Respected seniors, I am Sumita from Delhi. I have completed a PGDBA in HR from Symbiosis Distance Learning. I am desperately searching for a job in HR (not in recruiting), but I don't have any practical work experience (e.g., payroll, statutory compliance, training & development, induction, MIS, etc.). So, I am afraid to apply anywhere and confused about what I should write in my CV and how to face the interview.
How Can I Get My First Job?
Please help me.
Regards
From India, Faridabad
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How Can I Get My First Job?
Please help me.
Regards
From India, Faridabad
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First of all, you need to sit down and evaluate your learnings from our PG course. You need to go back and recall what you remember and in which field of HR you are strong. You don't need to get scared about applying for jobs in the market because no person in the corporate world is perfect.
If you think that you do not know about payroll, training and development, and other HR areas, then I suggest that you frequently log in to Citehr and go through queries and suggestions posted by our HR friends. You will get to learn. Additionally, I suggest that you search Google by focusing on one HR topic every day and study it to enhance your knowledge.
Also, increase your network with HR professionals. This will help you learn about the issues and problems they face and the steps they take to overcome them.
Keep applying on job portals and search within your network for HR jobs. Everything has the right time. It's just that you need to keep trying. Until you secure a job, keep learning and enhancing your HR skills by researching online about HR practices.
Regards.
From India, Mumbai
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399If you think that you do not know about payroll, training and development, and other HR areas, then I suggest that you frequently log in to Citehr and go through queries and suggestions posted by our HR friends. You will get to learn. Additionally, I suggest that you search Google by focusing on one HR topic every day and study it to enhance your knowledge.
Also, increase your network with HR professionals. This will help you learn about the issues and problems they face and the steps they take to overcome them.
Keep applying on job portals and search within your network for HR jobs. Everything has the right time. It's just that you need to keep trying. Until you secure a job, keep learning and enhancing your HR skills by researching online about HR practices.
Regards.
From India, Mumbai
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All are entering into job without experience when they start their carreer. Be relaxed, you can learn everything at your work place with the support from collegues/seniors. Pon
From India, Lucknow
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From India, Lucknow
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Thank you, seniors. Could you share with me your first experience in your first job? In a midsize company, they usually hire only one HR person, so there may not be anyone available to assist you. I believe the most challenging aspect initially is getting started in the job. I am also considering undergoing training in HR. Can you suggest some reputable training institutes in Delhi? I have come across a few options but am unsure which one would be the best fit. Some focus on areas like payroll, CTC design, statutory compliances, laws, etc. However, one of them has mentioned that these are more clerical tasks, suggesting that good companies often outsource these functions to consultants or the accounting departments. They emphasize:
- Business understanding
- Recruitment system and talent management
- Performance management
- Learning and competency development
- HR quality processes
- HR soft skills, payroll, and statutory HR systems
- Policy and process design
I would appreciate any assistance in selecting the right training institute. Also, could someone provide insights into the actual scenario in the industry?
Regards,
Sumita
From India, Faridabad
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- Business understanding
- Recruitment system and talent management
- Performance management
- Learning and competency development
- HR quality processes
- HR soft skills, payroll, and statutory HR systems
- Policy and process design
I would appreciate any assistance in selecting the right training institute. Also, could someone provide insights into the actual scenario in the industry?
Regards,
Sumita
From India, Faridabad
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If there is no senior, it means you have the opportunity to learn on your own and receive credit for your good work. I am saying this from personal experience because when I joined my first company, there was no senior HR present. I was the first HR of the company, and this experience taught me a lot. Google and Citehr became my sources of guidance.
Remember, nothing is impossible. Go for it; you can do it.
Thanks,
Kinjal Kakadiya
From India, Surat
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Remember, nothing is impossible. Go for it; you can do it.
Thanks,
Kinjal Kakadiya
From India, Surat
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Thank you, Kinjal. Your words gave me good motivation. How did you clear your interview? That is a big fear of mine. Can you guide me? I don't have work experience. What should I fill in the CV, and how should I respond to that in the interview?
From India, Faridabad
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From India, Faridabad
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Many companies consider the attitude and passion of a candidate, not just their experience. You can discuss your final project that you completed during your studies. Approach the interview with confidence, as I see some spark in you. Once you attend an interview, you will gain a better understanding.
I am confident that you can succeed. Best of luck.
Thanks,
Kinjal Kakadiya
From India, Surat
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I am confident that you can succeed. Best of luck.
Thanks,
Kinjal Kakadiya
From India, Surat
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I completely agree with hrkinjal. In my personal experience, when I joined as a fresher in my first company, I was the only HR and built up the HR department. So, go for an interview with confidence and crack the best.
