HR Material.doc

8/20/2019 HR Material.doc

http://slidepdf.com/reader/full/hr-materialdoc 1/25

What a HR Person is expected to do?

1. Recruitment

• Recruitment? – Attracting People to apply for the required vacancy.

• Selection Procedures – Through Referrals, Advertisement, o! Portals.• "ompensation Structure – "ompany Policies#$enefits, Attrition %gmt,

&mployee Relations'

• Salary (egotiation

). *nduction+. Payroll Process Statutory "ompliances #P-, &S*, *T, Professional Ta',

/eave Administration, /eave &nhancement.0. Performance %anagement Performance Appraisal2. Training and 3evelopment4. &it of an &mployee

RECRUITMENT

5e receive the requirement from the required department first. #*ndent from the3epartment'. *t is issued !y the dept head to 6R dept.

Human Resource Requisition Form (HRRF

Position7

Reporting to7

3epartment7

&perience /evel7

5hen the position is to !e recruited7

o! Requirements7

!i"nature o# the $epartment% &ppro'ed )%

(*r

Human Resource Requisition Form (HRRF

$ept%

Position7

Reporting to7

o! Profiledescription7

o! Requirements – 8ualification, &perience, Recruiting

date9n!oard TimeTime lines3ead lines.

!i"nature o# the $epartment% &ppro'ed )%



When +e +i,, "et the requirement

5e :ill get the requirement in ) cases – $usiness &pansion, &it of the &mployee

#Retirement, Resignation, 3ismissal Termination-

An &mployee is dismissed only :hen he does any fraud. "haracter of the employee is

focused here. *f the conduct of the employee is !ad then :e can dismiss him. 5hen the

person is dismissed, he :ill not receive any ;ind of !enefits ecept P- and &S*.

An &mployee is terminated :hen the management is not satisfied :ith his performance

for the given period of time. And he is eligi!le for all ;inds of !enefits provided !y the

company.

RECRUITMENT%

$efore going to recruit from the other sources :e have to chec; :hether :e can

give promotions to internal employees or :e can get any referrals from the employees to

motivate them. That :ould !e cost effective. 5e have one internal recruitment head and

one eternal recruitment head in a company. -or e if :e give the responsi!ilities of the

eternal recruitment to the internal recruitment head in his a!sence, :e say it as <o!

enlargement and it is cost effective, instead of appointing another one :e can give the

responsi!ilities !ecause he ;no:s all the procedures of that company.



Ho+ +e +i,, attract the candidates

Through7

• Advertisement – Print %edia, Portals, &lectronic %edia

• o! Postings

• "onsultants – The terms and conditions :ith them should !e in :ritten li;e =.++>

on !asic or on "T".

• &mployee Referrals

• "ampus Recruitment – :e should tell a!out all the rounds in intervie: process

!efore starting to the candidates.

-resher7 5ritten, %ar;s, 3, Technical, 6R #*T *ndustry'

5e have only Personal intervie: :ith dept head and senior 6R manager

#manufacturing industry'.

*n *T industry, 6R can re<ect if he is not satisfied :ith the candidate even

if the candidate is technically sound.

*n %anufacturing *ndustry, 6R cannot re<ect if the candidate is technically

sound.

• *nternal 3ata $ase

!E.ECTI*N PR*CE$URE%

• Applying Selection %ethods

• Short listing the candidates for final intervie: #Screening' – :e can assess only

0@ > to 4@> during this round.

• -inal intervie: – &plain the company !enefits, salary negotiation, career

planning.

E'a,uation o# a Candidate7 %ostly :e :ill do this in *T industry not in %anufacturing

industry. 5e :ill focus on three things AS #Attitude, S;ills, no:ledge'

Attitude% 6ere :e :ill see the $ehavior, &tiquetteappearance, Positive attitude, mingling

nature of the candidate, and :hether he is Argumentative or not.



Skills% 6ere :e :ill see "ommunication and Presentation S;ills, required S;ill in that

Particular area, Technical S;ills.

Knowledge: 6ere :e :ill see o! no:ledge, Su!<ectfunctional no:ledge. 6e is not

epected to do all the things !ut :e :ill chec; :hether he has the ;no:ledge on that or

not.

