"STRATEGIC OBJECTIVES AND

TARGETS OF THE HR &

ADMINISTRATION DEPARTMENT FOR
THE NEXT THREE YEARS"
2023-2026
Central Power Purchasing Agency

MAY-2023
1|Page
 Table of Contents

1. HR & Administration Overview 3

2.HR & Admin Functions 4-5

3.Objectives of HR & Admin Department for next three years: 6

(Objective/ Benchmark / Target / Goals /Roadmap/Risk & Mitigation Strategies) ………………..….6-16

4.Conclusion 17

2|Page
 1. HR&A Department- Enabling CPPA-G at par excellence.

The Human Resources & Administration (HR&A) Department of CPPA-G has undergone a
significant transformation, evolving from a support function to a strategic business partner that
actively supports the organization's functions while fostering a congenial and enabling workplace
environment.

Over the next three years, CPPA-G will be endeavoring to ensure that right individuals will be
placed in the appropriate roles and develop employees as skilled human capital. The HR&A
department is dedicated to seamless HR operations, creating an environment that promotes
employee’s engagement, and upholding of an effective performance appraisal system whereas the
administration team plays a crucial role in overseeing procurement, fleet & facility management
while adopting proactive approach to address institutional needs.

By assimilating best business practicing, the HR&A department will enhance its efficiency in
managing various HR & Admin functions, such as recruitment, employee’s onboarding, training
and development, payroll administration, Facility & Fleet Management, Procurement, and
employee’s relations with the aim of creating an inclusive and supportive work environment to
inculcate employee’s engagement & well-being.

The HR&A department has aimed higher objectives aligned with the organization's goals to further
accelerate progress and achievement. These initiatives will be implemented by using agile
methodology, ensuring adaptability and responsiveness to address organizational needs. Overall,
these measures will contribute to the organization's success by maximizing employee’s
productivity, retention, and talent management. We recognize the value of embracing an Agile HR
methodology as it will enable us to promptly adapt and effectively respond to the dynamic
circumstances, emerging demands, and evolving trends within the industry. Through this
interactive approach, we aim to continuously improve our practices, deliver timely solutions, and
create a workplace environment that empowers our employees and to achieve organizational
excellence.

3|Page
 2. Brief Details of HR&A Functions:
HR&A department encompasses of HR functions to provide smooth and flawless services to all
CPPA-G employees. The brief synopsis of HR role is given as under:

HR Operations Recruitment & Selection Compensation & Benefit

 Implementation of Code of  Job Analysis and Planning  Payroll Administration

Conduct & HR Policies  Sourcing and Attracting Candidates  Offboarding of Employee’s
 Employee Record Mgt.  Initial Screening and Evaluation by  Employee Terminal Benefits
 Employee Relations Testing Agency & Head-Hunting Firm.  Annual Performance
 Deals Grievance and  Interviews and Selection Evaluation.
Harassment matters  Offer and Onboarding  Group Life Insurance.
 Employee Orientation  EOBI.

Organization Development Training & Development HR Legal Framework

 Organizational Diagnosis and  Training Needs Assessment  Handling of Employee

Assessment  Engagement of Third-party firms for Grievance
 Organizational Restructuring Trainings Design and Development  Legal & Regulatory Compliance
 HR Forecasting  Trainings Delivery and Facilitation with applicable laws and
 Development of Policies &  Post Training Evaluation. regulations.
Procedures.  Employee’s career & succession
 Development of Employee Planning
Handbook

Procurement & Logistics Fleet Management Facility Management and General

Administration
 Ensuring all procurements while  Vehicle Record Keeping
following the designated Supply  Vehicle Fuel Management  Keeping Office Ambiance
Chain procedures  Vehicle Maintenance intact & clean.
 Keeping ample quantity of different  Travel Operations  Facilitating official meetings
kinds of entities’ stocks and events.
 Ensure Compliance with PPRA rules  House Keeping
for procurement.  Group Health Insurance.
 General Contingencies
 Safety and Security Matters.
 Travel Arrangements.

