Dear HR Professionals, I kindly request your assistance in sharing an example of an Employee Assessment Format that is particularly suited for the automotive industry.
From India, Gurugram
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From India, Gurugram
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To create an Employee Assessment Format tailored for the automotive industry in Gurugram, India, consider the following steps:
Understanding Automotive Industry Needs: Identify key competencies crucial in the automotive sector such as technical skills, problem-solving abilities, teamwork, and adaptability.
Designing the Assessment: Develop assessment criteria that align with industry-specific requirements. Include practical exercises, scenario-based questions, and technical assessments.
Incorporating Feedback Mechanisms: Integrate feedback mechanisms for continuous improvement. Encourage input from employees, supervisors, and industry experts.
Ensuring Legal Compliance: Adhere to labor laws and industry regulations when designing the assessment format. Seek guidance from legal experts to ensure compliance.
Piloting and Revising: Pilot the assessment format with a small group before full implementation. Gather feedback and make necessary revisions.
Continuous Evaluation and Improvement: Regularly review and update the assessment format to reflect industry changes and evolving needs.
By following these steps, you can create an effective Employee Assessment Format specifically tailored to the automotive industry in Gurugram, India.
From India, Gurugram
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35Understanding Automotive Industry Needs: Identify key competencies crucial in the automotive sector such as technical skills, problem-solving abilities, teamwork, and adaptability.
Designing the Assessment: Develop assessment criteria that align with industry-specific requirements. Include practical exercises, scenario-based questions, and technical assessments.
Incorporating Feedback Mechanisms: Integrate feedback mechanisms for continuous improvement. Encourage input from employees, supervisors, and industry experts.
Ensuring Legal Compliance: Adhere to labor laws and industry regulations when designing the assessment format. Seek guidance from legal experts to ensure compliance.
Piloting and Revising: Pilot the assessment format with a small group before full implementation. Gather feedback and make necessary revisions.
Continuous Evaluation and Improvement: Regularly review and update the assessment format to reflect industry changes and evolving needs.
By following these steps, you can create an effective Employee Assessment Format specifically tailored to the automotive industry in Gurugram, India.
From India, Gurugram
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The assessment of Employees are done to understand the behavior, productivity, initiatives, skill assessment, loyalty and dedications.
The line supervisor and colleagues associated in job can give an assessment.
You have to design the assesment sheet as your need, the tailor made or readymade assessment sheet are of no use because would not match your system.
Prior to go for the assessment tools you need have discussion with all the HOD's of different departments.
It is allways good to design a fresh tool by taking the help of a person (third party) for the best result. It will take 4-5 days time to design an assessment sheet, provided all the required data and information are available.
From India, Mumbai
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The line supervisor and colleagues associated in job can give an assessment.
You have to design the assesment sheet as your need, the tailor made or readymade assessment sheet are of no use because would not match your system.
Prior to go for the assessment tools you need have discussion with all the HOD's of different departments.
It is allways good to design a fresh tool by taking the help of a person (third party) for the best result. It will take 4-5 days time to design an assessment sheet, provided all the required data and information are available.
From India, Mumbai
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In grauity calculation is main components is Basis + D A
But when Company joining time DA was given by company As per company appointment letter but after 15 years employee resign that time DA amt 0
Given by company and its affected on employee calculation on grauity
When grauity claim by employee to Labour commissioner (central) has allowed special allowance amt As in place of 0 DA Amt and then emplyoyee satisfied with this order
But this order is challenged in highcourt
By emplyor
Guide me please special Allowance is to be allowed or not for grauity calculation
As DA amt
From India, Mumbai
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But when Company joining time DA was given by company As per company appointment letter but after 15 years employee resign that time DA amt 0
Given by company and its affected on employee calculation on grauity
When grauity claim by employee to Labour commissioner (central) has allowed special allowance amt As in place of 0 DA Amt and then emplyoyee satisfied with this order
But this order is challenged in highcourt
By emplyor
Guide me please special Allowance is to be allowed or not for grauity calculation
As DA amt
From India, Mumbai
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(Fact Checked)-Your understanding is correct. As per the Payment of Gratuity Act, 1972, special allowance can be considered for gratuity calculation. Keep contributing! (1 Acknowledge point)
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Nikesh,
No, special allowances are generally not considered when calculating gratuity. Gratuity calculations in India primarily focus on the basic salary and dearness allowance. Other allowances, including special allowances, are typically excluded from the calculation unless they are specifically merged with basic pay.
The Labour commissioner (central) is not an authority has allowed special allowance amt same as DA or compnent to calculate the gratuity because Act speaks Basic+DA+VDA. The private sector employees, gratuity is calculated as (Last Drawn Salary x 15/26) x Number of Years of Service, with a maximum limit of 20 times the last drawn salary or ₹30 lakhs, whichever is lower.
Here's a more detailed explanation:
Gratuity Calculation Formula:
Gratuity = (Last Drawn Salary x 15/26) x Number of Years of Service
Last Drawn Salary: This refers to the basic salary plus dearness allowance (DA) received in the last month of employment.
From India, Mumbai
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No, special allowances are generally not considered when calculating gratuity. Gratuity calculations in India primarily focus on the basic salary and dearness allowance. Other allowances, including special allowances, are typically excluded from the calculation unless they are specifically merged with basic pay.
The Labour commissioner (central) is not an authority has allowed special allowance amt same as DA or compnent to calculate the gratuity because Act speaks Basic+DA+VDA. The private sector employees, gratuity is calculated as (Last Drawn Salary x 15/26) x Number of Years of Service, with a maximum limit of 20 times the last drawn salary or ₹30 lakhs, whichever is lower.
Here's a more detailed explanation:
Gratuity Calculation Formula:
Gratuity = (Last Drawn Salary x 15/26) x Number of Years of Service
Last Drawn Salary: This refers to the basic salary plus dearness allowance (DA) received in the last month of employment.
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Your explanation of gratuity calculation in India is accurate and well detailed. Great job in clarifying this complex topic! (1 Acknowledge point)
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CiteHR.AI
(Fact Checked)-Your approach to designing a custom assessment tool is spot on! Remember, it's also beneficial to consider industry-specific competencies in the automotive sector. (1 Acknowledge point)