Pallavi Samal

PMS

• Managed End to end PMS process for 5000+ employees across the globe
• Enhanced the existing PMS procedures, fostering transparency, and introduced a disagreement management process to empower employees in expressing their concerns
• Improved system adoption of the performance management process through various communication strategies

Rewards And Recognition (R&R)

• Revamped the entire R&R structure (R&R 2.0) to streamline and enhance employee adaptability of the R&R process.
• Market Benchmarking of the reward and recognition program existing in ITes organization with similar structure and employee strength.
• Enhanced the culture of rewarding through multiple awareness campaigns which resulted in 60% increment in YOY overall recognition.
• Managed Prodapt's Annual celebration of Excellence (PACE)

Leadership development (LeAP)

• Ideated and developed HiPotential development program (LeAP) to create homegrown future leaders at mid to senior levels.
• Launched two batches of LeAP in the initial year
• Collaborated with Talent development team to create a robust developmental program inclusive of Technical, leadership and functional courses along with job rotations and live projects.

Career Pathing

• Worked on creating a role-based organization structure for HR, Internal IT, Admin, Marketing
• Crafting distinctive job roles, identifying and aligning competencies with each role, establishing proficiency levels for unique positions, and creating detailed job descriptions (JDs).
• Collaborated with the Talent Development (TD) team to design Learning Paths that align with specific roles and systems, facilitating the mapping of each employee to the newly established roles.

• Conducted market intelligence analysis on Compensation trends for various skills within the IT landscape. Utilized this data to benchmark CTCs for new hires.
• Streamlined the hiring vendor list at Prodapt, evaluating vendor performances and identifying their strengths in specific skills. The objective was to reduce dependency on external vendors and emphasize in-house hiring.
• Explored and piloted various HR digital tools including State of Mind, Callify, Infeedo, and Amber. Additionally, investigated survey tools to gauge the organizational pulse.
• Performed an in-depth analysis of interviewer performance at Prodapt, examining metrics such as the number of interviews conducted by each interviewer and the specific skills assessed during interviews.

• Helped plan and implement engagement sessions to keep employees motivated and work productively
• Sourced 15 Candidates for various Job profiles
• Completed human resource operational requirements by scheduling and assigning employees.