Working Strength of HR & Admin including Support Staff:

HR&A Department
Functional Head 01
Manager HR&A 01
Deputy Manager 02
Additional Deputy Manager 03
Assistant Manager 01
Admin Officer 01
Assistant Private Secretary 01
Senior Assistant / Office Assistant 02
Internees 03

4|Page
Support Staff
Caretaker 01
Drivers 09
Electrician 01
Naib Qasid 01
PPCO 01
Sanitary Workers 05

5|Page
 Objectives, Benchmarks,Targets & Goals of
the HR & Admin Department of CPPA-G
2023-2026

6|Page
3. Objectives / Benchmark / Target / Goals of the Department for next three years
Human Resources Functions

1. Objective 1: Attract, Hire and Retain Best Talent:

The HR&A Department is responsible for attracting and recruiting resources from the open market
to meet the organization's work requirements and business needs. Currently, there are 213
employees working at CPPA-G. Over the next three years, the HR&A Department aims to fill the
remaining positions, including new posts required by all departments within CPPA-G, gradually as
the requirement to fill arises. To ensure a fair & transparent recruitment process, the HR&A
Department has engaged the services of Third-party testing service (Recruitment Agency) and of
the (Headhunting Firm). These firms have facilitated the hiring of talented resources from the
open market. The objective to attract & retain top talent is devised considering the challenges in
attracting qualified applicants and increase in turnover rate over the past few years.
 Benchmark: Increase the number of qualified applicants per job opening by 15% within the
first year and improve the percentage in the next 2 years.
 Target: Achieve an employee retention rate of 90% and turnover rate of 10% by the end of
the three-year period.
 Goal 1: Develop and implement innovative recruitment strategies to attract highly skilled
professionals from market.
 Goal 2: Develop and implement a comprehensive total rewards Management system that
aligns with the organization's overall vision, mission, and goals to position the organization
as an employer of choice; attracting and retaining highly skilled individuals. This includes a
review and enhancement in the combination of market-based salary, variable pay,
benefits, and employee’s recognition programs.
 Goal 3: Develop and execute employee engagement programs to increase retention.

Roadmap: Year 2023-2026

Goal 1: Develop and implement innovative recruitment strategies to attract highly skilled
professionals.

 Conduct a thorough analysis of the current recruitment process and identify areas for
improvement.
 Utilize various recruitment channels and platforms to expand the reach and visibility of job
openings & opportunities.
 Implement targeted employer branding initiatives to showcase the organization's unique
value proposition to potential candidates.
 Establish partnerships with universities, professional organizations, and industry networks
to tap into talent pools.
 HR will fulfil the requirements of talented human resources with the commitment of right
person for the right job on the right time by complying with all Codal and legal
requirements.

7|Page
Goal 2: Develop and implement a comprehensive total rewards strategy.
 Conduct a thorough review of the organization's current rewards and benefits offerings.
 Benchmark against industry standards to ensure competitiveness.
 Enhance the combination of competitive base salary, variable pay, benefits, and
recognition programs.
 Align the total rewards strategy with the organization's overall goals and values to position
it as an employer of choice.
Goal 3: Execution of employee engagement programs to foster employee’s productivity.
 Conduct employee satisfaction surveys and focus groups discussions to gather feedback
and identify areas of improvement.
 Enhance communication channels and foster a culture of transparency and openness.
 Implement initiatives such as mentorship programs, employee recognition programs, and
career development opportunities.
 Provide training and development opportunities to foster growth and enhance employee
skillset.

Risks and Mitigation Strategies:

Risk 1: Difficulty attracting qualified candidates.
Mitigation Strategy:
 Strengthen the employer brand and communicate the organization's uniqueness in Power
Sector decision making.
 Leverage targeted recruitment strategies and channels to reach the desired talent pool.
 Enhance partnerships with recruitment agencies or use innovative sourcing and hiring
methods.

Risk 2: High employee turnover rates.

Mitigation Strategy:
 Regularly monitor employee satisfaction and engagement levels.
 Provide opportunities for growth, career development, and advancement within the
organization.
 Implement retention initiatives such as mentorship programs, flexible work arrangements,
and employee recognition programs.

Risk 3: Inadequate compensation and Rewards Methods

Mitigation Strategy:
 Conduct regular market research and benchmarking to ensure competitiveness.
 Seek feedback from employees to understand their needs and preferences.
 Continuously evaluate and enhance the total rewards package based on the organization's
financial capabilities and employee feedback.

8|Page
By following this roadmap and implementing the mitigation strategies, the CPPA-G can enhance its
ability to attract and retain the best talent, leading to a stronger workforce and improved
organizational performance.

