hi all,
pl. tell me that the below formats / letters are enough for HR functions or anyother formats/letter are used for HRD functions. if yes, pl. tell me.
Formats: -
* Performance Appraisals – 1800 - 3600/*Exit Interview/*Interview Evaluation Sheet/*Employee Assessment Sheet/*Job Description/*Job Specification/Manpower Planning Requirement/*Employee Information Sheet/*Pay Slip format/Induction/Training Development/Leave Application/Attendance
Letters: -
Transfer/Suspension/Termination/Appreciation/Address proof, Salary Revision/Confirmation/*Appointment/*Offer/Promotion-Increment/Vechile Maintenance/Acceptance of Resignation/Charge Sheet
hope for positive reply
manish
From India, Delhi
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12pl. tell me that the below formats / letters are enough for HR functions or anyother formats/letter are used for HRD functions. if yes, pl. tell me.
Formats: -
* Performance Appraisals – 1800 - 3600/*Exit Interview/*Interview Evaluation Sheet/*Employee Assessment Sheet/*Job Description/*Job Specification/Manpower Planning Requirement/*Employee Information Sheet/*Pay Slip format/Induction/Training Development/Leave Application/Attendance
Letters: -
Transfer/Suspension/Termination/Appreciation/Address proof, Salary Revision/Confirmation/*Appointment/*Offer/Promotion-Increment/Vechile Maintenance/Acceptance of Resignation/Charge Sheet
hope for positive reply
manish
From India, Delhi
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Hi Manish, You can draft a format for relieving letter and one for no dues certificate also. Also maintain the database of the candidates who apply in your company. This will help you a lot. Deepali
From India, Chandigarh
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From India, Chandigarh
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Hi Manish,
These are sufficient letters/formats. You can also include application blanks as well. As such, the letters and formats are not specific; you can create more letters and formats depending on the requirement of the company, like a disciplinary action form, etc.
Suresh
From India, Jaipur
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These are sufficient letters/formats. You can also include application blanks as well. As such, the letters and formats are not specific; you can create more letters and formats depending on the requirement of the company, like a disciplinary action form, etc.
Suresh
From India, Jaipur
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To all,
Actually, I have not prepared these formats or letters; they are all from Cite HR, and you can search for them using the quick search tool on the site. Thanks to this site and the people who have contributed. I have only prepared the list, not the formats and letters. I am also searching for them on this site. So please go ahead.
Regards,
Manish
From India, Delhi
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Actually, I have not prepared these formats or letters; they are all from Cite HR, and you can search for them using the quick search tool on the site. Thanks to this site and the people who have contributed. I have only prepared the list, not the formats and letters. I am also searching for them on this site. So please go ahead.
Regards,
Manish
From India, Delhi
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Hi Manish,
With Deepali's addition, it is very comprehensive. You may consider adding a Regret Letter to those who do not make it to the interview. Here, I propose two letters - one for those who attend the interview but do not make it, expressing appreciation for the time they spent. The second letter is for those who are not even called for an interview.
You should also consider implementing a Requisition Slip from the concerned department before commencing recruitment.
Regards,
Ajay Chaudhari
From India, New Delhi
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With Deepali's addition, it is very comprehensive. You may consider adding a Regret Letter to those who do not make it to the interview. Here, I propose two letters - one for those who attend the interview but do not make it, expressing appreciation for the time they spent. The second letter is for those who are not even called for an interview.
You should also consider implementing a Requisition Slip from the concerned department before commencing recruitment.
