Prepared by HR People Review Process for High Talent/Potential Identification Group HR Policy (2008)

Prepared by HR Preamble  There is a need for a formal process for identifying High Talent/Potential people within ISR  There is need to *institutionalize this formal process to bring in standardized processes for Talent Development. ================================= * To establish as a normal practice

Prepared by HR Purpose  Identifying star performers at various levels  Developing and Retaining them

Prepared by HR Policy applicable to:  Superintendent/Shift Engineer & above  Officer & above

Prepared by HR Responsibility for Identification  By a cross functional team of min 2 to max 4 people  E.g.: Person Reviewed (Junior Mgmt) Designation- Asst. Mgr (Electrical Maintenance)  Reviewers – Manager-Electrical +Manager – Maintenance {(Middle Mgmt) (CFT)}  Reviewers – HOD-Electrical +HOD – Maintenance {(Top Mgmt) (CFT)}

Prepared by HR People Review Process  Frequency – Once in Two Years  Evaluation to take into account : oEmployee’s performance to Dept/Business Goals oEmployee’s potential oLeadership Traits over the last 12 to24 months oStandards of ProfessionalismProfessionalism oRelevant data to support rating

Positioning of Individual based on Performance & Cultural Fit  Star Category – High Performance, High Leadership  Goal Achiever - High performance, Low Leadership  Question Mark – High Leadership, Low Performance  Exit – Low Performance, Low Leadership QM – 5.9 ? SC 7.5 & above  E Less than 4.5 Less than 5  GA – 7.4 Prepared by HR P E R F O R M A N C E  LEADERSHIPLEADERSHIP

Prepared by HR Action Plan  Star Category – Special Training/growth/rewards  Goal Achiever – To be developed through Job enrichment/enlargement/redefine roleJob enrichment/enlargement  Question Mark – Provide opportunities/reassign role for success and observe  Exit – To be separated within next 6 months

Thanks