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Corporate Resources

ROLE PROFILE STATEMENT


ROLE SUMMARY

Job Holder Name: P.N. Rao Designation: Assistant General


Manager

Function: Head, PMS, Compensation and Benefits Reports to: Director, Corporate
Resources

Managing Director

Director, Corporate
Resources

PMS, Compensation &


Benefits

1 Preliminary and Tentative


For discussion purposes only
ROLE PURPOSE

To understand, and implement the new Performance Management System based on the
principles of Balanced Scorecard, and ensure its timely and effective rollout, and develop and
implement the overall compensation and benefits strategy across the organisation

SPAN OF CONTROL

Supervision: (Positions reporting 1


directly to the incumbent)

JOB DESCRIPTION
KEY ACCOUNTABILITIES

1. Understanding key strategic initiatives that are being rolled out at ISPAT and implications
for employees in order to ensure effectiveness
2. Develop a comprehensive understanding of the new Performance Management System and
the steps in the performance appraisal process
3. Develop a comprehensive understanding of the Balanced Scorecards for all Divisions and
Departments across the organisation
4. Develop an understanding of linkages between the Balanced Scorecard and the Performance
Management System
5. Define an action plan and suitable timeframe for rollout for the new Performance
Management system
6. Identify communication forums and initiatives in order to enhance the awareness of
employees about the new system
7. Co-ordinate with function heads on a continuous basis to ensure that target setting happens
on a timely basis and is comprehensive and based on ISPAT’s business plans
8. Monitor compliance to stated performance appraisal process and highlight outliers and cases
of non-compliance for appropriate action
9. Assist functions in defining stretch targets for their respective areas
10. Collate performance appraisal reports and analyse implications on individual performance
11. Develop linkage between individual performance the variable pay system that is prevalent in
the organisation
12. Develop a compensation strategy including compensation structure, payout levels, timings
and the weightages accorded to different factors on the payout level
13. Liaison with external compensation survey specialists in order to benchmark compensation
levels for different grades and functions across ISPAT
14. Develop an appropriate recognition policy that is uniformly applicable across operations
functions at Dolvi and Kalmeshwar and recognises significant and outstanding contribution
15. Implement the PMS throughout the organisation and ensure its linkage with the other HR
systems such as performance rewards and career progression

2 Preliminary and Tentative


For discussion purposes only
Interactions:

Interaction Internal / Nature of Interaction /


with External example Reason
External External Communication/Co- Understanding the BSC and PMS
Consultants ordination systems developed
Division/Depart Internal Communication To give clarifications on the new
ment Heads PMS/BSC and also to co-ordinate
the implementation

KEY RESULT AREAS

Action Areas Measures Targets


HRD&GS costs per tonne of Optimize overhead and
output administrative expenses and ensure
effective manpower planning
Scores of the Employee Conduct employee satisfaction
satisfaction survey surveys and work on the areas of
improvement
Completion within timelines Obtain competitor information on
of the benchmarking reports compensation through compensation
surveys
Scores on effectiveness of Design appropriate rewards &
rewards and incentives in the incentives scheme to boost
employee satisfaction survey employee productivity
Completion of innovation Formalize suggestion schemes
initiatives within timelines [Collect and collate ideas from
various levels of employees and
ensure follow-up and
implementation of actionable ideas]
Completion of innovation Introduce recognition schemes to
initiatives within timelines drive innovation in the organization

Scores for communication Formalize inter departmental


effectiveness in the Employee communication forums
satisfaction survey
Number of employees at the Facilitate awareness generation at
shop floor covered in the the shop-floor for costs
awareness workshops
Completion of the training as Prepare training calendar identify
per the training schedule and conduct training needs from the
Performance Appraisal Forms

3 Preliminary and Tentative


For discussion purposes only
Completion of the training as Facilitate internal/ external trainings
per the training schedule to support all change initiatives

Completion of the feedback Facilitate provision of regular and


report on performance within accurate feedback to employees on
timelines their performance
Completion of the feedback Drive effective implementation of
report on performance within the PMS initiative in the
timelines organization
Completion of the feedback Establish clear linkages of
report on performance within performance with other HR systems
timelines like rewards, training, career
progression etc

JOB SPECIFICATIONS

(Minimum educational requirement, special skills & knowledge and any other requirements
needed for the satisfactory performance of the job)

1. Qualification
MBA with Specialisation in HR

2. Special Skills & Knowledge:


1. Knowledge of implementation of PMS in an organization
2. Compensation design in a manufacturing firm context.
3. Key Competencies:

− Planning and Organising

− Communication

− Building People Capability

Reviewed by: Director Corporate Resources Signature:


Date last reviewed :

4 Preliminary and Tentative


For discussion purposes only

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