Regards,
Ajay Chaudhari
From India, New Delhi
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thanks ajay, actually these are the basic formats and letters which are necessary and we should knowledge of it and we should take revision of it if we not doing practice of any of it. regards manish
From India, Delhi
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From India, Delhi
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Hi Manish, Can you please draft a format for relieving letter (that is to used for IT and ITES sectors). Dev
From India, Gurgaon
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From India, Gurgaon
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Hi manish, Can you send me the model formats of all you mentioned. Kindly do the needful to my profession. Regards, Srikarthik
From India, Madras
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From India, Madras
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hi to this list you can prob add * Probation Review Form * Confirmation Letter * Resignation Acceptance Letter * Relieving letter Also find attached the format for training and placement Regards
From India, New Delhi
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From India, New Delhi
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hi mvijay dont worry, it is all in cite hr u just enter whatever letters/format u want in quick search placed at top left.. if find any difficulty then tell me pl. regards manish
From India, Delhi
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From India, Delhi
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Hi! Manish I am attaching the format of candidate evaluation form , might be of use to you. If you get some more info on some formats pls post them. Neha :)
From India, Chandigarh
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From India, Chandigarh
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Hi Manish,
Thank you for the confirmation letter; today it helped me a lot. I made some small changes that suit my organization and used it. It was appreciated. Thank you so much. I will need more formats and letters from you since I have to submit them to my MD, as I mentioned earlier.
Thank you lots,
Latha
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Thank you for the confirmation letter; today it helped me a lot. I made some small changes that suit my organization and used it. It was appreciated. Thank you so much. I will need more formats and letters from you since I have to submit them to my MD, as I mentioned earlier.
Thank you lots,
Latha
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HI, I need a format for a emp accepting the SIM connection given by the company. It is to be issued to the emp from company’s end. Regards, BMC - HR
From India, Bangalore
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From India, Bangalore
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Hey, I am new to this site and would be glad if you could email me the formats and letters to priyasaraf@hotmail.com.
I have recently completed Masters in Human Resource Development and Consulting and am working as an HR executive in a real estate firm in Kolkata.
From India, Calcutta
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I have recently completed Masters in Human Resource Development and Consulting and am working as an HR executive in a real estate firm in Kolkata.
From India, Calcutta
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Hi Manish,
I am an HR manager for a software company in Hyderabad. I need some formats regarding warning letters for the misuse of office resources or personal use of the office telephone, etc., related to the company. Please reply at the earliest. It will be very helpful for me.
Thanks a lot for the other format letters you have sent to us.
Suma
HR
Hyderabad
From India, Hyderabad
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I am an HR manager for a software company in Hyderabad. I need some formats regarding warning letters for the misuse of office resources or personal use of the office telephone, etc., related to the company. Please reply at the earliest. It will be very helpful for me.
Thanks a lot for the other format letters you have sent to us.
Suma
HR
Hyderabad
From India, Hyderabad
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Dear all,
I'm new to this community. It's really nice seeing you guys sharing valuable information which certainly proves useful in discharging our responsibilities. I'm Susheela, currently taking care of end-to-end management in a cancer hospital. Right now, ours is a 70-bedded hospital. Phase 2 is under construction, which would develop as a comprehensive state-of-the-art cancer hospital and research institute. I'm in the process of making the HR policies for our hospital, and I would like to request all to kindly extend your cooperation in my efforts by providing information regarding:
1. HR policies of Indian hospitals
2. Code of conduct for employees and doctors with supporting references
3. Performance appraisal forms and evaluation of performance
4. Offer letters or appointment letters with terms and conditions
5. Inpatient and outpatient consultation forms
6. Job description or job responsibilities for employees (specifically if you have prototypes for individual departments like Front office, pharmacy, lab, radiology, office, accounts, nursing staff, doctors, etc.)
7. Recruitment forms
8. Employee Information Sheet
9. Leave application forms
10. Pay slip forms
11. Induction or Training and Development material
12. Attendance format
13. Confirm appointment letter format
14. Salary break up
15. Acceptance letters
16. Exit interview forms
17. Relieving letter format
18. Resignation acceptance letters, etc.
Kindly let me know if any more forms are required to perform the smooth functioning of HRD. Thanking you in anticipation.
Regards and Best Wishes,
Susheela
From India, Visakhapatnam
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I'm new to this community. It's really nice seeing you guys sharing valuable information which certainly proves useful in discharging our responsibilities. I'm Susheela, currently taking care of end-to-end management in a cancer hospital. Right now, ours is a 70-bedded hospital. Phase 2 is under construction, which would develop as a comprehensive state-of-the-art cancer hospital and research institute. I'm in the process of making the HR policies for our hospital, and I would like to request all to kindly extend your cooperation in my efforts by providing information regarding:
1. HR policies of Indian hospitals
2. Code of conduct for employees and doctors with supporting references
3. Performance appraisal forms and evaluation of performance
4. Offer letters or appointment letters with terms and conditions
5. Inpatient and outpatient consultation forms
6. Job description or job responsibilities for employees (specifically if you have prototypes for individual departments like Front office, pharmacy, lab, radiology, office, accounts, nursing staff, doctors, etc.)
