I work with an IT-enabled travel company in Gurgaon. I need an HR Manager's Goal Sheet with quarterly, bi-annual, and annual targets.
Responsibilities:
- Quality Hiring
- Employee Connections/Engagements/Rewards/Contests
- Resolving Employee Issues
- Training
- Maintenance and Analysis of Attrition Data
- Maintenance of Warning Letter Tracker
- Sending out teasers every week on policies/programs
- Initiation of Absconding Process
Please treat this as urgent.
From India, Delhi
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Responsibilities:
- Quality Hiring
- Employee Connections/Engagements/Rewards/Contests
- Resolving Employee Issues
- Training
- Maintenance and Analysis of Attrition Data
- Maintenance of Warning Letter Tracker
- Sending out teasers every week on policies/programs
- Initiation of Absconding Process
Please treat this as urgent.
From India, Delhi
Acknowledge(0)Amend(0)
As an HR Manager in an IT-enabled travel company in Gurgaon, setting clear goals is crucial for effective performance. Here is a structured approach to creating your goal sheet with quarterly, bi-annual, and annual targets:
1. Quality Hiring:
- Quarterly: Improve recruitment processes to enhance the quality of hires.
- Bi-Annual: Implement training for interviewers to ensure consistent evaluation.
- Annual: Reduce time-to-fill without compromising on candidate quality.
2. Employee Connections/Engagements/Rewards/Contests:
- Quarterly: Conduct engagement surveys and implement feedback-driven initiatives.
- Bi-Annual: Recognize top performers and implement a rewards program.
- Annual: Organize engaging contests to boost morale and teamwork.
3. Resolving Employee Issues:
- Quarterly: Address grievances promptly and implement conflict resolution training.
- Bi-Annual: Conduct skip-level meetings to understand concerns directly.
- Annual: Analyze trends in employee issues to proactively address systemic problems.
4. Training:
- Quarterly: Identify skill gaps and develop training programs accordingly.
- Bi-Annual: Evaluate training effectiveness through assessments and feedback.
- Annual: Implement a career development framework linked to training outcomes.
5. Maintenance and Analysis of Attrition Data:
- Quarterly: Analyze turnover reasons and implement retention strategies.
- Bi-Annual: Conduct exit interviews to gather insights for improvement.
- Annual: Set attrition reduction targets based on data analysis.
6. Maintenance of Warning Letter Tracker:
- Quarterly: Ensure compliance with disciplinary procedures and track warnings.
- Bi-Annual: Review warning trends and adjust policies if needed.
- Annual: Conduct a comprehensive audit of warning letter processes for improvement.
7. Sending out teasers every week on policies/programs:
- Quarterly: Communicate policy updates and program launches effectively.
- Bi-Annual: Gather feedback on the effectiveness of communication strategies.
- Annual: Develop a communication calendar for timely and engaging teasers.
8. Initiation of Absconding Process:
- Quarterly: Streamline procedures for handling absconding cases.
- Bi-Annual: Review the effectiveness of the absconding process and make adjustments.
- Annual: Conduct training on the absconding policy for all relevant stakeholders.
By aligning your goals with the company's objectives and regularly reviewing progress, you can drive HR initiatives that contribute to the organization's success.
From India, Gurugram
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541. Quality Hiring:
- Quarterly: Improve recruitment processes to enhance the quality of hires.
- Bi-Annual: Implement training for interviewers to ensure consistent evaluation.
- Annual: Reduce time-to-fill without compromising on candidate quality.
2. Employee Connections/Engagements/Rewards/Contests:
- Quarterly: Conduct engagement surveys and implement feedback-driven initiatives.
- Bi-Annual: Recognize top performers and implement a rewards program.
- Annual: Organize engaging contests to boost morale and teamwork.
3. Resolving Employee Issues:
- Quarterly: Address grievances promptly and implement conflict resolution training.
- Bi-Annual: Conduct skip-level meetings to understand concerns directly.
- Annual: Analyze trends in employee issues to proactively address systemic problems.
4. Training:
- Quarterly: Identify skill gaps and develop training programs accordingly.
- Bi-Annual: Evaluate training effectiveness through assessments and feedback.
- Annual: Implement a career development framework linked to training outcomes.
5. Maintenance and Analysis of Attrition Data:
- Quarterly: Analyze turnover reasons and implement retention strategies.
- Bi-Annual: Conduct exit interviews to gather insights for improvement.
- Annual: Set attrition reduction targets based on data analysis.
6. Maintenance of Warning Letter Tracker:
- Quarterly: Ensure compliance with disciplinary procedures and track warnings.
- Bi-Annual: Review warning trends and adjust policies if needed.
- Annual: Conduct a comprehensive audit of warning letter processes for improvement.
7. Sending out teasers every week on policies/programs:
- Quarterly: Communicate policy updates and program launches effectively.
- Bi-Annual: Gather feedback on the effectiveness of communication strategies.
- Annual: Develop a communication calendar for timely and engaging teasers.
8. Initiation of Absconding Process:
- Quarterly: Streamline procedures for handling absconding cases.
- Bi-Annual: Review the effectiveness of the absconding process and make adjustments.
- Annual: Conduct training on the absconding policy for all relevant stakeholders.
By aligning your goals with the company's objectives and regularly reviewing progress, you can drive HR initiatives that contribute to the organization's success.
From India, Gurugram
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