Please Share How To Start HR Activities & Set Targets For A Company In Energy Sector

Dear All,

I am setting up a new HR department in an Energy Company. The company has asked all the departments to set monthly targets for themselves. Can anybody guide me on targets/activities for the newly established roles of HR Manager and HR Administrator in the department?

Please help....

Thanks & Regards

Hi,

The targets for the HR department can be fixed in the following way:

Creating an Org chart...... set a target date.

Find the positions that need to be filled.......set target dates.

Recruitment targets/ filling the positions................assign a target date to each position.

Joining dates..........set target dates.

Recruitment costs should be kept at a minimum............target amount compared to past recruitments.

Training needs analysis for current employees..............set a target date.

TNA form design, form filling formalities, and other related work....set target dates for each activity.

Training calendar.............

Training and development planner for individuals.............set a target date.

Ensure that every month the trainings have taken place as per the training calendar.

Similarly, for Performance appraisal...various dates, various targets....

Job descriptions, activity planner, competencies, succession planning, policies drafting, and many such activities can be worked upon.

Hope this helps. If you have any further queries, feel free to ask.

Regards,

Archna

Hi,

Good suggestions by Archna, but I strongly feel that since you are setting up a new HR department, this is your chance to not get too bogged down with filling in transactional details. Instead, get a seat at the senior management table for HR and shape the organization's culture, ethos, and outlook through a transformational approach. Be heavily involved in the business, understand the strategic goals of the organization, keep an eye on the long-term vision of the company, and become a strong business partner for the operations and a trusted confidante of the man at the top.

Regards,
Fazl

Dear Jemayi,

I agree with Mr. Siddiqui and appreciate the information posted by Mrs. Archana. Please do something beyond the traditional approach and prove that this generation belongs to young, dynamic, passionate entrepreneurs who can do wonders.

Hope you can apply this proverb to feel the difference: "The only way to discover the limits of the possible is to go beyond them into the impossible" – Arthur C. Clarke.

BEST OF LUCK.

With profound regards

Dear,

You may set the departmental targets in consultation with the unit head or departmental heads, including HR&A targets. You may review these targets on a quarterly basis with the Unit head and HODs, and the focus may be given on required areas.

The most focus required from the HR&A side is Recruitment of manpower (especially operation (shift charge)/project/CHP/Civil), retention, motivation, high attrition rate, Basic infrastructure for employees (canteen, school, colony, medical facility, etc.), and poaching, etc.

These targets may be reviewed at the time of yearly performance appraisal so that there is a focus on individual, team, as well as organizational goal achievements. I hope this is the practice being adopted in power plants.

Thanks & Regards

Keep all the suggestions made by the members in mind. But INNOVATE your own ideas to suit your requirements in your own environment and setup. The general ideas work, but the innovations do wonders. You will notice that all successful people/organizations have done things differently.

Initially work in close coordination with other departments, and later try to take control over the entire operation. Set the weekly and monthly returns, calculate the variances of achievements and the targeted data, and try to ascertain the reasons for the variances. Revise the targets and so on. Designing the weekly/monthly reports is a tricky task, and here lies the key to success.

Dear All,

Really very good suggestions/guidance by Ms. Archana. One can lead on.

Regards,
Dinesh C. Sharma

Dear Jemwayi,

From a Kenyan perspective, prudence and priority lie in looking at statutory requirements, i.e., the Employment Act 2007, OSH Act 2007, and the Employee Relations Act 2007. You should develop HR practices or procedures in line with the above statutes or even better than the statutes.

I believe you also have a strategic plan for the organization that has incorporated the HR strategic pillar. You should extract your objectives and HR projects from the strategic plan. By doing so, you will be able to tailor procedures, for example, on Performance Management, Annual Leave, Training and Development, aligned with both the labor statutes and the strategic plan of the organization.

Juma Mohamed Human Resource Manager Aga Khan Hospital, Mombasa