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Employment status and records values
Employment status and records is basically deals with details of employees which helps employer to evaluate their job role. Employee evaluation helps to decide the job description, their KRA, proper classification etc. Employer need to do certain segregation of various departments and the hierarchy which helps to distribute the work evenly among all. This process also includes proper maintenance of files of each employee so that they can later evaluate their performance.
Regular Full - Time employees are those who are on organization´s payroll and who are regularly scheduled to work as per in the Organization as full time schedule.
They are eligible for Organization’s benefits package subject to term, conditions and limitations of each benefits program.
Contractual employees are employed as incidentally supplement the work force or to aid the completion of a particular task.
Employment assignments in this category are of a limited duration. Contractual employees retain that status until and unless they are notified of a change.
Skilled Worker: - Skilled workers are those workers who are little educated & highly experienced or experienced in any work, and have good knowledge of their working area. They do their work independently.
Workers included in this category: - Embroidery workers, Machine Operators, Electricians, tailors, Security Gun Men, Welders, Drivers, Electroplaters, Designers.
Semi Skilled Workers: - This category of workers is assistants to the skilled workers as they pose skill but not experience. These work independently but are dependent on the skilled ones for decision making. They are better and higher than the unskilled ones because of their better understanding and skills.
For Example: Packer, Pasting workers, Assistant Welders, Machine worker, Generator operator, production assistant.
Unskilled workers: - They work as helpers and provide help to semi-skilled & skilled workers. These workers are illiterate and are without experience.
For Example: Sweeper, grads, water boy, peons etc.
Classification of employees post wise:
Sr. General Manager
General Manager / Secretary
Director / Sr. Manager / Deputy Manager
HR Manager / Production Manager / Finance Manager / Logistics Manager / Quality Manager
PRO / HOD / ASM
Supervisors / Sr. Executive
Semi - Skilled Labor
Organization has a policy of not recruiting a person of age below 18 years as per Factories Act 1948. The factory will establish a Requirement Policy that prevents child workers employment in the factory & the factory will see to it that the Requirement Policy in enforced.
Access to Personal Files
Organization maintains a personal file on each employee. The personal file includes such information as the employee’s job application, educational certificates, experience certificates (if any), resume, record of training, training certificates, documentation of performance appraisal and salary increases, and other employment record.
Personal files are the Organization's property , and they can restricted access to the information . Generally, only Management and HR personnel have the access to these files.
Employees who wants to view to their file should contact the HR Department personnel with advance notice; if HR employee may review their personal files in Organization office in the presence of the HR
Personnel Data Change
It is the responsibility of each employee to promptly notify Organization should have all personal data. Home addresses,contact numbers which are needed to be contacted in the case of any kind of emergency, educational accomplishments, reports should be accurate. If any personal data has changed, notify the HR Department.
Organization expect accuracy of information in the employment application, otherwise it result as termination from job or sepration from hiring process as not consider for job .
Organization bends over backward to make and keep up precise job descriptions for all positions within the organization. It includes a job information, summary an essential duties and responsibilities, a supervisory responsibilities, a qualification (including education and / or experience, language skill, reasoning ability, and any other certification if needed.
Organization manages job descriptions to aid in focus on new member to their jobs, identifying the needs for each position, establishing hiring marks and criteria and setting standards for employee performance evaluations procedure.
Employee should always keep in mind that job descriptions do not necessarily cover every task or duty that might be assigned, and that extra responsibilities may be assigned as and when needed asper condition or case experty needed.
Employee must contact the HR Department for any query related to the assigned job responsibilities or description and interpretation.
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