Management Continuity Plan
(6 Stage Framework) - Ensure end-to-end implementation of Management Continuity Plan
Management Continuity Plan:-
Stage 1
- Identifying Critical Roles - CRIQ
- Employee Potential & Performance
- Successor Identification Grid – 9 Box
STAGE 2: Build successor profile
STAGE 3: Nominate successors
Stage 4
- Assess development needs
- Succession bench reflection
Stage 5
- Engage Talent
- Develop Talent - Individual development plan: IDP
STAGE 6: Measure progress & readiness index
Benchmarking & Standardization - Benchmark best and emerging HR practices using the PDCA approach and implement them across the CG businesses.
- Standardize and streamline HR process across all locations.
- Guide location SPOCs and plant management for seamless implementation of HR initiatives.
TD Budgeting & Planning - Assist in creating the AOP and MTP for HR interventions for CG business units.
Performance Management System (PMS) - Ensure timely closure of the goal-setting and review cycles in DB for all CG businesses.
- Manage the appraisal process for all CG businesses.
- Implement Performance Improvement Plans (PIP) for non-performer employees.
Organizational Diagnosis & Talent Diagnostics - Organization Diagnostics : Conduct & facilitate organizational employee engagement surveys
- Assist in creating action plans and countermeasures based on identified concerns.
Talent Diagnostics : Conduct & facilitate talent assessments like Assessment Centers, Stay Interviews, Skip Interviews & AIS Pathfinder programs for targeted employees to assess talent gaps.
- Utilize assessment outcomes to identify current and emerging skills, competencies and behaviors required to achieve organizational goals and prepare for future needs.
Recruitment, Selection & Onboarding - Engage in recruitment and selection for positions handled through the CSO for CG businesses.
- Assist in preparing the annual manpower plan and budget for each business under CG.
- Ensure smooth and systematic induction of new employees.
Employee Support & HR Operations - Address and resolve location HR issues.
- Review and resolve CTC-related concerns from locations.
- Handle employee grievances and participate in disciplinary discussions where required.
- Provide counselling to employees as needed.
- Manage relocation cases, job rotations and approvals in coordination with location HR.
- Conduct plant visits for supervision and HR process monitoring.
Attrition Analysis - Create monthly attrition analysis reports.
Talent Management MIS & Communications - Develop and implement a communication strategy for talent development programs and initiatives.
- Prepare and circulate weekly, monthly, quarterly, and annual MIS reports to plant management, business leaders, and stakeholders.
- Track and report progress of all TM initiatives.
