rigorous hr - presentation by kpmg
Post on 19-Nov-2014
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Rigorous HR
G.P.RastogiKPMG
SMART Objectives
• Quantitative and Time bound objectives– Cost Per Hire
• Various channels optimization
– Offer to Join Ratio• Analysis
– Employee Satisfaction Index– Attrition
• Fast Trackers
– Competency Building Targets– SLAs
Recruitment - Best Practices
• Competency based recruitment– Forms, interview panels, Competency
Frameworks and levels
• Single HR Point of Contact for a vertical
• Monitoring of MRF Nos in weekly Delivery meetings
Performance Appraisal – Best Practices
• KRAs to be defined within 15 days of an employee joining the organization.
• KRAs to addup to a quantitative score.• Mid-term appraisal a must.• Training to appraise and appraiser before hand.• Vertical and Organizational level Normalization.• FAD : Feedback after Appraisal for every
Supervisor to be collated by HR and discussed. • Informal 360 Degree feedback segregated by
scores of subordinates, peers and seniors.
Compensation – Best Practices
• 3 scales for each level– Fast Track, Average, Laggard
• Based on Industry Compensation Surveys
• Performance Appraisal only time for salary correction / raises
• UCL / LCL for each role for recruitment / promotion
• Special allowance for a critical skill
Individual Recognition – A Critical Parameter
• Social Recognition of an Individual Performer– In Open House, Photograph on Intranet
• Loyalty Points for sharing knowledge, code on Portals, taking trainings redeemable against gifts
• Make the Corporate Portal a repository of hands on learning using above.
• On the Spot Awards – Dinner for Two
Critical Communication
• Open Houses on Company Performance– Publishing MoM of Open House with Actions
taken on corporate Portal.• Relevant Certificates reimbursements• Half Fee for Higher Education with tie-ups• Awareness of Rewards and other HR Policies
through HR Portal Quizzes sometimes with some carrots.
• Senior Management’s informal lunch on a weekly basis with staff on a regular basis.
• Sharing with Employees analysis and action taken on Employee Satisfaction Survey.
Other Best Practices
• Mentoring• Manpower Projection rolled-up from
project / competency level upwards to organization level with attrition
• Train the Trainer• Clear Career Paths• Succession Planning• Motivational Speeches by Eminent
Guest
Process Oriented & Continuously improving HR
Quarterly Benchmark
Targets internally Define various
processes through process models &
industry best practices
Improve the processes / setup Empowered
workgroups to sort out issuesIndependent Audit
& Review of HR Group
Realign Training with changing industry needs
(WBTs)
Implementchanges across the organization Integrated
Competencies
Learning Portal
G.P.RastogiAssociate Director, KPMGMobile : 98108-57557Email : gprastogi@yahoo.co.uk
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