Talent Management

Performance Management System (PMS):

• Design, implement, and manage the PMS.
• Ensure alignment of individual performance objectives per job descriptions with business goals.
• Provide training and support to managers and employees on effective performance management practices.
• Conduct regular performance reviews and feedback sessions on HRIS platform as per timelines.
• Conduct 360-degree feedback and follow up on the action points

Learning and Development:

• Identify training needs based on the competency skill matrix, annual review, and other sources.
• Prepare a training calendar and develop comprehensive learning and development programs.
• Manage the learning management system (LMS) and ensure access to relevant learning resources.
• Promote a culture of continuous learning and development.
• Evaluate the effectiveness of training programs and make necessary adjustments.

Rewards and Recognition:

• Develop and manage rewards and recognition programs that motivate and engage employees.
• Implement various recognition initiatives, including monetary and non-monetary rewards.
• Manage the administration, budgeting etc., of these initiatives.
• Regularly review and update reward policies to ensure competitiveness and relevance.

High Potential & Succession Planning:

• Design and manage programs for identifying and developing high-potential employees.
• Create development plans and provide opportunities for Hi-Po employees to grow within the organization.
• Monitor and assess the progress of Hi-Po employees.
• Develop and implement succession planning strategies to ensure leadership continuity.
• Identify and prepare high-potential employees for future leadership roles.
• Maintain succession planning documentation and track progress of identified successors.