Dear all,
I am forming a leave policy for my organization. This is a software company, and we have an employee strength of around 20. Please tell me if I should allow employees to take leaves during the probation period. Even my boss is not ready to include maternity leaves in the leave policy. What should I do? Please help.
Regards, Swapnalee
From India, Mumbai
Acknowledge(0)
Amend(0)
I am forming a leave policy for my organization. This is a software company, and we have an employee strength of around 20. Please tell me if I should allow employees to take leaves during the probation period. Even my boss is not ready to include maternity leaves in the leave policy. What should I do? Please help.
Regards, Swapnalee
From India, Mumbai
Acknowledge(0)Amend(0)
Hello,
Please convey the information to him accurately. Employees can take leave during the probation period. However, they will receive fewer leaves compared to permanent employees. For instance, if a permanent employee is entitled to 1.5 earned leaves (EL) each month, a probationer may only receive 1 leave per month. It is important to note that every company has its own policies regarding leaves and other benefits.
From India, Pune
Acknowledge(0)Amend(0)
11Please convey the information to him accurately. Employees can take leave during the probation period. However, they will receive fewer leaves compared to permanent employees. For instance, if a permanent employee is entitled to 1.5 earned leaves (EL) each month, a probationer may only receive 1 leave per month. It is important to note that every company has its own policies regarding leaves and other benefits.
From India, Pune
Acknowledge(0)Amend(0)
Hi Madhuri,
Thanks for your message. Is there any standard rule or policy for leaves during the probation period? What about maternity leaves? Should they be granted or not? If granted, should they be paid or unpaid?
I look forward to your guidance on these matters.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
Thanks for your message. Is there any standard rule or policy for leaves during the probation period? What about maternity leaves? Should they be granted or not? If granted, should they be paid or unpaid?
I look forward to your guidance on these matters.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Swapnalee,
In some organizations, leave during probation is unpaid, hence no leaves are allowed, whereas certain organizations do allow people to take sick leaves. This you could work out with your senior whether to go in for it or not.
Secondly, about maternity benefits, I guess the employee needs to complete 90 days of continuous service to be eligible for maternity benefits. The employer does not have the choice of not implementing it.
From India, Pune
Acknowledge(0)Amend(0)
In some organizations, leave during probation is unpaid, hence no leaves are allowed, whereas certain organizations do allow people to take sick leaves. This you could work out with your senior whether to go in for it or not.
Secondly, about maternity benefits, I guess the employee needs to complete 90 days of continuous service to be eligible for maternity benefits. The employer does not have the choice of not implementing it.
From India, Pune
Acknowledge(0)Amend(0)
Hello Swapnalee,
Regarding the leaves during the probation period, what Nivedita mentioned is right—it varies from company to company. Another way of looking at this issue depends on the notice period your company has—if it's long (2-3 months), then some amount of leaves during the notice period would be realistic. The grounds/reasons for this again depend on the company. Many companies usually allow only medical/sick leaves.
Coming to the maternity leave policy, Madhuri has suggested rightly—just underline the relevant lines in the act about the consequences of what would happen if it's not practiced in any company. If your boss is ready to face the questioning/consequences from the government/judicial arms of such a situation, then just forget it. My feeling is he may not like to face the consequences if someone filed a case in any court later.
All the best.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
Regarding the leaves during the probation period, what Nivedita mentioned is right—it varies from company to company. Another way of looking at this issue depends on the notice period your company has—if it's long (2-3 months), then some amount of leaves during the notice period would be realistic. The grounds/reasons for this again depend on the company. Many companies usually allow only medical/sick leaves.
Coming to the maternity leave policy, Madhuri has suggested rightly—just underline the relevant lines in the act about the consequences of what would happen if it's not practiced in any company. If your boss is ready to face the questioning/consequences from the government/judicial arms of such a situation, then just forget it. My feeling is he may not like to face the consequences if someone filed a case in any court later.
All the best.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
Whatever has been mentioned about maternity leave till now is absolutely correct.
For leaves during the probation period, some companies do give leaves, either CL or SL, and adjust them after the completion of the probation period. This again depends on the company's policy as mentioned earlier by respective members.
Regards, Sandesh Chavan
Email: simplysandy_23@yahoo.co.in
From India, Mumbai
Acknowledge(0)Amend(0)
For leaves during the probation period, some companies do give leaves, either CL or SL, and adjust them after the completion of the probation period. This again depends on the company's policy as mentioned earlier by respective members.
Regards, Sandesh Chavan
Email: simplysandy_23@yahoo.co.in
From India, Mumbai
Acknowledge(0)Amend(0)
Thanks to Nivedita, tajsateesh & Sandesh Chavan,
Thank you so much for the help. But my Boss is not ready to give any kinds of leaves in the probation period. Talking about Maternity leaves, I have already intimated him about the Maternity Act but he is least bothered. Now what should I mention in the Leave policy? Shall I mention about Maternity leaves or not? And if I don't mention, what should be the consequences?
