SHANKARAREDDY
尚卡拉雷迪
#118, Sri Balaji Nilaya, Chellakere Main Road,Meganahalli,Hennuru,Bengaluru-560043.
#118, Sri Balaji Nilaya, Chellakere Main Road, Meganahalli, Hennuru, Bengaluru-560043。
Mobile: +91- 9844069200
手机：+91-9844069200
E-mail:shankarreddyr@yahoo.com
电子邮件：shankarredder@yahoo.com
====================================================================================================================
CAREER SUMMARY
职业概述
Passionate & result oriented Human Resource practitioner with 16+ yrs. of experience in overall Generalist Profile - Talent Acquisition & Management, Manpower Planning & Control, Performance Management System, Upgradation Promotion, HR Operation, Flexible Manpower Management and demonstrable experience of managing & completing recruitment and Employee engagement activity, Compensation and Benefits, Training & Development, Employee Relationship/IR, SAP Payroll, Workday, Statutory Compliance & handling External Union. A team player with strong work ethics, multitasking capabilities, cross-cultural adaptability.
热情且注重结果的人力资源从业者，拥有 16 年以上综合型人才经验，涵盖人才招聘与管理、人力规划与控制、绩效管理体系、晋升晋升、人力资源运营、灵活用工管理等多个领域，并具备丰富的招聘及员工敬业度管理、薪酬福利、培训发展、 员工关系/IR、 SAP 薪资、Workday 系统、合规性及外部工会处理经验 。具备良好的职业道德、多任务处理能力和跨文化适应能力，是一位优秀的团队合作者。
====================================================================================================================
An indispensable part of the organization core team and have been a part of organizational top management in various organizations playing a significant role in achieving and balancing long-term and short-term strategies and goals of the organizations.
组织核心团队不可或缺的一部分，曾在各个组织中担任组织高层管理人员，在实现和平衡组织的长期和短期战略和目标方面发挥着重要作用。
AREAS OF EXPERTISE:
专业领域：
07/2024 to Present Mfg.HR Head – India
2024 年 7 月至今印度制造业人力资源主管
Ohmium Group, India
Ohmium 集团，印度
Company Strength: More than 1200 Employees
公司实力：超过1200名员工.
Work with Business/Line Managers for and Development of skills and Competencies, Manpower Planning, and Recruitment to support the Business in day to day operations.
与业务/直线经理合作，开发技能和能力、人力规划和招聘，以支持日常业务运营。
Benchmark the present policies and systems with the global organizations for the development of the organization.
将当前的政策和系统与全球组织进行对比，以促进组织的发展。
Closely Work with Head Office team for day-to-day plant HR operations.
与总部团队密切合作，负责日常工厂人力资源运营。
Emphasize the Industrial and Employee Relations in the organization and ensure smooth functioning of business, Initiate the Disciplinary Proceedings and ensure discipline in the organization.
强调组织中的工业和员工关系并确保业务顺利运作，启动纪律处分程序并确保组织纪律。
Design and develop short term and long-term strategies for new policies and procedures in respect of Compensation and Benefits, Appraisal System, Grade System, leave polices, Life cycle of Employee and career growth.
设计和制定有关薪酬福利、评估体系、等级制度、休假政策、员工生命周期和职业发展等新政策和程序的短期和长期战略。
Monitoring Rewards and Recognition.
监控奖励和认可。
Prepare and Present Monthly/Weekly reports for top Management review.
准备并提交月度/每周报告以供高层管理人员审查。
Closely work with Business Managers on “TAKE CARE” Concept to address Employee Grievances, Workplace Improvement through Counselling, Employee Connect meeting and various Committee Meeting.
与业务经理密切合作，按照 “关爱” 理念解决员工不满，通过咨询、员工联络会议和各种委员会会议改善工作场所。
Coordinate with Legal advisor in respect of legal interpretations, IR Matters. Statutory & Labor Compliance and maintain the good Liasoning with all Govt. Depts.,
就法律解释、投资者关系事宜、法定及劳动合规事宜与法律顾问进行协调，并与所有政府部门保持良好的联络。
Work with Business Manager for Periodic Appraisal and Mid and Annual reviews for Increments and Promotions.
与业务经理合作进行定期评估以及加薪和晋升的中期和年度审查。
Monitor the Contract labour Management and Employee Engagement activities.