Regards,
Shraddha
From India, Mumbai
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Regards,
Shraddha
From India, Mumbai
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Thank you for sharing your problem of joining a company. I too am a fresher and currently working on my summer project. Could the seniors at Cite HR give some guidelines on how I can convert this internship into a job? Please let me know your thoughts.
Best regards
From India, Pune
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Best regards
From India, Pune
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I am an MBA graduate in HR and IB with a regular degree. My query is the same; I am searching for an institute in Delhi that can provide me with practical knowledge about HR. Please help me out.
Thanks in advance.
From India, Delhi
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Thanks in advance.
From India, Delhi
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Dear Smita, please go through the mail below; it will help you.
What is an HR Person Expected to Do?
1. Recruitment
• Recruitment: Attracting people to apply for the required vacancy.
• Selection Procedures: Through referrals, advertisements, job portals.
• Compensation Structure: Company policies (benefits, attrition management, employee relations).
• Salary Negotiation.
2. Induction
3. Payroll Process - Statutory compliances (PF, ESI, IT, Professional Tax), leave administration, leave enhancement.
4. Performance Management / Performance Appraisal
5. Training and Development
6. Exit of an Employee
RECRUITMENT
We receive the requirement from the required department first (indent from the department). It is issued by the department head to the HR department.
Human Resource Requisition Form (HRRF)
Position:
Reporting to:
Department:
Experience Level:
When the position is to be recruited:
Job Requirements:
Signature of the Department:
Approved By:
(Or)
Human Resource Requisition Form (HRRF)
Dept:
Position:
Reporting to:
Job Profile/Description:
Job Requirements – Qualification, Experience, Recruiting date/Onboard Time/Timelines/Deadlines.
Signature of the Department:
Approved By:
When We Will Get the Requirement
We will get the requirement in two cases – business expansion, exit of the employee (retirement, resignation, dismissal/termination).
An employee is dismissed only when they commit fraud. The character of the employee is focused here. If the conduct of the employee is bad, then we can dismiss them. When the person is dismissed, they will not receive any benefits except PF and ESI.
An employee is terminated when the management is not satisfied with their performance for the given period. They are eligible for all benefits provided by the company.
RECRUITMENT:
Before recruiting from other sources, we have to check whether we can promote internal employees or get any referrals from employees to motivate them. That would be cost-effective. We have one internal recruitment head and one external recruitment head in a company. For example, if we give the responsibilities of external recruitment to the internal recruitment head in their absence, we call it job enlargement, and it is cost-effective. Instead of appointing another one, we can give the responsibilities because they know all the procedures of the company.
How We Will Attract the Candidates
Through:
• Advertisement – Print Media, Portals, Electronic Media
• Job Postings
• Consultants – The terms and conditions with them should be in writing, like 8.33% on basic or on CTC.
• Employee Referrals
• Campus Recruitment – We should inform candidates about all the rounds in the interview process before starting.
- Fresher: Written, Marks, GD, Technical, HR (IT Industry)
- We have only a personal interview with the department head and senior HR manager (manufacturing industry).
- In the IT industry, HR can reject if they are not satisfied with the candidate, even if the candidate is technically sound.
- In the manufacturing industry, HR cannot reject if the candidate is technically sound.
• Internal Database
Offer Letter:
ET/HR/221/yr
Date:
To,
[Name]
Sub: -
Dear Mr. [Name],
• Brief in nature of the company
• Offer for the position
• Department
• Compensation Package
• Date of joining
• The documents to be submitted
Before offering employment (offer letter), we need to check the following things:
• Salary Slip / Pay Slip
• Bank statement for 3 months
• IT Returns
• Experience Certificate
Joining Formalities:
Checklist for New Joiners from Company Side:
1. Appointment Letter – Position, Reporting to, Salary Breakup, Terms, and Conditions.
Company Name
Name of the joiner: Department:
Position:
Reporting to:
Joining Date:
Department / Division:
Signature of the Joiner: Signature of Head
2. Joining Report
3. All types of forms like-PF form 2A revised (Membership), PF NSN (National Social Security Number), Bank Application, ESI Form 1, Insurance Policy Details Form (Accident / Medical).
4. Induction Manual
5. Induction Schedule
6. Seating Arrangement
7. Temp ID Card, Mail ID
8. Leave Application
Checklist for Joiner from Candidate:
1. Education Certificates
2. Experience, Relieving Letter
3. Salary Slip, Bank Statement
4. Photographs
5. Address Proof – Passport, Election ID
Probation Period: It's a 3 or 6 months period given to the candidate to check whether they can fulfill their job requirements. If the management is not satisfied with their performance, they can terminate the candidate.