7. Recruitment forms
8. Employee Information Sheet
9. Leave application forms
10. Pay slip forms
11. Induction or Training and Development material
12. Attendance format
13. Confirm appointment letter format
14. Salary break up
15. Acceptance letters
16. Exit interview forms
17. Relieving letter format
18. Resignation acceptance letters, etc.
Kindly let me know if any more forms are required to perform the smooth functioning of HRD. Thanking you in anticipation.
Regards and Best Wishes,
Susheela
From India, Visakhapatnam
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Dear all,
I need the format for the following forms:
1. Acceptance letters
2. Exit interview forms
3. Relieving letter format
4. Resignation acceptance letters, etc.
I will be thankful if you can email it to my ID ranjeet.rathi@gmail.com.
Thanks,
Ranjeet Singh
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I need the format for the following forms:
1. Acceptance letters
2. Exit interview forms
3. Relieving letter format
4. Resignation acceptance letters, etc.
I will be thankful if you can email it to my ID ranjeet.rathi@gmail.com.
Thanks,
Ranjeet Singh
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Hi all,
I am new to this field. Please help me in the following areas: how to calculate leave, attendance, and aspects such as TDS, PF, ESI, etc. I am looking for assistance with Pay Slip format, Induction, Training Development, Leave Application, and Attendance. If anyone can help me, please do so.
Thank you.
From India, Bangalore
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I am new to this field. Please help me in the following areas: how to calculate leave, attendance, and aspects such as TDS, PF, ESI, etc. I am looking for assistance with Pay Slip format, Induction, Training Development, Leave Application, and Attendance. If anyone can help me, please do so.
Thank you.
From India, Bangalore
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hi, I need hr policy covering the following points like: induction,welfare, safety, apprasial .
From India, Lucknow
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From India, Lucknow
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Hi there,
Can anyone tell me how to calculate Basic, HRA, TA, etc.? Are there any specific rules to be followed, or does it depend on the company's policies? On what basis do we calculate them?
Please revert to me at the earliest.
Thanks
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Can anyone tell me how to calculate Basic, HRA, TA, etc.? Are there any specific rules to be followed, or does it depend on the company's policies? On what basis do we calculate them?
Please revert to me at the earliest.
Thanks
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Can anyone tell me how to calculate Basic, HRA, TA, and other allowances? Are there any specific rules to be followed, or does it depend on the company's policies? On what basis do we have to calculate them? How does the entire process go?
Please reply to me at the earliest.
Thank you.
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Please reply to me at the earliest.
Thank you.
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Hello Manish, i m looking for such kind of letter which are send to banks or to the team for the monthly meeting or for get-toghter if u have such kinds of formats plz forward me
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hi seniors. i am newly selected HR executive in an IT company. i want letter to Schedule an appointment to interview. pls look onto my request. thank you Ali
From India, Lucknow
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From India, Lucknow
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Do I write a letter informing the employees to submit their documents and undergo police verification as a part of the procedure of our company? We take government job works, and we need to inform the employees. However, if anyone fails to do so, their decision would imply that they are not interested and wish to discontinue the service.
Regards,
From India, Mumbai
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Regards,
From India, Mumbai
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We need to know the format of an Experience Letter, Address proof Letter Issued to the Employees if in case asked by them regards
From India, Mumbai
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From India, Mumbai
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Hi, Kindly send a basic revision format (annual basic revision) as per scale of pay of long term wage settement. Regards, pavashiya
From India, Hyderabad
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From India, Hyderabad
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Hi Arunava,
I want to issue a warning letter to an employee who has taken too many leaves already this year. The letter should also serve as documentation supporting the termination of the employee due to unsatisfactory performance.