监控合同工管理和员工参与活动。
Closely monitor the team performance and support for quality result.
密切监控团队表现并支持质量结果。
Strengthen the Communication gap and improve the communication channel.
加强沟通桥梁建设，完善沟通渠道。
Certification of Standing Orders across all locations
所有地点的常规订单认证
Liaising with the Labour Department, Factories and Boilers Department, the local Panchayat, and the Karnataka Electricity Board (KEB) involves strategic planning to obtain the necessary approvals.
与劳工部、工厂和锅炉部、当地 Panchayat 和卡纳塔克邦电力局 (KEB) 联络涉及战略规划以获得必要的批准。
02/2019 to 06/2024 Manager – Human Resource & Employee Relations
2019 年 2 月至 2024 年 6 月人力资源与员工关系经理
Aliaxis Group, Bengaluru
Aliaxis 集团，班加罗尔
Company Strength: More than 7000 Employees
公司实力：超过7000名员工.
Three (3) Long term settlements (Four Years 2019-23, 2020-24 & 2023-27).
三 (3) 个长期解决方案（四年，2019-23 年、2020-24 年和 2023-27 年）。
Long-term settlements for 365 working days and successfully implemented.
365个工作日的长期结算并成功实施。
The elimination of union formation in multiple registrations received strong political and governmental support for union affiliations. However, union formation was rejected in 2022.
取消多重注册工会组建的提议获得了政治和政府对工会组织的大力支持。然而，工会组建申请在2022年被否决。
As the presenting officer, I effectively dismissed all 16 suspension cases that were pending inquiry.
作为主审官员，我有效地驳回了所有 16 起有待调查的停职案件。
Reduced the fixed cost in salary structure through wage settlements.
通过工资结算降低薪酬结构中的固定成本。
Leading Human Resource Management and Industrial Relations at Aliaxis.
领导 Aliaxis 的人力资源管理和劳资关系。
Talent Acquisition and Retention exercises for High profile requirements.
针对高知名度要求的人才招聘和保留练习。
Managing and Leading Employee Experience Survey and suggesting measures to overcome the gaps.
管理和领导员工体验调查并提出克服差距的措施。
Advising the Management regarding all aspects of the employment relationship including performance management, disciplinary actions
就雇佣关系的各个方面向管理层提供建议，包括绩效管理、纪律处分
Engaging with Union on various negotiations, engagement activities
与工会进行各种谈判和合作活动
Working with Plant Head in strategy planning for upcoming LTS.
与工厂负责人合作制定即将到来的 LTS 战略规划。
Organizing and conducting awareness sessions on policies regarding employee relations issues.
组织并开展有关员工关系问题政策的宣传会议。
Liaising with internal and external legal counsel and Government authorities to resolve employee issues
与内部和外部法律顾问和政府部门联络，解决员工问题
Lead the entire team to gear up on Covid19 preparedness proactively.
带领整个团队积极做好 Covid19 防范工作。
Ensuring Business Code of Conduct awareness shared with an entire workforce and practiced.
确保全体员工了解并践行商业行为准则。
Reduced conversation cost and optimization of manpower.
降低通话成本，优化人力。
Factory achieved 30% growth in Productivity, OEE and excellent performance in quality product and reduction in loss due to poor skill due to employee motivation. Employee skill improvement by 20% achieved.
由于员工积极性提高，工厂生产效率、设备综合效率 (OEE) 提升了 30%，产品质量优异，并减少了因技能不足造成的损失。员工技能提升了 20%。
Training & Development – Skill & Competency Mapping. Conducting
培训与发展——技能与能力规划。进行
Developmental Training Programs for Line Managers
直线经理发展培训项目
Handling Labour Grievances – Discussions / Handling Union discussion on a monthly basis as per schedule
处理劳工申诉 – 讨论/按计划每月处理工会讨论
Employee communication on a fortnightly and monthly basis to keep the Union under confidence.
每两周和每月与员工进行沟通，以保持工会的信任。
Handled Strike Situation in the year 2019 for a period of 15 days. Effective liaison with the Government and appropriate authorities.
处理2019年为期15天的罢工情况。与政府和相关部门保持有效联络。
Employee Communication – Monthly HR presentation to Associates, Information meeting twice a month, Round Table Meeting with employees, and Union discussions.
