2.  To develop proactive strategic HR Policies and
procedures as per the needs of business.
 Administrating smooth implementation of HR policies
for Manpower planning Recruitment, selection,
induction, training and development, Performance
management System career and succession planning.
 To Co-ordinate and Facilitate to the module heads to
prepare job descriptions.
 Freezing KRA’S and monitoring the effectiveness by
implementing business
 Performance scoring system.
 Spearheading Deployments, wage Administration,
Compensation, Employee welfare, separation and
superannuation activates in the organization.

3.  Recruitment & Resourcing
 Developing recruitment policies and procedures
for attracting the best talent from diverse sources
for creating the projected needs of manpower.
 Reviewing and analyzing on-going and up-coming
projects for deciding recruitment of manpower for
various skills and personality traits.
 Assessing various alternatives to meet the
projected needs of man power through
multiskiling, cross functional
deployment, multitasking, job enrichment
outsourcing recruitment and selection.

4.  HR Initiatives, Training and Organization Development
 To identify the training need identification for upgrading employee’s
attitude, skill, behavior and technical skills.
 Planning and organizing training and development programmes in
association with internal and external trainer/ consultants and also
impart some valuable trainings enhancing the company culture.
 Monitoring evaluation of the effectiveness of the training for both short
term and long term durations.
 Steering OD Initiatives focusing on performance growth and effectiveness
of organization.
 Facilitate the implementation and monitoring of ISO 9000, QS 9000, 5-S,
kaizen, skill matrix, competency mapping, Gap Analysis initiatives.
 Conducting (organizational heath survey) and review its findings and
feed back and organized employees health checkup camps and
programmes.
 Analyzing internal and external factors influencing, business by strategic
analysis methodologies.

5.  Personnel and Industrial Relations:
 Ensuring the adherence to and compliance with all relevant legal,
statutory and labour laws.
 Liaising with Govt. Agencies for smooth operation of business
processes.
 Maintaining amicable relations with union leader’s office bearers,
of works committee, Union and all employees for maintaining
productive and synergetic work environment.
 Ensuring compliance with Company’s standing orders, code of
confident and value strengthening the organization through
elective deployment of disciplinary actions and law of natural
justice.
 Ensuring compliance with S.A. 8000 code of conduct of
international buyers through elective deployment of requested
basic and essential norms comes under various labour laws.

6.  G.M– HR & Pers Since Dec 2008
 Total Work Experience: More Than 25 yrs
 About Company:Auto Industry- an ISO/TS
16949: 2002 Company Manufacturing
Precision Auto Components (Die Casting /
Tubuler/ turned Assemblies), having 100 crore
of Annual Turnover. Approx.1000 employees
are Associates and contributing to achieve the
organizational success

7.  Man Power Planning, Recruitment &
Budgeting:
 Job involves participation and implementation
of various HR interventions, closely interacting
with HOD’s for recruitment, responsible for
head hunting at senior levels for M & M
operations. Incumbent search, pre and post
employment antecedent verification and
induction, involve in manpower and salary
budgeting exercises in line with business.

8.  Training & Development:
 To identify training needs through to Gap
Analysis, Skill Matrix, Indl. Survey, Discussing
with HOD’S and make training plan and
successfully organized training programmes at
workers, staff and managerial levels.
 Performance Management System:
 Ensuring finalization of KRAs and objectives for
employees.
 Facilitating the timely completion of appraisal
process and rewards.

9.  Compensation & Planning:
 Initiated the process of compensation surveys
and bench marking to retain the talent within
organization.
 Policy Formation:
 Design & Development of HR Policies, systems
& procedures for consistency and transparency
to strengthen motivation level.
 Periodically reviewing & restructuring the
policies.

10.  Culture - Building:
 Foster a culture of creativity and non-linear thinking
with strong performance orientation.
 Initiate the appraisal system, manpower planning,
reward & recognition system.
 Industrial Harmony & Relations: Maintain good
industrial relations in the company by handling all
narrative & complex matters relating to the man
management.
 To play an active roll in problem solving and promote
company culture.
 To motivate the workforce to contribute in company’s
growth to achieve the desired goal.

11.  Diploma course from ISTD Delhi & Research
work in process.
 PGD HRD (3yrs.) – from NIHRD - Madras.
 PGD PMIR from I.P.M. Gzb. (U.P. Technical
Education Board, Lucknow in 1985
 M.A. (Eco.) from Agra University, Agra 1984.
 B.Sc. (Bio) – 1981, Agra University, Agra in
1981