Wh) this E'a,uation is needed

&valuation is needed, !ecause there should not !e any !ias !et:een the employer and the

candidates.

*n %anufacturing :e need to maintain all these records :here as in *t industry :e need

not.

*n %anufacturing employee focus is on hi;e in the salary !ut not in the other !enefits

:here as in *T industry focus is on other !enefits rather than hi;e in the salary.

• Selecting the candidates

• *ssue of offer letter

!&.&R/ NE0*TI&TI*N

"ompany (ame 3ate of *ntervie:7

(ame7 Time7

Position intervie:ed for7 /ocation7

Attitude7

S;ills7

no:ledge7

Person Short listedRe<ected7

*f Re<ected Reasons7



5e have to negotiate the salary !ased on the company compensation policy and

have to attract the candidate sho:ing the !enefits he :ill get apart from the salary :ith a

min hi;e in his present salary.

*n %anufacturing focus is on hi;e in salary !ut not in other !enefits.

*n *T focus is on other !enefits !ut not in hi;e in salary.

CTC 1 asic 2 ene#its

9ne of the !enefits ratuity is applica!le for the employees :ho have :or;ed for min 2

yrs.

Ca,cu,ation o# 0ratuit)% 12 days salary per yr multiplied !y no. of yrs

&7 *f the !asic salary of the employee is 2@@@ :hen he is leaving the organiBation after

:or;ing for 2yrs, then

ratuity C 2@@@D#12)4'D2

ene#its Po,ic)% $enefits may not !e in the form of cash. $enefits means facilities

provided !y the company li;e

• Transportation"A$,

• -ood coupons for +@ days #non taa!le',

• /eave Travel Assistance, and $onus&gratia of #=.++> )@>' on !asic,

• &mployee Association Re:ard employee :ho completes their 1 year :or;ing

:ith the company :ill receive this re:ard.

• &mployee Referral Scheme if they get 1@@ points they :ill receive a surprise gift

#for <r. )@ points, middle level 2@ points and so on'.

$onus can !e given to the employees :ho are dra:ing ),2@@ to +,2@@. "asual,

Temporary, 3aily :age :or;ers are also eligi!le for getting !onus. *t is compulsory.

-or employees :ho are dra:ing more than +,2@@ then :e give &gratia. And itEs

not compulsory to give egratia :hen ever the company is in profits.



C*MPEN!&TI*N P*.IC/% $enefits provided !y the company are also mentioned. *t

is a dynamicconfidential document :here they :onEt sho: to any one. *t is revie:ed

every 4 months !y the senior 6R manager.

Salary $and

Salary Band 7

1.=@ to ).0@, ).0@ to +.4@

Salary Scale7 The minimum increment in the !asic per yr for 12 yrs. :ithout considering

the performance. After 12 yrs he :ill !e promoted to the net level. And the process

continues till the retirement of an employee. %ostly :e :ill see this in pu!lic sectors.

#1st yr' ),2@@ – 1@@ – )@@ – +,@@@#after 2 yrs' FFF 1@,@@@#after 12 yrs'

6e :ill !e promoted to the net level.

1@,@@@ – +@@ FFFFFFF.till retirement.

*##er .etter%

• $rief in nature of the company

• 9ffer for the position

• 3epartment

• "ompensation Pac;age

• 3ate of <oining

• The documents to !e su!mitted

$efore offering the employment #offer letter' :e need to chec; the follo:ing things7

• Salary Slip Pay Slip

• $an; statement for + months

• *T Returns

• &perience "ertificate

3oinin" Forma,ities%

Position Experience 0rade !a,ar) ene#its

"&9 )@ – )2 %1 +@ – 0@ la;hs %anager 1@ – 12 %G 1@ – 1) la;hsS5 &ngg Trainee @1 1.= – ).0r. S5 &ngr 1 – + ).0 – +.4

ET4HR45564)r

$ate%

To7

88-

!u9% :

$ear Mr88888-



"hec; list for ne: <oiners from company side7

1. Appointment /etter – Position, Reporting to, Salary $rea;up, Terms and

conditions.