2. Objective 2: Employee’s Development and Career Advancement:

Employees will receive proper job descriptions (JDs) to ensure clarity of roles and responsibilities,
including Key Performance Indicators (KPIs) once onboarded. In addition to onboarding, the HR&A
Department is committed to providing training and development opportunities to enhance
employee skills and performance. The training plan for the next three year is of 10%,15%,20%
increase in the annual training hours. The detailed target areas are discussed in the later part of
this report under objectives of employee development.
 Benchmark: Increase in the training and development programs hours by 10%, 15%, 20%
respectively in next three years.
 Target: Enhance the skills and abilities of employees for career advancements within the
organization by developing the required skillset of existing employees.
 Goal 1: Conduct formal Training Need Assessment (TNA).
 Goal 2: Establish a comprehensive employee development framework, including training,
mentoring, and leadership programs, to enhance employee skills, engagement, and career
growth opportunities.
 Goal 3: Identification of employees with unique potential to be a trainer and provide
Rigorous training of Officers of HR department & potential employees for the development
of an “Internal Trainers Team” under the concept of “Train the Trainer”.

Roadmap: (2023-2026)
Year 1:
 Conduct Training Needs Assessment (TNA) to identify skill gaps and training requirements.
 Populate data from the Annual Performance Evaluation reports.
 Develop and implement customized training programs to address identified needs.
 Monitor and evaluate the effectiveness of the training initiatives.
Year 2:
 Continuously assess training needs and update the competency-based development
framework.
 Expand the range of training programs to cover a wider range of skills and competencies.
 Strengthen mentoring programs and provide opportunities for employees to receive
guidance and support.
Year 3:
 Evaluate the impact and effectiveness of training initiatives.
 Enhance leadership development programs to foster future leaders within the
organization.
 Encourage employees to engage in continuous learning through workshops, conferences,
online platforms, and open houses.

9|Page
Risks and Mitigation Strategies:

Risk 1: Insufficient participation and engagement in training programs.

Mitigation Strategy:
 Communicate the value and benefits of training programs to employees.
 Align training programs with employees' career goals and aspirations.
 Recognize and reward active participation and successful completion of training initiatives.
 Mandatory Inclusion of Training hours in annual Performance evaluation report.
Risk 2: Limited availability of qualified internal trainers.
Mitigation Strategy:
 Initiate a rigorous selection process to identify employees with potential as trainers.
 Provide comprehensive training to HR department officers to develop the "Internal
Trainers Team" and "Internal Technical Trainers Team."
 Collaborate with external training companies or industry experts when necessary.

Risk 3: Inadequate resources and budget for employee development programs.

Mitigation Strategy:
 Prioritize training needs based on strategic goals and allocate resources accordingly.
 Seek external funding opportunities, grants, or partnerships to supplement the budget.
 Explore cost-effective alternatives such as online learning platforms or leveraging in-house
expertise for training delivery.

3. Objective 3: Automation of HR Processes.

 Benchmark: Improve HR service delivery time.
 Target: Implement technology solutions and the approach of data-driven decision making
to automate manual processes, improve data management and reporting capabilities, and
enhance overall efficiency of HR operations. Maximum utilization of in-house IT solutions
as well as explore solutions from open market, if required only.
 Goal 1: Evaluate current HR processes, identify areas for improvement, and implement
technology solutions to enhance overall productivity.
 Goal 2: Promote the culture of Dashboard reporting with emphasis on HR Data Analytics.
 Goal 3: To encourage a culture of Date Driven trends & Decision Making.

Road Map: (Year 2023-2026)

Goal 1: Evaluate and Re-design the HR Processes.

 Conduct a comprehensive assessment of existing HR processes to identify bottlenecks and

areas for improvement under the guidelines of Integrated Management System (ISO 27000
& 270001).
 Identify and prioritize processes for automation or improvement.
 Implement technology solutions, such as customized softwares in identifies areas.
 Monitoring and evaluation of automated processes, gather feedback, and make necessary
adjustments.

10 | P a g e
Goal 2: Promote Data-Driven Reporting and Decision Making.

 Utilize the existing ERP HR Module at optimal level.

 Assess HR data requirements, define key metrics for reporting and input to Top
Management.
 Customize the existing HR Systems in use or explore the available software solutions to
enable effective reporting.
 Develop standardized dashboards and reports for key HR metrics, such as recruitment,
employee engagement, Compensation and Benefits analysis, Learning and Development
programs data, Employee retention rate, turnover, etc.
 Train HR staff on generating and interpreting reports and encourage optimal use of data-
driven reporting and decision making.

