Hr manuals and Employment
Employment is the agreement which is performed between employer and employee which determines the task, the job role, the way of service and the contribution the employer must provide to the organization. Based on the job role and various other aspects a certain amount of remuneration and facilities is decided by employee which is provided in exchange of his service.
The agreement is done by an official contract which is known as offer letter. The lawful estimation of business is that the official contract marked between the two gatherings named and manager and worker can't be ruptured without either's assent. Breaching of the contract can lead any of the party to legal litigation.
a. Nature of Employment
Employment with Organization Name is voluntarily in nature and it is based on “at-will,” which means that the employee is free to resign/leave at will at any time, with or without cause. Similarly, Organization Name may terminate the employment relationship at any time, with or without notice or cause, so long as there is no violation of applicable federal or state law.
No one has the authority to make verbal statements that can change the nature of employment, and the relationship cannot be changed or modified for any employee except in a written agreement signed by that employee and the President/ authorized person of the Organization.Policies are not to make an agreement, nor are they to be interpreted tocontractual legally binding commitments of any sort or an agreement of work .
These provisions supersede all existing policies and practices and may not be amended or added to without the express written approval of the CEO or person designated by the CEO of Organization.
b. Employee Relations
Organization believes that working conditions, wages, and benefits that it offers to its employees are the best in the industry.
As per our experience if employees are open and direct with their seniors / supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive.
Organization fulfill its commitment to employees by responding effectively to employee issues.In an effort to protect and maintain direct employer/employee communications, organization will do anything they can to protect the right of employees to speak for them.
c. Recruitment Policy
The Human Resource symbolizes the main element of any Organization. Due to which recruitment and selection is of prime importance as the vehicle for obtaining the best possible person. Our Organization gives emphasis on the recruitment system and in order to set up the system they have framed the policies according to their conveniences and following the legal terms and conditions.
Purpose of recruitment is to identify and define the requirements. This involves the preparation of job descriptions, job specification and person specifications and placing a right person in a right place at a right time. Recruitment Policy is based on the fair and consistent procedure. Recruitment System is based on the following:
a) External Recruitment System
• Advertisement published through job portals e.g. Print media and consultancy etc.
b) Internal Recruitment System
• Employee referrals, Internal Transfer etc.
d. Selection Procedure
In Organization, after the approval, the core committee members are selected by the Director/ HR manager for the recruitment of appropriate staff for filling the vacant position.
Organization gives the prior preference to the internal staff members whose contract period is on a verge to get over and also who are competent enough for requirement of the post. If the internal staff does not match the requirement then Organization applies external recruitment system for the external candidates to fill the requirement.
The first step in this process is that the job profile is decided by the HR manager and the department head with the consultation of Core Committee Members.
Screening/ short listing of the candidates: The CVs of the candidates are short listed as per the requirements of the Core Committee Members with the consent of Director/ HR manager. After short listing the CVs, the candidates are called for the interview.
Interview by the Core Committee of the selected candidates:
- Preliminary Interview – HR.
- Written test in Hindi & English (If required).
- Interview taken by Panel members.
- Final Interview taken by the Director/ HR manager.
Appointment Procedure: Appointment Letter is designed and sent to the selected candidate via email with joining date mentioned in the letter.
The appointment letter contains the following:
- Period of probation.
Joining: The following details should be provided by the selected candidate to the HR department for processing his / her identity number, card and records.
- 4 passport size photos.
- Copy of their resume.
- Educational Qualification documents.
- Previous employment details (offer letter, joining letter, relieving letter)
- Experience certificates (if any).
- Medical certificate for fitness
- Copy of passport/ PAN card
- Copy of form 16
Induction Procedure: The newly recruited members are formally introduced to other staff members of Organization Name in the first day of their joining.
An effective induction ensures a positive start in any organization. The objective of the induction policy is to familiarize the employee with the organization, their job responsibilities , the industry, colleagues, factory systems, processes and policies with a view to ensure that they can start contributing their best to achieve the organizational goals.
Introduction with other employees
Understanding policies, procedures and technical aspects
On the Floor that is allotting him/ her his/her position, designation, job role from where the person must start performing.
A specific schedule of basic training and induction is established for new joinees. Coaching/Mentoring System provides guidance in professional development and Organization encourages all new joinees to take advantage of the continuing education initiative and further job specific training.
g. Probationary Period for New Employees
The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. Organization monitors and evaluates every new employee’s performance for duration of months to determine whether further employment in a specific position or with Organization is appropriate.
All new and rehired employees work on an introductory basis for the first six months after their date of hire. If Organization finds that the designated probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, probation period may be extended for a specified period.
Employees who satisfactorily completes the probation period are notified of their new employment classification.
h. Outside Employment
Employee may not hold any type of outside employment as long as they are associated with Organization without informing or taking prior permission for the top management.
Employee cannot receive any income or material gain from individuals outside. All employees and associated members are required to sign a non-disclosure agreement as per the condition of employment.
i. Equal Employment Opportunity
The objective of the Equal Opportunity Policy is to support the attraction and retention of employees that contribute most to the development of the organization’s business. Organization provides equal employment opportunity to all qualified persons without discrimination on the basis of age, sex, race, disability, marital status or religion in accordance with applicable local, state and national laws and regulations. Organization will provide job for persons with disabilities who can perform the essential functions of the position for which they are qualified and selected.
Organization will take whatever affirmative action is necessary to attract and retain qualified persons.
How to identify and apply performance management to get the best output from it? Performance management is one of the... Read More
Applicant Tracking System- a big No to Recruitment Stress Gone are days when the recruiter in an organization used t... Read More
Maternity Benefit act – A Bliss or a Bleed A Brief case study: Prerna has been working in a multinational compa... Read More