GRASIM INDUSTRIES LIMITED ( ADITYA BIRLA GROUP) Looking For DH -Human Resources _ Harihar at Harihar, Karnataka, Full Time

To plan, Implement and review HR policies and monitor People Development activities for promoting competence and motivation in employees and thereby achieving higher levels of productivity, efficiency and healthy work practices leading to better organizational culture. Plan and organize competent manpower for timely operations.

Job Context & Major Challenges

Harihar Polyfibers Unit was set up in 1972 for manufacturing dissolving grade Pulp by pre-hydrolysis sulphate process using eucalyptus as raw material. Initially, the plant capacity was 100 TPD and it was gradually increased to 205 TPD) Grasilene Unit was set up in 1977 for manufacturing Viscose Staple Fibre (HWM). Initially, the plant capacity was 12 TPD and it was gradually increased to 115 TPD.

Handling multiple Union, Manpower Planning, Handling labour unrest, Competency mapping Workmen, Safety & Security of employee, Reduction of overtime & Absenteeism, Improve relationship with union and Management. Motivate & Identify surplus employees to opt for voluntary retirement, Redeployment wherever necessary. Long Term Wage settlement & Bonus settlement & its implementation at both units.

Major Challenges

• Timely recruitment of staff as per the organisational needs
• To Promote learning culture across the organization, e-learning etc.
• People motivation through performance & reward management.
• People development for sustainable high performance of the unit.
• To create a benchmark standards in organizational health.
• To play a role as strategist and make HRD Department as people friendly department to translate business strategy.al needs

To promote learning culture across the organisation, e-learning etc.

People motivation through Performance & Reward Management.

People development for sustainable high performance of the unit.

To create a benchmark standards in organisational health.

To play a role as strategist and make HRD Department as people friendly department to

translate business strategy.

Key Result Areas

KRA (Accountabilities) (Max 1325 Characters)Supporting Actions (Max 1325 Characters)

KRA1 Developing competencies of employees through training and development. – Identification of training needs

• Preparation of training calendar
• Organizing training program

(behavioral / functional)

• Preparing study materials
• Making competency chart

KRA10 Promotion of learning culture across the organization. Propagating e-learning

Arranging regular knowledge integration meet.

Deputation to external training programmes.

Monthly management newsletter.

KRA2 Ensures proper Selection, Recruitment, Induction and Placement of candidates by establishing standards and procedures. – Maintaining data bank/Campus

interview

• Identify the recruitment strategy
• Scrutinizing the applications
• Interview call/conducting the test
• Background investigation
• Medical check up
• Offer Process/Joining formalities
• Induction Programme
• Mentoring

KRA3 Effective Performance Appraisal and Measurement Systems to bring performance based culture in the organization. – Floating the Appraisal System

• Socializing the system
• Target Setting
• Facilitate the process
• Collecting
• Compiling
• Benefits design
• Implementation and Communication

KRA4 To ensure and implement various HR Policies, activities and Programmes as per Corporate guidelines and sharing the same down the line. – Closely working with Functional Head

• ABMCL Circulars commn. to all
• Intervention at Strategic level &

operating level

• Liaison with other functions
• Through various HR Commn. means
• House Magazine

KRA5 To improve Organisational Health ratings in all variables of both the units. – Motivating task force members

• Training on the variables
• Periodic evaluation & feedback
• Dipstick study
• Monitoring action plan

KRA6 To develop and sustain healthy relationship with Management Consultants,Government Agencies Neighbouring Industries and organization. To keep communication channel open and active with all the agencies to ensure their c

ooperation at the right time and at all times.

To make periodical visits to important agencies to meet respective Head of the Depart

ments and to appraise them the requirements of the industry.

KRA7 To develop the mechanism and processes for identifying high potential employees and creating and implementing effective developmental experiences to further their capability to be successful in future key roles Restructuring the job

Reducing layers

Job rotation

Cross functional exposure

Identify the developmental needs

KRA8 Take care of establishment work effectively and efficiently in the organization from recruitment to retirement of Staff and handling Security Establishment. Maintaining of staff files.

Issuing notice of retirement, declaration of probationary period, and confirmations.

Implementation of scholarships scheme of the unit.

Issue of Service and Salary certificate.

KRA9 To ensure flow of Management Information System to the Corporate HR and providing HR related information as and when required by Corporate and Business Cell To maintain employee data

Updating the record

Closely working with Time Office

Monthly Statistics

Monthly Training records