a) Sourcing
  Channels: Update our sourcing channels/contacts to ensure timely &
  quality recruits.   

 


 
 

b)
  Fit Selection: Use performance & competency tools to select best
  behavioral & competent fit.

 


 
 

c)
  On-Boarding & Orientation: Prepare & implement check list to ensure employee
  well situated.

 


 
 

d)
  Probationary Period: Follow up with line managers to evaluate &
  confirm employment.

 

1) Recruitment and On-Boarding

2) PDR Review and Training

 

a) PDR
  Development & Review: Develop, review & update “with Line Managers” all
  employees PDRs to ensure accurate assessment of employee’s performance
  relating to the achievements of business objectives and the improvement of
  their behavioral and technical competencies.

 


 
 

b)
  PDR Link to Development & Compensation:  Link PDRs outcome to employee training needs
  requirements, to his career planning, and to his compensation schemes “merit,
  bonus and incentive”. 

 


 
 

c)
  Training Calendar Development & Execution: Develop &
  implement “as per budget” training calendar for all employees through
  documented couching or through HR lead courses and seminars.

 


 
 

d)
  Training Evaluation & Supplier Database: Evaluate TROI
  “Training Return of Investment” to ensure improvement of employee job results
  & competencies and update supplier database to reflect evaluation of
  their training service. 

 

3) Regional Personnel and Administration




 

a) Personnel Documents
  Planning & Processing: Timely process all employees personnel and government
  documents through prior planning, coordination and follow up with line
  managers, Regional HRD, and Head office to ensure all employee are timely served.

 


 
 

b)
  Regional Personnel Approvals & Exceptions: Approve all
  related personnel and government requests “Per policy & Approval
  Authority” and timely escalate exceptions for higher approval.

 


 
 

c)
  Employee Relations: Promptly attend/ listen/ and act towards employees personal and
  work issues and grievances to ensure employees are well and fairly treated
  and their conflicts resolved.

 


 
 

d)
  Turnover Reduction: Analyze Turnover reasons and suggest solutions to
  curb upward trend.

 

4) Regional HR Leadership and Change Management




 

a) Motivating
  for Performance: Create a work
  climate where employees are motivated to exert all efforts to achieve
  business and personal goals “through fostering teamwork, escalated
  performance bar, and supportive infrastructure of policies, tools, and
  training”.    

 


 
 

b)
  HR Projects: Participate in HR related assignments to improve
  structure, pay, culture & retention

 


 
 

c)
  Change Management: Smoothly introduce change relating to individuals,
  teams, and organizations from a current state to a desired future state by
  managing resistance and showing change benefits.

 


 
 

d)
  Celebration: Use achievements occasions to plan the parties that
  show appreciation & foster regional team building and recognition.

 




 

a) Personnel Documents
  Planning & Processing: Timely process all employees personnel and government
  documents through prior planning, coordination and follow up with line
  managers, Regional HRD, and Head office to ensure all employee are timely served.

 


 
 

b)
  Regional Personnel Approvals & Exceptions: Approve all
  related personnel and government requests “Per policy & Approval
  Authority” and timely escalate exceptions for higher approval.

 


 
 

c)
  Employee Relations: Promptly attend/ listen/ and act towards employees personal and
  work issues and grievances to ensure employees are well and fairly treated
  and their conflicts resolved.

 


 
 

d)
  Turnover Reduction: Analyze Turnover reasons and suggest solutions to
  curb upward trend.

 


 

1) Recruitment and
  On-Boarding

 


 
 

a) Sourcing
  Channels: Update our sourcing channels/contacts to ensure timely &
  quality recruits.   

 


 
 

b)
  Fit Selection: Use performance & competency tools to select best
  behavioral & competent fit.

 


 
 

c)
  On-Boarding & Orientation: Prepare & implement check list to ensure employee
  well situated.

 


 
 

d)
  Probationary Period: Follow up with line managers to evaluate &
  confirm employment.

 


 
 

2) PDR Review and
  Training

 


 
 

a) PDR
  Development & Review: Develop, review & update “with Line Managers” all
  employees PDRs to ensure accurate assessment of employee’s performance
  relating to the achievements of business objectives and the improvement of
  their behavioral and technical competencies.

 


 
 

b)
  PDR Link to Development & Compensation:  Link PDRs outcome to employee training needs
  requirements, to his career planning, and to his compensation schemes “merit,
  bonus and incentive”. 

 


 
 

c)
  Training Calendar Development & Execution: Develop &
  implement “as per budget” training calendar for all employees through
  documented couching or through HR lead courses and seminars.

 


 
 

d)
  Training Evaluation & Supplier Database: Evaluate TROI
  “Training Return of Investment” to ensure improvement of employee job results
  & competencies and update supplier database to reflect evaluation of
  their training service. 

 


 
 

3) Regional Personnel
  and Administration

 


 
 

a) Personnel Documents
  Planning & Processing: Timely process all employees personnel and government
  documents through prior planning, coordination and follow up with line
  managers, Regional HRD, and Head office to ensure all employee are timely served.

 


 
 

b)
  Regional Personnel Approvals & Exceptions: Approve all
  related personnel and government requests “Per policy & Approval
  Authority” and timely escalate exceptions for higher approval.

 


 
 

c)
  Employee Relations: Promptly attend/ listen/ and act towards employees personal and
  work issues and grievances to ensure employees are well and fairly treated
  and their conflicts resolved.

 


 
 

d)
  Turnover Reduction: Analyze Turnover reasons and suggest solutions to
  curb upward trend.

 


 
 

4) Regional HR
  Leadership and Change Management

 


 
 

a) Motivating
  for Performance: Create a work
  climate where employees are motivated to exert all efforts to achieve
  business and personal goals “through fostering teamwork, escalated
  performance bar, and supportive infrastructure of policies, tools, and
  training”.    

 


 
 

b)
  HR Projects: Participate in HR related assignments to improve
  structure, pay, culture & retention

 


 
 

c)
  Change Management: Smoothly introduce change relating to individuals,
  teams, and organizations from a current state to a desired future state by
  managing resistance and showing change benefits.

 


 
 

d)
  Celebration: Use achievements occasions to plan the parties that
  show appreciation & foster regional team building and recognition.