Risk and Mitigation Strategies:

Risk 1: Resistance to Change/Technology.
Mitigation Strategy:
 Anticipate key resistance areas to new technology or process changes. Mitigate this by
providing comprehensive training and communication to employees, emphasizing the benefits
and addressing concerns.

Risk 2: Data Security and Confidentiality

Mitigation Strategy:
 With the support of IT Department of CPPA-G, implement robust data security measures,
including access controls, encryption, and regular audits, to protect employee information and
maintain confidentiality.

Risk 3: Lack of Data Literacy

Mitigation Strategy:
 Offer training and support to HR staff to enhance their data analysis skills & enabling them to
effectively utilize HR analytics for reporting.

Risk 4: Integration and downtime challenges:

Mitigation Strategy:
 We have a separate function of Information Technology in CPPA-G comprised of Talented IT
professionals. For any technical aspect, IT department will be the core participant in the
implementation of any new IT solution HR. Moreover, considering the cost and resources
factor, the priority is the maximum utilization of existing solutions developed / Managed by
CPPA-G IT Department.

Regular monitoring and optimal utilization of existing IT department support to materialize the HR
automation regime as a digital organization.

4. Objective 4: Ensure Compliance with Legal & Regulatory Requirements

 Benchmark: Review of current code of conduct covering all legal aspects and ensure zero
violation of employee’s rights.
11 | P a g e
  Target: Provide mandatory compliance training to all HR&A staff.
 Goal 1: Stay updated with Relevant Laboure Laws and Regulations
 Monitor and stay informed about the latest labour Laws, regulations, and policies
relevant to the employee – employer relationship, employee benefits (gratuity, PF,
EOBI, etc)
 Regularly review and update HR practices, policies, and procedures to ensure
compliance with legal requirements.
 Establish a process for timely communication and dissemination of information
regarding legal updates.
 Goal 2: Train HR Staff on Regulations and Laws
 Identify key compliance areas, such as employee-employer relations, benefits, anti-
harassment policies, PPRA rules, EOBI, and other relevant topics.
 Develop and implement comprehensive training programs to educate HR staff on
these regulations and laws.
 Ensure all HR staff receive mandatory compliance trainings.

Roadmap:
Year 1:
 Conduct a comprehensive review of existing HR practices and policies to identify any gaps
or areas of non-compliance.
 Update HR practices, policies, and procedures to align with the latest labour & workplace
laws and regulations.
 Develop and deliver compliance training programs for HR staff, covering key areas of
employee-employer relations, benefits, and anti-harassment policies.
 Conduct an internal compliance audit to assess the effectiveness of the implemented
measures and identify any areas for improvement.
Year 2:
 Stay updated with regulations & labour laws and accordingly regulate the HR practices.
 Provide refresher training sessions for HR on updated compliance requirements.
 Conduct periodic reviews of HR practices and policies to ensure ongoing compliance.
 Monitor and address any identified gaps promptly.

Year 3:
 Continuously monitor and stay informed about emerging trends and changes in labour
laws and regulations.
 Enhance compliance training programs to incorporate new developments and reinforce
knowledge among HR staff.
 Conduct regular internal compliance audits to maintain a proactive approach and address
any non-compliance issues.
 Evaluate the effectiveness of compliance measures and training programs and make
necessary adjustments for continuous improvement.

Risks and Mitigation Strategies:

Risk 1: Lack of awareness about updated labour and workplace laws and regulations.

12 | P a g e
Mitigation Strategy:
 Establish a process to regularly monitor and disseminate information about legal updates to
HR staff. Encourage continuous learning and professional development.

Risk 2: Non-compliance due to outdated HR practices and policies.

Mitigation Strategy:
 Conduct regular reviews and updates of HR practices and policies to align with the latest legal
requirements. Implement a system for tracking and addressing compliance gaps.

Risk 3: Insufficient understanding of compliance requirements among HR staff.

Mitigation Strategy:
 Provide comprehensive and mandatory compliance training to HR staff, covering key
regulations and laws. Offer refresher training sessions to reinforce knowledge and address any
misconceptions.