Regards, Swapnalee
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you so much for the help. But my Boss is not ready to give any kinds of leaves in the probation period. Talking about Maternity leaves, I have already intimated him about the Maternity Act but he is least bothered. Now what should I mention in the Leave policy? Shall I mention about Maternity leaves or not? And if I don't mention, what should be the consequences?
Regards, Swapnalee
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Swapnalee,
Leave during probation will be unpaid if your boss does not allow it. It will entirely depend upon his will as it is his company. You can just suggest, whereas maternity benefits are a statutory obligation on the employer (if the conditions are satisfied).
My suggestion to you would be to communicate all this to him through mail once again. This way, if anyone (outsider) asks the HR department about maternity benefits, you can show them that you had informed the boss well in advance. Enforcing this was out of your authority.
From India, Pune
Acknowledge(0)Amend(0)
Leave during probation will be unpaid if your boss does not allow it. It will entirely depend upon his will as it is his company. You can just suggest, whereas maternity benefits are a statutory obligation on the employer (if the conditions are satisfied).
My suggestion to you would be to communicate all this to him through mail once again. This way, if anyone (outsider) asks the HR department about maternity benefits, you can show them that you had informed the boss well in advance. Enforcing this was out of your authority.
From India, Pune
Acknowledge(0)Amend(0)
Dear Swapnalee,
The following details are for Maternity Leave.
CHECKLIST
Object of the Act
To protect the dignity of motherhood and the dignity of a new person's birth by providing for the full and healthy maintenance of the woman and her child at this important time when she is not working.
Coverage of the Act
Upon all women employees either employed directly or through a contractor, except domestic women employees employed in mines, factories, plantations, and also in other establishments if the State Government so decides. Therefore, if the State Government decides to apply this Act to women employees in shops and commercial establishments, they also will get the benefit of this Act. Bihar, Punjab, Haryana, West Bengal, U.P., Orissa, and Andhra have done so.
Conditions for eligibility of benefits
Women indulging temporarily or unmarried are eligible for maternity benefits when she is expecting a child and has worked for her employer for at least 80 days in the 12 months immediately preceding the date of her expected delivery {Section 5}
Cash Benefits
- Leave with average pay for six weeks before the delivery
- Leave with average pay for six weeks after the delivery
- A medical bonus of Rs. 25 if the employer does not provide free medical care to the woman
- An additional leave with pay up to one month if the woman shows proof of illness due to the pregnancy, delivery, miscarriage, or premature birth
- In the case of miscarriage, six weeks leave with average pay from the date of miscarriage
Non-Cash Benefits/Privileges
- Light work for ten weeks (six weeks plus one month) before the date of her expected delivery, if she asks for it
- Two nursing breaks in the course of her daily work until the child is 15 months old
- No discharge or dismissal while she is on maternity leave
- No change to her disadvantage in any of the conditions of her employment while on maternity leave
- Pregnant women discharged or dismissed may still claim maternity benefit from the employer
- Exception: Women dismissed for gross misconduct lose their right under the Act for Maternity Benefit
Conditions for eligibility of benefits
Ten weeks before the date of her expected delivery, she may ask the employer to give her light work for a month. At that time, she should produce a certificate that she is pregnant. She should give written notice to the employer about seven weeks before the date of her delivery that she will be absent for six weeks before and after her delivery. She should also name the person to whom payment will be made in case she cannot take it herself. She should take the payment for the first six weeks before she goes on leave. She will get payment for the six weeks after childbirth within 48 hours of giving proof that she has had a child. She will be entitled to two nursing breaks of fifteen minutes each in the course of her daily work till her child is fifteen months old. Her employer cannot discharge her or change her conditions of service while she is on maternity leave {Section 5}
Leave for Miscarriage & Tubectomy Operation
- Leave with wages at the rate of maternity benefit, for a period of six weeks immediately following the day of her miscarriage or her medical termination of pregnancy
- Entitled to leave with wages at the rate of maternity benefit for a period of two weeks immediately following the day of her tubectomy operation
Leave for illness arising out of pregnancy, etc.
A woman suffering from illness arising out of pregnancy, delivery, premature birth of a child (Miscarriage, medical termination of pregnancy, or tubectomy operation) be entitled, in addition to the period of absence allowed to her leave with wages at the rate of maternity benefit for a maximum period of one month. {Section 10}
Prohibition of dismissal during absence of pregnancy
Discharge or dismissal of a woman employed during or on account of such absence or to give notice or discharge or dismissal on such a day that the notice will expire during such absence or to vary to her disadvantage. Discharge or dismissal during or on account of such absence or to give notice of discharge or dismissal on such a day that the notice will expire during such absence, or to vary to her disadvantage any of the conditions of her service. At the time during her pregnancy, if the woman but for such discharge or dismissal would have been entitled to maternity benefit or medical bonus, etc. Not barred in case of dismissal for gross misconduct.
