Implementation of HR Score Card
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Transcript of Implementation of HR Score Card
Designing, Developing and Implementation of HR Score Card in Consumer Durable Industry
By
Santosh Bagwe
Manjiri Shanbhag
Index
Human Resources Score Card
Execution of Human Resources Score Card
Roles & Responsibilities of HR
CRC Visit Manual
Monthly M I S
HR Scorecard
Controlling Inoperative & Absconding cases
Growth in Sales & Revenue
Reduction in cost of recruitment by increasing retention
Reduction in Zero sellers & Low Performers
Reduction in lead time for HR responses
Proactive actions on Low performers
Focus on High Performers
MFW STP Tracking of New CSS, Exit Interviews
HR Audit Planned CRC Visit PRDP SLPOptimum
Use of SAP
Financial
Internal Customer
Operation
Strategic
Org. Policies Benefits, Soft skills, Leadership & Managerial Skill
Reduction of CDAs & Outstanding units
Motivating High Performers
Focus on Retention
Implementation of Non-Negotiable standards for HR
Visibility in field
Leadership Development
Training
Monitoring Absconding cases with Outstanding units & CDAs
Execution of HR Score Card
STRATEGICRESPONSIBLE AT NATIONAL LEVEL
RESPONSIBLE AT REGION / SBU LEVEL
IMPLEMENTATION OF NON-NEGOTIABLE STANDARDS
NATIONAL HR COORDINATOR
HR COORDINATOR
FOCUS ON RETENTIONNATIONAL HR
HEADREGIONAL HEAD – HR
AREA HEAD – HR
VISIBILITY IN FIELDNATIONAL HR
HEADAREA HEAD- HRHR ASSOCIATES
TRAININGNATIONAL
TRAINING HEADREGIONAL HEAD- HR
AREA HEAD – HR
LEADERSHIP DEVELOPMENTNATIONAL
TRAINING HEADREGIONAL HEAD – HR
AREA HEAD- HR
Implementation Of Non-Negotiable Standards
One window for all communications
> Head Office - National HR Coordinator
> SBU - HR Coordinator
HR Audit - Monthly One SBU
Execution of HR Operational Manual
SAP Data Validation - Monthly for all Region
Focus On Retention
WEEKLY CRC WISE ON ROLL - OPERATIVE REPORT
TRACKING OF NEW CSS BY HR ASSOCIATES, AREA HEAD ON APPOINTMENT
LETTER, ID, ESIS CARD, MFW, STP, PERFORMANCE
CONDUCTING TEST OF CSS AFTER COMPLETION OF 60 DAYS OF SERVICE ON
TRAINING PROVIDED
QUARTERLY ORGANISATION CLIMATE SURVEY AT AREA LEVEL
Visibility In Field
Planned CRC Visit
HR Associates All CRCs once in a month
Area Head All CRCs once in a quarter
Regional HeadAll CRCs once in six months
CRC Visit Manual
Monthly Tracking Of Absconding CSS with units & CDAs
Monthly Report Of all CRCs to HO
Monthly progress index focusing on Operatives, Recruitment, Exit, Zero Sellers, Training & Absconding Cases
Training
Designation Target Training Programs
HR Associates CSS
Payment Plan Welfare Benefits ESIC EFL Introduction
Area Head – HRCSS / GCSS/ TL
Soft Skills
Regional Head – HR
TL & Above & equivalent in Support Functions
GCSS / TL Induction Soft Skills Leadership &
Managerial Skills
PRDP Implementation
Designation Target
HR Associates Potential Group Leaders
Area Head – HR Potential Team Leaders
Regional Head – HR Potential Head CRCs
Roles and Responsibilities of HR
National Manager – Training
National HR Coordinator
Regional Head – HR
Area Head – HR
HR Associate
HR Coordinator
Manager Training
Key Role Activities Lead time % of weightage
Delivering training by othersEnsuring Implementation of Training by Sales Leader and HR
GL, TL Induction Quarterly 30%MFW MonthlySTP MonthlyEurokshiksha Monthly Knowledge Capital
Monthly
Exploring cost effective external training programs in coordination with Sales Leaders and Regional HR Head based on identified training needs
PRDP and Leadership DevelopmentEnsuring Implementation of PRDP by Sales Leaders and HR and measuring improvements
GL Quarterly 25%TL QuarterlyHCRC Quarterly
