Nazimul Islam

a. Training & Development

Designed, developed and delivered employee training and development programs as per the Training Need Analysis (TNI), skill gap analysis.
Implemented the Kirkpatrick Model for training evaluation.
Conducted regular needs assessments to identify skill gaps and training requirements across various departments.
Designed assessment processes and tools for identification of Hi-Potential (9 grid box) talent at senior and mid-levels along with Key Business Stakeholders, provide support/guidance to Hi-Potential (Hi-Pot) employees on their identified areas of development(assessment centre)
Led the organizational Succession Planning for the critical positions to support growth and sustain the organization's internal intellectual capital in an environment of constant, and rapid change.
Work closely with department heads and HR to design targeted learning interventions based on identified needs.

b. Performance Management
Standardized the Job Descriptions, collected from 80 departments and uploaded to Darwinbox
Established KRA/KPI-based performance evaluation and managed and drove the performance management Processes (Goal- setting, Annual Assessment on Darwinbox, and Performance Improvement Plan), that align with business objectives.
Planning Compensation & Benefits and employee retention strategies as per grade structure.
Supported recruitment team to conduct regular psychometric tests for interviewers and analyze personality traits for new joiners.
Designed Career progression Plan and Performance Improvement Plan.

c. Organizational Development
Developed HR integration plans, including Organizational structure(MS Visio), Charts, Grade, Manpower Analysis.
Supported the technology team to drive initiatives related to Digital HR Transformation across the organization.
Conducted regular Exit interview and Trend analysis and upgrade the policy accordingly.
Established Buddy Program and 60-, 60 and 90 days feedback for new joiners.
Establish a rhythm of publishing HR Analytics (trends/patterns/analysis) by using tools such as Power BI and MS Excel for the benefit of key stakeholders to drive productive outcomes.

 Payroll Processing on ERP, Statutory Compliances, IR and Grievance handling
 Manpower Planning and validation of manpower requirement and phasing of requirement. CV short listing, Interview Conduction.
 Driving Performance Management System through contribution assessment, KRA setting and rigorous quarterly review
 Setting normal Bell Curve and percentage at the beginning of review and final declaration PMS results with actual Bell Curve
 Organize Learning and Development; arrange L&D as per Training Calendar. Training Need Assessment and ROI calculation
Recipient of following award:
 Awarded “HR Excellence Award” in 2017; Rashmi Group

 Initiated various Employee Engagement; Internal Job Posting, Long Service award
 Took various Disciplinary Actions towards absenteeism and other labor misconduct and successfully reduced the same
 Developing and maintaining HR MIS reports which involve processing daily attendance, updating leave records, permission slips
 Ensuring adherence to the Statutory Compliances. Salary and Benefits, PF, ESIC, P.Tax, Labour Welfare, Shop and Establishment
 PMS monitoring; 360 Degree and. 720 Degree feedback evolution. Confirmation, Promotion, Increment and Succession Plan
Recipient of following awards:
 Awarded “HR of the year”, 2012; PAN India
 Awarded for ‘HR Compliance Free Zone’ in 52 offices, WB