员工沟通——每月向员工进行人力资源介绍、每月两次信息会议、与员工进行圆桌会议以及工会讨论。
Diversity, Equity, and Inclusion in Engaging female employees for the first time in a manufacturing Plant and successfully implemented across all plants. The goal is to ensure that female employees are integrated effectively, provided with equal opportunities, and supported in a way that enhances their contribution to the organization.
多元化、公平和包容性首次在制造工厂引入女性员工参与，并成功推广至所有工厂。目标是确保女性员工有效融入，获得平等机会并获得支持，从而提升她们对组织的贡献 。
During Supersize's night shift visit to the factory, employees and supervisors are sleeping, and 37 people were successfully suspended on the spot.
Supersize 夜班探访工厂期间，员工和主管都在睡觉，现场成功吊起 37 人。
Despite strong opposition from the union, we successfully shut down the operations plant, relocated machinery to a third-party location, redeployed manpower, reduced the workforce, and optimized costs.
尽管遭到工会的强烈反对，我们还是成功关闭了运营工厂，将机器迁移到第三方地点，重新部署了人力，减少了劳动力，并优化了成本。
350 employees resigned from the union and rejoined as part of management.
350名员工退出工会并重新加入管理层。
I filed a suit three times based on the injunction order to avoid risks and successfully coordinated with the advocate, provided the required documents, and attended court.
为了规避风险，我依据禁令提起了三次诉讼，并成功与律师协调、提供了所需文件并出庭。
The BMS Union challenged and filed cases with the DLC, and the local government supported the acceptance of the new registration. We successfully handled the case and attended the conciliation meeting in our favor. They later challenged it again by filing a case with the Additional Labour Commissioner; however, we won the case.
BMS 工会向 DLC 提出异议并提起诉讼，当地政府支持接受新的注册。我们成功处理了此案，并参加了对我们有利的调解会议。后来，他们再次向额外劳工专员提起诉讼，再次提出异议；但我们最终胜诉。
The union opposed the transfer of 120 employees; however, I successfully transferred them to another location.
工会反对调动120名员工，但我还是成功地将他们调到了其他地方。
The union opposed the reduction of manpower, but I successfully explained the situation and managed to reduce it
工会反对减少人手，但我成功解释了情况，并设法减少了人手
A cost savings of 0.1 billion was achieved through PMRY & ABRY
通过 PMRY 和 ABRY 节省了 1 亿成本
Overtime elimination resulted in a CLR cost saving of $0.02 billion.
消除加班导致 CLR 成本节省了 0.02 亿美元。
The NAPS program was successfully implemented, resulting in a cost saving of 0.01 billion
NAPS 项目成功实施，节省成本 0.01 亿
Optimization of manpower cost by 0.1 billion
优化人力成本1亿
09/2016 to 2/20219 Assistant Manager – Human Resource & Employee Relations
2016 年 9 月至 2021 年 2 月助理经理 – 人力资源与员工关系
Honda Group (Manufacturing into Two Wheelers)
本田集团（生产两轮车）
Company Strength: More than 3000 Employees.
公司实力：员工3000余人。
Work with Business/Line Managers for and Development of skills and Competencies, Manpower Planning, and Recruitment to support the Business in day to day operations.
与业务/直线经理合作，开发技能和能力、人力规划和招聘，以支持日常业务运营。
Benchmark the present policies and systems with the global organizations for the development of the organization.
将当前的政策和系统与全球组织进行对比，以促进组织的发展。
Closely Work with Head Office team for day to day plant HR operations.
与总部团队密切合作，负责日常工厂人力资源运营。
Emphasize the Industrial and Employee Relations in the organization and ensure smooth functioning of business, Initiate the Disciplinary Proceedings and ensure discipline in the organization.
强调组织中的工业和员工关系并确保业务顺利运作，启动纪律处分程序并确保组织纪律。
Design and develop short term and long-term strategies for new polices and procedures in respect of Compensation and Benefits, Appraisal System, Grade System, leave polices, Life cycle of Employee and career growth.
设计和制定有关薪酬福利、评估体系、等级制度、休假政策、员工生命周期和职业发展等新政策和程序的短期和长期战略。
Monitoring Rewards and Recognition.
监控奖励和认可。
Prepare and Present Monthly/Weekly reports for top Management review.
准备并提交月度/每周报告以供高层管理人员审查。
Closely work with Business Managers on “TAKE CARE” Concept to address Employee Grievances, Workplace Improvement through Counselling, Employee Connect meeting and various Committee Meeting.
