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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,
Advertisement, 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 feedback received from Group Emp survey
Implementation of the HR Intranet - Platform for
regular communication & feedback

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 feedback & 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

including Sales groups during market Action visits plans 6 World class Safety 5 Enhance productivity & efficiency Complete Long term settlement at JCP/SCP 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 terms 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 .2 .Sr. Sense of belongingness & Pride 4 Value Driver Annexure .HR Cascade business priorities & have regular interaction to receive employee feedback & concerns. VP .Sr.