KShivaShankar 2014 GG

Current CTC: 11.40 L, Expected CTC: 20 % hike , Notice period: One month

K. Shiva Shankar # 1720, 8th 'A' main, 4th 'B' cross, H.A.L 3rd stage, Bangalore, Pin: 560075 PH: 25270394 ® 9480215107 (m) [email protected] Experienced “ HR Generalist”, M.B.A, M.H.R.M, M.com, DLL, (M.Phil)

CAREER OBJECTIVE Seeking an opportunity for professional growth and increased responsibility towards handling projects in an professional organization with a vision towards the future, wherein a atmosphere conducive to the sharing of ideas, learning and growth as emerging technologies grow, can be utilized in fostering a more professionally, technically and technological knowledgeable tomorrow.

Certified in Psychometric Personality Assessment by Thomas International Certified in Contract Labour Management by Princeton Academy Certified in Safety, Fire fighting & First Aid by Usha International

Experience summary Working as AGM HR & Admin Ginzer Infrastructure Pvt Ltd (Indya Estates from 1st Oct 2012 to till date).

Role Accountabilities

Accountabilities & Tasks I.

Measures

STRATEGIC BUSINESS LEADERSHIP 1. Developing a long term IR strategy to maintain harmonious relations with employees  Analyzing the internal and external environment (Govt, political bodies)  Making projections  Recommending action plans and being the prime mover for taking strategic decisions on the IR direction for the Plant  Building consensus with other A team members

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Analysis of environment

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Accuracy of projections & recommendations

2. Enabling the preparation of timely and comprehensive AOP with challenging goals



Timeliness accuracy of data

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Collating department related data for past year

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Analyzing trends

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Providing recommendations and inputs to Plant Manager

Challenging as compared to previous year

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Building micro plans within department for AOP implementation

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Comprehensive coverage

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Sharing the company and production goals with all and aligning the department staff to them

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Quality used

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Timely strategy and action plan

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Quality of interventions planned (in terms of effectiveness)

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Survey results employee understanding cultural norms

3. Architecturing along with the plant manager an adaptive work culture that promotes company growth 

 

Brainstorming with other A team members and coming up with the cultural norms and action plans to institutionalize these Building ownership for the culture down the line Architecting two way communication channels to promote and get feedback on the culture – a culture dipstick

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Designing systems for review and monitoring along with the A-Team

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Designing Reward & Punishment policy along with the ATeam to support the culture

of

and

process

on of

II.

OPERATIONAL EXCELLENCE

1. Developing and maintaining harmonious and progressive employee relations in the plant through 2 way communication and employee involvement  Keeping employees informed on new developments, initiatives, goals etc. through company wide communications (Plant Manager communication meetings, plant newsflash/ newsletter, posters, pamphlets, small group meetings on specific management thrust areas)

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Employee Involvement Index from survey

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Sports/ Welfare, Safety, Works Committee in place

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Suggestion scheme, Grievance handling system in place

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Communication index based on employee feedback

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No. of charge sheets or disciplinary actions in the year

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No. and quality of formal and informal winwin settlements arrived

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No. of legal cases at various stages

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No.of disciplinary cases which take a legal recourse

3 Ensuring effective manpower planning and providing right person for the right job on time

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Timeliness and quality of recruitments

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

% Turnover

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Involving employees in matters directly concerning them and developing forums eg. Sports Committee, Safety, Welfare Committee, Works Committee, and Suggestion Scheme etc.

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Engaging employees in informal interactions and rapport building with all of them

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Organizing welfare activities for employees and encouraging them to participate

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Identifying needs/problems of employees through formal/ informal channels and working to address them

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Monitoring any grievances being raised and solving them as quickly as possible

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Designing and institutionalizing an open and transparent grievance handling system

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Identifying areas of improvement through satisfaction surveys, developing and ensuring follow up actions

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Maintaining discipline in the plant

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Monitoring non-conformance to standing orders and taking prompt action

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Preparing accurate charge sheets, conducting inquires

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Timely communicating and consulting with MU/BU on concern areas

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Educating workforce on statutory and legal provisions and ensuring their administration

2. Ensuring effective & fair settlement of IR related issues 

Leading negotiations with unions to win-win solutions

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Identifying and maintaining rapport with thought leaders among the employees, including unions

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Planning and developing cases with consultant & lawyers

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Representing company at labour courts, civil courts, tribunals along with the lawyer

