I am heading the HR department for a conglomerate and in the midst of developing SLA's within the HR and HR to business .
Can anyone give me some pointers to use as SLA"s in the aspects of - Recruitment / C&B / PMS / Training and any other aspect of HR.
From Sri Lanka, Dehiwela
Can anyone give me some pointers to use as SLA"s in the aspects of - Recruitment / C&B / PMS / Training and any other aspect of HR.
From Sri Lanka, Dehiwela
Following pointers may be used.
A) Recruitment: 1)Lead time reduction 2) Cost reduction 3) Clarity of sub processes in on boarding ( based on the evaluation after onboarding) 4) Replacement of consultants with Portals. 5) Availability of 95% of projected manpower at any given point of time.
B) C&B : 1) Clarity of structure 2) Operative -Variable and deferred pay packages 3) workable retention and joining bonus designs 4) Reduction in number of grievances related to pay roll and tax.
C) PMS : 1) Level of bias proofing the evaluation methods, 2) transparency of Goal setting process 3) Review of immediate appraiasers review. 4) Scope for disagreement on KRA 5) Scope for modifcation of goals 5) Extent to which the syetm can be free from recency halo and other effects.
D) Training : 1) Number of hours of learning per person per annum 2) Impact evaluation of learning 3) Skill level improvment in case of OJT 4) Change in the overall skill matrix as a result of the training.
From Singapore, Singapore
29A) Recruitment: 1)Lead time reduction 2) Cost reduction 3) Clarity of sub processes in on boarding ( based on the evaluation after onboarding) 4) Replacement of consultants with Portals. 5) Availability of 95% of projected manpower at any given point of time.
B) C&B : 1) Clarity of structure 2) Operative -Variable and deferred pay packages 3) workable retention and joining bonus designs 4) Reduction in number of grievances related to pay roll and tax.
C) PMS : 1) Level of bias proofing the evaluation methods, 2) transparency of Goal setting process 3) Review of immediate appraiasers review. 4) Scope for disagreement on KRA 5) Scope for modifcation of goals 5) Extent to which the syetm can be free from recency halo and other effects.
D) Training : 1) Number of hours of learning per person per annum 2) Impact evaluation of learning 3) Skill level improvment in case of OJT 4) Change in the overall skill matrix as a result of the training.
From Singapore, Singapore
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