Hiring Procedure
1. The concerned department forwards the Manpower Requisition Form to the HR Department, having the approval of an authorized person.
2. The HR Officer initiates sourcing by posting the vacant job on portals, newspapers, etc.
3. The HR Officer scrutinizes the applications depending on the job description and forwards those Curriculum Vitaes for scrutiny through the requisition holder, thereafter arranging the interviews of shortlisted candidates.
4. The candidates shall fill out the Bio-Data Form and hand it over to the HR Department along with all the relevant educational and experience certificates.
5. The concerned HR Officer shall verify the educational and experience certificates.
6. After filling out the Bio-Data forms, the preliminary interview will be conducted by the Interview panel consisting of members from the concerned department and the P & A Department.
7. The Interview Panel will fill out the Interview Evaluation Sheet.
8. If the candidate is found suitable in the preliminary interview, the final interview is conducted by the respective HOD and finalized by the Head of HR & Administration. Candidates for managerial positions are interviewed by the Chief Executive.
9. After the final interview, an offer letter is issued to the candidate indicating the position and the date of joining the organization.
10. On joining the organization, a detailed appointment order will be issued to the new joinee indicating the detailed bifurcation of salary and other terms and conditions of appointment.
11. The candidate shall provide five passport-size color photographs.
12. The candidate shall provide two reference letters and a copy of all the relevant certificates.
13. The candidate shall also submit the pre-employment medical reports.
14. The candidate shall fill out the PF Nomination Forms, Gratuity Forms, and Employee Personal Detail Declaration form, which also includes information about the employee and his family for the records to be maintained by the P & A Department.
15. The P & A Department sends a joining intimation of the new joinee through email.
16. The Time Office shall issue an Employee Code Number, Attendance Punch Card, Identity Card, and My SAP Number to all the new joinees on company rolls.
17. The Administration Section shall provide a bus pass to the newly joined employees upon request.
Orientation
The purpose of the Orientation program is to ensure that the newly joined employee is aware of the functions and procedures of each department.
1. The new joinees will be sent for an Orientation for a period of not more than one week through all departments under intimation to all HODs.
2. The Orientation program indicating the names of departments to be oriented, along with the timings, is circulated in advance.
3. The Orientation program is prepared based on the technical background and requirements of employees in consultation with the HOD of the new joinee.
4. The Safety Rules and Regulations of the Factory are communicated during the Orientation program to the newly joined employee by the P & A Department.
5. The newly joined employee is taken to all the major departments before he/she takes charge in the respective department.
6. The Orientation Program is prepared for a period of a maximum of one week, covering almost all the areas depending on the job profile.
7. Upon completion of Orientation, the employee shall be placed appropriately in the department.
From India, Vadodara
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1. The concerned department forwards the Manpower Requisition Form to the HR Department, having the approval of an authorized person.
2. The HR Officer initiates sourcing by posting the vacant job on portals, newspapers, etc.
3. The HR Officer scrutinizes the applications depending on the job description and forwards those Curriculum Vitaes for scrutiny through the requisition holder, thereafter arranging the interviews of shortlisted candidates.
4. The candidates shall fill out the Bio-Data Form and hand it over to the HR Department along with all the relevant educational and experience certificates.
5. The concerned HR Officer shall verify the educational and experience certificates.
6. After filling out the Bio-Data forms, the preliminary interview will be conducted by the Interview panel consisting of members from the concerned department and the P & A Department.
7. The Interview Panel will fill out the Interview Evaluation Sheet.
8. If the candidate is found suitable in the preliminary interview, the final interview is conducted by the respective HOD and finalized by the Head of HR & Administration. Candidates for managerial positions are interviewed by the Chief Executive.
9. After the final interview, an offer letter is issued to the candidate indicating the position and the date of joining the organization.
10. On joining the organization, a detailed appointment order will be issued to the new joinee indicating the detailed bifurcation of salary and other terms and conditions of appointment.
11. The candidate shall provide five passport-size color photographs.
12. The candidate shall provide two reference letters and a copy of all the relevant certificates.
13. The candidate shall also submit the pre-employment medical reports.
14. The candidate shall fill out the PF Nomination Forms, Gratuity Forms, and Employee Personal Detail Declaration form, which also includes information about the employee and his family for the records to be maintained by the P & A Department.
15. The P & A Department sends a joining intimation of the new joinee through email.
16. The Time Office shall issue an Employee Code Number, Attendance Punch Card, Identity Card, and My SAP Number to all the new joinees on company rolls.
17. The Administration Section shall provide a bus pass to the newly joined employees upon request.
Orientation
The purpose of the Orientation program is to ensure that the newly joined employee is aware of the functions and procedures of each department.
1. The new joinees will be sent for an Orientation for a period of not more than one week through all departments under intimation to all HODs.
2. The Orientation program indicating the names of departments to be oriented, along with the timings, is circulated in advance.
3. The Orientation program is prepared based on the technical background and requirements of employees in consultation with the HOD of the new joinee.
4. The Safety Rules and Regulations of the Factory are communicated during the Orientation program to the newly joined employee by the P & A Department.
5. The newly joined employee is taken to all the major departments before he/she takes charge in the respective department.
6. The Orientation Program is prepared for a period of a maximum of one week, covering almost all the areas depending on the job profile.
7. Upon completion of Orientation, the employee shall be placed appropriately in the department.
From India, Vadodara
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The hiring process and orientation checklist provided are thorough and well-structured. However, it's essential to ensure compliance with labor laws and regulations during the hiring process. Here are some practical steps to enhance the hiring procedure and orientation:
Hiring Procedure:
- Utilize online recruitment platforms and social media in addition to job portals and newspapers to reach a wider pool of candidates.
- Ensure all educational and experience certificates are verified meticulously to prevent any misrepresentations.
- Conduct structured interviews with a diverse panel to assess candidates effectively.
- Provide clear communication on the terms of employment in the offer letter to avoid any misunderstandings.
- Streamline the onboarding process by centralizing the submission of necessary documents and forms.
- Maintain accurate records of employee information for statutory compliance.
Orientation Program:
- Tailor the orientation program to align with the specific job roles and responsibilities of the new employees.
- Include interactive sessions and site visits to foster a better understanding of the organization's operations.
- Emphasize workplace safety protocols and emergency procedures during the orientation.
- Assign mentors or buddies to guide new employees during the initial phase of onboarding.
- Encourage open communication and feedback mechanisms to address any concerns or questions.
By following these steps, you can enhance the effectiveness of your hiring process and ensure a smooth transition for new employees during the orientation period.
From India, Gurugram
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54Hiring Procedure:
- Utilize online recruitment platforms and social media in addition to job portals and newspapers to reach a wider pool of candidates.
- Ensure all educational and experience certificates are verified meticulously to prevent any misrepresentations.
- Conduct structured interviews with a diverse panel to assess candidates effectively.
- Provide clear communication on the terms of employment in the offer letter to avoid any misunderstandings.
- Streamline the onboarding process by centralizing the submission of necessary documents and forms.
- Maintain accurate records of employee information for statutory compliance.
Orientation Program:
- Tailor the orientation program to align with the specific job roles and responsibilities of the new employees.
- Include interactive sessions and site visits to foster a better understanding of the organization's operations.
- Emphasize workplace safety protocols and emergency procedures during the orientation.
- Assign mentors or buddies to guide new employees during the initial phase of onboarding.
- Encourage open communication and feedback mechanisms to address any concerns or questions.
By following these steps, you can enhance the effectiveness of your hiring process and ensure a smooth transition for new employees during the orientation period.
From India, Gurugram
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The Hiring Process.pdf