Only if the candidate receives the appointment letter can we say it is an End-to-End Recruitment Process.
Appointment Letter
< letterhead >
Our Ref: Date:
Ms.
NRIC:
ADD:
Dear Ms. <Name>
RE: Letter of Appointment
The management has the pleasure of offering you an appointment as ______________ effective 15th August 2008. The appointment terms & conditions are as below:
PLACE OF WORK: ----< comp. name >
JOB DESCRIPTION: All aspects of administrative & clerical works in connections with accounts, Admin, purchasing.
REMUNERATION: Monthly basic salary is
PROBATION PERIOD: Three (36) months from the date of commencement. This period may be extended at the sole discretion of the management.
WORKING HOURS: 8.30 am to 5.30 pm (Monday to Friday)
LUNCH HOUR: One (1) hour between 1.00 pm to 2.00 pm.
PUBLIC HOLIDAY: You are entitled to ______ public holidays.
ANNUAL LEAVE: You are entitled to the following annual leaves upon completion of one full year of service in the company:
- 1 year & above but less than 2 years - ___ days
- 2 years & above but less than 5 years - ____ days
- 5 years & above - _____ days
MEDICAL BENEFIT:
- Less than 2 years - ¬¬_____ days
- 2 years & above but less than 5 years - ____ days
- 5 years & above - _____ days
MATERNITY LEAVE: Only confirmed female employees, who have served the company for (6) six months, are entitled to maternity leave of sixty days (60) consecutive days including rest days & public holidays.
COMPASSIONATE LEAVE: Death of parents, spouse, or child - 3 days
Death of brother or sister - 1 day
MARRIAGE LEAVE: Two (2) days after having served the company for at least one (1) year.
RETIREMENT: The employee shall retire at the age of 55. Voluntary retirement can be applied at the age of 50. No retirement pension will be offered other than retirement benefits given by the employees' provident fund.
EMPLOYEES PROVIDENT FUND: The employee is registered as a member of the employees' provident fund. Both the Company and the employee shall contribute to the fund in accordance with the Provision of the said fund.
OTHER TERMS & CONDITIONS: Other terms & conditions not stated in this letter shall refer to the company's rules & regulations, which may be revised from time to time.
Kindly confirm your acceptance of the aforesaid employment terms & conditions by signing and returning the duplicate copy of this letter together with one (1) copy of IC Photostat as soon as possible.
Thank you,
Yours faithfully,
(Comp. name)
<Director Name>
Director
I, <Person name> (NRIC: ....) hereby agree and accept the offer that is enforced by the aforesaid employment terms & conditions.
___________________
___________________
Signature date
SALARY BREAKUP: Components should not exceed more than 10 for an employee in their salary
Components (Monthly) Percentage
Basic Salary 40% - 50% on Gross Salary
HRA 40% on Basic Salary
Conveyance Allowance 800 PM
Education Allowance For 2 children within 1.0 lakh
Medical 15,000/- PA
Food Allowance Depends on company policy
Dearness Allowance Depends
Special Allowance Gross Salary - (BS+HRA+CA+EA+M+FA+FDA+DA+VDA)
Variable Pay (only in IT industry) 20% on Gross Salary
Fixed Dearness Allowance Some Fixed amount depends on the company.
Variable Dearness Allowance Depends on the inflation rate
--------------------------------------------
Monthly Gross Salary
--------------------------------------------
Annual Benefits (Monthly)
Leave Travel Assistance 1-month salary/12
Medical reimbursement Depends on company policy/12
Earned Leaves Depends on the left EL/12
Bonus/Exgratia Depends and will be paid at the end of the year
Gratuity If eligible, Amount/12
PF Employer Contribution Amount/12
-----------------------------------------
Monthly CTC
-----------------------------------------
FDA, VDA are given only in the manufacturing industry. All allowances are taxable.
If the house rent of the employee is less than 1 lakh PA, then they don't need to produce receipts. If it is more than 1.2 lakh, then they need to produce receipts, and 12.36% is charged as Service Tax.
Exemption from Tax deductions – max 2.5 lakh
Housing Loan – Max 1.8 lakh PA (40,000 as principal, 1,40,000 as interest)
Car Driver Maintenance Reimbursement.
INDUCTION
INDUCTION SCHEDULE:
Company name
We are pleased to inform you that __________________ has joined our Edutech family effective date.