Failure to Display Abstract of Act
Imprisonment may extend to one year or fine.
Forfeiture of maternity benefit
If permitted by her employer to absent herself under the provisions of section 6 for any period during such authorized absence, she shall forfeit her claim to the maternity benefit for such a period.
For discharging or dismissing such a woman during or on account of her absence from work, the employer shall be punishable with imprisonment, which shall not be less than 3 months, but it will extend to one year and will find, but not exceeding Rs. 5000.00 {Section 18}
Anil Jadhav
From India, Pune
Acknowledge(0)Amend(0)
The following details are for Maternity Leave.
CHECKLIST
Object of the Act
To protect the dignity of motherhood and the dignity of a new person's birth by providing for the full and healthy maintenance of the woman and her child at this important time when she is not working.
Coverage of the Act
Upon all women employees either employed directly or through a contractor, except domestic women employees employed in mines, factories, plantations, and also in other establishments if the State Government so decides. Therefore, if the State Government decides to apply this Act to women employees in shops and commercial establishments, they also will get the benefit of this Act. Bihar, Punjab, Haryana, West Bengal, U.P., Orissa, and Andhra have done so.
Conditions for eligibility of benefits
Women indulging temporarily or unmarried are eligible for maternity benefits when she is expecting a child and has worked for her employer for at least 80 days in the 12 months immediately preceding the date of her expected delivery {Section 5}
Cash Benefits
- Leave with average pay for six weeks before the delivery
- Leave with average pay for six weeks after the delivery
- A medical bonus of Rs. 25 if the employer does not provide free medical care to the woman
- An additional leave with pay up to one month if the woman shows proof of illness due to the pregnancy, delivery, miscarriage, or premature birth
- In the case of miscarriage, six weeks leave with average pay from the date of miscarriage
Non-Cash Benefits/Privileges
- Light work for ten weeks (six weeks plus one month) before the date of her expected delivery, if she asks for it
- Two nursing breaks in the course of her daily work until the child is 15 months old
- No discharge or dismissal while she is on maternity leave
- No change to her disadvantage in any of the conditions of her employment while on maternity leave
- Pregnant women discharged or dismissed may still claim maternity benefit from the employer
- Exception: Women dismissed for gross misconduct lose their right under the Act for Maternity Benefit
Conditions for eligibility of benefits
Ten weeks before the date of her expected delivery, she may ask the employer to give her light work for a month. At that time, she should produce a certificate that she is pregnant. She should give written notice to the employer about seven weeks before the date of her delivery that she will be absent for six weeks before and after her delivery. She should also name the person to whom payment will be made in case she cannot take it herself. She should take the payment for the first six weeks before she goes on leave. She will get payment for the six weeks after childbirth within 48 hours of giving proof that she has had a child. She will be entitled to two nursing breaks of fifteen minutes each in the course of her daily work till her child is fifteen months old. Her employer cannot discharge her or change her conditions of service while she is on maternity leave {Section 5}
Leave for Miscarriage & Tubectomy Operation
- Leave with wages at the rate of maternity benefit, for a period of six weeks immediately following the day of her miscarriage or her medical termination of pregnancy
- Entitled to leave with wages at the rate of maternity benefit for a period of two weeks immediately following the day of her tubectomy operation
Leave for illness arising out of pregnancy, etc.
A woman suffering from illness arising out of pregnancy, delivery, premature birth of a child (Miscarriage, medical termination of pregnancy, or tubectomy operation) be entitled, in addition to the period of absence allowed to her leave with wages at the rate of maternity benefit for a maximum period of one month. {Section 10}
Prohibition of dismissal during absence of pregnancy
Discharge or dismissal of a woman employed during or on account of such absence or to give notice or discharge or dismissal on such a day that the notice will expire during such absence or to vary to her disadvantage. Discharge or dismissal during or on account of such absence or to give notice of discharge or dismissal on such a day that the notice will expire during such absence, or to vary to her disadvantage any of the conditions of her service. At the time during her pregnancy, if the woman but for such discharge or dismissal would have been entitled to maternity benefit or medical bonus, etc. Not barred in case of dismissal for gross misconduct.
Failure to Display Abstract of Act
Imprisonment may extend to one year or fine.
Forfeiture of maternity benefit
If permitted by her employer to absent herself under the provisions of section 6 for any period during such authorized absence, she shall forfeit her claim to the maternity benefit for such a period.