Thanks.
From India, Calcutta
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I want to issue a warning letter to an employee who has taken too many leaves already this year. The letter should also serve as documentation supporting the termination of the employee due to unsatisfactory performance.
Thanks.
From India, Calcutta
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A very good story on "Appraisal". Hope it is going to be a meaningful thought process for everyone... Request all to go through it and comment.
Employee "A" in a company walked up to his manager and asked, "What is my job for the day?" The manager took "A" to the bank of a river and asked him to cross the river and reach the other side of the bank. "A" completed this task successfully and reported back to the manager about the completion of the task assigned. The manager smiled and said, "Good job."
Next day, Employee "B" reported to the same manager and asked him the job for the day. The manager assigned the same task as above to this person also. Employee "B" before starting the task saw Employee "C" struggling in the river to reach the other side of the bank. He realized "C" has the same task. Now "B" not only crossed the river but also helped "C" to cross the river. "B" reported back to the manager, and the manager smiled and said, "Very good job."
The following day, Employee "Q" reported to the same manager and asked him the job for the day. The manager assigned the same task again. Employee "Q," before starting the work, did some homework and realized "A," "B," and "C" all have done this task before. He met them and understood how they performed. He realized that there is a need for a guide and training for doing this task. He sat first and wrote down the procedure for crossing the river, documented the common mistakes people made, and tricks to do the task efficiently and effortlessly. Using the methodology he had written down, he crossed the river and reported back to the manager along with documented procedure and training material. The manager said, "Q," you have done an "excellent job."
The following day, Employee "O" reported to the manager and asked him the job for the day. The manager assigned the same task again. "O" studied the procedure written down by "Q" and sat and thought about the whole task. He realized the company is spending a lot of money in getting this task completed. He decided not to cross the river but sat and designed and implemented a bridge across the river and went back to his manager and said, "You no longer need to assign this task to anyone." The manager smiled and said, "Outstanding job 'O'. I AM VERY PROUD OF YOU."
What is the difference between A, B, Q & O? Many times in life, we get tasks to be done at home, at the office, at play. Most of us end up doing what is expected of us. Do we feel happy? Most probably yes. We would be often disappointed when the recognition is not meeting our expectation. Let us compare ourselves with "B." Helping someone else with the problem often improves our own skills. There is an old proverb (I do not know the author) "Learn to teach and teach to learn." From a company point of view, "B" has demonstrated much better skills than "A" since one more task for the company is completed. "Q" created a knowledge base for the team. More often than not, we do the task assigned to us without checking history. Learning from others' mistakes is the best way to improve efficiency. This knowledge creation for the team is of immense help. Reusability reduces cost, thereby increasing the productivity of the team. "Q" demonstrated good "team-player" skills. Now to the outstanding person, "O" made the task irrelevant; he created a Permanent Asset for the team. If you notice B, Q, and O all have demonstrated "team performance" over and above individual performance; also, they have demonstrated a very invaluable characteristic known as "Initiative."
Initiative pays off everywhere, whether at work or in personal life. If you put initiative, you will succeed. Initiative is a continual process and it never ends. This is because "this year's achievement is next year's task." You cannot use the same success story every year. The story provides an instance of performance, whereas measurement needs to be spread across at least 6-12 months. Consequently, performance should be consistent and evenly spread.
From India, Mumbai
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Employee "A" in a company walked up to his manager and asked, "What is my job for the day?" The manager took "A" to the bank of a river and asked him to cross the river and reach the other side of the bank. "A" completed this task successfully and reported back to the manager about the completion of the task assigned. The manager smiled and said, "Good job."
Next day, Employee "B" reported to the same manager and asked him the job for the day. The manager assigned the same task as above to this person also. Employee "B" before starting the task saw Employee "C" struggling in the river to reach the other side of the bank. He realized "C" has the same task. Now "B" not only crossed the river but also helped "C" to cross the river. "B" reported back to the manager, and the manager smiled and said, "Very good job."
