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HR Operations & Comp & Benefits - Coggle Diagram
HR Operations & Comp & Benefits
Employee Lifecycle
START
Employee awareness programmes on understanding HR policies, Salary and processes
Defining and implementing contractor process for HR
Introduce tracking of Employment events (like claw back, probation, skill incentive, joining bonus history) in HR POD
Define process and SLAs of RED BGV case response
Start automation projects - For HR Letters
CONTINUE
Continue revisiting SOPs whenever there is a process change
To close BGV within 15 working days for GP and 1 month for others
Maintaining HR Operations metrics month on month to ensure SLAs are met
Closing Employee Tickets within SLAs
Continue focus on employee recovery for non compliance of notice period
STOP
Stop working in Silos on various HR processes
Stop delays in closing exits
Employee experience
START
Employer Sponsorship for mediclaim policy ( Self/Family floater)
Employee Awareness session on Benefits
Leverage Viva engage for HR Ops communication
Communication on "Raising Tickets" through HR POD
STOP
Stop Follow ups and replace with consistent reporting
Stop encouraging employee queries on email & ensure tickets are raised
CONTINUE
Ensure employee satisfaction on mediclaim process
Compensation & Benefit
START
Innovative Benefits program based on generational cohorts
Skills Database Management and updation
Introduce Compensable factors for 2024-25 increments ( example Skills and Roles) in addition to Exp, designation & rating
Quarterly C&B Analysis to be made available to Leadership team for decision making (Salary band variation, Internal parity, salary cost)
Look at different salary structure for recruitment like Sales
Start HR Ops Process timelines calendar for employees - Example Payroll cut-off, attendance, leaves
Communication to BW India - 1st April , Managers to approve, leave application
Salary Access to respective Business and Function heads
STOP
Stop sharing salary on email instead access to be provided to leadership team for their respective team members
Stop delegating the entire process to vendors without regular checks on their communication
CONTINUE
Continue Timely roll out of processes aligned to Business decisions - increments, variable pay etc..
Maintaining salary bands for attracting & retaining talent
Continue supporting SAP Billing code activity for effective cost tracking
Continue guidance on Salary breakup for employees Travelling to US and back in prescribed format
Guidance to recruitment team on Salary brackets, salary break-ups, benefits for New Hires
Compliance & Security
STOP
Stop last minute fulfilment of compliance requirements
Avoid Duplication of work on compliance - approvals across various modes of communication
CONTINUE
Continue focus on security requirements through Offer and Appointment letters.
Maintain 100% clean and accurate database on HR POD
100% Compliance of all Statutory requirements
Audit compliance with 0 observations and NCs
START
Maintain Data as per DPDP regulations
Build Audit guide for consistency of performance and experience
Lay down a Compliance Calendar for all statutory requirements