Potential leaders succession planning and development in coordination with Sales Leaders
Quarterly
Implementation of SLP through Regional HR Heads Quarterly
Own Training programsDeveloping training programs 8 new programs in a year based
on needs25%
Train the trainers – HR and Sales Leaders Soft Skills QuarterlyImparting training Managerial Skills Quarterly
Leadership Quarterly
Measuring effectiveness of Training Tracking performance after training
Monthly 20%
HBS Case study
National HR Coordinator
Key Role Activities Lead time % of weightage
Monitoring HR MIS across the country
Daily/Monthly Appointment Letters Within 5 days of receipt of proper documentation
30%Confirmation LettersTransfer LettersFinal settlements
Quarterly Coordination of recommendation for assessment boards
One month in advance i.e. 28th Feb, 31st May, 31st Aug, 30th Nov
Issue of promotion letters Within 10 days of Assessment or 5th days of Assessment month i.e. 5th April, 5th July, 5th Oct, 5th Jan whichever is earlier
Annual Getting organogram approved 15th MarchHoliday Calendar 15th NovemberAnnual Increment Ratings 28th FebruaryBonus Calculation 15th August
Management Information System
Weekly On roll/operative Every Monday 25%Pending jobs at HOPending jobs at SBU/RO
Monthly Long Service award 5th of every monthCash flow on FGF, Leaders coach, Buddy SchemeFGF Payment datesSalary payment datesBirthday reportMonth vacant positions based on approved organogram
HR Audit based on non negotiable standards for HR
One Region per month 2nd week of every month 30%Action plan on Report 3rd week of every month
Recruitment of Support functions 30 days of receipt of PRF
15%
Regional HR Head 1
Key Role Activities Lead time % of weightage
RecruitmentCSS Driving and monitoring Area
HR Head and HR Associates 80% module all the time Module, Onroll and
operative gap report every Monday to the National Head – HR – Annex-A
10%
Support Following up with PRF, and making sure that the position is closed as per the process time, making sure that the non-negotiable standards are followed, controlling the cost of recruitment and Driving/ monitoring Area HR Head on recruitment.Accountable for Recruitment of Executive and above.
Cost per recruits should not exceed the Rs. 700/- for CSS and one month consolidated salary for the support functions
Support - All positions should be closed within 15 days of raising PRF position should be closed
Training and DevelopmentSLP/ NMIMS implementation
Ensures participation In every June 15%Works with corp. on schedules, Conduct contact programmes
At least one per semester
Analysis the impact of learning’s – through people handling and productivity
Quarter
Training Identify training needs and conduct training programs
One per quarter –covering all Sr.TL and HCRC; Minimum one workshop for Accounts, service and CRM in a year.
GL and TL Induction Once in a quarter – before assuming the office
PRDP Ensure TL & HCRC PRDP is conducted every month and be a part of quarterly review along with the SBU head.
Quarterly report on PRDP 15%
Ensure CSS development plan and GL PRDP are carried by the Area head HR.
HR Audit based on non negotiable standards for HR
Audit on process time, standards, and creativity/innovation
15%
One SBU per month 3rd week of every month
Action plan on Report 4th week of every month
CRC Visit Report Minimum 5 CRC a month – shall focus primarily on Cities
05 meetings in a month 15%
Assessments Ensure assessment’s carried as per the standards.Ensure the recommendations are send to Corp. and the respective DRH a month in advance.
Every quarter 15%
Legal Handling all legal compliances connected with employees.