5. Objective 5: Equitable Work Environment by Inclusion and Diversity.

Benchmark: An increase in employee satisfaction with the work environment.
Target:

 Implement inclusion and diversity initiatives.

 D&I awareness / trainings for all employees, with a goal of 100% participation within three
years.
Goal: Foster a culture of respect, fairness, and inclusivity, where employees feel valued and have
equal opportunities for growth and success.

Road Map:
Year 1:

 Conduct a comprehensive assessment of the current work environment to identify areas

for improvement and establish baseline metrics.
 Develop and implement policies and practices that promote fairness, equal opportunities,
and inclusivity, such as unbiased hiring and promotion processes, transparent performance
evaluations, and diversity training.
 Foster a culture of collaboration and mutual support through team-building activities,
cross-functional projects, and employee recognition programs.
 Implement cross-gender mentoring programs for male and female employees, with a
target of 50% participation in initial 2 years.
Year 2:

 Continuously monitor and evaluate the effectiveness of implemented policies and

practices, making necessary adjustments based on feedback and data analysis.
 Expand diversity and inclusion training programs to further enhance employee
understanding and awareness.
 Strengthen employee engagement initiatives, such as employee resource groups and
mentorship programs, to foster a sense of belonging and support for all employees.
13 | P a g e
  Conduct gender communication and collaboration workshops for all employees, with a
target of 80% participation in initial 2 years.
Year 3:

 Conduct regular surveys and feedback sessions to assess the progress of creating an
equitable work environment and gather input from employees.
 Develop targeted initiatives to address any remaining gaps or challenges in promoting
equality and inclusivity.
 Celebrate and communicate successes and milestones achieved in creating an equitable
work environment, reinforcing the organization's commitment to diversity and inclusion.

Risk and Mitigation Strategies:

Risk 1: Resistance to Change
 Mitigation Strategy: Communicate the benefits and importance of an equitable work
environment, provide education and resources, and engage leadership as change agents.

Risk 2: Unconscious Bias

 Mitigation Strategy: Implement unconscious bias training for all employees to raise
awareness and mitigate bias in decision-making processes.

Risk 3: Lack of Employee Engagement

 Mitigation Strategy: Foster a culture of inclusivity through ongoing communication,
recognition of contributions, and active involvement in employee resource groups and
company-wide initiatives.

Risk 4: Insufficient Resources

 Mitigation Strategy: Allocate sufficient budget and support to diversity and inclusion
efforts, seek external partnerships or funding if necessary, and prioritize initiatives based
on their impact and feasibility.

Administration Function

Procurement Management

6. Objective 6: To meet the 5 R’s of Procurement (Right Quality, Right Quantity, Right
Time, Right Price, Right Source)

 Under the procurement operations, our objective is to optimize the sourcing and
acquisition of goods and services, ensuring cost-effectiveness, quality assurance, and
ethical practices. We strive to build strong supplier relationships, foster innovation, and
drive continuous improvement in our procurement processes. By leveraging our
expertise and embracing strategic sourcing initiatives, we aim to deliver value and
support to the overall goals of our organization, while adhering to the highest
standards of professionalism, fairness and integrity.
 Benchmark: Timely completion of procurement process.

14 | P a g e
  Target: The target of the procurement department is to effectively and efficiently
source and acquire goods and services, ensuring cost savings, supplier credibility, timely
delivery, quality assurance, risk mitigation, compliance, continuous improvement,
registered pool of supplier, sustainability, and strategic alignment with the
organization's goals and objectives.
 Goal 1: Initiating of e-procurement and identify and implement process improvement
initiatives based on feedback, aiming at reduction in manual efforts and increased
efficiency.
 Goal 2: Ensure procurement transactions are transparent.
 Goal 3: Continuously monitor and update compliance policies and procedures to
ensure adherence to changing regulations, achieving maximum compliance rate with
no zero major violation, and maintaining accurate records.
 Goal 4: Foster Seamless integration and collaboration between the administrative
department and other key departments, enhancing cross-functional teamwork and
efficiency.
 Goal 5: Continuous monitoring and elevation of effective procurement process.

Roadmap: (2023-2026)
 Conduct an analysis of current procurement practices to identify bottlenecks and areas for
improvement.
 Establish clear procurement policies and procedures, including vendor evaluation criteria
and competitive bidding processes.
 Establish partnerships with key suppliers to optimize costs, quality products with timely
delivery.