In order to familiarize them with the process involved in our company, an induction schedule has been designed to facilitate the process as detailed below.
Time Session Objective Resource Venue
11th July 2005 (Monday)
9:30 am to 10:30 am
Enrolment
Paperwork, Intros, and Company Policy, Our values; our culture HR
10:30 am to 11:00 am
Introduction
Company profile/Structure (EDPL) HR
On Job
e-Learning industry/Project lifecycle & processes at EDPL
(1:00 pm – 2:30 pm Lunch)
On Job
Our major clients; geographies
On Job
Our Projects: demos
On Job
ID principal
On Job
Technical
On Job
Maintaining metrics – Quantity/Quality/Time
On Job
Quality Processes
We welcome them on board & request each one of the above Dept Head/Section In charge to brief them about their area of functions.
(Or)
Induction Schedule
Company Name
Name of the New Joiner:
Designation:
Department:
Date Department Person Responsible Time
1/12/1998 Production Abc 10:00 – 11:00
1/12/1998 Maintenance 11:00 – 12:00
1/12/1998 Accounts 12:00 – 1:00
Lunch Time 1:00 – 2:00
1/12/1998 Marketing 2:00 – 3:00
1/12/1998 Administration 3:00 – 4:00
INDUCTION REPORT:
It is the report which has to be collected from each department to know whether the new joiner is inducted or not and to know how well they have understood the company.
INDUCTION REPORT
Name of the New Joiner:
Department:
Timings:
Person involved in Induction Process:
1.
2.
Remarks from the New Joiner:
Signature of the Dept Head Signature of the New Joiner
INDUCTION FEEDBACK FORM: _________________
NAME OF THE PARTICIPANT:
EMPLOYEE CODE:
DEPARTMENT:
DATE/S OF THE PROGRAMME:
General Yes No
Were you able to locate the Venue easily and reach the place on time?
Are you now familiar with the Values, vision, and Mission of the organization?
Fair knowledge about the Company and its activities were gained?
Do you feel the speakers today were able to convey the message effectively?
Do you think any topic covered in today's programme needs more emphasis? If Yes, please specify:
•
•
06. Do you feel the Induction Programme serves a useful purpose?
Company's Policies & Procedures Yes No
01. Are you now aware of the Human Resource Policies and Procedures of our Company?
02. Are you clear about the Leave policy adopted by our organization?
03. Are you clear about the procedure involved in the Medical Insurance Claim?
04. Are you aware of whom you should contact in case of any problematic issues?
05. Are you clear with your salary breakup and Net Salary calculations?
06. Are you clear about the Organizational structure?
07. Are you clear with the Exit Policy and the notice period for an Employee's exit?
Overall:
01. How satisfied are you with the Company Induction Programme?
- Very Satisfied
- Somewhat Satisfied
- Dissatisfied
02. Any other comments/recommendations you would like to make:
(Signature of the Participant & Date)
Policy: The information is provided in the policy. Policy doesn't change from time to time. For example, the office time is 9:30 to 6:00.
Rule: It tells how to implement the things mentioned in the policy and the consequences if we deviate from the policy. Rules may change according to the situation. For example, how to come, what should be done to enter the gate, what are the consequences if one is not attending on time.
Responsibilities:
In the IT industry, the admin department is responsible for the creation as well as maintenance of amenities of employees like leave, water, electricity, toilets, CAB, attendance, security, housekeeping, statutory compliances, and attrition rate.
In the manufacturing industry, the HR person is responsible for maintaining amenities (administration) of employees also. But the creation is done by the civil department or the concerned department.
PAYROLL
What are the records an HR person should maintain?
1. Attendance Record with date of Joining
2. Personal file (with emp code) – offer letter, on which criteria this person has been selected, employment application (application blank), acceptance from the employee, application order, induction reports from different departments.
Emp code
Name:
Designation:
Dept:
DOJ:
3. Leave Record
4. Confidential file – increments, promotions, etc.
5. Statutory file/record – PF, ESI, Professional Tax.
6. Job description
Prerequisites to Run Payroll
1. Attendance Record
2. Leave Record
3. Check the Personal Record before running the payroll.
4. Check whether the employee is applicable for all statutory compliances or not.
LEAVE POLICY:
Types of Leave:
1. Casual Leave
2. Sick Leave Paid Leaves
3. Earned/Privilege Leave
4. Maternity Leave Statutory
5. Extra Ordinary Leave
Casual Leave: As per the shops & establishments act, 12 days leave per year has to be given to an employee as a part of welfare measures.
