Approving authority should be of the rank Focus on HR processes and practices of Head of the Department (HoD), that visibly add value to business and its Director, CEO, Chairman. (HR’s) internal and external stakeholders Application/nomination and supporting Support HR initiative or materials must be received by deliverable by relevant’ 1700 hours ‘strategically on January 31, 2018. No extensions to measures as evidence of impact and this date will be granted under normal value addition (some illustrative HR circumstances and incomplete entries will measures that fall in the range of not be considered. input/process/outcome/impact are listed here). Supporting Confidentiality achievements/accomplishments with appropriate measures will be considered favourably by the Awards Committee FIPI and associated agencies would be during evaluation. obliged not to share any information provided by applicants and/or the Illustrative Strategically Relevant evaluation criteria with any agencies or Measures individuals other than those involved or Extent to validated engaged by FIPI, the Awards Committee competency models are used members and the Jury. for hiring, developing, rewarding employees. Applicants are requested to specifically Number/type of special identify in the applications, any projects to develop high confidential information they have potential employees. furnished for due treatment by FIPI and agencies or individuals associated with Percent of executive time spent these awards evaluation. All other on mentoring and coaching. information received will be treated as fit Training man days per for dissemination as needed by FIPI for employee at different its activities. levels. Ratio of Staff cost to total cost Framework for Evaluation (%). Percentage of employee’s The evaluation emphasizes four adding dimensions in the role of HR suggestions implemented. namely: The write-up should emphasise unique Response to imperatives of business HR contributions, rather than activities Meeting internal/external customer that are commonly undertaken. expectations Development of adding HR practices Aligning HR functional and business organization Criteria for Evaluation: The Evaluation participating companies should:
Approving authority should be of the rank of Head of the Department (HoD), Director, CEO, Chairman. Application/nomination and supporting materials must be received by 1700 hours on January 31, 2018. No extensions to this date will be granted under normal circumstances and incomplete entries will not be considered. Confidentiality FIPI and associated agencies would be obliged not to share any information provided by applicants and/or the evaluation criteria with any agencies or individuals other than those involved or engaged by FIPI, the Awards Committee members and the Jury. Applicants are requested to specifically identify in the applications, any confidential information they have furnished for due treatment by FIPI and agencies or individuals associated with these awards evaluation. All other information received will be treated as fit for dissemination as needed by FIPI for its activities. Framework for Evaluation The evaluation emphasizes four adding dimensions in the role of HR namely: Response to imperatives of business Meeting internal/external customer expectations Development of adding HR practices Aligning HR functional and business organization Criteria for Evaluation: The participating companies should: Focus on HR processes and practices that visibly add value to business and its (HR’s) internal and external stakeholders Support HR initiative or deliverable by ‘strategically relevant’ measures as evidence of impact and value addition (some illustrative HR measures that fall in the range of input/process/outcome/impact are listed here). Supporting achievements/accomplishments with appropriate measures will be considered favourably by the Awards Committee during evaluation. Illustrative Strategically Relevant Measures Extent to validated competency models are used for hiring, developing, rewarding employees. Number/type of special projects to develop high potential employees. Percent of executive time spent on mentoring and coaching. Training man days per employee at different levels. Ratio of Staff cost to total cost (%). Percentage of employee’s suggestions implemented. The write-up should emphasise unique HR contributions, rather than activities that are commonly undertaken. Evaluation
HR-CoY.docx