For discharging or dismissing such a woman during or on account of her absence from work, the employer shall be punishable with imprisonment, which shall not be less than 3 months, but it will extend to one year and will find, but not exceeding Rs. 5000.00 {Section 18}
Anil Jadhav
From India, Pune
Acknowledge(0)Amend(0)
Dear Anil, Thank you so much for this information... I’ll surely convey this to my Boss... Hopefully, he’ll understand... Regards, Swapnalee
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Anil, As i am working with the small organization of 20 employees what should i do apart from recruitment?? as in how should i start??
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
I worked in an organization for 10 months, and when appraisal time arrived, they fired me citing "Cost Cutting and Downsizing" as the reason. They are also not willing to pay my salary for the last month. What should I do?
Regards,
Shikhar
From India, Delhi
Acknowledge(0)Amend(0)
I worked in an organization for 10 months, and when appraisal time arrived, they fired me citing "Cost Cutting and Downsizing" as the reason. They are also not willing to pay my salary for the last month. What should I do?
Regards,
Shikhar
From India, Delhi
Acknowledge(0)Amend(0)
Dear Swapnaleeeeeeeeeeeeeeee
I hopw u will fine and following infromation will be useful to u.
A)If am H.R. Manager of manufacturing company and in this company want recruit new employees then I will take information from HOD’s How many employees need to work in organisaton ?
B) Job Analysis : After having decided how many persons would be needed it is necessary to prepare a job analysis which records details of training, skills, qualifications, experiences, which are needed for a job. Job analysis includes the preparation of job descriptions and job specifications so right man on right job on right time will gate and organization goal will success.
C)Recruitment Policy : After job analysis I will make good recruitment policy. In this policy must contain following elements :
• Organisation objectives - both in the short term and long term must be taken into consideration as a basic parameter for recruitment decisions and needs of the personnel area wise job family wise.
• Identification on the recruitment needs to take decisions regarding the balance of the qualitative dimensions of the would be recruits.
• Preferred sources of recruitment which would be tapped by the organization.
• Criteria of selection and preference
• The cost of recruitment and financial implications of the same.
D) Forecast of manpower recruitment : In this point will specify the indents or requisition :
• The jobs or operations or positions for which the person should be available.
• Duration of their employment
• Salary to be offered and any other conditions and terms of employment which the indenting officer feels necessary.
Then I will use various stages in the recruitment process include:
• Identifying the need to recruit
• Identifying the job requirements.
• Deciding the sources of potential recruits
• Deciding the selection method
• Short listing candidates.
• Selecting the successful
• Notifying candidates of the outcomes
• Appointing the successful candidate
• Identifying the need to recruit : When a vacancy occurs the first issue to consider is whether there is a need to fill it. There is also question of whether it is the same job that needs to be filled. In considering this issue the employer should take account of the following alternatives: Reorganization, Flexible working, Unsung part time or casual staff, Using contractors, staff transfer or promotion, Job sharing, computerization.
Identifying the job requirements. : This stage of the process entails being about the content of the job. And the characteristics required of the person in order to perform the job to the necessary standard. This means that there should first be a clear jibe description and the need to fill a vacancy is an ideal opportunity to review any existing job description to ensure that is still meets the organizations requirements and a personnel specification setting out the characteristics required of the jobholder.
Content of the personnel or person specification : I will gather all information of recruitment so I will make seven point plan as following:
1. Physical make-up- Health, appearance, bearing and speech
2. Attainments – Education, qualification, experience.
3. General intelligence –Intellectual capacity
4. Special aptitudes – Mechanical, manual dexterity, facility in use of words of figures,
5. Interests – Intellectual, practical, constructional, physically active, social artistic.
6. Disposition – Acceptability, influence over others, steadiness, dependability, self-reliance
7. Circumstances – any special demands of the job, such as ability to work unsocial hours travel abroad, etc
Five fold Grading System :
1. Impact on others – physical make-up, appearance, speech and manner
2. Acquired qualification – education, vocational training, work experience.
3. Innate abilities – quickness of comprehension and aptitude for learning
4. Motivation – individual goals, consistency and determination in following them up, success rate
5. Adjustment – emotional stability, ability to stand up to stress and ability to get on with people.
Deciding the sources of potential recruits : There are number potential sources of candidates for jobs :
• Internal Sources: I will find personnel needs are filled through transfer or promotions. Internal source thought it is the main source of recruitment . After this needed candidate then I will use External sources as following :
• Organisation itself : The first port of call when considering how to fill a vacancy will usually be the organization itself and this can have advantages in terms of motivations, moral and development as discussed above.
• Word of mouth : Jobs may often be filled by existing employees letting their friends and acquaintances know of any vacancies. While this approach will save the costs of advertising or recruitment by some other.
Drawing up an Advertisement : When drawing up an advertisement the following rules should be followed :
• Consider the key aspects of the job and ensure that these are appropriately stressed.