Ongoing 10%
Ensuring settlement is done on time.Ensuring medical emergencies adhered on timeEnsuring Statutory compliances are meet in the stipulated time
Monitoring HRMIS – process of all papers and needs as per the process time matrix
Ongoing 5%
Area HR HeadKey Role Activities Lead time % of
weightage
RecruitmentCSS Driving and monitoring HR Associate on
recruitment & his Direct CRC 80% module all the time Module, Onroll and
operative gap report every Monday to the Regional Head – HR – Annex-A
15%
Support Raising PRF for additional position based on the approved organogram / replacement
PRF to be raised and forwarded within 5 working days of acceptance of resignation letter
The new position to be closed within 30 working days on receipt of the approved PRF
Sourcing CVsArranging Interviews and finalization of candidates upto Officer levelIssuing offer and Appointment Letter and collection necessary documentation
Training and DevelopmentNMIMS implementation
Identifying learners In every May/June 20%Mentoring and coaching learners Every CRC VisitMonitor their performance Every CRC Visit
Training Soft Skill Training Minimum 05 Training programs of 2 hours each in a month during his CRC visit. [will be support with standard training modules]
PRDP Identification of potential TL through GCSS Development Plan
Quarterly report on PRDP 15%
Ensuring TLPRDP along with the HCRC and work on the improvement areas
Field Visit Report
Field Meeting 10 meetings in a month 15%Recruitment and Retention review with HCRC
All CRC visit
Employee Satisfaction Survey – QuarterlyExit InterviewsPerformance tracking of all CSS, GL and TLMeeting with CRC Accountant, Service and CRR. Conducting cross functional meetings in the CRC
Legal Tracking of absconding and resignations,
Outstanding/unalloted OYBS Payment of Statutory to the
respective office – ESIC monthly returns, half yearly returns, payment of PT, renewal of contractual agreement, etc.
Monthly report on Resignation and absconding to the regional head
Monthly report on statutory
Compliances. Both the report should reach the Regional Head HR before 05th of every month
15%
Conducting exit interviews - For all Club qualifiers, OYBS, and SLP/NMIMS Champs
5th of every month, report on exit analysis to his Regional Head and copy to the SBU Head.
Monitoring HRMIS activities are adhered as per the process time
Daily basis 5%
HR Associates
Key Role Activities Lead time % of weightage
Recruitment FGF Implementation 80% module all the time
Module, Onroll and operative gap report every Monday to the Area Head – HR – Annex-A
25%Campus RecruitmentEmployment Exchange / other source
TrainingCoordination with the leaders and Implementation of trainings
MFW Monthly report on training by 5th of every month
20%STPEuroshikshaKnowledge Capital
Training by HR Associates and addressing gaps and grievances
EFL Introduction Minimum 10 Training programmes of 2 hours each in a month during his CRC visit. [will be support with standard training modules]
Payment PlanWelfare & BenefitsESICPolicies of organization
PRDP Identification of potential GL through CSS Development Plan
Quarterly report on PRDP 15%
Conducting GLPRDP along with the TL/ HCRC and work on the improvement areas
Field Visit Report Field Meeting 10 meetings in a month 25%Meeting with new CSS All CRC visitExit InterviewsPerformance tracking of all CSSEmployees Satisfaction Survey – QuarterlyMeeting with CRC Accountant
Legal Shop Act Compliance Every month 15%ESIS, PF Compliance Every monthApplication blank Within 7 days of the date of
joining to be forwarded to Area HR office
Absconding information Report within 7days of visit to area office
Resignation Checklist Resignation to be forwarded to Area HR office within 7 days of resignation
CRC Visit Manual
Role of HR Associate on CRC Visit
Format of HR Associate CRC Visit Report
Role of Area Head – HR on CRC Visit
Format of Area Head HR CRC Visit Report
Use of SAP on CRC Visit
Role of HR Associate on CRC Visit
Visit of all the CRCs in a month Recruitment through campus recruitment, placements, employment
exchange Initiate actions against absconding cases with units and CDAs Initiate actions against on low performers Identify of CSS for potential GL Ensure the training – MFW and STPs are conducted by Sales Leader Follow up with HR coordinator on pending HR issues Agenda on CRC visit
Morning field meetingHe must attend morning field meeting and check the attendance.