). oining Report

+. All types of forms li;eP-

form )A revised

#%em!ership',P-

(S(#(ational Social

Security (um!er',$an;

Application, &S* -orm

1,*nsurance Policy 3etails

-orm#Accident %edical'.

0. *nduction %anual

2. *nduction Schedule

4. Seating Arrangement

H. Temp *3 "ard, %ail *3

=. /eave Application

"hec; list for <oiner from candidate%

1. &ducation "ertificates

). &perience, Relieving /etter

+. Salary Slip, $an; Statement

0. Photographs

2. Address Proof – Passport, &lection *3

Pro9ation Period% *ts + months or 4 months period given to the candidate to chec;

:hether the candidate can fulfill his <o! requirements or not. *f the management is not

satisfied :ith his performance, then they can terminate the candidate.

9nly if the candidate receives the appointment letter , :e can say it as End to End

Recruitment Process.

Appointment Letter

Compan) Name

(ame of the <oiner7 3epartment7

Position7

Reporting to7

oining 3ate7

3epartment 3ivision7

Signature of the oiner7 Signature of 6ead



I letter head J

9ur Ref 7 3ate 7

%s.

(R*" 7A33 7

3ear %s. I(ameJ

RE % .etter *F &PP*INMENT

The management has the pleasure in offering you an appointment as KKKKKKKKKKKKKK:ith effective 12th August )@@=. The appointment terms L conditions are as !elo:7

P.&CE *F W*R; 7 I comp. name JFFFFFFF.

3* $E!CRIPTI*N 7 All aspect of administrative L clerical :or;s inconnections :ith accounts, Admin, purchasing.REMUNER&TI*N 7 %onthly !asic salary is

PR*&TI*N PERI*$ 7 Three #+4 ' months from the date ofcommencement . This period may !e

etended at the sole discretion of themanagement .

W*R;IN0 H*UR! 7 =.+@ am to 2.+@ pm #%onday to -riday'.UNCH H*UR 7 9ne #1' hour !et:een 1.@@ pm to ).@@ pm.PU.IC H*.I$&/ 7 Mou are entitled for KKKKKK pu!lic holiday.&NNU&. .E&<E 7 Mou are entitled for the follo:ing annual leaves

upon completion of one full year ofservice in the company7

o 1 year & above but less than 2 years -

___ dayso 2 years & above but less than 5 years

- ____ dayso 5 years & above - _____

days

ME$IC&. ENEFIT 7 less than ) years KKKKKdays

) years L a!ove !ut less than 2 years KKKKdays

2 years L a!ove KKKKK days



M&TERNIT/ .E&<E 7 9nly confirmed female employee, :ho has servedthe company for #4' si month, is entitled to

maternity leave of sity days #4@'consecutive days including rest days L pu!licholidays.

C*MP&!!I*N&TE .E&<E 7 3eath of parents, spouse or child + days3eath of !rother or sister 1 day

M&RRI&0E .E&<E 7 T:o #)' days after having served the company forat least one #1' year.

RETIREMENT 7 The employee shall retire at the age of 22.Noluntary retirement can !e applied at the

age of 2@. (o retirement pension :ill !e offeredother than retirement

$enefits given !y the employeesE provident fund.

EMP.*/EE! PR*<I$ENT FUN$7 &mployee is registered as a mem!er of theemployeesE provident fund. $oth the"ompany and the employee shall contri!uteto the fund in accordance :ith the Provision ofthe said fund.

*THER TERM = C*N$ITI*N! 7 9ther term L conditions not stated in this lettershall refer to the companyEs rules L

regulations, :hich may revise from time totime.

indly confirm your acceptance of the aforesaid employment terms L conditions !ysigning and returning the duplicate copy of this letter together :ith one #1' copy of *"Photostat as soon as possi!le.

Than; you,

Mours faithfully,

#"omp. name J

FFFFFFFFFFFF.I3irector (ame J3irector

*, IPerson nameJ #(R*" 7FFFF.' here!y agree and accepts the offer that enforced !ythe aforesaid employment terms L conditions.