与业务经理密切合作，按照 “关爱” 理念解决员工不满，通过咨询、员工联络会议和各种委员会会议改善工作场所。
Coordinate with Legal advisor in respect of legal interpretations, IR Matters. Statutory & Labor Compliance and maintain the good Liasoning with all Govt. Depts.,
就法律解释、投资者关系事宜、法定及劳动合规事宜与法律顾问进行协调，并与所有政府部门保持良好的联络。
Work with Business Manager for Periodic Appraisal and Mid and Annual reviews for Increments and Promotions.
与业务经理合作进行定期评估以及加薪和晋升的中期和年度审查。
Monitor the Contract labour Management and Employee Engagement activities.
监控合同工管理和员工参与活动。
Closely monitor the team performance and support for quality result.
密切监控团队表现并支持质量结果。
Strengthen the Communication gap and improve the communication channel.
加强沟通桥梁建设，完善沟通渠道。
02/2012 to 7/20216 Senior Executive – Human Resource & Employee Relations
2012 年 2 月至 2021 年 7 月高级主管 – 人力资源和员工关系
Johnson Controls Automotive Ltd. (TATA)
江森自控汽车有限公司（TATA）
Company Strength: More than 1500 Employees.
公司实力：员工1500余人。
Signed and Sealed Long long-term settlement for a period of 3 years on 2 occasions contributing various schemes beneficial to operating Unit in an productive way.
签署并盖章为期 3 年的长期协议，分两次贡献各种有利于以生产性方式运营单位的计划。
Managed the initiative on Global Hybrid Salary structure for staffs in the Organization.
管理本组织员工的全球混合薪酬结构计划。
Extensive work on Job Description thus ensuring each job level where clear with roles and responsibilities.
对职位描述进行广泛的研究，从而确保每个职位级别的角色和职责明确。
Introduced Reward and Recognition for the company to increase the employee engagement activity
为公司引入奖励和认可，以提高员工参与度
Introduced Upgradation Scheme for Team Member concept across Johnson Control.
在江森自控内部引入了团队成员升级计划的概念。
Addressed Team Member grievances and ensure that the overall morale at the factory location is of a high order.
解决团队成员的不满并确保工厂整体士气高涨。
Ensured that the overall discipline and work culture of the plant is of high order and that all standing orders and practices are implemented in true spirit
确保工厂整体纪律和工作文化井然有序，所有常规命令和做法都得到真正的贯彻执行
Handled all court cases related to the Industrial Disputes Act of the plant in consultation with legal advisor.
与法律顾问协商处理与工厂《工业争议法》相关的所有法庭案件。
Managed 5 days of labour strike in the year 2012 and thereby successful in achieving cordial and unrest free environment.
2012 年成功管理了 5 天的工人罢工，从而成功实现了友好、无动乱的环境。
Implemented the performance appraisal system for workmen and bargainable staff at the plant location
实施工厂工人和可协商员工的绩效考核制度
Managed peak and fluctuating demands through innovative temporary hiring schemes
通过创新的临时招聘计划管理高峰和波动的需求
Implement effective grievance handling mechanisms, educate technicians on company policies/rules & regulations, monitor discipline in the factory & promote JCI Way, initiate disciplinary action against defaulting employees as per standing orders IN ORDER TO ensure timely and fair redressal of employee grievances as per policy.
实施有效的申诉处理机制，对技术人员进行公司政策/规章制度的培训，监督工厂纪律并推广 JCI 之道，按照常规对违规员工采取纪律处分，以确保按照政策及时、公平地解决员工申诉。
Opportunities for performers and Performance Improvement Plan for low performers.
为绩效优秀者提供机会，为绩效较差者提供绩效改进计划。
I received the Johnson Control Merit Award "Best Wage Negation Award"
我获得了江森自控功绩奖“最佳工资否定奖”
Suspended by Union office bear and represented as presenting officer from management, the cases were successfully terminated.
经工会办公室负责人停职并作为管理层代表，案件成功终止。
Protected workmen letter cases were successfully resolved.
受保护工人信件案件成功解决。
Successful handled Union & 100% delivery, Zero PPM in Quality for two years continuously
成功处理联合体并连续两年 100%交付、质量零 PPM
Trim Plant Shifted to Chennai & Redeployed workmen successfully with huge resistance from the union said without disturbing operations.