Meeting with HCRCo Pending HR issues – appointment letters, upgradation ,
confirmation, final settlements, OYBSo Proposed action on <5 sellerso Proposed action on OYBS non performerso Proposed action on absconding CSS
Meeting with new CSSo Checking whether they got their appointment letters, folders, ID
card and ESIS cardso Checking whether they have undergone MFW, STP programso Conducting test of new CSS after completion of 60 days
Training conducted during visitEFL IntroductionPayment PlansWelfare and BenefitsESIS
CRC visit reportWithin 2 days of visit, a report in standard format must be sent to Regional Sales Head, Area Sales Head, HCRC, Regional HR Head, Area HR Head
Format of standard CRC visit report – for HR Associates
CRC Visit Report
Name of CRC
Morning Field
Meeting
Date of visit
Name of HR Associate
Place of Field Meeting
Starting time of field meeting
Name Present
HCRC
Team Leaders
Group Leaders
Manpower Status
Product Actual
Module
ON Roll
CSS Present during field meeting
Meeting Pending HR Issues discussed with HCRC
with HCRC
Appointment letters
Confirmations
Upgradations
OYBS
Final Settlement
Performance meeting with HCRCNo. of <5 sellers ( should carry Performance detail report)
Proposed action by HCRC
Proposed action by HCRC on OYBS non performer
Absconding caseNo. of Absconding cases ( must compile list)
Proposed action by HCRC
Training by HCRC
No. of CSS undergone MFW
Date of MFW
No. of CSS undergone STP
Date of STP
Meeting with New CSS
Meeting with New CSS
No. of new CSS ( 0 – 3 months)
Pending appointment letters
Pending ESIS card, ID card
Training
Own Training Program
Name of Training Program
No. of CSS attended training program
Support Manpower
Support Manpower
TOTAL MANPOWER
MODULE ACTUAL DIFF.
SERVICE DIVISION
STORES ACCOUNTS C R M OFFICE BOYS TOTAL
Health Check of CRC
PARAMETERSEXCELLENT
AVERAGE POOR
BASIC INFRASTRUCTURE
CLEANLINESS & HYGIENE
SECURITY SERVICES NOTICE BOARD HELP DESK
Record Keeping
1. PERSONAL FILES 2. ATTENDANCE SYSTEM 3. LEAVE RECORDS 4. PROVIDEND FUND 5. E S I 6. O Y B S 7. SHOP ACT
8. EX EMPLOYEES
9.TRAINING & DEVELOPMENT
10. ANY INITIATIVE
Remarks
Role of Area Head – HR on CRC Visit
Visit of all the CRCs in a quarter Recruitment and Retention Review alongwith HCRC and HR Associate Counseling of GL and TL on retention Review absconding cases with units and CDAs alongwith HCRC and HR
Associate Review and counseling of low performers Identify of GL for potential TL Review of the training – MFW and STPs are conducted by Sales Leader Review of progress of NMIMS and SLP participants Cross functional meet at CRC level Conducting PRDP for potential GL and TL Agenda on CRC visit
Morning field meetingHe must attend morning field meeting
Meeting with HCRCo Recruitment and Retention Reviewo Proposed action on GL/TL with low retentiono Review of actions against low performer and OYBS non
performerso Conducting PRDP of potential GL and TLo Review of absconding CSS
Meeting all NMIMS and SLP participants
Training conducted during visitSoft skills
Cross function meeting with HCRC, Service and Accounts Verification of certain data with Accounts and Service
CRC visit reportWithin 2 days of visit, a report must be sent to Regional Sales Head, Area Sales Head, HCRC, Regional HR Head and National HR Head
Format of standard CRC visit report – for Area Head - HR
CRC Visit ReportName of CRC
Morn
ing Fie
ld M
eetin
g
Date of visit
Name of Area Head HR
