I am heading the HR department for a conglomerate and in the midst of developing SLAs within the HR and HR to business. Can anyone give me some pointers to use as SLAs in the aspects of - Recruitment, C&B, PMS, Training, and any other aspect of HR.
From Sri Lanka, Dehiwela
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From Sri Lanka, Dehiwela
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Following pointers may be used.
A) Recruitment:
1) Lead time reduction
2) Cost reduction
3) Clarity of sub-processes in onboarding (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 the number of grievances related to payroll and tax
C) PMS:
1) Level of bias-proofing the evaluation methods
2) Transparency of goal-setting process
3) Review of immediate appraiser's review
4) Scope for disagreement on KRA
5) Scope for modification of goals
6) Extent to which the system 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 improvement in the case of OJT
4) Change in the overall skill matrix as a result of the training
From Singapore, Singapore
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31A) Recruitment:
1) Lead time reduction
2) Cost reduction
3) Clarity of sub-processes in onboarding (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 the number of grievances related to payroll and tax
C) PMS:
1) Level of bias-proofing the evaluation methods
2) Transparency of goal-setting process
3) Review of immediate appraiser's review
4) Scope for disagreement on KRA
5) Scope for modification of goals
6) Extent to which the system 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 improvement in the case of OJT
4) Change in the overall skill matrix as a result of the training
From Singapore, Singapore
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