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”

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 Measures

I.

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

 Analysis of

environment

 Accuracy of projections

& recommendations

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

 Collating department related data for past year  Analyzing trends

 Providing recommendations and inputs to Plant Manager  Building micro plans within department for AOP

implementation

 Sharing the company and production goals with all and

aligning the department staff to them

 Timeliness and accuracy of data  Challenging as compared to previous year  Comprehensive coverage  Quality of process used

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

 Designing systems for review and monitoring along with the

A-Team

 Designing Reward & Punishment policy along with the

A-Team to support the culture

 Timely strategy and

action plan

 Quality of interventions

planned (in terms of effectiveness)

 Survey results on

employee

understanding 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)

 Involving employees in matters directly concerning them and

developing forums eg. Sports Committee, Safety, Welfare Committee, Works Committee, and Suggestion Scheme etc.

 Engaging employees in informal interactions and rapport

building with all of them

 Organizing welfare activities for employees and encouraging

them to participate

 Identifying needs/problems of employees through formal/

informal channels and working to address them

 Monitoring any grievances being raised and solving them as

quickly as possible

 Designing and institutionalizing an open and transparent

grievance handling system

 Identifying areas of improvement through satisfaction

surveys, developing and ensuring follow up actions

 Maintaining discipline in the plant

 Monitoring non-conformance to standing orders and taking

prompt action

 Preparing accurate charge sheets, conducting inquires  Timely communicating and consulting with MU/BU on concern

areas

 Educating workforce on statutory and legal provisions and

ensuring their administration

 Employee Involvement

Index from survey

 Sports/ Welfare, Safety, Works Committee in place  Suggestion scheme, Grievance handling system in place  Communication index based on employee feedback

 No. of charge sheets or

disciplinary actions in the year

2. Ensuring effective & fair settlement of IR related issues  Leading negotiations with unions to win-win solutions  Identifying and maintaining rapport with thought leaders

among the employees, including unions

 Planning and developing cases with consultant & lawyers  Representing company at labour courts, civil courts, tribunals

along with the lawyer

 No. and quality of

formal and informal win-win settlements arrived

 No. of legal cases at

various stages

 No.of disciplinary

cases which take a legal recourse 3 Ensuring effective manpower planning and providing right person

for the right job on time

 Projecting manpower requirements for the year on the basis

 Timeliness and quality

of recruitments

of AOP and inputs from department heads

 Getting plans approved by Plant Manger/MU

 Monitoring and ensuring timely and quality recruitment at

workmen level

 Conducting interviews for recruitments at Executive level  Co-ordinating with MU for timely recruitments at managers

level

 Evaluating effectiveness of tests, instruments used for

selection and recommending changes

 Ensuring proper utilization of manpower in various

departments esp. production

 Monitoring and ensuring the deployment of contract labour in

the plant as per standard deployment

 Reviewing production requests for additional manpower and

getting relevant approvals

 Monitoring absenteeism and counseling concerned member

 Contract labor

availability and usage

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

 Designing Induction training plan for new joinees  Co-ordinating with respective department heads, shift in

charges for implementation of training program

 Monitoring and ensuring implementation of induction training

as per plan

 Conducting sessions for new joinees

 Reviewing induction of new joinees

 Implementation as per

Induction Plan

 Inductees feedback on

their experience

5. Ensuring timely and fair performance appraisal for all employees  Directing the distribution, collection, analysis, summary of forms  Co-ordinating with various departments for appraisal of their

members and with MU for appraisals of sr. management team

 Analyzing performance and making recommendations for

salary increase for workmen level

 Forwarding results and recommendations for all employees to

MU

 Implementation of recommendations as per inputs by MU  Resolving appraisal/ salary increase related grievances