KKKKKKKKKKKKKKKKKKK KKKKKKKKKKKKKKKKKKK Signature date!&.&R/ RE&;UP% components should not eceed more than 1@ for an employee in

his salary

Components (ont!ly" Percentage

$asic Salary 0@> 2@> on ross Salary

6RA 0@> on $asic Salary

"onveyance Allo:ance =@@ P%

&ducation Allo:ance -or ) children :ith in 1.@ l;h

%edical 12,@@@ PA

-ood Allo:ance 3epends on co. policy

3earness Allo:ance 3epends

Special Allo:ance ross Salary

#$SO6RAO"AO&AO%O-AO-3AO3AON3A'

Naria!le Pay #only in *T industry' )@> on ross Salary

-ied 3earness Allo:ance Some -ied amt depends on co.

Naria!le 3earness Allo:ance 3epends on the inflation rate

%onthly ross Salary

Annual Bene#its (ont!ly"

/eave Travel Assistance 1month salary1)

%edical reim!ursement 3epends on co. policy1)

&arned /eaves 3epends on the left &/1)

$onus&gratia 3epends and :ill !e paid at the end

of the yr

ratuity *f eligi!le, Amt1)

P- &mployer "ontri!ution Amt1)

%onthly "T"

-3A, N3A are given only in %anufacturing industry. And all the Allo:ns are Taa!le.



*f the house rent of the employee is less than 1 l;h PA then he doesnEt produce receipts. *f it is more than 1.) l;h then he need to produce receipts and 1).+4> is charged as ServiceTa.Exemption from Ta deductions – ma ).2 l;h

6ousing /oan – %a 1.= l;h PA #0@,@@@ as principal, 1, 0@,@@@ as interest'

"ar 3river %aintenance Reim!ursement.IN$UCTI*N

IN$UCTI*N !CHE$U.E%

Compan) name

5e are pleased to inform that KKKKKKKKKKKKKKKKKKhas <oined our &dutech familyeffective date.*n order to familiariBe him a!out the process involved in our "ompany, an *nductionSchedule has !een designed to facilitate the process as detailed !elo:.

Time !ession *9>ecti'e Resource <enue

66th 3u,) 5@ (Monda)

G+@am to 1@+@am

&nrolment

Paper 5or;, *ntrosand "ompany Policy,9ur values ourculture

6R

1@+@am to 11@@am *ntroduction

"ompany

profileStructure#&3P/'

6R

9n o!

e/earning industryPro<ect lifecycle L processes at &3P/

($:%% pm & ':%" pm Lunc!

9n o!9ur ma<or clients

geographies

9n o! 9ur Pro<ects7 demos

9n o! *3 principal

9n o! Technical



9n o!%aintaining metrics – 8uantity8ualityTime

9n o! 8uality Processes5e :elcome him on $oard L request each one of the a!ove 3ept 6eadSection *n chargeto !rief him a!out their area of functions.

(*r

Induction !chedu,e

Compan) Name

(ame of the (e: oiner 7

3esignation 7

3epartment %

$ate $epartment Person Responsi9,e Time

11)1GG= Production A!c 1@7@@ – 117@@11)1GG= %aintenance 117@@ – 1)7@@11)1GG= Accounts 1)7@@ – 17@@

.unch Time 6% A 5%

11)1GG= %ar;eting )7@@ – +7@@11)1GG= Administration +7@@ – 07@@

IN$UCTI*N REP*RT%

*t is the report :hich has to !e collected from each department to ;no: :hether

the ne: <oiner is inducted or not and to ;no: ho: come he has understood a!out the

company.

IN$UCTI*N REP*RT

(ame of the (e: oiner 7

3epartment 7Timings 7

Person involved in *nduction Process7

1.

).

Remar;s from the (e: oiner 7



!i"nature o# the $ept Head !i"nature o# the Ne+ 3oiner

IN$UCTI*N FEE$&C; F*RM% BBBBBBBBBBBBBBBBB

N&ME *F THE P&RTICIP&NT %

EMP.*/EE C*$E %

$EP&RTMENT %

$&TE4! *F THE PR*0R&MME %

0enera, /es No

5ere you a!le to locate the Nenue easily and reach the placeon time?

Are you no: familiar :ith the Nalues, vision and %ission ofthe organiBation?