Risks and Mitigation Strategies:

Risk 1: Insufficient supplier capacity or quality issues.

Mitigation: Implement a supplier evaluation and performance monitoring system to ensure
compliance with quality standards.

Risk 2 : Non-compliance of PPRA’s Rules in procurement process.

Mitigation: Implement reporting system to ensure procurement according to PPRA rules and all
relevant regulations.

Risk 3: Substandard suppliers.

Mitigation: Maintain a pool of seasoned suppliers to reduce dependency on a single and
substandard supplier.

Risk 4: Regulatory Compliance.

Mitigation: 1. Regularly review and update procurement processes to ensure compliance with
applicable laws, regulations, and industry standards.
2. Ensure trainings of administration team regarding regulatory and legal matters pertaining to
procurement under PPRA rules and other relevant laws.

15 | P a g e
 Facility Management & General Administration

7. Objective 7: To provide Quality and Congenial Working Environment.

We are dedicated to delivering exceptional facility services, maximizing operational performance,
and optimizing the lifecycle value of our facilities and assets. Through strategic planning,
preventative maintenance, and continuous improvement, we aim to maintain and enhance the
quality of office facility and promote environmental stewardship to contribute to the overall
success of our organization.

 Benchmark: Achieve reduction in facility maintenance costs within the first year.
 Target: To provide comprehensive management and maintenance of facilities and assets,
ensuring optimal functionality, cost efficiency, safety and security, sustainability, employee’s
satisfaction, regulatory compliance, and continuous improvement.
 Goal 1: Fully functional and optimal utilization of office facility and ensure uninterrupted
operations by managing scheduled maintenance, repairs, and upgradations to maximize the
functionality and performance of the facilities and amenities.
 Goal 2: Optimizing of building operations, maintenance, and energy consumption by
implementing regular surveys, exploring energy-efficient solutions, and conducting regular cost
analyses to identify areas for improvement.
 Goal 3: Maintaining a safe and secure environment for occupants is a primary goal by having a
clear focus on implementation of safety protocols, conducting regular inspections, addressing
potential hazards, and ensuring compliance with relevant safety regulations and frequent
safety drills and trainings of employees.
 Goal 4: Implementing energy-efficient technologies, waste management programs, water
conservation measures, and promoting environmentally friendly practices.
 Goal 5: Ensure compliance with relevant regulations, codes, and standards. This includes
building codes, safety regulations, accessibility requirements, and environment and safety
regulations.

Roadmap: 2023-2026

 Conduct a comprehensive assessment of facility maintenance practices and identify areas

for improvement.
 Implement preventive maintenance schedules and regular inspections to proactively
address facility issues.
 Enhance energy management practices to reduce utility costs and promote sustainability.
 Automation and streamlining processes by implementing self-service portal.

Risks and Mitigation Strategies:

Risk 1: Equipment Failure or Malfunction.

Mitigation: Implement a preventive maintenance program to ensure regular inspections,
maintenance, and repairs of critical equipment.

Risk 2: Breach of Safety and Security related incidents.

16 | P a g e
Mitigation: Develop and implement comprehensive safety and security protocols, including
emergency response plans, fire safety measures, and surveillance systems. Conduct regular safety
and security inspections and provide training to facility staff on emergency procedures.

Risk 3: Budgetary Constraints.

Mitigation: Develop a thorough budgeting and financial planning process, considering both
operational and capital expenditures. Conduct regular cost analyses and identify areas for cost
effective and efficiency improvements. Prioritize investments based on the organization's needs
and strategic objectives.

Risk 4: Regulatory Compliance.

Mitigation: Stay updated on relevant regulations and standards applicable to facility management,
including building codes, safety regulations, accessibility requirements, and environmental
regulations.

Objective 8: Delivering General Administration Services.

Employee Health Coverage

Benchmark : To provide medical / health coverage for employees and their dependents to protect
and support their health and wellbeing.

 Target: Provision of seamless health services to the employees and their dependents.

 Goal: Evaluation and improvement in health coverage and benefits based on industry best
practices and employee’s feedback.
Roadmap:

 Evaluating the day to day feedback and industry practices to develop a health coverage plan.
 Provide awareness to employees for the best use of health facility.
 Aims to provide preventative health care facility to employees above 40 years to prevent
illnesses, disease, and other health problems, or detect illness at an early stage when
treatment is likely to work best.

