AH HR & Training

1) Job Purpose:

Responsible for Facilitating and Implementing the HRD activities, Learning & Development, Training of Belur Works ensuring timely submission of data as per Corporate Guidelines. Enable the HRIS (Poornata) of Belur Works and assist the erstwhile units of Indal on correct usage of the system.

3) Job Context & Major Challenges:

The Sheet rolling at Belur (very near to Kolkata) was the first plant of Indal to be set up way back in 1941 under Indian Aluminium Company Limited (INDAL). With effect from 1st April 2004, most units of INDAL, including Belur unit merged with Hindalco Industries Limited. The initial capacity of the plant was 2500 tons per annum. With passage of time, there has been numerous expansion and modernization and the present capacity of the plant is about 50000 tons per annum.

Belur produces the following products:

-Rolling Sheet-Foil Stock-Closure Stock-Flooring Sheet-GEQ Coil etc.

Main Competitors are NALCO, BALCO and Chinese Products which are of low price and good quality. Their surface and packing are of good finish.

Keeping in view the rapid growth and globalization of business HR Department has a separate section, which handles the process of training & development activities in the company.The training & development activity includes programmes for managers, supervisors and workers. Work integrated Continuing Education has been launched for the multi levels of employees. Regular training of employees from Sister Concern units are handled and co-ordinated

Major Challenges:

Developing new talent (GETs and DETs) to the organisation, which would work as a real asset to the organisation and make them ready for future expansions.

Key Result Areas/Accountabilities

Supporting Actions

Induction & Orientation of GETs:

Design/Develop/implement/Coordinate & evaluate the whole process ofTraining & Development of all GETs

Induction & Orientation of DETs:

Learning Assessments

. Design, conceptualise, develop, and implement course content in sync with the requirements and needs of the organisation with focus on updating the contents on timely basis.

. Implement learning assessments such that the certification is obtained by the employee (s) concerned.

. Bring innovation to the approach with identification of creative, cost effective, impactful ways to deliver programs across organization.

DETs Engagement

Developing young professionals through series of engagement activities/ review mechanism.

Proper implementation of career path.

Implementation of Learning initiatives at unit successfully:

- Interaction with Leaders

- Mentoring for DETs

- Formulate/Plan & conduct yearly Learning Plan for DETs previous

batches

- Monitoring Learning status

- Learning Charter - For Fresh DETs

Succession Pipeline:

Identification of important roles and ensuring succession planning to fill in the same roles.

Identification of critical roles at all levels within the organization in consultation with senior leadership time to time and identifying successors to maintain a healthy succession pipeline.

Ensure Succession planning for the key roles in the organization in discussion with the Senior Leaders

Build solid pipelines for all critical and leadership roles.

Customer Centricity

To Strengthen Training Effectiveness Process

Ensure up to date data in Poornata ELM module & Training software.

Ensure Training processes as per designed SOPs. -Strengthening Training System & Practices

Knowledge Management