-air ;no:ledge a!out the "ompany and its activities :ereained?

3o you feel the spea;ers today :as a!le to convey the message &ffectively?

3o you thin; any topic covered in todayEs programme needs%ore &mphasis? *f /es Please specify7

QQ

@4. 3o you feel the *nduction Programme serves a useful purpose? Compan)s Po,icies = Procedures /es No

@1. Are you no: a:are of the 6uman Resource Policies andProcedures of our "ompany?

@). Are you clear a!out the /eave policy adopted !y our organiBation?

@+. Are you clear a!out the procedure involved in the %edical *nsurance "laim? @0. Are you a:are as to :hom you should contact in case of any

Pro!lematic issues?



@2. Are you clear :ith your salary !rea;up and (et Salary calculations?

@4. Are you clear a!out the 9rganiBational structure?

@H. Are you clear :ith the &it Policy and the notice period for an&mployeeEs eit?

*'era,,%

1. 6o: satisfied are you :ith the "ompany *nduction Programme?

Nery Satisfied

Some:hat Satisfied

3issatisfied

). Any other comments recommendations you :ould li;e to ma;e7

#!i"nature o# the Participant = $ate

Policy: The information is provided in the policy. Policy doesnEt change !y time to time.

-or e7 The office time is G7+@ to 47@@

Rule: *t tells ho: to implement the things mentioned in the policy and the consequences

if :e deviate :ith the policy. Rules may change according to the situation.

-or e7 6o: to come, :hat should !e done to enter the gate, :hat are the consequences if

one is not attending on time.

Responsibilities:

*n *T industry admin dept is responsi!le for "reation as :ell as maintenance of

amenities of employees li;e leave, :ater, electricity, toilets, "A$, attendance, security,

house ;eeping, statutory compliances and attrition rate.



*n manufacturing industry 6R Person is the one :ho is responsi!le for

maintaining of amenities #administration' of employees also. $ut the creation is done !y

the civil dept or the concern dept.

P&/R*..

What are the records a HR person shou,d maintain?

1. Attendance Record :ith date of oining

). Personal file #:ith emp code' – offer letter, on :hich criteria this person !een

selected, employment application #application !lan;', acceptance from the

employee, application order, induction reports from different department.

+. /eave Record

0. "onfidential file – increments,

promotions etc

2. Statutory filerecord – P-, &S*,

Professional Ta.

4. o! description

Prerequisites to run Pa)ro,,

1. Attendance Record

). /eave Record

+. "hec; the Personal Record !efore running the payroll.

0. "hec; :hether the employee is applica!le for all statutory compliances or not.

.E&<E P*.IC/%

Types of /eave7

1. "asual /eave

). Sic; /eave Paid /eaves

+. &arnedPrivilege /eave

0. %aternity /eave Statutory

&mp code

(ame7

3esig7

3ept7

397

-ile (o



2. &tra 9rdinary /eave

Casual Lea)e: As per shops L esta!lishments act, 1) days leave per yr has to !e given to

an employee as a part of :elfare measure.

an )4, Aug 12 and 9ct ) are statutory Ho,ida)s for any *ndustry. $ut for steel, chemical

and production industry are given eemption that if they do not a!le to give holiday on

those days, they can !e given on other days.

An employee should not apply for leave !oth on Saturday and %onday, either of

the days can !e applied. 9ther:ise Sunday is also considered as "/.

5e cannot use these leaves as a right, an approvement should !e given !y the

authority i.e. dept head or 6R dept.

&cept maternity leave all the other leaves are ta;en from the calendar year.

A*sconding 7 (ot intimating to the dept a!out the leave.

E+tra ,rdinary Lea)e: *f the employee is really in a pro!lem, then they can apply for

&9/ :hen all other leaves have !een ehausted.

-ormat7

Earned - Pri)ilege Lea)e:

These leaves are given

!ased on the num!er of

days :or;ed.

-or every )@ days of the

month – 1 day is statutory

-or other 1@ days – day

or 1 day depends on the

company.

Compan) Name

(ameFFFF&mpcode, 3ept

Please grant me leave "/S/P/%/&9/ fromFtoF.