Risks and Mitigation Strategies:

 Risk 1: Substandard Services.

 Mitigation Strategy: Seek frequent feedback from employees regarding the health services
and recommend improvement measures to the service provider.
 Risk 2: Budget Constraints.
 Mitigation Strategy: Ensure pre-allocation of budget under the relevant budget head to
mitigate budgetary constraints.

17 | P a g e
 Travel Facility
Benchmark: Establish a centralized travel help desk for employees to facilitate the travel of
employees.
 Target: To streamline the approval process for travel requests, ensuring timely responses and
efficient coordination with service providers.
 Goal: Regularly review and negotiate contracts with service providers to have a cost-effective
and reliable travel options for employees.
Roadmap:

 Conduct a comprehensive assessment of the current industry practices and identify areas
for improvement.
 Evaluate and update the policies to align with industry best practices and cost effectives
measures.
 Provide training to employees to adopt online help desk services portal.
 Effective utilization of ITSM for timely communication and execution of travel requisitions
generated by employees.

Risks and Mitigation Strategies:

Risk 1: Non-Satisfactory Services

Mitigation Strategy: Frequently seek feedback from employees regarding the hired services and
coordinate with them for effective resolution of matters.

Risk 2: Budget Constraints.

Mitigation Strategy: Ensure pre-allocation of budget under the relevant budget head to mitigate
budgetary constraints.

Fleet Management
1. Objective 9: Fleet Management and Process Automation
Use of Technologies such as GPS tracking systems & fleet management system, which includes
tracking of vehicles and related equipment, increasing safety, monitoring the lifecycle of pool
vehicles while lowering risks, boosting efficiency and enhancing overall productivity.

 Benchmark: Achieving Excellence in Fleet Management Empowering Mobility, Enhancing

Efficiency and driving success

 Target: Improving fleet performance, achieve goals and enhance employee satisfaction by
implementing innovative strategies and inculcating the culture of continuous improvement.

 Goal 1: cost effective utilization of vehicles fleet.

 Goal 2: Training of drivers related to road & vehicle safety to enable the drivers for additional
expertise and experience in order to better handle emergency & unwanted situations.
18 | P a g e
 Goal 3: to provide adequate vehicles to meet employees commutable requirements.

Roadmap:

 Conduct a comprehensive assessment of the current fleet management practices and

identify areas for improvement.
 Implement a fleet management system to monitor vehicle utilization, maintenance
schedules, and fuel consumption.
 Introduce training programs for drivers to promote safe driving practices and fuel-efficient
techniques.
 Evaluate and update the fleet management policy to align with industry best practices and
cost-saving measures.

Risks and Mitigation Strategies:

Risk 1: Unforeseen maintenance issues leading to increase in costs.

Mitigation Strategy: Conduct regular inspections of all vehicles to identify potential issues before
they become problems.

Risk 2: Vehicles Accidents.

Mitigation Strategy: Implement driver safety training programs, including defensive driving
techniques, to reduce the risk of accidents. Conduct thorough pre-employment driver screenings
and establish driver safety policies and guidelines.

Risk 3: Budget Constraints.

Mitigation Strategy: Ensure pre-allocation of budget under the relevant budget head to mitigate
budgetary constraints.

Risk 4: Theft or Unauthorized Use of Vehicles.

Mitigation Strategy: Install GPS tracking systems in vehicles to monitor their location and deter
theft. Implement strict vehicle access controls and establish protocols for reporting any suspicious
activities.

Risk 5: Fuel Theft or Misuse:

Mitigation Strategy: Implement fuel management systems or fuel cards to track fuel usage and
detect anomalies. Monitor fuel consumption patterns and promptly investigate any discrepancies.
Educate drivers on fuel management practices, including proper fueling procedures and reporting
of any suspected fuel theft incidents.

Risk 6: Laws & Regulation constraints.

Mitigation Strategy: Develop a process while considering the regulations of the pertinent
ministries in order to purchase pool vehicles well in time.

4. Conclusion:

By adhering to this business plan, the HR & Administration department is dedicated to aligning its
objectives with the organizational goals, fostering employee’s growth and development,
19 | P a g e
promoting diversity and inclusion, optimizing HR&A processes, provision of enabling and safe
working environment and ensuring compliance with applicable regulations. Our endeavors will be
tailored to the SMART objectives and goals outlined above, serving as a roadmap for the next
three years and enabling us to track our progress effectively in a transparent manner with the aim
of continuous improvement, which is truly aligned with the core values of CPPA-G i.e.,
Professionalism, Integrity, Innovation, Teamwork.

