This document outlines LG's HR KPI management plan for 2009. It includes:
1) Targets and weights for each subsidiary and branch will be decided by local HR committees, except the mandatory 40% weight for the LG Way Index.
2) Progress will be signaled with a color code (green, yellow, red) by the regional headquarters (RHQ) based on regular execution checks.
3) HR performance evaluations will occur half-yearly, conducted by RHQ HR and each country's managing director.
4) Progress will be monitored through on-site audits, employee interviews, surveys, and monthly reports from subsidiaries to RHQ HR.
This document outlines LG's HR KPI management plan for 2009. It includes:
1) Targets and weights for each subsidiary and branch will be decided by local HR committees, except the mandatory 40% weight for the LG Way Index.
2) Progress will be signaled with a color code (green, yellow, red) by the regional headquarters (RHQ) based on regular execution checks.
3) HR performance evaluations will occur half-yearly, conducted by RHQ HR and each country's managing director.
4) Progress will be monitored through on-site audits, employee interviews, surveys, and monthly reports from subsidiaries to RHQ HR.
This document outlines LG's HR KPI management plan for 2009. It includes:
1) Targets and weights for each subsidiary and branch will be decided by local HR committees, except the mandatory 40% weight for the LG Way Index.
2) Progress will be signaled with a color code (green, yellow, red) by the regional headquarters (RHQ) based on regular execution checks.
3) HR performance evaluations will occur half-yearly, conducted by RHQ HR and each country's managing director.
4) Progress will be monitored through on-site audits, employee interviews, surveys, and monthly reports from subsidiaries to RHQ HR.
Detail targets and weights should be decided by Sub.& Branch HR Commitee
- Except for LG Way Index : 40% is mandatory to all Sub.& Branch - All the items & contents are not subjected to be modified or omitted from it's original (Addition of items & contents can be considerd by Sub.& Branch HR) Each signal by RHQ shows the progress of execution (5 scale score) - Green : Set up & on going properly (5/5) - Yellow : Between Green & Red (3/5) - Red : No execution (0/5) HR performance evaluation (Half yearly) - 1st evaluator : RHQ HR - 2nd evaluator : MD in each country - Weights will be decided by MD Progress monitoring methods - On-site auditing, Random interview with employees, Survey, Monthly report review, etc. by RHQ HR - Sub.& Branch HR SHOULD submit mothly progress report to RHQ HR based on HR KPI (Every last week of the month) RHQ Contact point for each HEALTH HR System Health : Mr. Vineet Development Health - 20 training hours per individual (Mr. Dae Yun Lee, Ms. Kathleen) - Mandatory training per each grade (Ms. Nicola) - Assimilation Program operation (Ms. Nathasa) Performance Mgt. Health - Mission & CARE set up status (Ms. Nicola) - Success factor accuracy (Ms. Natasha) - Manpower ROI (Mr. Vineet) Org. Culture Health - LG Way index (Mr. YH Kim) - Local integration (Mr. Vineet) - Employee understanding level of CEO's 6 pillars & Regional president's 7 working principle (All) KPI Category Item Recruitment process Recruitment resource Interview preparation Interview literature Reference check Employee information Employment contract Employee handbook Grading structure Mgt. Grading operation Grading settlement Promotion Retention Long term employee Fringe Benefit Benefit Termination contract Exit interview Employment Ending HR System set up status Grade Recruitment Employee data Employee data accuracy HR Committee Execution Facts storage HR Committee operation HR Committee HR Data Mgt. HR System set up status Details Signal (by RHQ) Recruitment has been on going with the fixed recruitment process Have a partnership with the local recruitment company (Head hunting firm, job web-site, etc.), and receive certified candidates supplies from them have Interview checklists and questionnaires and also they are provided for the interviewer Interview evaluation sheet is prepared, and the results of interview are managed and kept on file Individual reference (Reputations and criminal profiles, etc.) is inspected before joining company All personal profiles are recorded on GERP System in detail after the recruitment Standardized employment contract in the country is provided to all employees and they are kept with valid contract legally Employee Handbook is provided to new employees to guide the company's HR policy, regulation Each grade(G1~G5) has each Sub-Grade, Job Title, and Service years officially Sub-Grades and Job titles to each grade(G1~G5) are granted to all employees annually All employees are able to explain their grade