Rigorous HR
G.P.Rastogi
KPMG

SMART Objectives
• Quantitative and Time bound objectives
– Cost Per Hire
• Various channels optimization
– Offer to Join Ratio
• Analysis
– Employee Satisfaction Index
– Attrition
• Fast Trackers
– Competency Building Targets
– SLAs

Recruitment - Best Practices
• Competency based recruitment
– Forms, interview panels, Competency
Frameworks and levels
• Single HR Point of Contact for a
vertical
• Monitoring of MRF Nos in weekly
Delivery meetings

Performance Appraisal – Best
Practices
• KRAs to be defined within 15 days of an
employee joining the organization.
• KRAs to addup to a quantitative score.
• Mid-term appraisal a must.
• Training to appraise and appraiser before hand.
• Vertical and Organizational level Normalization.
• FAD : Feedback after Appraisal for every
Supervisor to be collated by HR and discussed.
• Informal 360 Degree feedback segregated by
scores of subordinates, peers and seniors.

Compensation – Best Practices
• 3 scales for each level
– Fast Track, Average, Laggard
• Based on Industry Compensation
Surveys
• Performance Appraisal only time for
salary correction / raises
• UCL / LCL for each role for
recruitment / promotion
• Special allowance for a critical skill

Individual Recognition – A
Critical Parameter
• Social Recognition of an Individual
Performer
– In Open House, Photograph on Intranet
• Loyalty Points for sharing knowledge,
code on Portals, taking trainings
redeemable against gifts
• Make the Corporate Portal a repository
of hands on learning using above.
• On the Spot Awards – Dinner for Two

Critical Communication
• Open Houses on Company Performance
– Publishing MoM of Open House with Actions
taken on corporate Portal.
• Relevant Certificates reimbursements
• Half Fee for Higher Education with tie-ups
• Awareness of Rewards and other HR Policies
through HR Portal Quizzes sometimes with
some carrots.
• Senior Management’s informal lunch on a
weekly basis with staff on a regular basis.
• Sharing with Employees analysis and action
taken on Employee Satisfaction Survey.

Other Best Practices
• Mentoring
• Manpower Projection rolled-up from
project / competency level upwards to
organization level with attrition
• Train the Trainer
• Clear Career Paths
• Succession Planning
• Motivational Speeches by Eminent Guest

Process Oriented &
Continuously improving HR
Quarterly
Benchmark
Targets
internally Define various
Implement processes through
changes across process models &
Integrated industry best
the organization
Competencies practices
Realign Training
with changing Learning Portal Improve the
industry needs processes / setup
(WBTs) Empowered
Independent Audit workgroups to sort out
& Review of HR issues
Group

G.P.Rastogi
Associate Director, KPMG
Mobile : 98108-57557
Email : gprastogi@yahoo.co.uk