Additionally, we recognize the value of embracing an Agile methodology, allowing us to adapt and
respond swiftly to changing circumstances, emerging needs, and evolving industry trends. Through
this iterative approach, we aim to continuously improve our practices, deliver timely solutions, and
create a workplace environment that empowers our employees and propels the organization
forward.

20 | P a g e
Objective: Enhance General Administration Services and Employee Benefits

Benchmark: Implement a comprehensive group health insurance plan, ensure compliance with
EOBI regulations, and establish a streamlined travel facility for employees within the first year.

Target: Improve employee satisfaction by providing accessible and efficient general administration
services, promoting employee well-being through comprehensive health insurance coverage, and
facilitating travel arrangements for official purposes.

SMART Goals:

Group Health Insurance:

Identify and partner with a reputable insurance provider to design and implement a group health
insurance plan within the first six months.
Ensure that at least 80% of eligible employees are enrolled in the group health insurance plan
within the first year.
Continuously evaluate and enhance the coverage and benefits of the insurance plan based on
employee feedback and industry best practices.
EOBI Compliance:
Conduct a thorough assessment of existing practices to ensure compliance with EOBI regulations
and make necessary adjustments within the first quarter.
Regularly update and maintain accurate employee records to facilitate smooth EOBI registration,
contributions, and benefit disbursement.
Provide training and awareness sessions for employees to educate them about their entitlements
and rights under the EOBI scheme.
Travel Facility:
Establish a centralized travel desk or online portal for employees to request and manage official
travel arrangements within the first three months.
Streamline the approval process for travel requests, ensuring timely responses and efficient
coordination with travel service providers.
Regularly review and negotiate contracts with preferred travel vendors to secure cost-effective
and reliable travel options for employees.

21 | P a g e
Road Map:

Year 1:

Group Health Insurance:

Conduct a comprehensive assessment of existing health insurance coverage and identify gaps and
employee needs.
Research and select a suitable insurance provider to design a comprehensive group health
insurance plan.
Finalize the coverage, premiums, and enrollment procedures of the group health insurance plan.
Launch an employee awareness campaign to educate employees about the new insurance plan
and its benefits.
Ensure that at least 80% of eligible employees are enrolled in the group health insurance plan.
Monitor and evaluate the effectiveness of the insurance plan, making adjustments as needed.
EOBI Compliance:
Conduct a thorough assessment of existing practices to ensure compliance with EOBI regulations.
Update and maintain accurate employee records to facilitate smooth EOBI registration,
contributions, and benefit disbursement.
Provide training and awareness sessions for employees to educate them about their entitlements
and rights under the EOBI scheme.
Regularly review and update processes to ensure ongoing compliance with EOBI regulations.
Travel Facility:
Establish a centralized travel desk or online portal for employees to request and manage official
travel arrangements.
Develop standardized travel approval procedures and guidelines for efficient travel management.
Communicate the new travel facility to employees and provide training on utilizing the system.
Regularly review and negotiate contracts with preferred travel vendors to secure cost-effective
and reliable travel options for employees.
Risk and Mitigation Strategies:

Group Health Insurance:

22 | P a g e
Risk: Inadequate participation in the insurance plan. Mitigation: Conduct regular communication
campaigns highlighting the benefits and importance of the insurance plan. Provide assistance to
employees during the enrollment process.
EOBI Compliance:
Risk: Lack of understanding among employees about their entitlements and rights. Mitigation:
Conduct regular training sessions and provide informative materials to increase awareness and
understanding of EOBI regulations.
Travel Facility:
Risk: Inefficiencies in the travel approval process or limited vendor options. Mitigation:
Continuously evaluate and streamline travel procedures, seek feedback from employees to
identify areas for improvement, and regularly review vendor contracts to ensure quality services
and competitive pricing.
The three-year roadmap and annual plan outlined above will help enhance general administration
services, provide comprehensive health insurance coverage, ensure EOBI compliance, and
streamline the travel facility. Continuous monitoring, evaluation, and adjustments will ensure that
the objectives are met effectively, providing employees with a supportive and efficient work
environment.

23 | P a g e