system, service years, and his/her own current and next grade with title. Conduct the promotion by annual promotion committee with the ceremony Long term service employees are rewarded with the souvenir or gift every year Have the fringe benefit (Business trip, condolence, marriage, etc) policy and operates by the policy In case of retirement, makes out an employment termination and files related documents In case of retirement, Exit interview is conducted and kept the result on file HR staff can report subsidiary's employee status(Head counts by Grade/Job, etc.) within 5 minutes by utilizing GERP system Employee information is kept in GERP without errors and omissions Major HR Issues (Employee promotion, incretment, compensation, etc.) are managed by offical HR Committee HR is keeping the results of HR Committee in files Comment (by RHQ) KPI Category Item Individual development Annual training hours Development plan IDP (Individual Development Plan) Development status Mgt. Individual training unit based data Learning net status Learning net Mgt. New employee Induction program Leadership development Mandatory training in each grade New Leader adaption Culture understanding for new FSE e-learning 20 training hours per individual Madatory training per each grade Integration Assimilation Prog. operation Details Signal (by RHQ) Ratio of local employees who completed annual 20H training (Including e-learning , Above 90%: Green, Below 50%: Red) All employees have Individual development plan (Above 90% : Green, Below 70% : Red) Individual training history are updated & managed on a unit based data. Ratio of annual mandatory learning-course completion (Above 90% : Green, Below 70% : Red) Able to manage the learning-net system as an administrator (Updating off-line training, Report management, Offering & Registration) Conduct the regular training for new employees to introduce LGE Ratio of grade compulsory course completion (Above 70%: Green, Below 40% Red) HR is operating 'Assimilation Program for new leaders without fail HR is providing new FSE with training in order to understand local culture and history, etc. (NPS survey from FSE, Above 50% : Green, Below 30% : Red) Comment (by RHQ) KPI Category Item Knowledge Understanding level Set up status Job application Competency Leadership Financial status Understanding financial index Labor cost Wage index Mgt. Productivity Productivity index Mgt. Annual evaluation Evaluation Success Factor accuracy ROI (Manpower) Execution Mission & CARE set up status Half year evaluation Goal setting status Goal Setting Details Signal (by RHQ) Employee can explain the clear meaning of Mission & CARE (Random Test, Above 90% : Green, Below 70% : Red) All Employees have their own job description including R&R (Above 90% : Green, Below 70% : Red) Org. & Individual goal setting by success factor was based on Mission & CARE 09 Org. & Individual Goal Setting was finished by Feb. by success factor (100% : Green, Below 99% : Red) Individual goal was made by evaluator & evaluatee both by success factor Competency evaluation was finished no later than the due date by success factor (100% : Green, Below 99% : Red) Leadership evaluation was finished no later than the due date by success factor (100% : Green, Below 99% : Red) Half year performance review was finished no later than the due date by success factor (100% : Green, Below 99% : Red) All employees had performance review & coaching meeting with his/her evaluators (100% : Green, Below 90% : Red) Annual performance review was finished no later than the due date by success factor (100% : Green, Below 99% : Red) All employees had performance review & coaching meeting with his/her evaluators (100% : Green, Below 90% : Red) HR knows Org. financial status correctly : Sales revenue , Operational income, performance results (by BP, PY, CTG) HR knows and manages labor cost status : labor cost rate against sales revenue (compare last year) HR knows and manages manpower productivity status : Sales revenue per person (compare last year) Comment (by RHQ) KPI Category Item LG Way Index LG Way status Index results Status Integration Understanding level Checklist & UBD Understanding of CEOs 6 pillars & Mr. KW Kims 7 working principles Local integration (Authority transformation) Details Signal (by RHQ) Increment rate of total LG Way Index compared to last year (weight is 40% as mandatory) * Above 20% : Green, Below 10% : Red Sub.&Branch have authority matrix based on CARE Charts Authotiry is based on grade and position not by FSE & Local Employee can explain CEO's 6 pillars & Regional president's 7 working principle (pass rate of employees by random test) * Above 90% : Green, Below 70% : Red HR Has it's own checklist & Unit based Data Comment (by RHQ)