Sl No

KRA

Salary working for AGM-HR : Draft

PERFOMACE CRITERIA

identification of 30 lowest sales staff & sharing

the training schedule
To train them & improve their overall skills.
Training shall cover aspects to improve the sales
and the profitability parameters

1
Identification &
Training of Sales
staff with low sales

To publish a monthly performance report for

these
identified
group.
Weekly
perfomance
report for the identified
group along with each salesman perfomance
assesment sheet

To make atleast 5 branch visits in a month

2

Each visit has to be for a minimum of one full

day.
Ensure that JDs are available for each employee
in the shop.
Administration related aspects of the shop.
Skip
level meetings
grievence
handling every
Submission
of reportand
of each
visit covering
Frequent Shop Visits aspect
To prepare a statutory compliance check list for
each shop.
To ensure that all compliances are adhered to,
including PF, ESI, Labour Laws etc.

Ensure that the required periodical registration

renewals are taking place.
Initiate and follow up corrective measures
wherever necessary.

Report on Statutory
compliances for each To submit a shop-wise compliance report to CRD
shop
by 15th of every month.
Job Descriptions
Preparation of JDs & KRAs for atleast 10 key
personnel in the group in a month.

To perform all other routine responsibilities

of the AGM-HR position, which includes:

-Maintenance of a complete data base for

recruitment
for all levels
-Initiate the process
of "Head Hunting" for all key
positions
-Completion of recruitment process with Jd & KRA
drafted for atleast 10 key personnel within 15
days of reporting the vacancy subject to approval
from CRD that
for new
-Ensuring
the position..
attrition rate is kept at the
minimum
-Good Employee-Employer reationship through
effective conflict management

-'Zero' instances of employee grievences directly

reporting to the HODs
-PF/ESI ralated pending issues to be sorted out
-Market survey and study on the salary structure
and bringing in cost-effectiveness/optimization
-Implementation and management of the
Performance Appraisal system
Routine
Responsibilities

Monthly sales
performance of the
identified team as
per point no.1

-To co-ordinate and follow with P8 and the CRD

team for overseas projects

Each salesman, trained as above, should show a

minimum 50% growth in the monthly sales over
the immediately preceding 3 months average
sales.
All Total
Note : The above criteria and workings to be
reviewed and redesigned, if required, at the end
of each quarter.

Method of Calculatio TARGET

30 lowest sales
staff

Lumpsum amount of
Rs 20,000/-

Amount -

Frequency

Weightage

As per schedule
As per schedule

5
3

45,000.00As per schedule

shop-wise
compliance
report to CRD by
15th of every
month.

weekly

10

20,000.00as per schedule

as per schedule

as per schedule
as per schedule
as per schedule
weekly

2
1
3
5

Monthly

Monthly

Monthly

Monthly

15th of every
month

5 branch visit in
a month

Lumpsum amount of
Rs 10,000/-

Monthly

10,000.00

0.00

completion of
To be reviewed by the recruitment for
HOD each month over 10 key
a scale of 1 to 5.
personnel

weekly
as per schedule

1
1

25,000.00as per schedule

monthly

3
2

monthly
monthly

1
1

monthly

monthly

50% growth in
monthly sales
preceeding 3
months average
sales
30,000.00
###

30
100

Overall weightage

30

20

10

10

30

100