The following day, Employee "Q" reported to the same manager and asked him the job for the day. The manager assigned the same task again. Employee "Q," before starting the work, did some homework and realized "A," "B," and "C" all have done this task before. He met them and understood how they performed. He realized that there is a need for a guide and training for doing this task. He sat first and wrote down the procedure for crossing the river, documented the common mistakes people made, and tricks to do the task efficiently and effortlessly. Using the methodology he had written down, he crossed the river and reported back to the manager along with documented procedure and training material. The manager said, "Q," you have done an "excellent job."
The following day, Employee "O" reported to the manager and asked him the job for the day. The manager assigned the same task again. "O" studied the procedure written down by "Q" and sat and thought about the whole task. He realized the company is spending a lot of money in getting this task completed. He decided not to cross the river but sat and designed and implemented a bridge across the river and went back to his manager and said, "You no longer need to assign this task to anyone." The manager smiled and said, "Outstanding job 'O'. I AM VERY PROUD OF YOU."
What is the difference between A, B, Q & O? Many times in life, we get tasks to be done at home, at the office, at play. Most of us end up doing what is expected of us. Do we feel happy? Most probably yes. We would be often disappointed when the recognition is not meeting our expectation. Let us compare ourselves with "B." Helping someone else with the problem often improves our own skills. There is an old proverb (I do not know the author) "Learn to teach and teach to learn." From a company point of view, "B" has demonstrated much better skills than "A" since one more task for the company is completed. "Q" created a knowledge base for the team. More often than not, we do the task assigned to us without checking history. Learning from others' mistakes is the best way to improve efficiency. This knowledge creation for the team is of immense help. Reusability reduces cost, thereby increasing the productivity of the team. "Q" demonstrated good "team-player" skills. Now to the outstanding person, "O" made the task irrelevant; he created a Permanent Asset for the team. If you notice B, Q, and O all have demonstrated "team performance" over and above individual performance; also, they have demonstrated a very invaluable characteristic known as "Initiative."
Initiative pays off everywhere, whether at work or in personal life. If you put initiative, you will succeed. Initiative is a continual process and it never ends. This is because "this year's achievement is next year's task." You cannot use the same success story every year. The story provides an instance of performance, whereas measurement needs to be spread across at least 6-12 months. Consequently, performance should be consistent and evenly spread.
From India, Mumbai
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Hi Manish,
We are a small graphic design firm in Bangalore. We are looking to hire a Business Development Officer on a salary and commission module. We would appreciate it if we could receive a format for an appointment letter with job descriptions for the above position.
Any help would be greatly appreciated. Please feel free to email it to: siraj@magnetyz.com.
Thank you,
Siraj
From India, Kochi
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We are a small graphic design firm in Bangalore. We are looking to hire a Business Development Officer on a salary and commission module. We would appreciate it if we could receive a format for an appointment letter with job descriptions for the above position.
Any help would be greatly appreciated. Please feel free to email it to: siraj@magnetyz.com.
Thank you,
Siraj
From India, Kochi
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Hi Manish,
We are a small graphic design firm in Bangalore. We are looking to hire a Business Development Officer on a salary and commission module. We would appreciate it if we could receive a format for an appointment letter with job descriptions for the above position. Any help would be greatly appreciated. You can email it to: siraj@magnetyz.com.
Siraj
From India, Kochi
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We are a small graphic design firm in Bangalore. We are looking to hire a Business Development Officer on a salary and commission module. We would appreciate it if we could receive a format for an appointment letter with job descriptions for the above position. Any help would be greatly appreciated. You can email it to: siraj@magnetyz.com.
Siraj
From India, Kochi
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Dear Manish,
As you have mentioned the format of attendance, there should be a warning letter to the employee who remains absent for more than three days without prior intimation. Additionally, you can issue a confirmation letter to the employee after they successfully complete the probation period.
Thank you.
From India, Mumbai
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As you have mentioned the format of attendance, there should be a warning letter to the employee who remains absent for more than three days without prior intimation. Additionally, you can issue a confirmation letter to the employee after they successfully complete the probation period.
Thank you.