Projecting manpower requirements for the year on the basis

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Contract labor availability and usage

4. Ensuring smooth on-boarding of new joinees to work our culture, processes and policies

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Implementation as per Induction Plan

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Designing Induction training plan for new joinees

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Co-ordinating with respective department heads, shift in charges for implementation of training program

Inductees feedback on their experience

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Monitoring and ensuring implementation of induction training as per plan

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Conducting sessions for new joinees

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Reviewing induction of new joinees

5. Ensuring timely and fair performance appraisal for all employees

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Timeliness

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Directing the distribution, collection, analysis, summary of forms

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Quality of the process

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Co-ordinating with various departments for appraisal of their members and with MU for appraisals of sr. management team

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% of review discussions held

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Analyzing performance and making recommendations for salary increase for workmen level

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Forwarding results and recommendations for all employees to MU

% of performance counseling sessions held

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Training man days on goal setting and reviewing skills

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Timeliness of survey

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Accuracy of data and

of AOP and inputs from department heads 

Getting plans approved by Plant Manger/MU

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Monitoring and ensuring timely and quality recruitment at workmen level

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Conducting interviews for recruitments at Executive level

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Co-ordinating with MU for timely recruitments at managers level

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Evaluating effectiveness of tests, instruments used for selection and recommending changes

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Ensuring proper utilization of manpower in various departments esp. production

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Monitoring and ensuring the deployment of contract labour in the plant as per standard deployment

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Reviewing production requests for additional manpower and getting relevant approvals

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Monitoring absenteeism and counseling concerned member

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Implementation of recommendations as per inputs by MU

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Resolving appraisal/ salary increase related grievances

6. Organizing compensation surveys for benchmarking against companies industry/ area wise, annually to study trends in compensations

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Monitoring the implementation of the study and analyzing results of survey

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Communicating results of survey along with recommendations for salary increase to the MU

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Implementing as per approvals

7. Developing & directing employee welfare activities to build team spirit and sense of ownership 

Preparing Employee Welfare Activities Calendar on an annual basis in coordination with other dept. heads on suitable dates

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Planning for each activity and getting budgets sanctioned by Plant Manager /MU

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Directing and monitoring implementation of activity and adherence to planned budget

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Involving members from various departments in implementation of the welfare activity

8. Building and maintaining harmonious relations with community members 

Liasoning with village sarpanchs /local authorities

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Preparing annual calendar for community development initiatives, proposing budget and getting approval from Plant manager

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Planning, directing and monitoring implementation of community development activities such as scholarships in schools, organizing medical camps, construction work for schools, providing resources 9. Ensuring strict adherence to statutory laws

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Ensuring no non-compliance with statutory laws/ no compromises made, especially contract labour

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Highlighting non-compliances to respective department heads, Plant Manger

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Clearly communicating impact on operations in case of noncompliances to all departments

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Liaisoning with government officials and local authorities

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Ensuring timely and accurate updation and maintenance of all statutory records

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Co-ordinating inspections at plant

10. Ensuring adequate , timely administrative/ personnel facilities are provided to the plant employees  

Ensuring timely, accurate payment of reimbursements/ claims to employees Ensuring accurate and timely preparation of salary sheet for

analysis 

Quality of recommendations

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Timeliness

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No. and quality of activities

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Extent of involvement of others in the activities

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Effectiveness of community development initiatives

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No disruption in plant functioning due to community related issues

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Frequency of meetings with village elders /local activities

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Non conformances recorded against the company

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Frequency of meetings with outside union leaders and local authorities

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Comply HR Scores

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Timeliness

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Feedback employees

from

accounts and distribution of salary slips to employees esp. field officers 

Ensuring processing of all loans and claims within the FL stipulated time frame, especially for delayed cases



Reviewing the quality of the administrative facilities ie. canteen, transport, travel, communications, medical, security and recommending improvements as per feedback

11. Ensuring accurate, timely, planning, preparation and adherence to department budget  Preparing the department budget in co-ordination with subordinates 

Getting the budget approved

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Monitoring and constant reviewing of department expenditure

 

Ensuring expenditures are within budget Ensuring clear and accurate maintenance of records and expenditures for review

12. Ensuring minimal turnover and analyzing causes for leaving and addressing them 

Putting in place a system for exit interviews

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Getting personally involved in exit stage and counseling employee

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Identifying causes for leaving

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Highlighting important data to MU

13. Providing leadership to the plant operations along with other A team members 

Participating in weekly, quarterly and monthly Review meetings to review plant performance

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Contributing constructively to team decisions

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Timeliness

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Accuracy

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% variance from budget

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% turnover

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Quality of participation and decision making in team meetings and reviews

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Co-operation and teamwork at the topSurvey results

III. BUILDING ORGANIZATIONAL AND SELF CAPABILITY 1. Coaching, motivating and developing team members to build a high performing HR team 

Building service capability in HR Dept.

