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    NA NA NA: 4.08 Days Annualized

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    darulilm
    The document provides updates on HR strategic priorities and key performance indicators for the first quarter of 2008. It summarizes progress on initiatives related to improving HR services, recruitment, data management, career management/retention programs, succession planning, and training plans. For most areas, completion rates between 40-90% are reported with timelines provided for ongoing work.

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    NA NA NA: 4.08 Days Annualized

    Uploaded by

    darulilm
    197 views8 pages
    The document provides updates on HR strategic priorities and key performance indicators for the first quarter of 2008. It summarizes progress on initiatives related to improving HR services, recruitment, data management, career management/retention programs, succession planning, and training plans. For most areas, completion rates between 40-90% are reported with timelines provided for ongoing work.

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    HR Strategy

    Original Title

    HR Strategy

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    The document provides updates on HR strategic priorities and key performance indicators for the first quarter of 2008. It summarizes progress on initiatives related to improving HR services, recruitment, data management, career management/retention programs, succession planning, and training plans. For most areas, completion rates between 40-90% are reported with timelines provided for ongoing work.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    197 views8 pages

    NA NA NA: 4.08 Days Annualized

    Uploaded by

    darulilm
    The document provides updates on HR strategic priorities and key performance indicators for the first quarter of 2008. It summarizes progress on initiatives related to improving HR services, recruitment, data management, career management/retention programs, succession planning, and training plans. For most areas, completion rates between 40-90% are reported with timelines provided for ongoing work.

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    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
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    SLA Recruitment Vacancy filling time Gr18- 15 Gr 14-13 Gr12-8 New recruit on boarding feedback Satisfaction rating between

    Training Average training man days as agreed by Groups according to the Training Needs identified by the Groups Talent Mgmt Admin Attrition rate of SP pool from Grade 18-6 as agreed with the groups EF loan approval in Staff Financing facility -data verification Work licence Inv ltr in New work visa in Iqama renewal in New Iqama in ERE visa in Multiple ERE in Biz visa in SAMA clearance for selected positions

    Target 4 months 3months 3months

    Cumulative Q1 actual NA NA NA

    80-89% 5 days

    90%

    4.08 days annualized

    5.5% - 6.6% 1 working day 1 working day 2 working days 3 working days 5 working days 5 working days 5 working days 5 working days 7 working days 9 working days 10 working days

    0% annualized 89.2% NA

    0%

    2008 Human Resources Strategic Priorities Area Focus 1.1 Services Improvement Initiatives Implement scheme for measuring level of service in key areas (see next slide for details)

    Project Time plan


    Jan

    Success Measure
    Rating in fulfilling SLAs

    1. Processes

    1.2

    Recruitment

    Evaluate headhunters on effectiveness Introduce Online recruitment

    Jan Feb Mar

    Turnaround time of recruitment process SLA rating in recruitment area

    Develop job descriptions for entire bank

    2.1 2. Data Management

    Ensure data validity & integrity

    Ensure accurate data input in HR database Conduct regular data audits

    Jan Quarterly

    Number of complaints

    3.1

    3. Career Management / Retention 3.2

    Stabilization of newly introduced cycles of: Annual Evaluation Career Planning Succession Planning

    PACE improvement and bankwide use Periodical reports & communication to the entire bank population

    2008

    Retention per level

    Training Plans

    New training curriculum Tracking of training man days per Group

    Mar Jan

    Trainees feedback Training man days undertaken vs. planned

    HR Services Improvement
    Implement scheme for measuring level of service in key areas.
    Systems and tools already in place to track The HR KPIs been in use since Jan 2008. Most of the KPIs data source are part manual and part HRIS based. All the HRIS data interface points have been identified and given to IT to implement in HRIS.

    90% complete

    Recruitment
    Evaluate headhunters on effectiveness
    Done a team evaluation on the enlisted headhunters bought it down to 10 from 15 based on responsiveness, quality resumes and cost; developed and introduced a tracker to track HH performance based on the resumes received,

    Introduce Online recruitment

    Couple of technical issues of i-recruitment model in Oracle HR;


    IT has resolved most of the problems By mid march 08, IT will conduct a demo on the standard model to HR; if the model is found appropriate IT will prepare rolling within 3 weeks of the date of demo.

    It is expected to implement the standard i-recruitment model mid april 08.

    Develop job descriptions for entire bank


    89 completed for top 100 by HayGroup Remaining positions
    Outsourcing to external vendor to get templates and customize- HayGroup has agreed to do a final quality check Retail Group already available

    40% complete

    Ensure data validity & integrity


    Ensure accurate data input in HR database and conduct regular data audits

    Identified a new data auditing procedure in HRIS.


    Completed End March 08

    Cleaning of old data is being done on a Group by Group basis. Overall 60% Complete

    Mapping of HR processes
    Process Mapping completed 100% Standard Operating Procedures being documented by mid May Handed over the processes to IT for implementation in HRIS Oracle where applicable Identified Data sources for KPI tracking also to be from HRIS Overall 70% complete

    Career Management / Retention programs


    Stabilization of newly introduced cycles of:
    Annual Evaluation
    Completed the Final Review for 07 Performance Bonus paid on 01 Mar Performance Planning 08 communication done. 70% complete New features added with alerts. PACE 07 feedback completed.
    Better communication Stronget linkage between performance rating and performance bonus

    Overall 90% complete

    Succession Planning (SP) and Career Planning (CP)..contd


    Succession Planning Policy and Process drafted to be approved
    Succession Plan SP list DCEO ratification complete. Sought proposals from consultants to implement the SP and CP system.
    Hewitts has sent proposal HayGroup to send

    SP specialist position JD scoped and advertised in SHRM Online Database/Work flow design in progress 50% complete Overall 60% complete

    Training Plans
    New Training curriculum
    Done : training in progress

    Tracking of training man days per Group


    System in place - Done. Tracked through HR SLA KPIs Current annualized performance for Q1 is average 4 training man days per year Target average 5 training man days per year

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