装饰工厂已迁移至钦奈，并在工会的强烈抵制下成功重新部署了工人，且没有干扰生产。
Terminated 88 trainees and settled out of court. 77 cases and 11 persons are disputing at the labor court against management, but we won the case.
解雇了 88 名实习生并庭外和解。有 77 起案件和 11 个人正在劳动法庭上与管理层进行争议，但我们胜诉了。
As management representative of the presenting officer, I represented 20 cases of suspensions pending with enquiry, and all cases were successfully terminated.
作为出庭官员的管理代表，我代理了 20 起待审理的停职案件，所有案件均成功终止。
On the plant, one employee committed suicide, which has been successfully resolved.
该工厂一名员工自杀事件已得到成功解决。
08/2008 to 2/20211 Officer – Human Resource
2008 年 8 月至 2021 年 2 月 1 人力资源官员
Toyota Kirloskar Motor Pvt Ltd
丰田基洛斯卡汽车私人有限公司
Company Strength: More than 15000 Employees.
公司实力：员工超过15000人。
Recruitment & Selection of executive category employees.
招聘和选拔高管类员工。
Campus Recruitment.
校园招聘。
Induction and Training Coordination.
入职培训协调。
Apprenticeship Training
学徒培训
Contractor Management System.
承包商管理系统。
Employee Engagement
员工敬业度
PROFESSIONAL EXPERIENCE
专业经验
Core Industrial Relationship
核心产业关系
Secure Industrial peace and congenial industrial atmosphere by being ‘fair and firm’. Ensure that discipline in the plant is not compromised. Thereby ensuring compliance and consistency in all means.
通过“公平而坚定”的原则，确保工业和平与和谐的工业氛围。确保工厂纪律不受损害。从而确保所有环节的合规性和一致性。
Maintaining consistent communication with the Union representatives and the opinion makers in the factory.
与工会代表和工厂舆论领袖保持一致沟通。
Creating motivating work environment through redressing grievances and resolving conflicts.
通过纠正不满和解决冲突来创造激励的工作环境。
Supporting pro-active collective bargaining.
支持积极主动的集体谈判。
Handling labour court matters, attending deferent courts and helping legal Advisors for preparation of legal / Court documents.
处理劳动法庭事务、出席不同法庭并协助法律顾问准备法律/法庭文件。
Discipline action against misconduct – Domestic enquiries case & I’m the presenting officer.,
针对不当行为的纪律处分——家庭调查案件，我是主审官。
Handled long absent cases successful.
成功处理长期未决的案件。
Participate and coordinate the wage Settlement process.
参与并协调工资结算流程。
Evaluate and Analysing wage survey.
评估和分析工资调查。
Handling the Strike & Elimination strikes.
处理罢工和消除罢工。
Grievances redress handling, dealing with union and keeping union correspondence.
处理申诉、与工会打交道并保存工会信函。
Implementation of production linked bonus and attendance bonus
实行生产联动奖金和全勤奖金
Implement process which ensure compliance at all legislative and local governing agencies
实施确保所有立法和地方管理机构遵守规定的流程
To ensure all legal proceedings are completed for court cases related to employee grievances timely.
确保与员工申诉相关的所有法律案件及时完成。
Respond to and resolve difficult and sensitive employee inquires and complaints
回应并解决困难和敏感的员工询问和投诉
Explain, justify and defend department programmes, policies and activities, negotiate and resolve sensitive and controversial issues.
解释、证明和捍卫部门计划、政策和活动，协商并解决敏感和有争议的问题。
Ensure smooth operation for all the administration process – security, transportation and canteen services.
确保所有行政流程（安全、交通和食堂服务）顺利运行。
Recruitment & Resourcing Process:
招聘和资源配置流程：
Effectively implement and deploy all HR Process and Development Initiatives for the Business Unit by which will evolve quality Human Resource to ensure highest ethical standards, application of sound business practices and the recruitment, development and retention of human resources.
有效地实施和部署业务部门的所有人力资源流程和发展计划，从而发展高质量的人力资源，确保最高的道德标准、应用良好的商业实践以及人力资源的招聘、发展和保留。
Plan & divide the requirements on a monthly/quarterly basis ensuring acquisition of the required talent with the approved AOP and Budgets.
按月/季度计划和划分需求，确保根据批准的 AOP 和预算获得所需的人才。
Manage and update HR Data ensuring quality and accuracy.
