hello, dear, I want to know that hr persons responsible for how many activities and what is its procedure exa. PF, ESI, Welfare duties etc thx
From India, Ahmadabad
From India, Ahmadabad
Hi!
My company, Emilla Consulting, specializes in Policy Development. Hence, we have all the policies, manuals, handbooks, and guidebooks that companies need. These are licensed materials and benchmarked with the best practices of multinational companies around the world.
We sell them at very competitive prices.
Please visit our site for details: EMILLA CONSULTING |
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Para๑aque
89My company, Emilla Consulting, specializes in Policy Development. Hence, we have all the policies, manuals, handbooks, and guidebooks that companies need. These are licensed materials and benchmarked with the best practices of multinational companies around the world.
We sell them at very competitive prices.
Please visit our site for details: EMILLA CONSULTING |
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Para๑aque
HI Shraddha
i read your points suggested by you to Vishwanathan.is that book available with you??? can i gat a copy of it>i can be contacted on
. it will be a gr8 help to me
regards
Nandkumar
From India, Pune
i read your points suggested by you to Vishwanathan.is that book available with you??? can i gat a copy of it>i can be contacted on
regards
Nandkumar
From India, Pune
Hi All,
I have recently joined a small organisation which deals in Air conditioning & Ducting. The organisation would like to establish an HR function, employee strength of the organisation is 40.
Can you guide me as to what are the various things that I need to take into consideration other than HR policies as I have got those,from HR Manuals & Guides on this site.Is their any other HR function that I have to target in particular, to establish HR from scratch.
Awaiting your precious suggestions & response.
Thanks & Regards
Mukta
I have recently joined a small organisation which deals in Air conditioning & Ducting. The organisation would like to establish an HR function, employee strength of the organisation is 40.
Can you guide me as to what are the various things that I need to take into consideration other than HR policies as I have got those,from HR Manuals & Guides on this site.Is their any other HR function that I have to target in particular, to establish HR from scratch.
Awaiting your precious suggestions & response.
Thanks & Regards
Mukta
Dear Vishwanath,
I also joined a construction company 6mths back to set up H.R. Dept. The company is for the last more than 10 years and there is no policy, procedure. Even there was no data base of employees. Now I could management something, but due to non-co-operation of some directors (there are 7 directors in this company and around 150 employees) i am not able to do much. But i made a policy for the company which i think will be useful for you.
Thanks & regards,
kumaran siva
From India, Delhi
I also joined a construction company 6mths back to set up H.R. Dept. The company is for the last more than 10 years and there is no policy, procedure. Even there was no data base of employees. Now I could management something, but due to non-co-operation of some directors (there are 7 directors in this company and around 150 employees) i am not able to do much. But i made a policy for the company which i think will be useful for you.
Thanks & regards,
kumaran siva
From India, Delhi
[QUOTE=newage;456956]
From India, Pune
Hello Vishwanathan
I think this points will help you.
- CONDITIONS OF SERVICE
1.1 Contract of Employment
..
1.2 Working hours
.
1.3 Duty Station .
1.4 Confidentiality .
1.3 Duty Station .
1.4 Confidentiality .
- RECRUITMENT AND SELECTION POLICY
2.1 Introduction
.
2.2 Objectives
2.3 Recruitment Authorisation Procedure .
2.4 Newly Created or Restructured Positions
2.5 Employment Procedure
2.6 Employment Interview Panel ...
2.7 Age ...
2.8 Appointment .
2.9 Personal Data
2.10 Staff Transfer
2.11 Induction ..
2.3 Recruitment Authorisation Procedure .
2.4 Newly Created or Restructured Positions
2.5 Employment Procedure
2.6 Employment Interview Panel ...
2.7 Age ...
2.8 Appointment .
2.9 Personal Data
2.10 Staff Transfer
2.11 Induction ..
- PERFORMANCE MANAGEMENT POLICY
3.1 Introduction
..
3.2 Objectives
.
3.3 Responsibilities of Manager/Supervisors .
3.4 The Performance Management Process
3.3 Responsibilities of Manager/Supervisors .
3.4 The Performance Management Process
3.4.1 Performance Planning
3.4.2 Monitoring.. ..
3.4.3 Performance Summary
3.4.4 Recognition ..
3.4.2 Monitoring.. ..
3.4.3 Performance Summary
3.4.4 Recognition ..
- TRAINING AND DEVELOPMENT POLICY
4.1 Introduction
..
4.2 Objectives
4.3 Process and Criteria .
4.3 Process and Criteria .
- LEAVE POLICY
- DICIPLINARY CODE
6.1 Introduction
..
6.2 Procedure and Documentation .
6.3 Special Cases
6.2 Procedure and Documentation .
6.3 Special Cases
6.4 Classification of Offences
6.4.1 Absenteeism
6.4.2 Offences related to Control at Work
6.4.3 Offences relating to indiscipline or disorderly behavior .
6.4.4 Offences related to dishonesty .
6.4.5 Industrial Action ..
6.4.1 Absenteeism
6.4.2 Offences related to Control at Work
6.4.3 Offences relating to indiscipline or disorderly behavior .
6.4.4 Offences related to dishonesty .
6.4.5 Industrial Action ..
6.5 Penalties
6.5.1 Verbal Warning
6.5.2 Recorded Warning
6.5.3 Severe Warning
6.5.4 Final Warning ..
6.5.5 Dismissal ..
6.5.6 Demotion ..
6.5.7 Transfer
6.5.8 Alternative Penalty to Dismissal ..
6.5.9 Dismissal Procedure .
6.5.1 Verbal Warning
6.5.2 Recorded Warning
6.5.3 Severe Warning
6.5.4 Final Warning ..
6.5.5 Dismissal ..
6.5.6 Demotion ..
6.5.7 Transfer
6.5.8 Alternative Penalty to Dismissal ..
6.5.9 Dismissal Procedure .
6.5 Disciplinary Appeal Procedure
- GRIEVANCE POLICY
7.1 Introduction
..
please give in detail as above mentioned topics]
7.2 Objectives
.
