Annexure - 2

UPPER LOWER Upper Lower

1. % of Recruitments closed within target Dateline 80% 70% 6 monthly

Band - A & Below = 30 Band - A & Below = 45

Hay-14 - 16 = 45 Hay-14 - 16 = 60

Hay 17 & above = 60 Hay 17 & above = 75

3. Satisfaction level of HODs (mesured through Annual Dipstick

survey)80% 70% Annual Survey

1. No. of Campuses visited 6 4 End of project

2. No. of GETs/MTs recruited from the campus 6 6 Annual

3.a. Introduction of e-recruitment 15-Mar 31-Mar

3.b. No. of Guest lectures delivered at identified Bus schools 5 4

3.c. Decline in Recruitment cost 60% 40%

IDPs for 'Fully Achieved' & above

based on Competency mapping &

comparison - Linkage to Training plan

Positions Covered in specified functions within Time datelines 100% 90% 30-Sep 15-Oct Bi-monthly

No. of Training programs & participants

coveredAnnual Training Index Annual

IDPs for Excom & OHR HiPOs Emergence of 3-yr Career plans No. of IDPs 100% 90% Quarterly

Develop the concept for Assessment centre Approval of the Concept Date of completion & Present to Excom for clearnence 15-Oct 30-Oct Annual

Cross functional Projects

Identification of Projects (based on

organizational process improvement

needs) & timely completion

No. of identified Projects & date of completion No. of projects = 10 No. of projects = 8Quarterly Excom

meetings

1. Date of Implementation 15-Nov 30-Nov Annual

2. Employee satisfaction level (measured through Annual Dipstick

survey)90% 801% Annual

1. HIPO - 75% 1. HIPO - 65%

2. Others = 35% 2. Others = 30%

Sustenance of existing R & R schemes Number of sustained schemes 8 6

Implementation of New schemes Number of New schemes 4 2

Cascading the Coaching CultureContinuing focus on developing Coaching

cultureIncrease in no. of Coach-coachee Relationship 50 diads 40 diads 15-Dec 31-Dec Quarterly

Increased Market competetiveness % of officers' salary brought to Market Median level 45% 40%

Decline in Internal C&B equity gaps Reduced GAP 25% 30%

HIPO Retention rate Annual HIPO Retention % 90% 85% Quarterly

Attrition rate (for Performing officers) Annual Normal Attrition rate <6.5% <7.0% Quarterly

Improved team work Date of Implementation 15-Jun 30-Jun Annual

Inter-dept process effectiveness Random Dipstick survey 80% 75% Annual

Preparation of 'Action plans' Date of of finalization of Action plan 31-Jul 31-Aug Quarterly

Level of Employee Satisfaction Agreement index in next survey 80% 75% Annual

Implementation of the HR Intranet - Platform for regular

communication & feedbackGo-LIVE of the Intranet Go LIVE date & regular updation 15-May 31-May Annual

Excom visits No. of on-site visits at each location 4 (once in each qtr) 2 Annual

Skip level meetings No. of skip level meetings 7 batches, 70 officers 6 batches, 60 officers Quarterly

Management Day celebration Management Day celebration for officers in H-14 & above 31-Oct 30-Nov Annual

Lafarge Anthem Development of Lafarge Anthem 15-Mar 30-Mar Annual

Complete Long term settlement at JCP/SCP Roll out of LTS around CMA terms LTS Sign-off date 30-Apr 31-May Annual

Date of completion 30-Nov 31-Dec Annual

% of population covered 90% 80% Annual

Implement Multiskill scheme at all the 3 plants Implementation of Multiskill Date of Implementation 31-Aug 31-Sep Annual

Pilot Rehabilitation program for future Manpower

rationalisationUnit-wise implementation of Pilots Date of Implementation 30-Nov 31-Dec Annual

Preparation of Ideal organization Plan (Phase-I) for

implememntation in 2007Approved Ideal organization Plan Date of completion & approval of the plan 30-Sep 31-Oct Annual

6

Worl

d

class

Safe Continuous focus on Behavioral approach to Safety &

reduce LTI

Zero fatality & Reduced AFR (Accident

Frequency Rate)Accident Frequency Rate Dec Dec Quarterly

Quarterly

Reward & Recognition initiatives

Campus visit & Presentations for GET

Recruitment, & Improved visibility of

Lafarge through guest lectures,

Advertisement, posting etc.

Date of Completion =

As per pre-contracts

Annual Quarterly

Annual Appraisal SystemImplement Job Class KPIs for non-officers

Annual

1

Quarterly

3. No. of Initiatives taken to improve visibility, Employer branding & reduce Recruitment cost

Quarterly

20% less against 2008

15-Aug 31-Aug Annual

Value

Driver

Retain the identified HIPOs & performing officers

Special Project to improve employee morale and

increase the sensne of belongingness - Building Lafarge

as a preferred employer for attracting & retaining talents

Develop Talent

Bring up the compensation pacakges of performing

officers ('Fully achieved' & above) at per with the

Market for motivation & Retention

Introduce more value-added benefits for officers

Retain Talent

5

Introduction of Employee friendly Policy No. of Policy & date of Impelmentation

Enhance productivity & efficiency

4

Key Performance Indicators

Streamline Recruitment process with clear roles and

specific Time frames to close each vacant position. e-

recruitment tools, New Placement consultants, build

Internal HR database

Average decline in Recruitment Lead

time

Unit of measureAction plans

Attract Talent

Recruitment Lead time (Days) -

2. Average Recruitment lead time to close positions

Sr.

Review

Frequency

Career Growth & Internal career movements

Development & implementation of action plans, based

on feedback received from Group Emp survey

Competency Mapping for roles (Hay-14 & above) in

Sales, Marketing, Manufacturing & HR function

Target 2009 Target Dates

Key Performance Indicator

% of career Interviews & career movements

Annual

Career Interviews based on IDPs &

career moves for performing officers

2

1

Implementation of 'House Concept'

Pre-placement ppts at identified engineering campuses

for GET Recruitment, using success stories. Improve

external perception of Lafarge as a Preferred

employer. Create a strong Employer Branding for

Lafarge through Guest lectures, sponsorship, articles,

advertistments

Implementation of 'House Concept' to initiate pride &

belongingness

Cascade business priorities & have regular interaction to

receive employee feedback & concerns, including Sales

groups during market visits

Sense of belongingness & Pride

3

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