Corporate HR

DB HR Vision
To achieve excellence in Power business
Service

excellence: A excellent Service process that delivers the highest service quality and value for DB Customers. environment excellence: A dynamic work environment that promotes innovation, learning and results

Work

People

excellence: Passionate people who take pride in making a difference for those they serve

Objective of HR Plan
The objective of the HR Plan is to provide HR support to the DB Power

to achieve its business goals.

To build manpower plans for all levels considering the business

strategy, structure, numbers, competencies, skills and experiences desired for short term and long term business requirements.

To translate manpower plans to recruitment and ensure that the right

person is delivered in the right job at the minimum cost and within agreed time frames.
Management, Succession Plans to support companys business goals.

Initiate development interventions for Talent Acquisition, Talent

Design and implement the remuneration and reward strategy

including variable pay plans to keep employees motivated to improve retention. employee Engagement and motivation.

To celebrate miles stones achievements and various festivals for

Our Key HR Challenges

Environmental Challenges
Manage the implications of:

People Management Challenges

Addressing: The people strategy Leadership challenges performance Accountability flexible & motivating workplace practices Managing training & development Scales of Engagement Evolving Organisation structure

Rapid Growth plans Key leadership bandwidth Changing employees expectations Evolving employment relationships Employee demographics and development needs

A Corporate HR Plan

DB Power HR Plan Goals

Effective People Strategy Progressive EmployeeEmployer Relations Proactive and Visionary Leadership

To achieve excellence in Power Business

Performance Focused Workplace

Learning and Innovative Organization

Flexible and Motivating Work Environment

DB Power HR PLAN
In order to meet company s business plan, the HR aims at meeting following HR challenges :

Provide right leader and their development Develop Talent from within to meet the future leadership positions (Succession Planning)

Identify high potential employees and chart their career plan tom meet their growth aspirations.
Continuously concentrate on high performance. Organization Structure People processes and policies Employee engagement initiatives Effective performance appraisal system / process.

HR Plan 2012-13
Functional Area As is process 3 Months 6 Months 12 Months

Recruitment

No Budget, no manpower planning

O&M Manpower need Manpower on Mapping, Put up Board, consolidated Manpower Recruitment for requirement with Critical budget, Organisation positions, Job On going structure with clear description for recruitment as reporting matrix. unique roles. plan

HR policies

HR policies are in fragmented HR Policy consolidation status. and released

Review of HR policies

Compensation

Policy on payment of Variable pay.

Compensation benchmark survey, Long term Incentive schemes.

Compensation structure revamping, if it may require

HR Plan 2012-13
Functional Area As is process 3 Months 6 Months 12 Months

Performance Management

NO KRA in Place

On line performance Unique position KRA/KPI All employees Management formulations KRA to be ready System

Training & Development

No training need identifies, No calendar

Training Need Identification, Centre of Excellence should be operational Put up a comprehensive Employee engagement plan and calendar for corporate and Plants.

Training Leadership calendar Roll development plan out, Good framework, High Internal/external Potential employees training institute identification , faculty planning Succession identifications for critical positions.

Employees Engagement

Some events happening

Review of the Plan

HR Plan 2012-13
Functional Area As is process 3 Months 6 Months 12 Months

DB culture building

DB Power Vision, Mission & Value formulation.

Bring external Workshop for expertise to understafing the strengthen DB DB power culture power culture

HRMS

PeopleSoft implemented

Make it completely operational

Employees Self Service enabled in People soft, Online Leave module

Employee communications

Some employees forums happening

Review the existing forums, Put up Employee communication plan

Implementation and review

Review the effectiveness of the Programme.

HR Plan 2012-13
Functional Area As is process 3 Months 6 Months 12 Months

Employee Relations R&R process to implemented Some recognition schemes Star employee of the across operational month locations Annual Health Check up at Plant finalised, other locations to be finalised.

Reward & Recognition

Employee Wellness & Safety