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