 Timeliness

 Quality of the process  % of review

discussions held

 % of performance

counseling sessions held

 Training man days on

goal setting and reviewing skills

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

 Timeliness of survey  Accuracy of data and

 Monitoring the implementation of the study and analyzing

results of survey

 Communicating results of survey along with recommendations

for salary increase to the MU

 Implementing as per approvals

analysis

 Quality of

recommendations

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

 Planning for each activity and getting budgets sanctioned by

Plant Manager /MU

 Directing and monitoring implementation of activity and

adherence to planned budget

 Involving members from various departments in

implementation of the welfare activity

 Timeliness  No. and quality of

activities

 Extent of involvement

of others in the activities

8. Building and maintaining harmonious relations with community members

 Liasoning with village sarpanchs /local authorities

 Preparing annual calendar for community development

initiatives, proposing budget and getting approval from Plant manager

 Planning, directing and monitoring implementation of

community development activities such as scholarships in schools, organizing medical camps, construction work for schools, providing resources

 Effectiveness of community development initiatives  No disruption in plant functioning due to community related issues  Frequency of meetings

with village elders /local activities

9. Ensuring strict adherence to statutory laws

 Ensuring no non-compliance with statutory laws/ no

compromises made, especially contract labour

 Highlighting non-compliances to respective department heads,

Plant Manger

 Clearly communicating impact on operations in case of

non-compliances to all departments

 Liaisoning with government officials and local authorities  Ensuring timely and accurate updation and maintenance of all

statutory records

 Co-ordinating inspections at plant

 Non conformances

recorded against the company

 Frequency of meetings

with outside union leaders and local authorities

 Comply HR Scores

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

 Timeliness

 Feedback 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

 Monitoring and constant reviewing of department expenditure  Ensuring expenditures are within budget

 Ensuring clear and accurate maintenance of records and expenditures for review

 Timeliness  Accuracy

 % variance from

budget

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

 Putting in place a system for exit interviews

 Getting personally involved in exit stage and counseling

employee

 Identifying causes for leaving  Highlighting important data to MU

 % turnover

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

 Contributing constructively to team decisions

 Quality of participation

and decision making in team meetings and reviews

 Co-operation and

teamwork at the top-Survey 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.

 Conducting timely appraisals for direct reports, coaching and

giving on-line feedback

 Identify and address training and development needs  Provide guidance, clarity of roles and opportunities for job

enrichment and enhancement

 Empowering the team members so that they can take their

own decisions

 Timeliness of

performance reviews and counseling

 Training mandays  Feedback from team

on performance review and development aspects

 Feedback from team

on quality of counseling sessions

 Presence of all skills

required by the team 2. Providing opportunities for and ensuring the growth and

development of employees through training programs and HR interventions

 Ensuring training needs for all employees are identified and

addressed

 Preparing of annual training calendar

 Identifying/, coordinating with MU and organizing relevant

training programs for individuals/ groups

 Facilitating training programs for employees  Monitoring effectiveness of training programs

 Accurate analysis of

training needs

 % variance from

calendar / Individual development plan

3. Leading change initiatives in own area and supporting

continuous improvement in the plant

 Ensuring Organizational Health surveys are conducted in the

plant on a yearly basis

 Analyzing results of survey and areas of improvement

highlighted by the results of the survey

 Putting them forth for discussion with the A team and

developing action plans

 Communicating results to all members in the plant

 Refurbishing / correcting systems, structure, staffing or style

issues as per feedback

 Contributing to planning for improvement projects in

co-ordination with the HO

 Allocating responsibilities and resources if required  Monitoring/ reviewing the execution of these projects

 Building and maintaining a culture of continuous improvement

 Number of structural improvement projects  Meeting of desired outcomes of these projects  Improvement in OHS Scores

 Showcasing achievements in the plant to the external

environment

4. Continuously learning and upgrading own abilities  Seeking feedback from A Team and seniors

 Reflecting on own competencies and possible gaps  Setting learning goals

 Monitoring implementation of these goals

 Continuously updating knowledge from outside environment

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

Visa processing etc

 New skills learnt/ skills

upgraded

 Variance from

suggested proficiency level for the role

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

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.

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.