HR

HRBP Accountability
Accountability
1. Performance Management
• Provide professional advisory service in all aspect of the employee relationship that enables managers to fulfill their people management
responsibilities efficiency and effectiveness align with Performance Management process ( objective setting, coaching, performance
evaluation, feedback and development)
2. Employee Relations
• Act as the interface on Employee Relations matters to ensure that the relationship between employee and company appropriate within
promotes positive employee engagement
3. Career Development
• Provide professional advisory service in all aspect of Promotion, Job Evaluation, Career Development link to Job Stream and Transfer
Opportunity
4. Workforce Planning
• Address current and future workforce issues from data analysis by identifying capacity, skills and competency and align the workforce
with the business plan "
5. Reward and Recognition
• Provide professional advisory service for reward and recognition system to align with labor market and with business direction by divided
into 2 parts
- Corporate : Merit & SA, Bonus
- Specific group : Competency base pay for new ability, critical skills performance and retention
6. Change Management
• In Term of OD related strategy and policy to assist new business direction with workforce that is flexible and adaptable to ongoing change
and confidence to deliver business priorities
7. Succession Plan
• Participate in leadership development program to evaluate and develop candidates to be successor and the next generation leaders in
order to ensure their readiness for the future needs and also the continuity of AIS leadership pipeline
8. Workplace Design
• Continue to manage, coordinate with Administration Division to improve employee well being, health and safety through good quality
advisory service
9. Human Capital Metrics
• Provide specialist advice information and analysis reports on specific business unit including ensuring they are able to make reasonable
decisions by identifying and responding to complex emerging issue and trends.
10. Human Capital Infrastructure
• increase human resource management's capacity to leverage and assimilate new technology
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