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