Reason for leaveFFFFF.

AddressFFFFF

Signature of &mp 3ept 6ead 6R 3ept

FFFFFFFFFFFFFFFFFFFFFFF.

-or 6R 3ept se

Remaining /eaves

"/

S/

P/

%/

&9/



&mployee should ta;e approval 12 days in advance.

*f the leave is approved, Sundays and holidays are also considered.

+ yrs leave can !e carried for:ard.

(asic 2 $&45DNo- o# ,ea'es remained :ill !e paid at the time of Retirement if an

employee do not use these leaves.

aternity Lea)e: To %arried :omen employee these leaves are given and are

compulsory if the pregnancy is confirmed.

+ :ee;s after conceiving.

4 to G :ee;s after delivery.

Total salary should !e paid for these leaves.

*n case of miscarriagea!ortion + :ee;s leave should !e given.

2@> of the salary can !e claimed from &S*.

• 5e cannot suspend dismiss terminate :hen an employee is on leave.

This is ho+ pa)ro,, ,oos ,ie

Total Pay Payable

Actual Actual Basic Other Number

S.NOName of theEmployee Salary Salary Salary Allowan- of days Basic Other

ces Wored Salary Allow

Total Employer Employer

!eductions

Net

Payable

"rossshare ofP.#

share ofES$ Employee share P.# Prof. Employee Share !edn.

Payable%&.'%(on ).*+( on %,( of Ta ES$ Bus anteen

/012/i1 basic 0ross Basic/f1

Ho+ Pa) !,ip .oos .ie?

Compan) Name

&mp "ode7 (o. 9f 3ays Paid7

(ame7 /eaves7

3esignation7 /9P7



3epartment7

!tandard !a,ar) Earned !a,ar) $eductionsa,ance

.ea'e a,ance .oans4&d'ances

$asic

6RA

3A

9therAllo:ances

"/

&/

S/

Ta;en Amt7

*nstallment

Recovered7

ross Sal ross Sal Total 3educn $alance

Net !a,ar)%

5e cannot deduct any /oan Advances :ithout receiving any proper 3ocument

Approved letter from the authoriBed person.

.&*UR .&W!%

P&/MENT *F 0R&TUIT/ &CT7 6G5% :

5hether the employee is Temporary"asualPermanent :or;s for 2 yrs in a company,

then he is eligi!le for gratuity under this Act. And employee should !e on rolls#permanent'.

*f not paid, penal charges and advocate charges incurred !y the employee can !e claimed

from the employer.

0ratuit) 1 Wa"es ,ast dra+n (6@45D No- o# )rs

*f the employee is associated :ith the company on contract !asis for 2 yrs, he can also

claim the gratuity fund as per "ontract /a!or Act.

!T&TUT*R/ C*MP.I&NCE!

EMP.*/EE PR*<I$ENT FUN$ &CT7 6G@5

Co)erage: *f an esta!lishment covers )@ employees at any point of time in a calendar

year then it should !e covered under &P- Act.

Applica*ility: Permanent, temporary, casual, daily :age, contract employees.



Eligi*ility: &mployee :ho dra:s up to 4,2@@ i.e. $asic #$asicO3A' are eligi!le for

&P- and is compulsory.

*f an employee dra:s more than 4,2@@ it is optional.

Contri*ution:

&mployerEs contri!ution – 1)> on $asic salary

&mployeeEs contri!ution – 1)> on $asic salary

orms to *e su*mitted at PC:

5hile an employee <oining :e have to let him fill the Form 5 (re'ised in order to get

mem!ership from the P-"-(Nomination = $ec,aration #orm

To inform that an employee left the organiBation :e have to su!mit Form 6 to P-".

To inform that an employee has <oined the organiBation :e have to su!mit Form @ to

P-"

Form G is the register of employee P- A".

ont!ly Returns: Form 65&(R sho:s the total contri!ution of employer and employee

to:ards &P-.

$efore )@th of every month :e have to pay the amount in the form of chalan #a

8uadruplicate copy' at &P-" along :ith %onthly Returns, -orm 2 and -orm 1@.

C!alan: 5e have to maintain 2 types of accounts.

