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HR and Organisation / Manufacturing [ India ]
6 months
Human Resource Expert
CLIENT:
A leading contract manufacturer to major fan Companies in India. They are looking for a HR Expert to help in setting up and putting in place stronger HR practices and policies.
CONSULTANT:
- A seasoned HR professional with over two decades of experience in leading Human Resources function across sectors.
- Core competencies include Strategic HR Leadership, HR Business Partnering, Talent Acquisition, Leadership Development, Talent Management, Learning and Development,
Compensation & Benefits Management, Organization Design and Employee Engagement.
- Instituted HR processes which built credibility viz review of Employee Manual every year and it’s training.
- Creation of Organisation Health Dashboard
- Successful in instituting the dashboard to track some critical HR Metrics
- Enabled fixing of KRAs and KPIs of functional heads which were further broken down for teams down the line.
- Building Level wise Competency Framework.
ASSIGNMENT:
They are looking for a HR Expert to help in setting up and putting in place stronger HR practices and policies.
OUTCOME:
Gather relevant information: Collect existing documents, policies, and procedures related to HR, job descriptions, and any available performance data.
Identify key stakeholders: Meet with HR personnel, department heads, and managers to understand their needs and expectations.
HR Manual and Job Descriptions
a. Define the structure and content: Determine the sections and topics to be covered in the HR manual, such as employee policies, benefits, code of conduct, performance management, etc.
b. Draft the HR manual: Create a comprehensive document incorporating the necessary policies and procedures.
c. Review and revise: Share the draft with key stakeholders and incorporate their feedback to refine the manual.
d. Finalize the HR manual: Make necessary revisions and obtain approvals from relevant stakeholders.
Job Descriptions:
a. Identify job roles: Review existing job roles and identify any missing or outdated positions.
b. Conduct job analysis: Interview employees and supervisors to gather information about job responsibilities, required skills, and qualifications.
c. Draft job descriptions: Develop comprehensive job descriptions for each role, including key responsibilities, required qualifications, and reporting relationships.
d. Review and refine: Share the job descriptions with relevant stakeholders for feedback and revisions.
e. Finalize job descriptions: Incorporate feedback and finalize the job descriptions.
KPIs, Skill Matrix, and Competency Matrix
KPIs:
a. Identify key performance areas: Collaborate with department heads and managers to determine the critical areas that need measurement.
b. Define KPIs: Develop specific, measurable, achievable, relevant, and time-bound (SMART) KPIs for each key performance area.
c. Obtain feedback: Share the KPIs with relevant stakeholders to gather their input and make adjustments as needed.
d. Finalize KPIs: Incorporate feedback and finalize the KPIs for each department or role.
Skill Matrix and Competency Matrix:
a. Identify essential skills and competencies: Collaborate with department heads and managers to identify the core skills and competencies required for each job role.
b. Design the matrices: Create skill and competency matrices that categorize the required skills and competencies for each role.
c. Review and refine: Share the matrices with relevant stakeholders to gather their feedback and make necessary revisions.
d. Finalize matrices: Incorporate feedback and finalize the skill and competency matrices.
Printed on: 2024-12-07 16:40:30