Jan 26, Aug 15, and Oct 2 are statutory holidays for any industry. But for steel, chemical, and production industries, there is an exemption that if they cannot provide a holiday on those days, they can be given on other days.
An employee should not apply for leave both on Saturday and Monday; either of the days can be applied. Otherwise, Sunday is also considered as CL.
We cannot use these leaves as a right; approval should be given by the authority, i.e., department head or HR department.
Except for maternity leave, all other leaves are taken from the calendar year.
Absconding: Not intimating the department about the leave.
Extra Ordinary Leave: If the employee is really in a problem, they can apply for EOL when all other leaves have been exhausted.
Company Name
Name Empcode, Dept
Please grant me leave CL/SL/PL/ML/EOL from to.
Reason for leave.
Address
Signature of Emp Dept Head HR Dept
For HR Dept Use
Remaining Leaves
CL
SL
PL
ML
EOL
Format:
Earned / Privilege Leave: These leaves are given based on the number of days worked.
For every 20 days of the month – 1 day is statutory
For other 10 days – ½ day or 1 day depends on the company.
The employee should take approval 15 days in advance.
If the leave is approved, Sundays and holidays are also considered.
3 years' leave can be carried forward.
(Basic + DA/26)*No. of leaves remained will be paid at the time of retirement if an employee does not use these leaves.
Maternity Leave: These leaves are given to married women employees and are compulsory if the pregnancy is confirmed.
3 weeks after conceiving.
6 to 9 weeks after delivery.
Total salary should be paid for these leaves.
In case of miscarriage/abortion, 3 weeks leave should be given.
50% of the salary can be claimed from ESI.
We cannot suspend/dismiss/terminate when an employee is on leave.
This is How Payroll Looks Like
Total Pay Payable
Actual Actual Basic Other Number Basic Other
S.NO Name of the Employee Salary Salary Salary Allowances of days Basic Allow
Total Employer Employer Deductions
Net Payable
Gross share of P.F share of ESI Employee share P.F Prof. Employee Share Dedn.
Payable 13.61% on 4.75% on 12% of Tax ESIC Bus Canteen
(g)+(i) basic gross Basic(f)
How Pay Slip Looks Like?
Company Name
Emp Code: No. Of Days Paid:
Name: Leaves:
Designation: LOP:
Department:
Standard Salary Earned Salary Deductions Balance
Leave Balance Loans/Advances
Basic
HRA
DA
Other Allowances
CL
EL
SL
Taken Amt:
Installment Recovered:
Gross Sal Gross Sal Total Deducn Balance
Net Salary:
* We cannot deduct any Loan/Advances without receiving any proper Document/Approved letter from the authorized person.
LABOUR LAWS:
PAYMENT OF GRATUITY ACT, 1972:
Whether the employee is Temporary/Casual/Permanent works for 5 years in a company, they are eligible for gratuity under this Act. And the employee should be on rolls (permanent).
If not paid, penal charges and advocate charges incurred by the employee can be claimed from the employer.
Gratuity = Wages last drawn * (15/26) * No. of years
If the employee is associated with the company on a contract basis for 5 years, they can also claim the gratuity fund as per the Contract Labor Act.
STATUTORY COMPLIANCES
EMPLOYEE PROVIDENT FUND ACT, 1952
Coverage: If an establishment covers 20 employees at any point in a calendar year, then it should be covered under the EPF Act.
Applicability: Permanent, temporary, casual, daily wage, contract employees.
Eligibility: An employee who draws up to 6,500/- i.e., Basic / (Basic+DA) is eligible for EPF and is compulsory.
If an employee draws more than 6,500/-, it is optional.
Contribution:
Employer's contribution – 12% on Basic salary
Employee's contribution – 12% on Basic salary
Forms to be Submitted at PFC:
While an employee is joining, we have to let them fill Form 2 (revised) to get membership from the PFC (Nomination & Declaration form).
To inform that an employee left the organization, we have to submit Form 10 to PFC.
To inform that an employee has joined the organization, we have to submit Form 5 to PFC.
Form 9 is the register of employee PF A/C.
Monthly Returns: Form 12A(R) shows the total contribution of employer and employee towards EPF.
Before the 20th of every month, we have to pay the amount in the form of chalan (a Quadruplicate copy) at EPFC along with Monthly Returns, Form 5, and Form 10.
Chalan: We have to maintain 5 types of accounts.
A/C 1, 2, 10, 21 & 22.
A/C 1 shows the employee's share towards EPF i.e., 12% and employer's share towards EPF i.e., 3.67%.