A" 1, ), 1@, )1 L )).

&4C 6 sho:s the employeeEs share to:ards &P- i.e. 1)> and employerEs share to:ards

&P- i.e. +.4H>.

&mployers "ontri!ution 1)> is shared as

=.++> to:ards Pension -und – A" 1@

+.4H> to:ards &P- – A" 1

1)>

&4C 5 sho:s Admin "harges on employee contri!ution to:ards &P- i.e. 1.1>.

&4C 56 sho:s Admin "harges on employer contri!ution to:ards Pension -und i.e. @.2>

&4C 55 sho:s the employer contri!ution to:ards &mployee 3eposit /in;ed *nsurance

i.e. @.@1>.



Form &(Re'ised% At the end of the every financial year i.e. %arch +1, :e have to

su!mit this form at P-". *t contains the information #contri!utions' of single employee

for every month from the starting of financial year to end of the financial year.

Form D&% This sho:s the information of contri!utions :hich is calculated per year for

all employees and to !e su!mitted at the end of the financial year.

Form 6C 4 6$ is to !e filled for claiming :ithdra:al !enefit of &mployee Provident

Scheme.

Form 6G is to !e filled for claiming :ithdra:al !enefits of &P- :hen an employee

retires.

Form 6 (Re'ised is the application for transfer of &P- Account.

Form 6 is the application to !e filled in order to ta;e advance form the fund.

EMP.*/EE !T&TE IN!UR&NCE &CT7 6GJK

&S* 6ospitals 3ispensaries are !uilt and maintained !y the State ovt. $ut the

contri!ution may !e either from State "entral ovt.

&mployees of &S* are appointed !y the "entral ovt.

Co)erage: *f an esta!lishment has )@ or more employees and if that area is covered under

&S* then the esta!lishment should cover under &S* Act.

3irector :ill issue the notification :hether that esta!lishment has to cover or not. -or

every 4;m radius a hospitaldispensary has to !e maintained.

Eligi*ility: The employee :ho is dra:ing 1@,@@@ or less as gross he has to cover under

this Act.

E+emption: #1@,@@@ O :ashing allo:ance' is eempted to cover under &S*.

Contri*ution:

&mployeeEs contri!ution – 1.H2> on ross salary

&mployerEs contri!ution – 0.H2> on ross salary

orms to *e su*mitted:

-or every 4 months :e have to su!mit the returns at local office, &S*" and !an;.

"halan :e need to su!mit every month.



Form % *t is a 3eclaration form :hich contains emp name, esta!lishment code, 39,

Address #Permanent, Temporary', esta!lishment address, -amily mem!ers details,

signature of the employee, employer signature, photographs.

9nce the employee <oins :ith in 1@ days :e have to su!mit at the local office and :e

have to ta;e the ac;no:ledgement. And :ith in + days of su!mission the &S*" provides

temporary *3 card and is allotted to the employee.

Form Register of &mployees

S.(o &S* (o &mp (ame an -e! %ar

(o ofdays

Sal paid

&S*" emprcontri!ution

&S*" emplecontri!ution

Total 5ages

&mployee "ontri!ution&mployer "ontri!ution

3ate :hen &S* chalan :as paid

6alf Mearly returns – April to Septem!er, 9cto!er to %arch Form D along :ith chalan-

@ L of the salary is paid !y the &S* if the person is on &S* leave.

*f the case of death of an employee, then they :ill get pension from &S*".

PR*FE!I*N&. T&

Since :e are :or;ing and using all the amenities from the ovt !odies li;e %unicipal"orporation :e have to pay the ta.

&uthorit)%

A"T9 #Assistant "ommercial Ta 9fficer'3"T9 #3eputy "ommercial Ta 9fficer'

This is not universal, differs from state to state. The director of the company has to pay)2@ per year.



-orm 27

(o of employees D amount

1)D4@ C H)@1@@D=@C=@@@

Pay !y 33 or Pay 9rder "heque in favour of Assistant "ommercial Ta 9fficer.

According to the area, A"T9 :ill have circles at that place :e have to pay this amount.

*ncome Ta eemption is availa!le for PT.