管理和更新人力资源数据，确保质量和准确性。
Lead and direct the Human Resources and General Admin to deliver comprehensive HR and Admin services in line with the Business Unit requirements,
领导和指导人力资源和总务行政部门根据业务部门的要求提供全面的人力资源和行政服务，
Managing the complete recruitment life cycle for sourcing the best talent from diverse sources after identification of manpower requirements.
确定人力需求后，管理完整的招聘生命周期，从不同来源寻找最优秀的人才。
Planning human resource requirements in consultation with heads of different functional & operational areas and conducting selection interviews.
与不同职能和运营领域的负责人协商规划人力资源需求并进行选拔面试。
Conducting Interviews: Involved as a HR panel member in the interview. Obtaining feedback from the interviewers and analyse the gaps for the feedback. Actively involved in fulfilling requirements across all the spectrum of needs.
进行面试：作为人力资源小组成员参与面试。收集面试官的反馈，并分析反馈中的不足之处。积极满足各类需求。
Fitment & Salary Negotiations: Doing Designation & Salary fitment as per company policy & needs.
职位和薪资谈判：根据公司政策和需求进行职位和薪资调整。
Joining Formality: Monitor & Co-ordinate in the joining formalities like Medical Test, Antecedent Verification Process and joining authorization from Top Management. Also handle initial orientation programme
入职手续：监督并协调入职手续，例如体检、前期验证流程以及高层管理人员的入职授权。此外，还负责初始入职培训。.
Campus Recruitment:-
校园招聘：
End – to – end knowledge & expertise of all campus activities.
所有校园活动的端到端知识和专业知识。
Involved in Day 1 slot negotiations for major Technical colleges in Karnataka.
参与卡纳塔克邦主要技术学院第一天时段的谈判。
Preparation of Campus Calendar & execution of all Campus activities for FY 2008-2011.
准备 2008-2011 财年的校园日历并执行所有校园活动。
Expert in Panel Mobilization, interview coordination & logistics management.
小组动员、采访协调和后勤管理方面的专家。
Involved in Accreditation of technical & non-technical institutes.
参与技术和非技术机构的认证。
Performance & Compensation Management:
绩效与薪酬管理：
Plan and execute PMS implementation process periodically.
定期规划并执行 PMS 实施流程。
Ensuring compensation guidelines adhered to revisions and promotions.
确保薪酬准则遵守修订和晋升。
Facilitating operational team through training on conducting Appraisals.
通过开展评估培训来促进运营团队的工作。
Involved in a Managerial role’s Goal setting, performance management, mentoring, directing and development of subordinates
参与管理角色的目标设定、绩效管理、指导、指挥和下属发展
Responsibility of strategic contributions in post appraisal processes like salary reviews & career advancements, development programmes.
负责薪酬评估、职业晋升、发展计划等后期评估流程中的战略贡献。
Providing feedback to the corporate team on the market trends on compensation practices
向公司团队提供有关薪酬实践市场趋势的反馈
Identifying gaps in the current system for decision-making. Conducting periodical performance counselling / feedback sessions with the employees and ensuring understandings on the expectations.
识别现有决策体系中的不足之处。定期与员工进行绩效咨询/反馈会议，确保员工理解自身期望。
Training & Development:
培训与发展：
Identify and coordinate training for employees based on inputs received from their managers, performance reviews or based on employee’s interest.
根据员工经理的意见、绩效评估或员工的兴趣确定和协调员工培训。
Work with the training advisor to facilitate need based training – leadership and technical training.
与培训顾问合作，促进基于需求的培训——领导力和技术培训。
Team Building through an outbound learning program among others.
通过户外学习计划等进行团队建设。
Training Development Coordinator for managing all aspects of training operations.
培训发展协调员负责管理培训运营的各个方面。
Participate in overall development program design including coordination of course overlaps.
参与整体开发计划设计，包括课程重叠的协调。
Develop quarterly program prospectus and schedules; facilitate participant enrolment.
制定季度计划说明书和时间表；促进参与者报名。
Assist in sourcing instructors and learning facilitators; serve as facilitator in learning group sessions.
协助寻找讲师和学习辅导员；担任学习小组会议的辅导员。
Track participants and coordinate progress reporting.
跟踪参与者并协调进度报告。
Evaluate, complement and manage the new hire orientation program.