Employers Contribution 12% is shared as
8.33% towards Pension Fund – A/C 10
3.67% towards EPF – A/C 1
12%
A/C 2 shows Admin Charges on employee contribution towards EPF i.e., 1.1%.
A/C 21 shows Admin Charges on employer contribution towards Pension Fund i.e., 0.5%
A/C 22 shows the employer contribution towards Employee Deposit Linked Insurance i.e., 0.01%.
Form 3A (Revised): At the end of every financial year, i.e., March 31, we have to submit this form at PFC. It contains the information (contributions) of a single employee for every month from the start of the financial year to the end of the financial year.
Form 6A: This shows the information of contributions which is calculated per year for all employees and to be submitted at the end of the financial year.
Form 10C / 10D is to be filled for claiming withdrawal benefit of Employee Provident Scheme.
Form 19 is to be filled for claiming withdrawal benefits of EPF when an employee retires.
Form 13 (Revised) is the application for transfer of EPF Account.
Form 31 is the application to be filled in order to take advance from the fund.
EMPLOYEE STATE INSURANCE ACT, 1948
ESI Hospitals/Dispensaries are built and maintained by the State Govt. But the contribution may be either from State/Central Govt.
Employees of ESI are appointed by the Central Govt.
Coverage: If an establishment has 20 or more employees and if that area is covered under ESI, then the establishment should cover under ESI Act.
The director will issue the notification whether that establishment has to cover or not. For every 6 km radius, a hospital/dispensary has to be maintained.
Eligibility: The employee who is drawing 10,000 or less as gross has to cover under this Act.
Exemption: (10,000 + washing allowance) is exempted to cover under ESI.
Contribution:
Employee's contribution – 1.75% on Gross salary
Employer's contribution – 4.75% on Gross salary
Forms to be Submitted:
For every 6 months, we have to submit the returns at the local office, ESIC, and bank.
Chalan we need to submit every month.
Form 3: It is a Declaration form which contains emp name, establishment code, DOJ, Address (Permanent, Temporary), establishment address, Family members details, signature of the employee, employer signature, photographs.
Once the employee joins within 10 days, we have to submit it at the local office and take the acknowledgment. Within 3 days of submission, the ESIC provides a temporary ID card and is allotted to the employee.
Form 7 Register of Employees
S.No ESI No Emp Name Jan
Feb Mar
No of days Sal paid ESIC employer contribution ESIC employee contribution
Total Wages
Employee Contribution
Employer Contribution
Date when ESI chalan was paid
Half Yearly returns – April to September, October to March Form 6 along with chalan.
50% of the salary is paid by the ESI if the person is on ESI leave.
In the case of the death of an employee, they will get a pension from ESIC.
PROFESSIONAL TAX
Since we are working and using all the amenities from the Govt bodies like Municipal Corporation, we have to pay the tax.
Authority:
ACTO (Assistant Commercial Tax Officer)
DCTO (Deputy Commercial Tax Officer)
This is not universal, differs from state to state. The director of the company has to pay 250 per year.
Form 5:
No of employees * amount
12*60 = 720
100*80=8000
Pay by DD or Pay Order/Cheque in favor of Assistant Commercial Tax Officer.
According to the area, ACTO will have circles at that place we have to pay this amount.
Income Tax exemption is available for PT.
By the 15th of every month, we need to clear.
Before January 2008 w.e.f 1st January 2009
1501 – 2000 16 1501 – 2000 0
2001 – 3000 25 2001 – 3000 0
3001 – 4000 35 3001 – 4000 0
4001 – 5000 45 4001 – 5000 0
5001 – 6000 60 5001 – 6000 60
6001 – 10000 80 6001 – 10000 80
10001 – 15000 100 10001 – 15000 100
15001 – 20000 150 15001 – 20000 150
Above 20000 200 Above 20000 200
Professional Charges:
Professional charges mean the amount which the company has to be paid to the Professional trainer after deducting the service charge i.e., 12% when it hires him/her from a consultancy/in temporary basis for a few days training programme to develop their employee's skills.
PERFORMANCE APPRAISAL & MANAGEMENT
1. Design the appraisal system as per the organizational needs?
2. Review the employee performance at frequent time intervals
3. At the end of the year, all the review results should be accounted for judging employee performance
Company Name
Appraisal Period From .... To ....
Name: Emp Code:
Designation: Dept:
Head Quarters: Division:
Reporting Manager: Designation:
Briefly describe your job responsibility
Key Result Areas Q1 Q2 Q3 Q4
Self Rating Manager's Rating
KRA1
KRA2
KRA3
KRA4
KRA5
Ratings:
5 – Excellent (Exceeding Expectations)
4 – Very Good (Reached Expectations)
3 – Good (Average)
2 – Below the Expectation
1 – Poor
Employee Signature Reviewer's Signature
Assessment Q1
Assessment Q2
Assessment Q3
Assessment Q4
Note: Behavioral Traits cannot be judged by ourselves; the third person (immediate manager) should judge.