• Describe the organization and a few key features
• State the job title and summarize the main duties or accountabilities.
• Describe the location
• Describe the method of application and any closing date.
• Adapt the style of the advertisement is discriminatory.
• Newspaper and magazine advertisements : I will give advertisements in local newspaper, journals and trade and professional periodicals stating the availed job duties and responsibilities, emoluments, qualification and experience required for the job. For senor post the market is more likely to be a national one, justifying the use of national newspaper, although this is likely to prove costly.
• Job center and employment agencies : After this I will take help of Employment jobcentre. Agencies tend to specialize in one particular type of staff such as secretaries or accountants.
• Selection consultants : I will take advice of selection consultants that they can bring considerable expertise to the selection process and can frequently attract suitable candidates.
• Executive search consultants : If I would like recruit higher position then I will take help of Executive search consultant..
• Schools and universities : I will take help of schools, collages to provide a flow of potential employees.
• Internet : I will search employees on internet.
Selection Method : The selection process really begin with the organization choice of how the applicant should respond to an advertisement
• Application form or curriculum vitae : After this I will prepare selection method how application should respond to an advertisement .
• Application forms
• Letters of applications
• Telephone
Interview : A selection interview is a controlled conversation between an applicant for a job and the employer or someone representing the employer, designed to test the suitability of the applicant for the job in question.
I will use two types of interview: 1) Direct Interview : It is a straight forward , face to face question answers session between the interviewer and the interviewee.
Non-direct interview : No direct questions are asked in this interview.
Conducting Successful interviews : There are a number of rules to be followed when conducting selection interviews these are follows :
• Before the interview, During the interview and After the interview
Selection Tests : The defects of the more traditional method of recruitment have led many organizations to look for more objectives predicator of performance
Psychometric tests : Psychometric tests involve applying standard procedures to applicants in such a way that their responses can be qualified.
Intelligence Tests : Intelligence tests are the oldest kind of psychometric test having been designed by bidet and simon in 1905.
Aptitude and attainment tests : These test are designed to test particular aptitude or abilities and can therefore be made very relevant to the job in question
Personality tests : Personality is an even vaguer word than intelligence and this is probably the biggest problem with personality tests.
• Medical Examination/Physical examination : Application who get over one or more of the preliminary hurdles are sent for physical examination either to the organization physician or to a medical officer approval.
• Placement : After Medical Report fit for job interview a particular person is selected for a given job, often more than one person may be selected for the jobs of similar nature. In the second case, individual employees have to be put under individual supervisors with the approval of the latter.
• Personnel Report : Selected candidate will give appointment letter and joining date first will fill joining report. I will made his personnel file and all estimated copies of certificate education & experience will filing in his personal file.
• Orientation (Induction Proramme) : Selected candidate introduce with all employs and give induction programme. During the period he is informed about the company and its products. He is provided with a completed description of his job and also a copy of the rules, policies and procedures to be followed by him. He will informed about his authority , responsibility, his superiors and subordinates. The new employee may also be taken round the office and plant and made familiar with activities and schemes of the enterprises.
Bye Swapnaleeeeeeeeeeeeeeeeeeeeee.
Anil (ajadhav@embio.co.in)
or rediff.com, 
9420649119
Can be friend?
From India, Pune
Acknowledge(0)Amend(0)
I hopw u will fine and following infromation will be useful to u.
A)If am H.R. Manager of manufacturing company and in this company want recruit new employees then I will take information from HOD’s How many employees need to work in organisaton ?
B) Job Analysis : After having decided how many persons would be needed it is necessary to prepare a job analysis which records details of training, skills, qualifications, experiences, which are needed for a job. Job analysis includes the preparation of job descriptions and job specifications so right man on right job on right time will gate and organization goal will success.
C)Recruitment Policy : After job analysis I will make good recruitment policy. In this policy must contain following elements :
• Organisation objectives - both in the short term and long term must be taken into consideration as a basic parameter for recruitment decisions and needs of the personnel area wise job family wise.
• Identification on the recruitment needs to take decisions regarding the balance of the qualitative dimensions of the would be recruits.
• Preferred sources of recruitment which would be tapped by the organization.
• Criteria of selection and preference
• The cost of recruitment and financial implications of the same.
D) Forecast of manpower recruitment : In this point will specify the indents or requisition :
• The jobs or operations or positions for which the person should be available.
• Duration of their employment
• Salary to be offered and any other conditions and terms of employment which the indenting officer feels necessary.
Then I will use various stages in the recruitment process include:
• Identifying the need to recruit
• Identifying the job requirements.
• Deciding the sources of potential recruits
• Deciding the selection method
• Short listing candidates.