评估、补充和管理新员工入职培训计划。
Coordinate all existing company-wide training plans.
协调所有现有的全公司培训计划。
Preparing the training calendars and content for the company.
制定公司的培训日程表和内容。
Securing and managing training locations, including event space and lodging. This includes including negotiating with and managing vendors.
确保并管理培训场地，包括活动场地和住宿。这包括与供应商进行谈判和管理。
HR Operations
人力资源运营
Conducting the day to day functions of HR operations
执行人力资源日常运作
Coordinate & Prepare Presentation for HR Reviews like HR Council Meetings,
协调并准备人力资源评审演示文稿，例如人力资源理事会会议，
Doing various analyses on recruitment, attrition, training etc.
对招聘、人员流失、培训等进行各种分析。
Designed and implemented the Global HR Helpdesk with various kinds of analytics and dashboard.
设计并实施了具有各种分析和仪表板的全球人力资源帮助台。
Policy Making & Implementation
政策制定与实施
Conducted various awareness programs and road shows for new policy awareness and implementation in the group. Giving training to new joiners on HR policies.
开展各种宣传活动和路演，促进集团新政策的宣传和实施。为新员工提供人力资源政策培训。
Designed and implemented the Online Grievance Process for the employees at all grades.
为各级员工设计并实施在线申诉流程。
Designed and Preparation of Strategy Planning HR (AOP )
人力资源战略规划（AOP）的设计与制定
Preparation of HR Budget &Implementation
人力资源预算编制与实施
HR Strategies, Policy Making & Implementation
人力资源战略、政策制定与实施
Ensuring Factory’s compliance with all statutory labour legislation for permanent and non-permanent employees.
确保工厂遵守针对永久雇员和非永久雇员的所有法定劳动法规。
Compensation and Benefits
薪酬与福利
Relativity Study of all JDs and Job Evaluations for existing profiles.
对现有档案的所有 JD 和工作评估进行相关性研究。
Salary negotiations and fitments.
薪资谈判和薪酬调整。
Taking part in the Salary Surveys and market correction.
参与薪酬调查和市场调整。
Roll out of Annual Performance Appraisal.
推出年度绩效考核。
Responsible for executing the monthly payroll.
负责执行每月的工资发放。
Rewards & Recognition - Implement compensation systems and programs (pay and benefits) to ensure attraction and retention of employees.
奖励和认可——实施薪酬制度和计划（工资和福利），以确保吸引和留住员工。
Statutory Compliance
遵守法规
Strict adherence and compliances with the provisions of various labour legislations (Factor Act, EPF, ESI, Contract Labour Act etc.,) and help organization in maintaining undisturbed functioning by less trouble of non-compliances.
严格遵守和遵循各种劳动法规（《因素法》、《雇员公积金法》、《雇员保险法》、《合同工法》等）的规定，并帮助组织通过减少不合规的麻烦来维持不受干扰的运作。
Handling of inspection with various authorities.
处理与各个当局的检查。
Liaison with statutory authorities like Directorate of Factories, DLC, Labour department, Prof.Tax, PF, Local Bodies, Polices, ESI Manager & Inspectors etc.,
与工厂管理局、DLC、劳工部、税务部门、PF、地方机构、警察、ESI 经理和检查员等法定机构联络，
Adherence and compliances Gratuity , GPA, Medical Insurance and GTI activities,
遵守和遵守退休金、GPA、医疗保险和 GTI 活动，
Contract labour management
合同工管理
Apprenticeship Training.
学徒培训。
Apprenticeship Training is an activity which comes under the purview of Apprenticeship Act, 1961. I have been designated as Apprenticeship Training Executive by Company statutorily and entirely handling Apprenticeship Programme. Main Activities are;
学徒培训是1961年《学徒法》管辖范围内的活动。我被公司法定任命为学徒培训主管，全权负责学徒计划。主要活动包括：
Hiring of Apprentices: Almost 1100 apprentices will be hired yearly for one year technical training.
招募学徒：每年将招募近 1100 名学徒进行为期一年的技术培训。
Apprentice Performance Monitoring System: Mid Term & Full term training evaluation based on competencies such as Knowledge, Attitude & Skills.
学徒绩效监控系统：根据知识、态度和技能等能力进行中期和全期培训评估。
Statutory Compliances; Duly returns of statutory compliances related to Apprenticeship Training.
