 3. Satisfaction level of HODs (mesured through Annual Dipstick survey) 1. No. of Campuses visited 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. 2. No. of GETs/MTs recruited from the campus 80% 6 6 Band - A & Below = 45 Hay-14 - 16 = 60 Hay 17 & above = 75 70% 4 6 Annual Survey End of project Annual Quarterly LOWER 70% Target Dates Upper Lower Review Frequency 6 monthly

Sr.

Attract Talent

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 5 60% 100% 4 40% 90% 30-Sep 15-Oct Bi-monthly 15-Mar 31-Mar Quarterly

Competency Mapping for roles (Hay-14 & above) in Sales, Marketing, Manufacturing & HR function Develop Talent

IDPs for 'Fully Achieved' & above based on Competency mapping & comparison - Linkage to Training plan

Positions Covered in specified functions within Time datelines

No. of Training programs & participants Annual Training Index covered IDPs for Excom & OHR HiPOs Develop the concept for Assessment centre Cross functional Projects Special Project to improve employee morale and increase the sensne of belongingness - Building Lafarge as a preferred employer for attracting & retaining talents Career Growth & Internal career movements Emergence of 3-yr Career plans Approval of the Concept Identification of Projects (based on organizational process improvement needs) & timely completion No. of IDPs Date of completion & Present to Excom for clearnence No. of identified Projects & date of completion No. of projects = 10 No. of projects = 8 100% 90% 15-Oct 30-Oct

Annual Quarterly Annual Quarterly Excom meetings Annual Annual

Date of Completion = As per pre-contracts 15-Nov 30-Nov

1. Date of Implementation Implementation of 'House Concept' 2. Employee satisfaction level (measured through Annual Dipstick survey) % of career Interviews & career movements 90% 1. HIPO - 75% 2. Others = 35% 8 4 50 diads 45% 25% 1 90% <6.5% 85% <7.0% 801% 1. HIPO - 65% 2. Others = 30% 6

Career Interviews based on IDPs & career moves for performing officers

Annual

Quarterly

Sustenance of existing R & R schemes Number of sustained schemes Reward & Recognition initiatives Retain Talent Implementation of New schemes Cascading the Coaching Culture Bring up the compensation pacakges of performing officers ('Fully achieved' & above) at per with the Market for motivation & Retention Introduce more value-added benefits for officers Continuing focus on developing Coaching culture Increased Market competetiveness Decline in Internal C&B equity gaps Number of New schemes Increase in no. of Coach-coachee Relationship % of officers' salary brought to Market Median level Reduced GAP

Annual 2 40 diads 40% 30% 15-Aug 31-Aug 15-Dec 31-Dec

Quarterly

Quarterly

Annual

Introduction of Employee friendly Policy No. of Policy & date of Impelmentation HIPO Retention rate Attrition rate (for Performing officers) Annual HIPO Retention % Annual Normal Attrition rate Date of Implementation Random Dipstick survey Date of of finalization of Action plan Agreement index in next survey Go LIVE date & regular updation No. of on-site visits at each location No. of skip level meetings Management Day celebration for officers in H-14 & above Development of Lafarge Anthem 4 (once in each qtr) 7 batches, 70 officers 80% 80%

Annual Quarterly Quarterly

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

Improved team work Inter-dept process effectiveness Preparation of 'Action plans' Level of Employee Satisfaction Go-LIVE of the Intranet Excom visits

15-Jun 75% 31-Jul 75% 15-May 2 6 batches, 60 officers 31-Oct 15-Mar

30-Jun

Annual Annual

Sense of belongingness & Pride

31-Aug

Quarterly Annual

31-May

Annual Annual Quarterly

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

30-Nov 30-Mar

Annual Annual

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Annexure - 2

Lafarge India Private Limited : OIOA 25 million Key Performance Indicators : 2006 - Sr. VP - HR
Value Driver Enhance productivity & efficiency Target 2006 Action plans Complete Long term settlement at JCP/SCP Implement Job Class KPIs for non-officers Implement Multiskill scheme at all the 3 plants Pilot Rehabilitation program for future Manpower rationalisation Preparation of Ideal organization Plan (Phase-I) for implememntation in 2007 Continuous focus on Behavioral approach to Safety & reduce LTI Key Performance Indicator Roll out of LTS around CMA terms Annual Appraisal System Implementation of Multiskill Unit-wise implementation of Pilots Approved Ideal organization Plan Zero fatality & Reduced AFR (Accident Frequency Rate) LTS Sign-off date Date of completion % of population covered Date of Implementation Date of Implementation Date of completion & approval of the plan 90% 80% 31-Aug 30-Nov 30-Sep 31-Sep 31-Dec 31-Oct Unit of measure UPPER LOWER Target Dates Upper 30-Apr 30-Nov Lower 31-May 31-Dec Review Frequency Annual Annual Annual Annual Annual Annual

Sr.

World class Safety

Accident Frequency Rate

20% less against 2005

Dec

Dec

Quarterly

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