Annexure - 2

Lafarge India Private Limited : OIOA 25 million €

Key Performance Indicators : 2006 - Sr. VP - HR

Target 2006 Target Dates

Value Review
Sr. Driver Action plans Key Performance Indicator Unit of measure UPPER LOWER Upper Lower Frequency
6 monthly
1. % of Recruitments closed within target Dateline 80% 70%
Recruitment Lead time (Days) -
Streamline Recruitment process with clear roles and Band - A & Below = 30 Band - A & Below = 45
specific Time frames to close each vacant position. e- Average decline in Recruitment Lead 2. Average Recruitment lead time to close positions Quarterly
recruitment tools, New Placement consultants, time Hay-14 - 16 = 45 Hay-14 - 16 = 60
build Internal HR database
Hay 17 & above = 60 Hay 17 & above = 75
Attract Talent

3. Satisfaction level of HODs (mesured through Annual Dipstick

1 80% 70% Annual Survey
survey)
1. No. of Campuses visited 6 4 End of project
Pre-placement ppts at identified engineering campuses 2. No. of GETs/MTs recruited from the campus 6 6 Annual
for GET Recruitment, using success stories. Improve Campus visit & Presentations for GET
external perception of Lafarge as a Preferred Recruitment, & Improved visibility of 3. No. of Initiatives taken to improve visibility, Employer branding & reduce Recruitment cost
employer. Create a strong Employer Branding for Lafarge through guest lectures,
3.a. Introduction of e-recruitment 15-Mar 31-Mar
Lafarge through Guest lectures, sponsorship, articles, Advertisement, posting etc. Quarterly
advertistments 3.b. No. of Guest lectures delivered at identified Bus schools 5 4
3.c. Decline in Recruitment cost 60% 40%

IDPs for 'Fully Achieved' & above

Positions Covered in specified functions within Time datelines
based on Competency mapping & 100% 90% 30-Sep 15-Oct Bi-monthly
Competency Mapping for roles (Hay-14 & above) in comparison - Linkage to Training plan
Sales, Marketing, Manufacturing & HR function
No. of Training programs & participants
Annual Training Index Annual
covered
Develop Talent

IDPs for Excom & OHR HiPOs Emergence of 3-yr Career plans No. of IDPs 100% 90% Quarterly

2 Develop the concept for Assessment centre Approval of the Concept Date of completion & Present to Excom for clearnence 15-Oct 30-Oct Annual

Identification of Projects (based on

Date of Completion = Quarterly Excom
Cross functional Projects organizational process improvement No. of identified Projects & date of completion No. of projects = 10 No. of projects = 8
As per pre-contracts meetings
needs) & timely completion

Special Project to improve employee morale and 1. Date of Implementation 15-Nov 30-Nov Annual
increase the sensne of belongingness - Building
Implementation of 'House Concept'
Lafarge as a preferred employer for attracting & 2. Employee satisfaction level (measured through Annual Dipstick
retaining talents 90% 801% Annual
survey)
1. HIPO - 75% 1. HIPO - 65%
Career Interviews based on IDPs &
Career Growth & Internal career movements % of career Interviews & career movements Annual Quarterly
career moves for performing officers
2. Others = 35% 2. Others = 30%

Sustenance of existing R & R schemes Number of sustained schemes 8 6

Reward & Recognition initiatives Annual Quarterly
Implementation of New schemes Number of New schemes 4 2
Retain Talent

Continuing focus on developing

Cascading the Coaching Culture Increase in no. of Coach-coachee Relationship 50 diads 40 diads 15-Dec 31-Dec Quarterly
3 Coaching culture
Bring up the compensation pacakges of performing Increased Market competetiveness % of officers' salary brought to Market Median level 45% 40%
officers ('Fully achieved' & above) at per with the Annual
Decline in Internal C&B equity gaps
Market for motivation & Retention Reduced GAP 25% 30%

No. of Policy & date of Impelmentation

Introduce more value-added benefits for officers Introduction of Employee friendly Policy 1 15-Aug 31-Aug Annual

HIPO Retention rate Annual HIPO Retention % 90% 85% Quarterly

Retain the identified HIPOs & performing officers
Attrition rate (for Performing officers) Annual Normal Attrition rate <6.5% <7.0% Quarterly

Implementation of 'House Concept' to initiate pride & Improved team work Date of Implementation 15-Jun 30-Jun Annual
belongingness
Sense of belongingness & Pride

Inter-dept process effectiveness Random Dipstick survey 80% 75% Annual

Preparation of 'Action plans' Date of of finalization of Action plan 31-Jul 31-Aug Quarterly
Development & implementation of action plans, based
on feedback received from Group Emp survey
Level of Employee Satisfaction Agreement index in next survey 80% 75% Annual

4 Implementation of the HR Intranet - Platform for

Go-LIVE of the Intranet Go LIVE date & regular updation 15-May 31-May Annual
regular communication & feedback
No. of on-site visits at each location
Excom visits 4 (once in each qtr) 2 Annual
Cascade business priorities & have regular interaction Skip level meetings No. of skip level meetings 7 batches, 70 officers 6 batches, 60 officers Quarterly
to receive employee feedback & concerns, including
Sales groups during market visits Management Day celebration Management Day celebration for officers in H-14 & above 31-Oct 30-Nov Annual

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 Sense of belongingness & Pride
Annexure - 2

Lafarge India Private Limited : OIOA 25 million €

4
Key Performance Indicators : 2006 - Sr. VP - HR

Cascade business priorities & have regular interaction Target 2006 Target Dates
Value to receive employee feedback & concerns, including Review
Sr. Driver Sales groups during market
Action visits
plans Key Performance Indicator Unit of measure UPPER LOWER Upper Lower Frequency
Lafarge Anthem Development of Lafarge Anthem 15-Mar 30-Mar Annual
Complete Long term settlement at JCP/SCP Roll out of LTS around CMA terms LTS Sign-off date 30-Apr 31-May Annual
Enhance productivity &

Date of completion 30-Nov 31-Dec Annual

Implement Job Class KPIs for non-officers Annual Appraisal System
% of population covered 90% 80% Annual
efficiency

5 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

Unit-wise implementation of Pilots Date of Implementation 30-Nov 31-Dec Annual
rationalisation

Preparation of Ideal organization Plan (Phase-I) for

Approved Ideal organization Plan Date of completion & approval of the plan 30-Sep 31-Oct Annual
implememntation in 2007
Safety
World
class

Continuous focus on Behavioral approach to Safety Zero fatality & Reduced AFR (Accident
6 Accident Frequency Rate 20% less against 2005 Dec Dec Quarterly
& reduce LTI Frequency Rate)

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