• Selecting the successful
• Notifying candidates of the outcomes
• Appointing the successful candidate
• Identifying the need to recruit : When a vacancy occurs the first issue to consider is whether there is a need to fill it. There is also question of whether it is the same job that needs to be filled. In considering this issue the employer should take account of the following alternatives: Reorganization, Flexible working, Unsung part time or casual staff, Using contractors, staff transfer or promotion, Job sharing, computerization.
Identifying the job requirements. : This stage of the process entails being about the content of the job. And the characteristics required of the person in order to perform the job to the necessary standard. This means that there should first be a clear jibe description and the need to fill a vacancy is an ideal opportunity to review any existing job description to ensure that is still meets the organizations requirements and a personnel specification setting out the characteristics required of the jobholder.
Content of the personnel or person specification : I will gather all information of recruitment so I will make seven point plan as following:
1. Physical make-up- Health, appearance, bearing and speech
2. Attainments – Education, qualification, experience.
3. General intelligence –Intellectual capacity
4. Special aptitudes – Mechanical, manual dexterity, facility in use of words of figures,
5. Interests – Intellectual, practical, constructional, physically active, social artistic.
6. Disposition – Acceptability, influence over others, steadiness, dependability, self-reliance
7. Circumstances – any special demands of the job, such as ability to work unsocial hours travel abroad, etc
Five fold Grading System :
1. Impact on others – physical make-up, appearance, speech and manner
2. Acquired qualification – education, vocational training, work experience.
3. Innate abilities – quickness of comprehension and aptitude for learning
4. Motivation – individual goals, consistency and determination in following them up, success rate
5. Adjustment – emotional stability, ability to stand up to stress and ability to get on with people.
Deciding the sources of potential recruits : There are number potential sources of candidates for jobs :
• Internal Sources: I will find personnel needs are filled through transfer or promotions. Internal source thought it is the main source of recruitment . After this needed candidate then I will use External sources as following :
• Organisation itself : The first port of call when considering how to fill a vacancy will usually be the organization itself and this can have advantages in terms of motivations, moral and development as discussed above.
• Word of mouth : Jobs may often be filled by existing employees letting their friends and acquaintances know of any vacancies. While this approach will save the costs of advertising or recruitment by some other.
Drawing up an Advertisement : When drawing up an advertisement the following rules should be followed :
• Consider the key aspects of the job and ensure that these are appropriately stressed.
• Describe the organization and a few key features
• State the job title and summarize the main duties or accountabilities.
• Describe the location
• Describe the method of application and any closing date.
• Adapt the style of the advertisement is discriminatory.
• Newspaper and magazine advertisements : I will give advertisements in local newspaper, journals and trade and professional periodicals stating the availed job duties and responsibilities, emoluments, qualification and experience required for the job. For senor post the market is more likely to be a national one, justifying the use of national newspaper, although this is likely to prove costly.
• Job center and employment agencies : After this I will take help of Employment jobcentre. Agencies tend to specialize in one particular type of staff such as secretaries or accountants.
• Selection consultants : I will take advice of selection consultants that they can bring considerable expertise to the selection process and can frequently attract suitable candidates.
• Executive search consultants : If I would like recruit higher position then I will take help of Executive search consultant..
• Schools and universities : I will take help of schools, collages to provide a flow of potential employees.
• Internet : I will search employees on internet.
Selection Method : The selection process really begin with the organization choice of how the applicant should respond to an advertisement
• Application form or curriculum vitae : After this I will prepare selection method how application should respond to an advertisement .
• Application forms
• Letters of applications
• Telephone
Interview : A selection interview is a controlled conversation between an applicant for a job and the employer or someone representing the employer, designed to test the suitability of the applicant for the job in question.
I will use two types of interview: 1) Direct Interview : It is a straight forward , face to face question answers session between the interviewer and the interviewee.
Non-direct interview : No direct questions are asked in this interview.
Conducting Successful interviews : There are a number of rules to be followed when conducting selection interviews these are follows :
• Before the interview, During the interview and After the interview
Selection Tests : The defects of the more traditional method of recruitment have led many organizations to look for more objectives predicator of performance
Psychometric tests : Psychometric tests involve applying standard procedures to applicants in such a way that their responses can be qualified.
Intelligence Tests : Intelligence tests are the oldest kind of psychometric test having been designed by bidet and simon in 1905.
Aptitude and attainment tests : These test are designed to test particular aptitude or abilities and can therefore be made very relevant to the job in question
Personality tests : Personality is an even vaguer word than intelligence and this is probably the biggest problem with personality tests.
• Medical Examination/Physical examination : Application who get over one or more of the preliminary hurdles are sent for physical examination either to the organization physician or to a medical officer approval.
• Placement : After Medical Report fit for job interview a particular person is selected for a given job, often more than one person may be selected for the jobs of similar nature. In the second case, individual employees have to be put under individual supervisors with the approval of the latter.