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Conducting timely appraisals for direct reports, coaching and giving on-line feedback

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Identify and address training and development needs

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Provide guidance, clarity of roles and opportunities for job enrichment and enhancement

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Empowering the team members so that they can take their own decisions

2. Providing opportunities for and ensuring the growth and development of employees through training programs and HR interventions

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Timeliness of performance reviews and counseling

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Training mandays

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Feedback from team on performance review and development aspects

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Feedback from team on quality of counseling sessions

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Presence of all skills required by the team

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Accurate analysis of training needs

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% variance from calendar / Individual development plan

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Ensuring training needs for all employees are identified and addressed

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Preparing of annual training calendar

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Identifying/, coordinating with MU and organizing relevant training programs for individuals/ groups

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Facilitating training programs for employees

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Monitoring effectiveness of training programs

3.

Leading change initiatives in own area and supporting continuous improvement in the plant

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Number of structural improvement projects

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Ensuring Organizational Health surveys are conducted in the plant on a yearly basis

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Analyzing results of survey and areas of improvement highlighted by the results of the survey

Meeting outcomes projects

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Putting them forth for discussion with the A team and developing action plans

Improvement in OHS Scores

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Communicating results to all members in the plant

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Refurbishing / correcting systems, structure, staffing or style issues as per feedback

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Contributing to planning for improvement projects in coordination with the HO

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Allocating responsibilities and resources if required

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Monitoring/ reviewing the execution of these projects

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Building and maintaining a culture of continuous improvement

of desired of these

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Showcasing achievements in the plant to the external environment

4. Continuously learning and upgrading own abilities 

Seeking feedback from A Team and seniors

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Reflecting on own competencies and possible gaps

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Setting learning goals

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Monitoring implementation of these goals

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Continuously updating knowledge from outside environment

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New skills learnt/ skills upgraded

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Variance from suggested proficiency level for the role

Taking care of travel within the country and out of country. Guest house & Hotel booking. Visa processing etc

Worked as Senior HR Manager for Jayem Group (Jayem Warehousing Pvt Ltd) for three & half years. (March 2008 till Sept 2012) Worked as Asst. Manager HR & Administration in SUGUNA GROUP LTD., ( JULY 2006 till March 2008) SUGUNA GROUP LTD is one of the fastest growing company in our country with the current turnover of 1600 crore having own Windmills, Feedmills, Breeder & Hatchery units, and Thousands of Broiler Branches across the country with the manpower strength of over 4000 permanent employees and exporting the poultry products to America, Saudi arabia, UAE, Dubai, Japan, Malaysia and singapore.

Worked as HR Administrator in American Power Conversion India Pvt Ltd.,.Jan 2005 - July 2006 APC is the market leader in manufacturing UPS & Power invertors, APC is one of the fast growing MNC company. Principal Accountabilities : I} REMUNERATION AND BENEFITS 1. Performance Appraisals- Review modify Performance Appraisal system Benchmarking through salary surveys, supporting Management in implementation of merit review, recommending special corrections. 2. Salary Changes - Preparation of increment / revision letters, Implementing promotion policy and highlighting issues which may need to be considered 3. Quarterly review of performance and action against non performers II} RECRUITMENT 1. Continuous Assessment and development of human capital through robust

