Industrial Relations And Labour Laws
Indian Oiltanking Limited
Manager -hr And Administration
Asst Manager Hr
Wwl Hr & Admin
1. No recruitment gap: make it SMART goal by including time bound filling of vacancies like any replacement or new vacancy reported will be completed within 30/ 60/90 days of its reporting to HR depending upon the competencies attached to the job. If you say replacement will be made within a week, then it will become unreliable target or a target which cannot be attained. It depends upon the supply of labour and its elasticity with reference to the particular skill also. Therefore, if you are asked to find out a senior level manager or an Executive Vice President, you cannot do it within 30 days but may require 90 days but if you are asked to replace an Accountant you can do it within 30 days.
2. Training: The number of training hours per annum is another target which can be given to an HR person.
3. Reduction of manhours lost due to absenteeism: You may take a record of absenteeism in the last year and decide what reduction do you expect to bring this year and put it as a target for the year
4. Employee grievances/ disputes reduction: This is another target which can be given to an HR person. In establishments which have trade Unions, this is more quantifiable because the manhours lost due to employee unrest itself can be compared and you can be asked to reduce it to a certain level.
5. Legal compliance or 100% compliance with regard to filing of returns, renewal of licences etc can also be a goal of HR
6. Housekeeping: Introduction of any quality standards (like 5S) can be a target
7. Reduction of cost by way of freight charges and service level improvement are targets which can be attributed to logistics.
8. Firewall protection, Information security and reduction in the down time can be taken as target in IT
It is always good if you take a target different from your normal area of operation
16th February 2018 From India, Kannur
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21st February 2018 From India, Durgapur
To add the list,performance evaluation of probationers as well as other categories of employees is another core are which can be taken as a KRA.parameters for performance need to be set,performance to be evaluated on periodical basis, rewards and recognition to be done.
22nd February 2018 From India, Mumbai
I would add to it by suggesting take up targets which help in achieving production targets of your company.
For e.g recruitment-see that recruitment time and costs are kept minimum while trying to recruit competent staff.
Keep ambitious targets for higher training.A better trained employee who is kept motivated is more productive and that helps bottom line.
Think out of the box.
While all jobs of HR are important focus on critical ones while doing the routine ones alongside.
22nd February 2018 From India, Pune
I think you first need to access what the problem the business is facing as far as people issues is concerned & what are your reporting Director's goals.
While setting your goal design it in a way that supports the business either by solving existing problem or by helping the Director in achieving his goal.
You will be adding value to the business only when your are solving their problem or helping them in achieving their goals.It is a very important activity which will built your credibility in the organization.
Try to drill down the actual people issues or challanges faced by org.High attrition or high turnaround time are challenges for HR but its not always the case.Every company is different & so are their growth challenges.As you are working their you know it better than anyone.
I must say you are blessed that your Director is having a Quality background because he will understand the importance of Integrity,adherence to process,long term benefits of adhering to system & you need not to struggle for such issues in your company.And cherry on top is that he is Japanese & Japanese are know for their Values ,ethics & discipline.
Enjoy your journey dear.You are under a good leader.
22nd February 2018 From India, Nagpur
Where are your working now?--Which type of work are you doing?
If interested in HR, there must be some reason.
Need to do self analysis.
There are many courses in HR,think of doing the courses and getting theoretical knowledge and then apply it to real life.
HR work is satisfying job and you can really contribute to the organisation.
Idea is good but you need to do lot of reading about HR and its application in offices.
27th February 2018 From India, Pune
I would suggest, you should also go beyond what you have studied in your B Schools and know what is HR in practice. It will be entirely different from what you have studied in your college. You may not be able to apply any behaviour theories in a company especially in a manufacturing company which has trade unions.
I remember when an intern from a College was sitting in my cabin, a lady worker came to meet me. She had come to request for a salary advance. When asked about the reason for such an advance at that point of time, she narrated he pathetic story, a real life, she stared shedding tears when she shared that her daughter who was given education till her B.Com eloped with her boy friend who is a driver in the city and now she wanted to bring both of them home and solemnize a marriage at least with a very low manner etc etc. The intern was stunned and asked me do this kind of events regularly happen and I said that this is also a core of HR function. Listen to the employees with patience and try to find a solution for their personal worries. This will enable us to make them loyal and engaged in work. It is true that there will not be any documentary evidence for these performance and at the end of the day we will not be there in the list of Good HRs!!, but their blessings will always be with us.
The focus of HR, therefore, should not be on training, performance appraisal and working out strategies. Strategies can be drawn easily because these are available in ready made form. You can have employee engagement plans. But what really makes the employees engaged are two things, monetary benefits, a feeling that the employer will take care of their needs and feeling of security, a feeling that you will continue to get the same. It is not the weekend HR funs and games and giving termination letter on Monday morning.
27th February 2018 From India, Kannur
Consultancy will have targets and that will help one to reach their targets and show their capabilities.
I guess this will be easy to join any MNC with confidence as it is really important and it is easy to achieve targets with your respective clients.
Hope this is correct according to my knowledge and experience.
27th March 2018 From India, Bengaluru
3rd April 2018 From India, Delhi
Apart from the regular HR functions, whatever my friends above mentioned, Human Resource Manager / Executive has a big roll to play, in an organization which is in my view is beyond boundaries:
The responsible HR man has a roll to play on day to day production targets, safe working conditions / safe working inside the shop floor.
Sometimes, what the Production Manager / Line supervisors cannot watch, inside the shop floor, HR mangers can identify continuous improvement areas by making observations on the individual / group behavior inside the shop floor, which the Production Manager / Line supervisors tend to skip on observing, due to production numbers and targets.
I had the chance to observe an operator, because of his is short in stature, ( 5feet and 3 inches, physical conditions) he could not operate particular, feed table as hand straight / horizontal position. He was operating the feed table by standing on a empty paint tin, to avoid his shoulder strain (Ergo dynamics) . The operator was one of the non performer’s list/ not able to achieve daily numbers to feed the next table for day target numbers. Standing on a paint tine, that too for 8 hours is hazardous. We cannot blame the Production personnel also, as they are tend to miss on this human Ergo dynamics line of observation, due to other pressure. Providing a working platform on the request of HR, the worker comes out of non performer list, and the Production People are also happy.
Similarly Oil and Chemicals spillage, in the storage area and the scrap yard, only HR can help them to find out a safe storage by keeping the Oil / chemical container on a secondary container, and educate them the need to, save the ground water pollution.
You may find some of the operations in some factories, the worker may be cleaning small components in so called “thinner” with hands. This is highly dangerous for the individual health, as the thinner easily gets into blood stream. The usage of so called thinner is prohibited in India.
The above functions may be the roll and responsibilities of Safety officer. However the HR Manager, in coordination on environmental and health and safety functions, if considered himself responsible for all human resources.
Lot more to add in this feilds.
30th April 2018 From India, Madras