Annexure - 2

Key Performance Indicators

Target 2009
Sr.

Value
Driver

Action plans

Key Performance Indicator

Unit of measure
1. % of Recruitments closed within target Dateline

Target Dates

UPPER

LOWER

80%

70%

Upper

Lower

Review
Frequency
6 monthly

Recruitment Lead time (Days) -

Attract Talent

Streamline Recruitment process with clear roles and

specific Time frames to close each vacant position. e- Average decline in Recruitment Lead
recruitment tools, New Placement consultants, build time
Internal HR database

Band - A & Below = 30

Band - A & Below = 45

Hay-14 - 16 = 45

Hay-14 - 16 = 60

Hay 17 & above = 60

Hay 17 & above = 75

Quarterly

2. Average Recruitment lead time to close positions

3. Satisfaction level of HODs (mesured through Annual Dipstick

survey)

Pre-placement ppts at identified engineering campuses

for GET Recruitment, using success stories. Improve
external perception of Lafarge as a Preferred
employer. Create a strong Employer Branding for
Lafarge through Guest lectures, sponsorship, articles,
advertistments

Campus visit & Presentations for GET

Recruitment, & Improved visibility of
Lafarge through guest lectures,
Advertisement, posting etc.

80%

70%

Annual Survey

1. No. of Campuses visited

End of project

2. No. of GETs/MTs recruited from the campus

Annual

3. No. of Initiatives taken to improve visibility, Employer branding & reduce Recruitment cost
15-Mar

3.a. Introduction of e-recruitment

Develop Talent

3.c. Decline in Recruitment cost

Competency Mapping for roles (Hay-14 & above) in

Sales, Marketing, Manufacturing & HR function

IDPs for 'Fully Achieved' & above

Positions Covered in specified functions within Time datelines
based on Competency mapping &
comparison - Linkage to Training plan
No. of Training programs & participants
Annual Training Index
covered

IDPs for Excom & OHR HiPOs

Emergence of 3-yr Career plans

No. of IDPs

Develop the concept for Assessment centre

Approval of the Concept

Date of completion & Present to Excom for clearnence

Cross functional Projects

Identification of Projects (based on

organizational process improvement
needs) & timely completion

No. of identified Projects & date of completion

Special Project to improve employee morale and

increase the sensne of belongingness - Building Lafarge Implementation of 'House Concept'
as a preferred employer for attracting & retaining talents

Career Growth & Internal career movements

Career Interviews based on IDPs &

career moves for performing officers

60%

40%

100%

90%

100%

90%

No. of projects = 10

No. of projects = 8

90%

801%

Retain Talent

Bi-monthly

Quarterly
15-Oct

15-Nov

1. HIPO - 75%

1. HIPO - 65%

2. Others = 35%

2. Others = 30%

Sustenance of existing R & R schemes

Number of sustained schemes

Implementation of New schemes

Number of New schemes

50 diads

40 diads

Bring up the compensation pacakges of performing

officers ('Fully achieved' & above) at per with the
Market for motivation & Retention

Increased Market competetiveness

% of officers' salary brought to Market Median level

45%

40%

Decline in Internal C&B equity gaps

Reduced GAP

25%

30%

Introduce more value-added benefits for officers

Introduction of Employee friendly Policy No. of Policy & date of Impelmentation

30-Oct

Date of Completion =
As per pre-contracts
30-Nov

Annual
Quarterly Excom
meetings
Annual
Annual

% of career Interviews & career movements

Continuing focus on developing Coaching

Increase in no. of Coach-coachee Relationship
culture

15-Oct

Annual

1. Date of Implementation
2. Employee satisfaction level (measured through Annual Dipstick
survey)

30-Sep

Reward & Recognition initiatives

Cascading the Coaching Culture

31-Mar
Quarterly

3.b. No. of Guest lectures delivered at identified Bus schools

Annual

Quarterly

Annual

Quarterly

15-Dec

31-Dec

Quarterly

Annual

HIPO Retention rate

Annual HIPO Retention %

Attrition rate (for Performing officers)

Annual Normal Attrition rate

Improved team work

Date of Implementation

Inter-dept process effectiveness

Random Dipstick survey

Preparation of 'Action plans'

Date of of finalization of Action plan

Level of Employee Satisfaction

Agreement index in next survey

15-Aug

90%

85%

<6.5%

<7.0%

31-Aug

Annual

Quarterly

Retain the identified HIPOs & performing officers

Worl
d
Enhance productivity & efficiency
class
Safe

Sense of belongingness & Pride

Implementation of 'House Concept' to initiate pride &

belongingness

Development & implementation of action plans, based

on feedback received from Group Emp survey

Implementation of the HR Intranet - Platform for regular

Go-LIVE of the Intranet
communication & feedback
Excom visits
Cascade business priorities & have regular interaction toSkip level meetings
receive employee feedback & concerns, including Sales
groups during market visits
Management Day celebration

Complete Long term settlement at JCP/SCP

Implement Job Class KPIs for non-officers

80%

No. of skip level meetings

30-Jun

Annual

31-Jul

31-Aug

Quarterly

15-May

31-May

75%

80%

Annual

Annual

75%

Go LIVE date & regular updation

No. of on-site visits at each location

Quarterly
15-Jun

Annual

4 (once in each qtr)

Annual

7 batches, 70 officers

6 batches, 60 officers

Quarterly

Management Day celebration for officers in H-14 & above

31-Oct

30-Nov

Annual

Lafarge Anthem

Development of Lafarge Anthem

15-Mar

30-Mar

Annual

Roll out of LTS around CMA terms

LTS Sign-off date

30-Apr

31-May

Annual

Date of completion

30-Nov

31-Dec

Annual

Annual Appraisal System

% of population covered

90%

80%

Annual

Implement Multiskill scheme at all the 3 plants

Implementation of Multiskill

Date of Implementation

31-Aug

31-Sep

Annual

Pilot Rehabilitation program for future Manpower

rationalisation

Unit-wise implementation of Pilots

Date of Implementation

30-Nov

31-Dec

Annual

Date of completion & approval of the plan

30-Sep

31-Oct

Annual

Dec

Dec

Quarterly

Preparation of Ideal organization Plan (Phase-I) for

Approved Ideal organization Plan
implememntation in 2007
Continuous focus on Behavioral approach to Safety & Zero fatality & Reduced AFR (Accident
Frequency Rate)
reduce LTI

Accident Frequency Rate

20% less against 2008

Page - 1