Place of Field Meeting Starting time of field meeting
NamePresent
HCRC
Team Leaders
Group Leaders
Manpower Status
Product Actual SAP
Module
ON Roll
CSS Present during field meeting
Meeting with
Review of Recruitment and Retention with HCRC
Opening on Roll i.e. last visit
HCRC
closing Recruitment between last and current visitsExit between last and current visitsClosing on Roll
OperativesReason for GAP between On Roll and Operative Reasons for Exit (if possible conduct telephonic exit interview)
Performance meeting with HCRCNo. of <5 sellers ( should carry Performance detail report)Action taken by HCRCAction taken by HCRC on OYBS non performer
Absconding caseNo. of Absconding cases ( must compile list)Action taken by HCRC
PRDP
No. of Potential GLPRDP is conducted in his presence by HCRCNo. of Potential TLWhether PRDP is conducted in his presence by HCRC
Meeting with NMM
Meeting with NMIMS and SLP Participants
No. of Graduates
No. of NMIMS and SLPWhether you had a discussion on their progess
Training
Own Training Program
Name of Training ProgramNo. of CSS attended training program
Verification of Certain Data with Accounts and Service
PARTICULARS Checked YES/NOPhysical Verification Cash in Petty Cash &Collection Cash Book Random check of some models Physical Stock with Stock Bk Shops & Establishment Certification Validity Date Advances outstanding Register ESI/PT payments (challens to be verified) Icr/Iccr Outstanding Statement as on date Long Unit outstanding in Crc Cheques Deposited but not cleared(cross check with BRS) Office Enquiries (Register to be maintained by CRR) Reinstallation Revenue details ( CRR Report) Customer units lying in Service(Reasons for Delay) Cash vouchers random cross check Resignation Checklist Pending (Reason for not sent to HRD) Staff Attendance Register (Incoming&Outgoing Time Check) All Department meeting (Suggestion,Queries,Needs for CRC)
Minutes of Cross Functional Meeting
Please attach the minutes of the meeting alongwith this reportRemarks
Use of SAP on CRC Visit
SAP Reports to be used during CRC Visits
Action Reports Employee Retention Report Attrition Analysis Report Total Hiring Source Analysis Total Resignation Report Sales Landmark achievement Report
Productivity Reports Employee FGF Productivity Report OYBS Transfer Performance Check Report Employee Performance Detail Report GCSS Productivity Report CSS Productivity Report Absconding employees Report
MIS Reports Total Bikes Detail Report
Manpower Reports On Roll Report Manpower Health Report
Monthly MIS
Period HR Associate Area Head Regional Head HR Coordinator
Weekly
Onroll to Operative
Onroll to Operative Onroll to Operative Pending at HO
Recruitment Recruitment Recruitment
CRC Visit Report
Monthly
CRC Index Report
Area Index Report Regional Index Report
Confirmation/Upgra-dation /Increments
CRC Training Report
Area Training Report
Regional Training Report
Appointment
Absconding Report
Absconding Report Absconding Report FGF Payment Report
Support Manpower Report
Support Manpower Report
PF Pending at HO
Travel Plan Travel Plan Travel Plan Gratuity Pending at HO
Zero Sellers/less thant 5 sellers Action Report
Zero Sellers/less thant 5 sellers Action Report
Mediclain Pending at HO
Final Settlement Report
Quarterly
CRC PRDP Report
Area PRDP Report Regional PRDP Report
GL Induction Report
TL Induction Report
Absconding Action Report
Absconding Action Report
Yearly NMIMS Performace
ReportSLP Performance Report