• Personnel Report : Selected candidate will give appointment letter and joining date first will fill joining report. I will made his personnel file and all estimated copies of certificate education & experience will filing in his personal file.
• Orientation (Induction Proramme) : Selected candidate introduce with all employs and give induction programme. During the period he is informed about the company and its products. He is provided with a completed description of his job and also a copy of the rules, policies and procedures to be followed by him. He will informed about his authority , responsibility, his superiors and subordinates. The new employee may also be taken round the office and plant and made familiar with activities and schemes of the enterprises.
Bye Swapnaleeeeeeeeeeeeeeeeeeeeee.
Anil (ajadhav@embio.co.in)
9420649119
Can be friend?
From India, Pune
Acknowledge(0)Amend(0)
Dear Swapnalee Do u want know about IR, HR policy, TRaining, Leave, Bonus, PF, Gratuaty, Labour Law, Factory law, welfare, Salary, wages, contract , statutory compliance, letters. Anil
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
Dear Swapnalee,
You may avail of three types of leave, namely casual leave, earned leave, and maternity leave. The duration of leave may be decided as per the requirements of your company, except for maternity leave, which will be governed by the Maternity Benefit Rules/Act of the Government.
Casual leave may be sanctioned even during the probation period, whereas earned leave may be calculated at one day for every twenty days of work and be admissible on completion of one year of continuous service.
Regards,
S.K. Johri
From India, Delhi
Acknowledge(0)Amend(0)
You may avail of three types of leave, namely casual leave, earned leave, and maternity leave. The duration of leave may be decided as per the requirements of your company, except for maternity leave, which will be governed by the Maternity Benefit Rules/Act of the Government.
Casual leave may be sanctioned even during the probation period, whereas earned leave may be calculated at one day for every twenty days of work and be admissible on completion of one year of continuous service.
Regards,
S.K. Johri
From India, Delhi
Acknowledge(0)Amend(0)
Dear Swapnalee,
Please inform your boss that although your company is currently small, once it grows, it will need these basic policies in place. It is advisable to prepare for this in advance rather than handling it later.
I recommend keeping the latest edition of bare-act books with you for better guidance.
Regards,
Sandesh
Email: simplysandy_23@yahoo.co.in
From India, Mumbai
Acknowledge(0)Amend(0)
Please inform your boss that although your company is currently small, once it grows, it will need these basic policies in place. It is advisable to prepare for this in advance rather than handling it later.
I recommend keeping the latest edition of bare-act books with you for better guidance.
Regards,
Sandesh
Email: simplysandy_23@yahoo.co.in
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Swapnalee,
Kindly go through the below documents of Payment of Wages Act & Maternity Act and show these acts to your boss. It is compulsory to give Maternity leave for working women in any company. If the employee is in a probation period, the employer needs to provide certain amenities for that employee. Please refer to the below acts for your reference. If the employer does not provide Maternity benefits, he is liable for other consequences.
Regards, Suresh VVN
From India, Hyderabad
Acknowledge(0)Amend(0)
Kindly go through the below documents of Payment of Wages Act & Maternity Act and show these acts to your boss. It is compulsory to give Maternity leave for working women in any company. If the employee is in a probation period, the employer needs to provide certain amenities for that employee. Please refer to the below acts for your reference. If the employer does not provide Maternity benefits, he is liable for other consequences.
Regards, Suresh VVN
From India, Hyderabad
Acknowledge(0)Amend(0)
As per Maternity Act, All confirmed employee should eligible for Maternity leave. And you may not hire the pregnant staff.
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Dear all,
Thank you so much for your help. I have already conveyed all the facts regarding maternity leave to my boss, but he is not ready. He told me to find a solution or option for maternity leave. He doesn't want to provide maternity leave to any of the employees. Please tell me how I should proceed with policy formation. What will be the consequences of implementing such a policy without maternity leave?
Regards,
Swapnalee
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you so much for your help. I have already conveyed all the facts regarding maternity leave to my boss, but he is not ready. He told me to find a solution or option for maternity leave. He doesn't want to provide maternity leave to any of the employees. Please tell me how I should proceed with policy formation. What will be the consequences of implementing such a policy without maternity leave?
Regards,
Swapnalee
From India, Mumbai
Acknowledge(0)Amend(0)
Permitting leave -CL/PL -during the probation period depends on the policy of the organisation. I would like to know whether leave accrues to the employee during the probation period. Dinesh
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Swapnalee,
In most organizations, leaves of any type are not allowed during the probation period. Even though the new joiner is eligible for leave from the day of their joining, they can avail the leaves only after confirmation. However, the situation in which an employee avails leave during probation also needs to be taken into consideration. In cases of leave availed on account of the death of an immediate family member of the employee, management should not deduct leave even if he/she is on probation. Such leaves granted are normally not documented.
