Kra Head Of Hr 3f5ub
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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
1
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, ment, 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
6
4
End of project
2. No. of GETs/MTs recruited from the campus
6
6
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
5
4
60%
40%
100%
90%
100%
90%
15-Mar
31-Mar
30-Sep
15-Oct
2
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
6
Implementation of New schemes
Number of New schemes
4
2
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
4
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 received from Group Emp survey Implementation of the HR Intranet - Platform for regular communication &
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 & 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%
8
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
3
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)
2
Annual
7 batches, 70 officers
6 batches, 60 officers
Quarterly 31-Oct
30-Nov
Annual
Page - 1
Sr.
Sense of belongingness & Pride
4
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 & concerns, including Sales groups during market Action visits plans
6
World class Safety
5
Enhance productivity & efficiency
Complete Long term settlement at J/S
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
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
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
1
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, ment, 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
6
4
End of project
2. No. of GETs/MTs recruited from the campus
6
6
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
5
4
60%
40%
100%
90%
100%
90%
15-Mar
31-Mar
30-Sep
15-Oct
2
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
6
Implementation of New schemes
Number of New schemes
4
2
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
4
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 received from Group Emp survey Implementation of the HR Intranet - Platform for regular communication &
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 & 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%
8
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
3
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)
2
Annual
7 batches, 70 officers
6 batches, 60 officers
Quarterly 31-Oct
30-Nov
Annual
Page - 1
Sr.
Sense of belongingness & Pride
4
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 & concerns, including Sales groups during market Action visits plans
6
World class Safety
5
Enhance productivity & efficiency
Complete Long term settlement at J/S
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
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
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