7.3 Procedure and Guideline ..
TERMINATION OF EMPLOYMENT POLICY
8.1 Introduction ...
8.2 Termination by Notice .
8.3 Retirement .
8.4 Death of Staff Member .
8.5 Certificate of Service
8.6 Discharge Form .
9. RETRENCHMENT POLICY
9.1 Introduction ...
9.2 Objectives .
9.3 Consultation ..
9.4 Assistance from SBCGT
9.5 Retrenchment Procedure
10. COMPENSATION POLICY
POLICY FOR TEMPORARY EMPLOYEES
11.1 Introduction
11.2 Appointment ..
11.2.3 Terms of Service .
11.4 Short Term Consultants .
12. HEALTH AND SAFETY POLICY
12.1 Introduction
12.2 Objectives ..
12.3 Security ..
12.4 First Aid .
12.5 Visitors
12.6 Smoking ..
12.7 Emergencies
12.8 Office Services
13. STAFF MOVEMENTS
13.1 Transfers .
13.2 Out of Station Travel on Official Duty
13.3OverseasTrips .
13.4TravelAdvances .
13.5 Reimbursement of Expenses
14. HIV/AIDS POLICY
14.1 Introduction .
14.2 Objectives
14.3 Rights of Positive Employees .
15. SUCCESION PLAN POLICY
15.1 Introduction . .
15.2 Objectives
15.3Procedure ..
Appendices
7.3 Procedure and Guideline ..
TERMINATION OF EMPLOYMENT POLICY
8.1 Introduction ...
8.2 Termination by Notice .
8.3 Retirement .
8.4 Death of Staff Member .
8.5 Certificate of Service
8.6 Discharge Form .
9. RETRENCHMENT POLICY
9.1 Introduction ...
9.2 Objectives .
9.3 Consultation ..
9.4 Assistance from SBCGT
9.5 Retrenchment Procedure
10. COMPENSATION POLICY
POLICY FOR TEMPORARY EMPLOYEES
11.1 Introduction
11.2 Appointment ..
11.2.3 Terms of Service .
11.4 Short Term Consultants .
12. HEALTH AND SAFETY POLICY
12.1 Introduction
12.2 Objectives ..
12.3 Security ..
12.4 First Aid .
12.5 Visitors
12.6 Smoking ..
12.7 Emergencies
12.8 Office Services
13. STAFF MOVEMENTS
13.1 Transfers .
13.2 Out of Station Travel on Official Duty
13.3OverseasTrips .
13.4TravelAdvances .
13.5 Reimbursement of Expenses
14. HIV/AIDS POLICY
14.1 Introduction .
14.2 Objectives
14.3 Rights of Positive Employees .
15. SUCCESION PLAN POLICY
15.1 Introduction . .
15.2 Objectives
15.3Procedure ..
Appendices
Appendix 1: Contract of Employment
Appendix 2: Employment Authorization Form
Appendix 3: Employee Personal Data Form
Appendix 4: Supply upward Feedback for Employees
Appendix 5: Supply upward Feedback for Supervisors
Appendix 6: Study Loan Application Form
Appendix 7: Complaint Form
Appendix 8: Notice of Disciplinary Hearing
Appendix 9: Grievance Form
Appendix 10: Field Travel and Authorisation Form
Appendix 11: Overseas Travel Form
Appendix 12: Reconcile Travel and Related costs
Appendix 2: Employment Authorization Form
Appendix 3: Employee Personal Data Form
Appendix 4: Supply upward Feedback for Employees
Appendix 5: Supply upward Feedback for Supervisors
Appendix 6: Study Loan Application Form
Appendix 7: Complaint Form
Appendix 8: Notice of Disciplinary Hearing
Appendix 9: Grievance Form
Appendix 10: Field Travel and Authorisation Form
Appendix 11: Overseas Travel Form
Appendix 12: Reconcile Travel and Related costs
Regards
Shraddha
Shraddha
please give in detail as above mentioned topics]
From India, Pune
Dear All,
I recently joined a financial company. There is no HR Deptt. Now i hv to manage all the things. I prepared appointment, offer,attendance sheet and all....
But now my boss says to make a salary braekup which saves our maximum tax. How can i make this.and what will be the basic salary,HRA, Medical allowance and Conveyance. We have only 15 employees in our company. Please help me.
Regards
Riya
From India, Mohali
I recently joined a financial company. There is no HR Deptt. Now i hv to manage all the things. I prepared appointment, offer,attendance sheet and all....
But now my boss says to make a salary braekup which saves our maximum tax. How can i make this.and what will be the basic salary,HRA, Medical allowance and Conveyance. We have only 15 employees in our company. Please help me.
Regards
Riya
From India, Mohali
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