$y 12th of every month :e need to clear.

e#ore 3anuar) 5K +-e-# 6st 3anuar) 5G

12@1 – )@@@ 14 12@1 – )@@@ @ )@@1 – +@@@ )2 )@@1 – +@@@ @ +@@1 – 0@@@ +2 +@@1 – 0@@@ @ 0@@1 – 2@@@ 02 0@@1 – 2@@@ @ 2@@1 – 4@@@ 4@ 2@@1 – 4@@@ 4@ 4@@1 – 1@@@@ =@ 4@@1 – 1@@@@ =@1@@@1 – 12@@@ 1@@ 1@@@1 – 12@@@ 1@@12@@1 – )@@@@ 12@ 12@@1 – )@@@@ 12@

A!ove )@@@@ )@@ A!ove )@@@@ )@@

Pro#essiona, Char"es%

Professional charges mean the amount :hich the company has to !e paid to theProfessional trainer after deducting the service charge i.e. 1)> :hen it hires himher from a consultancy in temporary !asis for fe: days training programme to develop their employeeEs s;ills.

PERF*RM&NCE &PPR&I!&. = M&N&0EMENT

1. 3esign the appraisal system as per the organiBational needs?). Revie: the employee performance on frequent time intervals



+. At the end of the year all the revie: results should !e account for <udgingemployee performance

Compan) Name

&ppraisa, Period From 8888-To88888

Name% Emp Code%

$esi"nation% $ept%

Head uarters% $i'ision%

Reportin" Mana"er% $esi"nation%

rie#,) descri9e )our >o9 responsi9i,it)

;e) Resu,t &reas 6 5 J!e,#

Ratin"

Mana"ers

Ratin"

;R&6

;R&5

;R&

;R&J

;R&@

Ratin"s%

2 – &cellent #&ceeding &pectations'0 – Nery ood #Reached &pectations'+ – ood #Average') – $elo: the &pectation1 – Poor

Emp,o)ee !i"nature Re'ie+ers !i"nature

&ssessment 6

&ssessment 5

&ssessment

&ssessment J



Note% $ehavioral Traits cannot !e <udged ourselves, the third person #immediate manger'should <udge.

eha'ioura, Traits% : "ommunication s;ills, *nitiation, Team 5or;ing, Punctuality,/eadership.

TR&ININ0 &N$ $E<E.*PMENT

1. *dentifying the training needs #throug< training needs analysis questionnaire'

Name% $ept%

$esi"nation%

$*3%

•

$riefly descri!e a!out <o! responsi!ilities• 5hat are the gaps you feel that is hindering his performance?

#a'#!'

#c'

• Trainings you suggest

). "ompiling the *nformation

Emp Name 0aps Trainin" su""ested6

5

+. Training "alendar for the Mear

!-No Trainin"

Pro"ram

$uration From8To8- No- o#

Emp,o)ees

Facu,t)4Trainer

0. /etter has to !e sent to 6ead of the 3ept for the nomination of employees underhim.

2. Post training feed!ac; has to !e ta;en from the 693 #*t ta;es + months time tofind the gaps'

Note% : A copy of Training Record has to !e ;ept in personal file.



*9>ecti'e% : (um!er of hours to !e trained to each employee is =@0@+) hrs.

EMP.*/EE RE.&TI*N!%

To ;eep the employees retained company has to ma;e the employees happy. There should

not !e any ;ind of gap !et:een the departments. To ma;e this :e arrange many programmes li;e

• &vent %anagement – games

• et together

• Picnics

• 6oliday Parties

• "ommon lunch

"ommunication should !e made continuously :ith employees in order to understand thegrievances and addressing them.

EIT INTER<IEW!%

5hen the employee su!mits his resignation :e conduct eit intervie: in order to ;no:the gaps and reasons of resigning.

-eed!ac; should !e given to the management, so that they can ma;e changes in the policy if necessary.

&it intervie: should !e ta;en !efore )0 hrs of his leaving in the last day of his <o!.

5e should give 8uestionnaire to the employee :ho is resigning to fill.

6R 3epartment is responsi!le to ta;e care of these things.

HR Material.doc

Documents

Transcript of HR Material.doc