To plan and ensure effective implementation of HR Vision, Policies & Practices at Baga Cement Works and its associated GUs by clear focus on ABG EVP pillars to achieve business goals, enhanced manpower productivity, capabilities and employee happiness quotient.
Job Context: : UltraTech Cement Ltd. is the largest manufacturer of grey cement, Ready Mix Concrete (RMC) and white cement in India. The company has consolidated capacity of 138.39 Million Tons Per Annum (MTPA)* of grey cement. UltraTech Cement has 23 integrated plants, 1 clinkerisation plant, 29 grinding units and 8 bulk terminals.
Baga Cement Works was acquired by UltraTech Cement Limited from erstwhile M/S Jaiprakash Associated Limited in the year 2017. Baga Cement Works is located at around 155 Km from Chandigarh, 67 km from Shimla and 37 km from Bilaspur (HP). The nearest National Highway is NH-88 which is 17 Km from the plant. The plant has 10,000 TPD clinker production capacity & 250/300 TPH OPC/PPC cement grinding capacity. The preheater consists of four strings, each with 6 stages of LP cyclones, with two pyroclones supplied by M/s KHD. This is a unique feature of this cement plant due to which the plant operates at lower heat and electrical energy. The preheater has a height of 155 mtrs, with top floor at 135 mtrs. The preheater has been constructed out of tubular steel structure.
The Cement Plant is based on lime stone deposits in Baga â Bhalag hills which are adjacent to plant area. Limestone requirement of the plant is around 15000 TPD. For raw material grinding, two vertical roller mills of 420 TPH each have been installed with a C.F. Silo having a capacity of 24,000 MT.
The unit is equipped with state-of-the-art pollution control systems, and operating emission norms are much lower than the permissible standards of 30 mg/Nm3. Two continuous ambient air quality monitoring stations have been installed which are hooked up to CPCB and PCB and transmit real time data's.
For emergency electrical power, 8 x 1800 KVA, DG sets have been installed.
The township for the plant is located near the plant and has a residential complex for 300 families. 10+2 school and 30 bed hospital has been built. For transporting clinker and cement from plant a fleet of about 4000 trucks have been engaged.
The major challenges are:
? Acquisition & retention of talent
? Work life balance
? Competency developmentth an average of 1700mm per year.
⢠Space constraints at the unit location.
Land and possession related disputes regarding ML area falling in different villages is proving to be the bottleneck for scientific development and expansion of mines.
| KRA (Accountabilities) (Max 1325 Characters) | Supporting Actions (Max 1325 Characters) | |
|---|---|---|
| KRA1 | Talent Acqusition and Staffing: Manpower planning, budgeting, periodical reviews, cost optimization and quality of hiring | - Ensure quality of hiring as per prescribed TAT. - Ensure adherence of policies and recruitment guidelines - Reviewing key recruitment metrics, like source of hire, time-to-hire, staff turnover, arritration and adherence of Xplore, inland mobility policy etc - Ensure 100% compliance of WFA, Position Mgmt and leave mgmt modules of Poornata on time. - Building strong & effective employee life cycle for creating online and offline employer branding activities |
| KRA2 | Capability Building: Ensure effective deployment of learning calendar and other developmental initiatives as per GHR, BHR and unit management guidelines | - Providing resources & guidance to design, organize and conduct training programmes - Monitor & review execution of learning calendar and its effectiveness - Ensure quality of MDP (70:20:10) preparation through conduct of awareness session on behavioural & functional competency framework - 100% compliance of ELM |
| KRA3 | Performance Culture: To plan, organize and ensure implementation of PMS for O&S and WB employees to enhance productivity | - Creating awareness and training of employees on PerformNext (performance management system environment) - Timely completion of effective Goals Setting, Goal assurance audit, MYR, ACR cycle completion and performance differentiation - Timely distribution of compensation related communication and letters - Support in development of PIP and follow-up |
| KRA4 | Talent Management and Succession Planning | - Ensure effective implementation of Talent managment system (potential assessment, talent segmentation, talent validation, talent review) - Organising unit level DAC and TRC - Development of quality MDPs, execution, monitoring of MDP checkins along with reviewing with line manager and skip manager. - Talent development through implementation of 70:20:10 Model - Ensure coordination and deployment of Successor against approved vacant positions and timely communication to HO |
| KRA5 | OE & OD interventions | - To ensure 100% participantion in various survey like Vibes, Team Vibes, Voice, WB Satisfaction and implementation of unit action plan - To train employees on ABG Values, Whistle Blower Policy at Aditya Birla Group, POSH, ABG Information Security, Code of Conduct etc - Guide and ensure effective implementation of various OE initiatives such as Values Week celebration, PingMe Week, One UltraTech Day etc for engaging employees for building strong culture - Driving intiatives for effective usage of USHA, PingMe, Sentimeter, HR @ your Desk, Margdarshan, Wellness, diversity and ABG Chairman Awards - Review & implementation of Job rotation as employee development tool - Ensure periodical meetings of ABG Values Committee, POSH Committee and School Committee etc |
| KRA6 | HR Policies/ Programmes & Systems:- To plan, organize and effective implementation of HR policies and programmes to enchance company HR performance and optimizing employee productivity at unit and associated GU. Assist management in preparation of organization structure, amendments and manpower rationalization. | - Support and assist FH HR in execution of HR Strategies for long term susaitainabilty and enhancing employee productivity - Planning, organizing, effective implementation & review of unit level HR policies & procedures. - Deal with grievances and violations invoking disciplinary actions as and when required - Monitor & review procedures like salary & wages and timely submission of MIS - Design & ensure to implement in-house training programmes at optimum cost - Cost optimisation - Enusre every position is reviewed and JD updated |
| KRA7 | Statutory Compliance and Returns: Ensure all statutory regulations are complied with in time as per Labour Laws. | - To ensure providing Time Office data to internal & external stakeholders for submission of various statutory returns under laws of land |
| KRA8 | Safety, Health and Environment: Ensure all Safety, Health and Environment guidelines are implemented in HR department | - Ensure 100% implementation of all applicable safety standards in HR department with target of zero harm - Effective participation & contribution in various safety subcommittees, SO, CFSA, daily walkthrough round, visible felt leadership and apex safety meeting for building and inculcating strong safety culture - Promote sustainable solution for HSE initiatives - Ensure timely closure of open audit points / observatios (FPSA,SPSA,TPSA) |
| KRA9 | Key Systems & Process Improvement / Institutionalisation: - Ensure GHR, BHR and other best HR Practices are implemented | - To motivate team members for participation in various WCM activities such as 5S,BCE, Hygiene etc. and submission of Kaizen & suggestions in system - Ensure implementation of IMS policy in department - Ensure participation in People Mgmt KFA and HRD GRT as per the ABOE framework - Identify Digitalization opportunities and take initiatives for HR process automation |
