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Jobs website for Pakistan

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Job Description

Accountability – 1: Training & Development

(i) To ensure that the Training & Development Calendar for the year is developed and implemented as per Career Development Plans (CDPs) stated in the PMP.

KPIs:

Timelines of the Training Calendar to be adhered to 100% as specified in the CDP

Competency level of the individual job holder to be enhanced inline with the specified Skill Assessment Grid

Follow up on ‘Training Feedback’ as agreed with supervisor

CDP to be conducted at least after one week of PRA

Maintenance of CDP through HRMS

(ii) To ensure that the organization embarks quality training amongst its employees and ensure that the organization follows the 3 Year rolling business plan.

KPIs:

Define and evaluate criteria for Vendor selection

Maintain a mix of “on the job” and “formal Training” programs in the CDP

Match the Skill Assessment with vendor training programs and incorporate the training details in CDP one month prior to PRA

Business wise Training Budget of the year

3 year rolling business plan

Accountability – 2: Performance Management Process (PMP)

(i): Define, execute and continuously evaluate the PMP as per business needs and market best practices

KPIs:

Evaluate the PMP and propose changes

Introduce and maintain PMP through HRMS

100% compliance to the Performance Cycle with Employee Cascade at all stages ensuring quality and fairness

PMP to be completed within 6 weeks of initiation for all employees

Accountability – 3: Succession Planning

(i): To introduce and maintain the Succession Planning Process for employee development and career enhancement

KPIs:

Establish criteria for the process and define forums for different levels of organization

Highlight High Potential employees for fast track career enhancement and develop ‘Individual Development Plans (IDPs)’ via Differentiation Matrix

Execute the Management Trainee (MT) program for effective succession path in the organization

Accountability – 4: Employee Engagement

(i): Conduct periodic Employee Satisfaction Surveys and Events to address the findings

KPIs:

Develop Specific Action Plans and maintain regular follow-up to comply with deadlines

Co-ordinate with relevant functions for implementation

(ii): Promote Employee involvement through Employee Events in order to promote PVP and co-ordinate with various functions for implementation in its true spirit

KPIs:

Change Management Plan and its management

Employee Engagement sessions and events as per agreed business plan

Introduce and maintain the coaching culture in the organization through formal coaching sessions

Accountability – 5: Employee Retention

(i): Identify high potential talent in the organization and propose measures for retention.

KPIs:

List of high potential candidates as agreed in the succession planning forum

Facilitate the management to bridge the gap between “own wish” and “Company view”

Bring the high potential candidates close to grade value faster than other employees while keeping in line with company’s affordability to pay

Skills

Strong Leadership Skills

Excellent Communication Skills

Strong Interpersonal Skills

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