法定合规性；及时归还与学徒培训相关的法定合规性。
Conducting Technical Classes: Weekly conducting technical classes in assistance with external agency.
举办技术课程：每周在外部机构的协助下举办技术课程。
Institutional Contact Programme: Contacting selected ITI Institutes regularly and creating awareness about our Apprenticeship Programme and thereby creation of quality manpower pool.
机构联系计划：定期联系选定的 ITI 机构，提高对我们的学徒计划的认识，从而创建优质的人力资源。
Contractor Management System.
承包商管理系统。
Recruitment of Technical and non-technical contract employees based on Project requirement.
根据项目需要招聘技术和非技术合同员工。
Ensure Legal Compliance under Contract Labour Act.
确保遵守合同工法的合法性。
Audit and Issues eligibility certificate to contractor for having complied with legal requirement.
审核并向承包商颁发符合法律要求的资格证书。
Negotiating with Manpower Supplier about Manpower Agreement, Contract period and Compensation and Benefits for Contract Manpower.
与人力供应商协商人力协议、合同期限以及合同人力的薪酬福利。
Rotation of Contract Employees.
合同员工的轮换。
Employee Engagement:
员工敬业度：
Planning & implementing Reward & recognition schemes for employees. (Kaizen schemes, suggestion schemes Quality Control Circles etc.)
规划并实施员工奖励和认可计划。（改善计划、建议计划、质量控制圈等）
Organizing various competitions for employees (Sports competition, cultural, annual get together programs).
组织员工各种竞赛（体育竞赛、文化竞赛、年度聚会活动）。
Conducting programme for newly married couples, birthday celebrations, happiness & sadness.
举办新婚夫妇、生日庆祝、欢乐和悲伤的活动。
In charge for Creative Suggestion Scheme: Managing Companywide suggestion participation, ensuring implementation of Suggestion and reward with recognize Team Members efforts.
负责创意建议方案：管理全公司范围的建议参与，确保建议的实施，并奖励和认可团队成员的努力。
Company Promotion Secretariat for Quality Control Circle Activity: Responsible for timely registration and theme competition of QC Circles.
公司品管小组活动推进秘书处：负责 QC 小组活动的及时报名及主题竞赛工作。
Best employee Engagement award
最佳员工敬业度奖
Payroll Administration:
工资管理：
Every month updated the Payroll inputs for the business.
每个月都会更新企业的工资单输入。
Manage the Line with HR Policy- Payroll Administration through SAP/Workday, Time office Management, Leave Management, processing salaries of the employees and preparation of full and final settlement of employees
管理人力资源政策线-通过 SAP/Workday 进行工资管理、时间办公室管理、休假管理、处理员工工资以及准备员工的全额和最终结算
Ensure the Exit process.
确保退出进程。
ACADEMIC EDGE:
学术优势：
Professional Qualification: Master of Business Administration in Human Resource Management from National Institute of Business Management with First Class
专业资格：国家工商管理学院人力资源管理专业工商管理硕士（一级）
Academic Qualification: Bachelor of Business Management from P E S College of Arts & Science College Mandya with First Class.
学历：曼迪亚艺术与科学学院 PES 学院工商管理学士学位（一等学位）。
Academic Qualification: Pre -University from Govt Junior College Mulbagal with First Class.
学历：穆尔巴加尔政府初级学院大学预科一等学位。
COMPUTER PROFICIENCY:
计算机熟练程度：
DOS, Windows.NET, Hardware, MS Office 2010, Tally 9.0 (CST, TDS, TCS, Service Tax, Payroll, Job Costing), DTP (Nudi4.0 PageMaker 6.5, Photoshop7.0, Corel draw),
DOS、Windows.NET、硬件、MS Office 2010、Tally 9.0（CST、TDS、TCS、服务税、工资单、作业成本核算）、DTP（Nudi4.0 PageMaker 6.5、Photoshop7.0、Corel draw）、
PERSONAL PROFILE:
个人资料：
Date of Birth : 25th Jun 1985 Nationality : India. Languages Known : English, Kannada, Telugu, Tamil & Hindi.
出生日期：1985 年 6 月 25 日国籍：印度。 掌握的语言 ：英语、坎纳达语、泰卢固语、泰米尔语和印地语。
Passport Number : Z3242459, Passport Expiry Date : 20/05/2025
护照号码 ：Z3242459，护照到期日 ：2025 年 5 月 20 日