Rajesh saraswat


Published on

Published in: Business, Technology
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Rajesh saraswat

  1. 1.  To develop proactive strategic HR Policies and procedures as per the needs of business. Administrating smooth implementation of HR policies for Manpower planning Recruitment, selection, induction, training and development, Performance management System career and succession planning. To Co-ordinate and Facilitate to the module heads to prepare job descriptions. Freezing KRA’S and monitoring the effectiveness by implementing business Performance scoring system. Spearheading Deployments, wage Administration, Compensation, Employee welfare, separation and superannuation activates in the organization.
  2. 2.  Recruitment & Resourcing Developing recruitment policies and procedures for attracting the best talent from diverse sources for creating the projected needs of manpower. Reviewing and analyzing on-going and up-coming projects for deciding recruitment of manpower for various skills and personality traits. Assessing various alternatives to meet the projected needs of man power through multiskiling, cross functional deployment, multitasking, job enrichment outsourcing recruitment and selection.
  3. 3.  HR Initiatives, Training and Organization Development To identify the training need identification for upgrading employee’s attitude, skill, behavior and technical skills. Planning and organizing training and development programmes in association with internal and external trainer/ consultants and also impart some valuable trainings enhancing the company culture. Monitoring evaluation of the effectiveness of the training for both short term and long term durations. Steering OD Initiatives focusing on performance growth and effectiveness of organization. Facilitate the implementation and monitoring of ISO 9000, QS 9000, 5-S, kaizen, skill matrix, competency mapping, Gap Analysis initiatives. Conducting (organizational heath survey) and review its findings and feed back and organized employees health checkup camps and programmes. Analyzing internal and external factors influencing, business by strategic analysis methodologies.
  4. 4.  Personnel and Industrial Relations: Ensuring the adherence to and compliance with all relevant legal, statutory and labour laws. Liaising with Govt. Agencies for smooth operation of business processes. Maintaining amicable relations with union leader’s office bearers, of works committee, Union and all employees for maintaining productive and synergetic work environment. Ensuring compliance with Company’s standing orders, code of confident and value strengthening the organization through elective deployment of disciplinary actions and law of natural justice. Ensuring compliance with S.A. 8000 code of conduct of international buyers through elective deployment of requested basic and essential norms comes under various labour laws.
  5. 5.  G.M– HR & Pers Since Dec 2008 Total Work Experience: More Than 25 yrs About Company:Auto Industry- an ISO/TS 16949: 2002 Company Manufacturing Precision Auto Components (Die Casting / Tubuler/ turned Assemblies), having 100 crore of Annual Turnover. Approx.1000 employees are Associates and contributing to achieve the organizational success
  6. 6.  Man Power Planning, Recruitment & Budgeting: Job involves participation and implementation of various HR interventions, closely interacting with HOD’s for recruitment, responsible for head hunting at senior levels for M & M operations. Incumbent search, pre and post employment antecedent verification and induction, involve in manpower and salary budgeting exercises in line with business.
  7. 7.  Training & Development: To identify training needs through to Gap Analysis, Skill Matrix, Indl. Survey, Discussing with HOD’S and make training plan and successfully organized training programmes at workers, staff and managerial levels. Performance Management System: Ensuring finalization of KRAs and objectives for employees. Facilitating the timely completion of appraisal process and rewards.
  8. 8.  Compensation & Planning: Initiated the process of compensation surveys and bench marking to retain the talent within organization. Policy Formation: Design & Development of HR Policies, systems & procedures for consistency and transparency to strengthen motivation level. Periodically reviewing & restructuring the policies.
  9. 9.  Culture - Building: Foster a culture of creativity and non-linear thinking with strong performance orientation. Initiate the appraisal system, manpower planning, reward & recognition system. Industrial Harmony & Relations: Maintain good industrial relations in the company by handling all narrative & complex matters relating to the man management. To play an active roll in problem solving and promote company culture. To motivate the workforce to contribute in company’s growth to achieve the desired goal.
  10. 10.  Diploma course from ISTD Delhi & Research work in process. PGD HRD (3yrs.) – from NIHRD - Madras. PGD PMIR from I.P.M. Gzb. (U.P. Technical Education Board, Lucknow in 1985 M.A. (Eco.) from Agra University, Agra 1984. B.Sc. (Bio) – 1981, Agra University, Agra in 1981