Anshima خاري

In charge of all aspects of HR management like HR Planning, Recruitment, Talent Management and Performance Appraisals, Employee Engagement, Grievances, Compensation & Benefits, Legal Compliances and Organizational Development

• Manpower Planning- In charge of creation of promotion eligibility lists based on current promotion policy by calculation of marks for various parameters, succession planning, manpower analysis by superannuation profiling, job rotation trends, relocation data, separation data analysis

• Organizational Management and Personnel Administration- Responsible for creation of organizational units and positions in SAP, running of actions like Hiring/Transfer/Promotion/Separation/Deputation and configuration of different rules pertaining to different employee groups in SAP in accordance with company policies, maintaining employee vendor for payments, facilitating maintenance and constant updating of employee data (personal, career history, work schedule, employee nominations etc)

• HR Analytics & Dashboards- Responsible for preparation of periodic reports and analysis of the available data / trends for gap analysis/streamlining of existing business processes for top management, involved in creation and validation of HR Dashboards (using Qlikview software), continual auditing of HR data

• Leave management- Functional owner of the Leave Management HR sub-module for the entire corporation, looking after quarterly and annual leave credits, leave encashment, leave rules, preparation of leave statements, holiday calendar updation, change in employee work patterns, substitutions, overtime and calculation of deduction for bonus payouts on account of Leave without Pay and other leave types

• Training & Development- Independent handling of the Training & Events Management sub-module for the entire corporation, acting as SAP faculty for end users and system administrators, management of the entire training database from training needs identification and preparation of training calendar to conduction of training program and evaluation

• Organizational Development- Key ownership in initiatives like HCM Organization Restructuring, implementation of SAP payroll, launching ESS (Employee Self Service), Role based authorizations (automation of role attachment based on position) and Change Management workshops

• Employee grievance handling- Responsible for resolution of end-user issues centrally through SAP Solution Manager, handling of IR issues like unauthorized absence, fraudulent leave encashment, benefits during leave without pay, etc

Facilitated the designing of a Retention Management Tool by analyzing trends and devising an action-plan for effective talent management based on findings.

Designed corrective guidance initiatives and grievance resolution matrix Involved identification of risk triggers, development of a Team Attrition Risk tracker, analysis of risk tracker data from supervisors and intervention steps at various levels to retain high potential employees

Analyzed the Employee Engagement scores and recommended interventions to increase Employee Engagement

Involved internal data analysis based on engagement scores, industry benchmarking for best engagement practices (Monsanto, Cairn Energy, FedEx, Marico, Nestle) and recommendations to increase the level of Employee Engagement

Designed an Objective Fitment Framework used by the Recruitment team and revamped the Benefits package offered to a Lateral Hire.

Analyzed benefits trends, prevailing industry practices to provide the suitable joining/relocation benefits to employees at the least cost to the Corporation

Involved analyzing the current Fitment grids and exception handling mechanism, and designing an Objective Fitment Framework to maintain a balance between external competitiveness and internal parity, devising an Approval Authority Matrix for tightening the approvals handled for fitment of candidates with Niche Skills, and revamping the Joining/Relocation benefits offered to a lateral hire as per industry standards

Designed a comprehensive competency-based Recruitment Module for Sales Officers

Involved identification of requisite competencies in collaboration with line managers, streamlining of a recruitment process, drafting of case studies for competency based group discussions, and drafting of competency based interview guide, along with respective evaluation grids

Analyzed the current Training Evaluation Scheme to recommend process improvements for increasing the Effectiveness of Training Evaluation in Tata Steel. Supported the HR Manager in the strategic Training and Development planning

Studied the Performance Management System and analyzed Exit Interviews for talent management