From India, Mumbai
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Dear all,
I'm new to this community. Please provide information regarding:
1. HR policies as per Factory Act requirements.
2. Code of conduct for employees.
3. Performance appraisal forms and evaluation of performance.
4. Offer letters or appointment letters with terms and conditions.
5. Job description or job responsibilities for employees (specifically if you have prototypes for individual departments like Front Office, Pharmacy, Lab, Radiology, Office, Accounts, Nursing Staff, Doctors, etc.).
6. Recruitment forms.
7. Employee Information Sheet.
8. Leave application forms.
9. Pay Slip forms.
10. Induction or Training and Development materials.
11. Attendance format.
12. Confirm appointment letter format.
13. Salary breakdown.
14. Acceptance letters.
15. Exit interview forms.
16. Relieving letter format.
17. Resignation acceptance letters, etc.
Kindly let me know if any more forms are required to ensure the smooth functioning of HRD.
Thank you in anticipation.
Please send the above-mentioned formats to this email: ketanmpandya@gmail.com.
Regards and Best Wishes,
Ketan M. Pandya
From India, Lucknow
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I'm new to this community. Please provide information regarding:
1. HR policies as per Factory Act requirements.
2. Code of conduct for employees.
3. Performance appraisal forms and evaluation of performance.
4. Offer letters or appointment letters with terms and conditions.
5. Job description or job responsibilities for employees (specifically if you have prototypes for individual departments like Front Office, Pharmacy, Lab, Radiology, Office, Accounts, Nursing Staff, Doctors, etc.).
6. Recruitment forms.
7. Employee Information Sheet.
8. Leave application forms.
9. Pay Slip forms.
10. Induction or Training and Development materials.
11. Attendance format.
12. Confirm appointment letter format.
13. Salary breakdown.
14. Acceptance letters.
15. Exit interview forms.
16. Relieving letter format.
17. Resignation acceptance letters, etc.
Kindly let me know if any more forms are required to ensure the smooth functioning of HRD.
Thank you in anticipation.
Please send the above-mentioned formats to this email: ketanmpandya@gmail.com.
Regards and Best Wishes,
Ketan M. Pandya
From India, Lucknow
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Hi, this is Harinadh Babu. I recently joined as an HR Executive. I need to recruit a few students on a project basis from a training institute and send a confirmation letter to that institute. Please help me with this. My email id is: nharinadhababu@gmail.com
From India, Hyderabad
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From India, Hyderabad
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Hi Manish,
I am new to HR responsibilities. Previously, I was only involved with admin, but now I handle both HR and admin tasks. Kindly help me. Please send me the following formats:
- Performance Appraisal
- Job Description
- Job Specification
- Employee Information Sheet
- Pay Slip format
- Leave Application Letters: Transfer, Suspension, Termination, Appreciation, Address proof
- Salary Revision
- Confirmation
- Appointment
- Offer
- Promotion
- Increment
- Vehicle Maintenance
- Acceptance of Resignation
- Charge Sheet
My email ID is yaasmin_84@yahoo.co.in
Thank you.
From India, Mumbai
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I am new to HR responsibilities. Previously, I was only involved with admin, but now I handle both HR and admin tasks. Kindly help me. Please send me the following formats:
- Performance Appraisal
- Job Description
- Job Specification
- Employee Information Sheet
- Pay Slip format
- Leave Application Letters: Transfer, Suspension, Termination, Appreciation, Address proof
- Salary Revision
- Confirmation
- Appointment
- Offer
- Promotion
- Increment
- Vehicle Maintenance
- Acceptance of Resignation
- Charge Sheet
My email ID is yaasmin_84@yahoo.co.in
Thank you.
From India, Mumbai
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Hi Manish,
I need the following format:
1) Draft mail for HR role & responsibilities.
2) Every mail has to be marked HR-related to the floor & employees.
3) MIS of the HR department.
My email id is satishmishra999@hotmail.com. Please, yaar, jaldi bhejna.
Thanks in advance
From India, Mumbai
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I need the following format:
1) Draft mail for HR role & responsibilities.
2) Every mail has to be marked HR-related to the floor & employees.
3) MIS of the HR department.
My email id is satishmishra999@hotmail.com. Please, yaar, jaldi bhejna.
Thanks in advance
From India, Mumbai
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HR Job Functions.doc
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