Regards,
Sumit
From India, Mumbai
Acknowledge(0)Amend(0)
In most organizations, leaves of any type are not allowed during the probation period. Even though the new joiner is eligible for leave from the day of their joining, they can avail the leaves only after confirmation. However, the situation in which an employee avails leave during probation also needs to be taken into consideration. In cases of leave availed on account of the death of an immediate family member of the employee, management should not deduct leave even if he/she is on probation. Such leaves granted are normally not documented.
Regards,
Sumit
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Sumit,
Thanks for the information. However, the main issue in my organization is about maternity leave. My boss is not ready to include maternity leave in the leave policy. What will be the consequences of forming such a leave policy against any act?
Regards,
Swapnalee
From India, Mumbai
Acknowledge(0)Amend(0)
Thanks for the information. However, the main issue in my organization is about maternity leave. My boss is not ready to include maternity leave in the leave policy. What will be the consequences of forming such a leave policy against any act?
Regards,
Swapnalee
From India, Mumbai
Acknowledge(0)Amend(0)
Maternity leaves are mandatory as per the law. If your boss is not willing to include it in the leave policy, make sure you have it documented in black and white so that later on no one can question you for following such practices.
Regarding leaves during the notice period, it varies from company to company, and there are no specific laws governing this. If your notice period is 2-3 months, you can suggest offering a maximum of 15 days of leave during the notice period, but not more than 5 days at a time.
From India, Pune
Acknowledge(0)Amend(0)
Regarding leaves during the notice period, it varies from company to company, and there are no specific laws governing this. If your notice period is 2-3 months, you can suggest offering a maximum of 15 days of leave during the notice period, but not more than 5 days at a time.
From India, Pune
Acknowledge(0)Amend(0)
Hi Mr. Raj,
You are absolutely right, but he said I am supposed to give a solution for this maternity leave, and it's not his responsibility. I am very confused; if I form such a policy, then employees will go against me.
From India, Mumbai
Acknowledge(0)Amend(0)
You are absolutely right, but he said I am supposed to give a solution for this maternity leave, and it's not his responsibility. I am very confused; if I form such a policy, then employees will go against me.
From India, Mumbai
Acknowledge(0)Amend(0)
Nothing to happen goahead not a problem with out Maternity leave, you can manage the things Suresh VVN
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Mr. Suresh, are you sure??? that if i formulate such a kind of policy then my employer & me wont be in trouble??
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Swapna Not a problem that is our intenal polocy you are not published any where so goahead Regards Suresh
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Swapnalee,
Perhaps you are barking up the wrong tree.
1. How long is your probation period? In most companies, it's 3 months. Then maternity leave is not a problem. The employee needs to have worked more than 3 months to qualify.
2. If probation is more than 3 months, then just specify that no leave is allowed during probation. Don't specifically mention Maternity Leave.
3. Nothing in the law can take you to court for having a policy. At worst, an employee can go to court for not getting the leave she deserves as per the law. The person responsible at that time is the owner, not you. You have already informed him, so he cannot hold you responsible. (Keep a copy of the mail in your personal records.)
4. Regarding other leave, our company also does not allow any leave during probation. If anyone takes leave, it counts against them during the finalization of their employment. Of course, we allow leave without pay for genuine emergencies. But that is a deviation that the partners/owners/directors will approve and is never documented.
Probation is the time to see how serious the employee is. So, leave is rarely granted in probation.
Regards,
Saswata
From India, Mumbai
Acknowledge(0)Amend(0)
Perhaps you are barking up the wrong tree.
1. How long is your probation period? In most companies, it's 3 months. Then maternity leave is not a problem. The employee needs to have worked more than 3 months to qualify.
2. If probation is more than 3 months, then just specify that no leave is allowed during probation. Don't specifically mention Maternity Leave.
3. Nothing in the law can take you to court for having a policy. At worst, an employee can go to court for not getting the leave she deserves as per the law. The person responsible at that time is the owner, not you. You have already informed him, so he cannot hold you responsible. (Keep a copy of the mail in your personal records.)
4. Regarding other leave, our company also does not allow any leave during probation. If anyone takes leave, it counts against them during the finalization of their employment. Of course, we allow leave without pay for genuine emergencies. But that is a deviation that the partners/owners/directors will approve and is never documented.
Probation is the time to see how serious the employee is. So, leave is rarely granted in probation.
Regards,
Saswata
From India, Mumbai
Acknowledge(0)Amend(0)
Saswata is also correct while preparing the policy during probation period leaves cann’t be provided . you can make a note and take signature on the policy keep in your file.
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Legal Clarification on Severance Dues & Probation Period.PDF
Minimum Wages in Maharashtra for the period January 2018 to June 2018.xls