recruitment and performance management system. 2. Manpower planning: Succession planning, 3. Negotiation with placement agencies for best terms and conditions 4. Offers - Proposing salary offers for new recruits 5. Induction documents to be updated III} KNOWLEDGE MANAGEMENT / TRAINING & DEVELOPMENT 1. Job Descriptions 2. Database 3. Best Practice Manual 4. Training Calendar : latest interventions/ practices in T&D 5. Design appropriate customized programs, in the soft skills areas, which are as per the user departments requirements 6. Coordinate with the various departments and develop relevant program outlines ! to capture the exact training requirement from the department ! 7. Introduce relevant practices and procedures in the Training function, which are based on the latest trends in the industry IV} POLICY 1. Support policy review and updation by benchmarking, recommending changes. V} ADDITIONAL RESPONSIBILITIES 1. Support recruitment / training / induction activities in terms of logistics / scheduling 2. Support co-ordination and logistics for various HR initiatives introduced from time to time 3. Adhering to the company’s culture and principles in all transactions and conduct of business with external parties. 4. Demonstrate inclusive behavior in all aspects of the company’s work, be sensitive to the diverse cultural backgrounds of the people we work with, and respect these differences. Spearhead creation of a culture of excellence contemporary HR and other initiatives 5. Employee welfare 6. HR administration 7. Grievance handling 8. People management 9. Organization structure! - Periodic review of its efficacy

Worked as HR & Admin Manager in PANACHE ENTERPRISES for five years ( from Jan 2000 to Dec 2004) Profile: Managed administration work and HR duties, especially skilled at Recruitment, Planning and Supervising complex projects

Some duties performed are: Responsible for effectively handling all HR related activities like monitoring Personal files. Purchase of Office Equipements, Stationery etc. Handling all post-recruitment issues including preparing Induction & Training program for new staff in coordination with the managers of different departments in India. Monitoring the Annual review of the employees with the Teams heads and Dialogue with

individual employee about their experience and environment within the office and other relevant issues along with the HR Manager Preparing monthly expenses statements and reporting to Head office & the monthly and Annual Expenses Budget. Coordination with the Clearing & forwarding Agents & the Travel Agents for travel planning for staff Execution and follow-up of Service and Maintenance Contracts for office equipment and machinery and household equipment at expatriates houses Sourcing and arranging of Office Machinery, consumables and equipment for office. Executing cost saving and energy saving techniques/measures and modifications to achieve substantial reduction in Expenditures and work within the budget. Building management, House keeping, pest control, waste management, carpentary & interiors. Taking special care for client interactions, queries and maintain a good communication link between the company and client. Inventory management Major Achievement :

* Devised a comprehensive payroll package which resulted in streamlining monthly Wage and salary administration * Introduced and implemented Annual Employee Performance reviews. * Implemented Employee Grievance redressal committee * Induction of Annual Employee Perception Survey

Academic Profile: M.B.A (HRD) from IGNOU University ---- 2004 M.H.R.M (Master of Human Resource Management) from Annamalai university 2003 M.Com (Specialization in PMIR) from Mysore University (K.S.O.U) --- 2001 Diploma in Labour laws with Administrative law (DLL) from Annamalai university -- 2004 M.Phil in Management from Alagappa university (Currently studying). Project work : Successfully Completed Project on CRITICAL ANALYSIS OF EMPLOYEE WELFARE MEASURES with particular reference to BHARAT ELECTRONICS as part of the M.B.A curriculum.

Software Skills: Successfully completed computer courses from TATA INFOTECH COMPUTER EDUCATION MS OFFICE 97, UNIX, ORACLE with DEVELOPER 2000 & C.

Basic, Pascal, MS office, Internet, E-mail PERSONAL DETAILSDATE OF BIRTH: 21-07-1979 NATIONALITY: INDIAN MARITAL STATUS: UNMARRIED HOBBIES: Reading, Painting, listening music & travelling. LANGUAGES KNOWN: READ

WRITE

SPEAK

ENGLISH

ENGLISH

ENGLISH

HINDI

HINDI

HINDI

KANNADA

KANNADA

KANNADA

TELUGU

TELUGU

TELUGU

STRENGTHS : Proficient in management of busy organizations with high diversity of responsibilities, needs and constituencies. Extensive marketing/public relations experience in both Govt. and industry. Excellent speech writer and presenter, official representative at meetings with a wide variety of groups. Adept at trouble shooting and problem solving. a) Skilled supervisor, able to manage both scheduling and staff responsibilities. b) Determination, Confidence & patience. c) Flexible Time Management Skills. d) Skills related to developing efficient Communication & Interpersonal Skills. e) Analytical Skills f) Outstanding inter personal relationship & communication skills both oral and written g) Self motivated h) Decision Making Ability I) Leadership & People skills

j) Streamlined organisational Skills.

SIGN OF NOTE If Given me an opportunity my performance will under all circumstances meet professional standards. (K. SHIVA SHANKAR)