JOHN MARK RANGREJI
johnmark@consultant.com
Silver Oak, A wing, Flat no-403,
4th Floor, Shindevasti, Ravet,
Pune- 412101.
PERSONAL
Date of Birth: 10th October, 1968
Age: 46 yrs.
Marital Status: Married
Contact no. : 9028040104/9225818688
Interests: Reading & Writing on personal effectiveness
Memberships: National HRD Network, Pune Chapter
PROFESSIONAL SUMMARY
15 plus years experience in HR & Training (Program Development, Training delivery,
design, Developing Modules, leading teams of trainers, and directing enterprise
initiatives). A proven track record of significant improvements in learning processes,
productivity, quality, and customer satisfaction while reducing costs, lowering
employee turnover, and maintaining a positive work environment.
AREAS OF EXPERTISE
Change management Employee engagement Performance management Team
development Coaching
Leadership development
Business communication
Skill development
EDUCATION & CERTIFICATIONS
B. A.
Pune Univ.
1992
Major in Social Psychology
First division
Dip. T& D. I. H. C.A
1995
Major in T & D
First division
M.P.M
Pune Univ.
1997
Major in personnel & HR
First division
Dip. I. P.
IHCA
1998
Major in industrial Psychology First Division
PROFESSIONAL WORK EXPOSURE
Zen Consultants
Sr. Consultant - HR & Training
2002 till Date.
GTL Ltd.
Sr. Manager Training
Sept2002 – Dec 2002
Page Point S India Ltd
Head – HR & Training
2000 – 2002
Notre HRD.
Head – HR & Training
1999- 2000.
Indira Institute of Mgmt.
Lecturer
1998- 1999
Patheja Forgings Ltd
EXECUTIVE – HR
1995- 1997
Vista Network Consultants Pvt. Ltd.
Placement Executive
1992- 1995.
KEY RESPONSIBILITIES HANDLED (Corporate Employment- 1992- 2002)
 Responsible for all HR functions, including: Strategic planning, organizational
development, staffing, training, benefits administration, Employee Relations,
Management Development, and Performance Management.
 Decreased employee fall- out by over 20%.
 Advise leadership team on all HR issues.
 Lead an HR department of 11.
 Lead corporate project teams for implementation of HRIS management and
employee self-help modules, and reward and recognition programs.
 Designed an apt leadership training program to develop and enhance the
management skills of group leaders and supervisors.
 Restructured the recruiting process with an emphasis on hiring the best possible
candidate and streamlined.
 Improvised the orientation and training program to maximize performance and
retention.
 Updated the employee manual and personnel policies to ensure compliance with
state regulations.
 Supervised and mentored up to 5 subordinates.
 Oversee and negotiate employment, compensation and benefits.
 Management Training, employee relations and communication.
 Ensure compliance with state and local government regulations.
 Assessing Needs of Training via job analysis, appraisal schemes and consultation
with HR department.
 Preparing annual Training calendar
 Conducting modules (workshops) to educate employees on new techniques in
their respective fields
 Providing cross functional knowledge to facilitate better working between
departments
 Preparing training content in joint consultation with department heads
 Assessing the overall training program effectiveness
 Facilitating the ongoing development process for the staff post appraisal
 Devising a training strategy for the organization
 Designing career development for all positions to facilitate succession planning
KEY RESPONSIBILITIES HANDLED (Corporate Consulting 2002- till date)
HUMAN RESOURCES
 Recruitment, Placement, Workplace Investigations, Workforce Planning,
Compensation Performance Issues, HR Transformations,
 Employee Leave Administration
 Performance Planning and Reviews
 Organization Climate Survey
 Policy and procedure development
 Management of Disciplinary and Performance systems
 HR Administration, Reporting, Metrics and Evaluation
 Adherence to Legal Compliances
 Temporary Staffing
 Develop a SOP (Standard operating Procedure) File
 Develop an Induction program
 Develop an Employment Agreement
 Conduct 360° Performance feedback capture and reporting
 Leadership Coaching and Development
LEARNING AND DEVELOPMENT
Training Needs Analysis
Development of a Training Program
Developing Employee Training Manuals
Preventing Relapse in Training
Training Evaluation
Informational Training Methods
Innovative Employee Training
Collecting Data for Needs Assessment
Designing Effective Training Programs
Efficient Transfer of Learning
Cost Benefit Analysis for Training
Kirkpatrick’s Model of Training Evaluation
Experiential Training Methods
Training the Trainers
CO-CURRICULAR ACTIVITIES
Authored Training materials on Personal Effectiveness, Train the Trainer, Human
Response management (people management), Total Effectiveness, positive imaging and
whole brain thinking etc.
Thanks & Regards,
John Mark Rangreji