Behavioral Traits: - Communication skills, Initiation, Team Working, Punctuality, Leadership.
TRAINING AND DEVELOPMENT
1. Identifying the training needs (through training needs analysis questionnaire)
Name: Dept:
Designation:
DOJ:
• Briefly describe job responsibilities
• What are the gaps you feel that are hindering their performance?
(a)
(b)
(c)
• Trainings you suggest
2. Compiling the Information
Emp Name Gaps Training suggested
1
2
3
3. Training Calendar for the Year
Sl.No Training Program Duration From....To.... No. of Employees Faculty/Trainer
4. A letter has to be sent to the Head of the Dept for the nomination of employees under him.
5. Post-training feedback has to be taken from the HOD (It takes 3 months to find the gaps)
Note: - A copy of the Training Record has to be kept in the personal file.
Objective: - The number of hours to be trained for each employee is 80/40/32 hrs.
EMPLOYEE RELATIONS:
To keep the employees retained, the company has to make the employees happy. There should not be any kind of gap between the departments. To achieve this, we arrange many programmes like
• Event Management – games
• Get together
• Picnics
• Holiday Parties
• Common lunch
Communication should be made continuously with employees to understand the grievances and address them.
EXIT INTERVIEWS:
When the employee submits their resignation, we conduct an exit interview to know the gaps and reasons for resigning.
Feedback should be given to the management so that they can make changes in the policy if necessary.
The exit interview should be taken 24 hours before their leaving/on the last day of their job.
We should give a questionnaire to the employee who is resigning to fill.
The HR Department is responsible for taking care of these things.
Regards, Sharath
From India, Bangalore
Acknowledge(1)Amend(0)
What is an HR Person Expected to Do?
1. Recruitment
• Recruitment: Attracting people to apply for the required vacancy.
• Selection Procedures: Through referrals, advertisements, job portals.
• Compensation Structure: Company policies (benefits, attrition management, employee relations).
• Salary Negotiation.
2. Induction
3. Payroll Process - Statutory compliances (PF, ESI, IT, Professional Tax), leave administration, leave enhancement.
4. Performance Management / Performance Appraisal
5. Training and Development
6. Exit of an Employee
RECRUITMENT
We receive the requirement from the required department first (indent from the department). It is issued by the department head to the HR department.
Human Resource Requisition Form (HRRF)
Position:
Reporting to:
Department:
Experience Level:
When the position is to be recruited:
Job Requirements:
Signature of the Department:
Approved By:
(Or)
Human Resource Requisition Form (HRRF)
Dept:
Position:
Reporting to:
Job Profile/Description:
Job Requirements – Qualification, Experience, Recruiting date/Onboard Time/Timelines/Deadlines.
Signature of the Department:
Approved By:
When We Will Get the Requirement
We will get the requirement in two cases – business expansion, exit of the employee (retirement, resignation, dismissal/termination).
An employee is dismissed only when they commit fraud. The character of the employee is focused here. If the conduct of the employee is bad, then we can dismiss them. When the person is dismissed, they will not receive any benefits except PF and ESI.
An employee is terminated when the management is not satisfied with their performance for the given period. They are eligible for all benefits provided by the company.
RECRUITMENT:
Before recruiting from other sources, we have to check whether we can promote internal employees or get any referrals from employees to motivate them. That would be cost-effective. We have one internal recruitment head and one external recruitment head in a company. For example, if we give the responsibilities of external recruitment to the internal recruitment head in their absence, we call it job enlargement, and it is cost-effective. Instead of appointing another one, we can give the responsibilities because they know all the procedures of the company.
How We Will Attract the Candidates
Through:
• Advertisement – Print Media, Portals, Electronic Media
• Job Postings
• Consultants – The terms and conditions with them should be in writing, like 8.33% on basic or on CTC.
• Employee Referrals
• Campus Recruitment – We should inform candidates about all the rounds in the interview process before starting.
- Fresher: Written, Marks, GD, Technical, HR (IT Industry)
- We have only a personal interview with the department head and senior HR manager (manufacturing industry).
- In the IT industry, HR can reject if they are not satisfied with the candidate, even if the candidate is technically sound.
- In the manufacturing industry, HR cannot reject if the candidate is technically sound.
