The document summarizes key activities and achievements across several human resources areas within an organization between 2012-2015, including: 1. Recruitment efforts resulted in 91 new hires with an 18/91 promotion rate and low 30-45 day hiring times. 2. An online employee morale survey engaged over 97% of employees annually with fully accurate results gathered in just 0.5 hours compared to previously 50 hours. 3. A compensation restructuring project implemented a revised salary structure based on job criticality and performance across 90% of employees to simplify the increment process.

1. Key Activity Assignment Achievements
- full inhouse control over search, screening and interviewing
- Evaluation Metrics:
-Recruitments (freshers, officers, engineers, AM): 91 ;
-Quality of Hire: 18/91 promoted ; 75% above avg. ratings
-Turnover ratio (Jan 2012-Jan.2015): 73 / 91 ;
-Cost per Hire: 97 % reduction ; INR 7.79 lacs savings from
Consultant Fee excl. advertisement and misc.
-Time to Fill: 30~45 days end-to-end ; 100% target achieved
- acclaim to promotion
- Improvement in both functional and behavioural assessment
with more quantitative scoring to support judgement
2.
Employee
Relations
Morale Survey
Requirement
Capture True Voice of the team
members
Challenge
- Accurate and Reliable data
capture through survey
- Innovative approach
- First time online survey in DENSO Asia Region;
method adopted by several DN companies thereafter.
- Company-wide appreciation --> acclaim to Promotion
- Y-o-Y (4 yrs) above 97% participation; 100% accurate results;
man-hours reduction from 50 hrs to 0.5 hrs in administrative
tasks and result consolidation.
- Cost reduction by 65% ; paper consumption: 0
- Excess time for analysis and countermeasures planning.
Requirement
- Review and Revise
existing policies
- create new HR policies
Challenge
Company-wide Awareness and
Adherence
Strategy (System Improvement)
- Identify policies requiring revision ;
- Benchmark and align to own company needs ;
- Effective communication and easy accessibility in future.
Implementation
- Set-up steering committee with advisory board (incl. Top Mgmt.) ;
- Prioritize revisions in order Statutory > Administrative > General ;
- Discussion seeking consensus on critical clauses of policies ;
- Supplementing HR Policies with Procedures to achieve policy
objectives.
- Revisions & New policies : 90% completed ;
- Strong communication of rules and Improved visualization
along with periodic awareness sessions ;
- Internal and Corporate Audit result: '100% complainant'.
- This activity is complete as per Planning and Implementation.
Evaluation scheduled in July 2015.
- Expected Outcome:
i) 100% compliant with Audit clauses ;
ii) Stronghold over Information Security ;
iii) DENSO Kirloskar to be a role model for information
security.
Requirement
Set and implement policies and
procedures s per DENSO
GROUP SECURITY GUIDELINES
Challenge
-129 items evaluation under
Risk Management
- Develop preventive
measures to prevent
information leakage.
Strategy (System Development)
Utilize HR Network (local & intl. ) to benchmark best practices for creating a
sustainable Confidentiality Management System.
Implementation
-Policies and Procedure formulation incl.
- Organization formation ;
- Formation of Internal Audit committee & Audit Checkpoints ;
- Designing Awareness Programme ;
- Setting up Non-Disclosure Agreements ;
- Setting up restricted access zones across the factory ;
- Incorporation of applicable Laws as provision to protect data
e.g. IT Act 2000 (Sec. 65~74); Contract Act ; IPC (Sec. 403~405) ;
Competition Law & Intellectual Property Act.
Strategy (HR Quality Improvement)
- Seek professional consultation to identify market condition and
DENSO's customer's positioning ;
- Based on company's Labour Cost budget as per Annual Plan and
estimated increment for successive FY, create a sustainable salary
structure by developing Conceptual Framework & Salary structure for next two
FY.
Implementation
- Model change with revised thinking way - salary as per criticality of
job and performance ratings
- organized re-structuring with 90% uniform distribution
(10% adjustment next FY)
Strategy (HR System Improvement & Cost Effectiveness)
Deploy a suitable questionnaire on an automated survey system that:
- collect accurate data, remove biasness, reduce administrative tasks, facilitates
gap analysis and increases countermeasures planning time
Implementation
- Project planning and Infrastructure requirements
- Introduced dual language (e.g. & local) questionnaire
- Awareness programme & strong communication from mgmt. ;
- Scheduled participation based on PRD plan and 'time per person' ;
- Quantitatively analyzed results to identify levels of satisfaction
- Top Mgmt's appreciation for restructuring salary structure ;
- Every employees salary is currently pre-defined ;
- Simplified process of increment for following FY.
Requirement
Identify & create training
roadmap for employees skill-up
and career progress
Challenge
- Mapping approx 50
trainings across grades and
job-area
- Develop certified trainers
Strategy (System Improvement)
- Analyze fitment of 'required skills - to - performance' in long-term ;
- Penetrate core company values that upholds the company culture ;
- Identify candidates and prioritize their Human Development then
train them under 'train the trainer programme' for future trainings ;
- Design Methods for evaluating Training Effectiveness.
Implementation
- created HRD Roadmap with mandatory & optional trainings grade-
wise based on functional requirements through benchmarking and
consensus of HoDs ;
- created 06 training modules incl. Induction Module for temporaries -
'Monozukuri Way' (i.e. DENSO's core values) ;
- Introduced monthly Training schedule and Training Database for 350
employees ;
- Introduced procedure for trainer evaluation criteria and certification
- 80% of permanent employees underwent mandatory
trainings as per Identified Training Needs 2012~2015 ;
- 85% of temporary workers underwent Induction Training ;
- Training database successfully contributed to subordinates
promotion and Top management's appreciation ;
- Y-o-Y identification of skill level of members now can be
easily identified through the individual records ;
- 90% of trainings have in-house certified trainers .
4.
Training
&
Development
5.0
Policy
Management
6.0
Confidentiality
Management
Methodology
1.
Recruitment
3.
Compensation
Structure
Salary Revision
& Increment
Strategy 1 (HR System Improvement & Cost Effectiveness)
build a sustainable recruitment system that allows control, competent and skilled
hiring, along with a mid-term(1~3 yrs) plan towards cost reduction.
Implementation
- Jul. 2012 migration to Internet based Online Job services
- Dedicated Recruitment Personnel hired ; standardized internal
requisition process.
Strategy 2 (Quality Improvement)
build tools for Quantitative and Qualitative assessment during tests and
interviews
Implementation
- Introduced Psychometric Assessment (Thomas Assessments)
- Introduced function based Interview Assessment parameters sheet
Requirement
Strengthen Recruitment
Challenge
Hire skilled & committed
intakes with reduced lead time
as per labour plan.
Requirement
Company-wide compensation
restructuring (2012 ~ 2014)
Challenge
- unstructured salaries with
overlapping instances
- set logical salary levels
with uniform distribution
across grades