Hi Lia, how are you doing?
Just go step by step.
1) Check the recruitment process in your current company-
Recruitment process just keep a separate book for that, documenting how the recruitment process starts in your company from notification to the end-to-end process.
- Recruitment process starts when a new project begins, there's a promotion, or an enlargement of the organization.
- Costing - manpower requirement for the project - sourcing the resumes
- Scheduling the interview date and time for the candidates
- References with available candidates
- Collecting the resumes
- Conducting tests
- Paper evaluation
- Segregating according to the marks
- Shortlisting the candidates through the preliminary interview
- Technical round interview
- Salary negotiation
- Collecting the certificates
- Verification of the certificates
- Joining formalities - ESI & PF Benefits - Bank Account setup for the new joiners
- Security introduction about the organization - HR Induction about the Leaves and Comp offs
- Issuing ID Cards to the candidates
- HR Introduction
- Assigning to the project
- Managing the database of employees according to ID, files
- Managing the database of employees who haven't submitted their certificates
Observe the performance appraisal from March to April - it is the appraisal period. After completing the budget by March 31, the benefits are shared with the employees based on their performance.
Suppose the total period counted is 12 months. A new joiner comes under the performance appraisal period when they join before November, varying from organization to organization.
For example, calculation of performance appraisal:
Candidate Name: Pawan
Emp ID: 233
Duration - Project Name - Self Rating - Appraiser Rating
7 Months - AT&T - 90/100 - 80/100
5 Months - IBM - 95/100 - 85/100
12 Months - ((90*7 + 95*5)/12) - ((80*7 + 85*5)/12)
If you divide the Appraiser Rating, you will get around 80%. So, the hike will follow as usual, where the 80% ratio lies.
- 30% Hike - 90% - 100%
- 20% Hike - 80% - 90%
- 10% Hike - 70% - 80%
Performance appraisal varies based on the above criteria - it can be 180-Degree type or 360-Degree type.
For those below the 10% level, we need to identify the training needs for the employees.
Learn about employee welfare, payroll, claims, leave policy, ESI, and PF commission ratios. These are important aspects to learn carefully during the internship, which will lead you to a good HR career.
Meet superiors in the organization, go through existing files, analyze the organization's development over time, and finalize what the organization actually needs.
You need much patience for all these.