• Internal Database
Offer Letter:
ET/HR/221/yr
Date:
To,
[Name]
Sub: -
Dear Mr. [Name],
• Brief in nature of the company
• Offer for the position
• Department
• Compensation Package
• Date of joining
• The documents to be submitted
Before offering employment (offer letter), we need to check the following things:
• Salary Slip / Pay Slip
• Bank statement for 3 months
• IT Returns
• Experience Certificate
Joining Formalities:
Checklist for New Joiners from Company Side:
1. Appointment Letter – Position, Reporting to, Salary Breakup, Terms, and Conditions.
Company Name
Name of the joiner: Department:
Position:
Reporting to:
Joining Date:
Department / Division:
Signature of the Joiner: Signature of Head
2. Joining Report
3. All types of forms like-PF form 2A revised (Membership), PF NSN (National Social Security Number), Bank Application, ESI Form 1, Insurance Policy Details Form (Accident / Medical).
4. Induction Manual
5. Induction Schedule
6. Seating Arrangement
7. Temp ID Card, Mail ID
8. Leave Application
Checklist for Joiner from Candidate:
1. Education Certificates
2. Experience, Relieving Letter
3. Salary Slip, Bank Statement
4. Photographs
5. Address Proof – Passport, Election ID
Probation Period: It's a 3 or 6 months period given to the candidate to check whether they can fulfill their job requirements. If the management is not satisfied with their performance, they can terminate the candidate.
Only if the candidate receives the appointment letter can we say it is an End-to-End Recruitment Process.
Appointment Letter
< letterhead >
Our Ref: Date:
Ms.
NRIC:
ADD:
Dear Ms. <Name>
RE: Letter of Appointment
The management has the pleasure of offering you an appointment as ______________ effective 15th August 2008. The appointment terms & conditions are as below:
PLACE OF WORK: ----< comp. name >
JOB DESCRIPTION: All aspects of administrative & clerical works in connections with accounts, Admin, purchasing.
REMUNERATION: Monthly basic salary is
PROBATION PERIOD: Three (36) months from the date of commencement. This period may be extended at the sole discretion of the management.
WORKING HOURS: 8.30 am to 5.30 pm (Monday to Friday)
LUNCH HOUR: One (1) hour between 1.00 pm to 2.00 pm.
PUBLIC HOLIDAY: You are entitled to ______ public holidays.
ANNUAL LEAVE: You are entitled to the following annual leaves upon completion of one full year of service in the company:
- 1 year & above but less than 2 years - ___ days
- 2 years & above but less than 5 years - ____ days
- 5 years & above - _____ days
MEDICAL BENEFIT:
- Less than 2 years - ¬¬_____ days
- 2 years & above but less than 5 years - ____ days
- 5 years & above - _____ days
MATERNITY LEAVE: Only confirmed female employees, who have served the company for (6) six months, are entitled to maternity leave of sixty days (60) consecutive days including rest days & public holidays.
COMPASSIONATE LEAVE: Death of parents, spouse, or child - 3 days
Death of brother or sister - 1 day
MARRIAGE LEAVE: Two (2) days after having served the company for at least one (1) year.
RETIREMENT: The employee shall retire at the age of 55. Voluntary retirement can be applied at the age of 50. No retirement pension will be offered other than retirement benefits given by the employees' provident fund.
EMPLOYEES PROVIDENT FUND: The employee is registered as a member of the employees' provident fund. Both the Company and the employee shall contribute to the fund in accordance with the Provision of the said fund.
OTHER TERMS & CONDITIONS: Other terms & conditions not stated in this letter shall refer to the company's rules & regulations, which may be revised from time to time.
Kindly confirm your acceptance of the aforesaid employment terms & conditions by signing and returning the duplicate copy of this letter together with one (1) copy of IC Photostat as soon as possible.
Thank you,
Yours faithfully,
(Comp. name)
<Director Name>
Director
I, <Person name> (NRIC: ....) hereby agree and accept the offer that is enforced by the aforesaid employment terms & conditions.
___________________
___________________
Signature date
SALARY BREAKUP: Components should not exceed more than 10 for an employee in their salary
Components (Monthly) Percentage
Basic Salary 40% - 50% on Gross Salary
HRA 40% on Basic Salary
Conveyance Allowance 800 PM
Education Allowance For 2 children within 1.0 lakh
Medical 15,000/- PA
Food Allowance Depends on company policy
Dearness Allowance Depends
Special Allowance Gross Salary - (BS+HRA+CA+EA+M+FA+FDA+DA+VDA)
Variable Pay (only in IT industry) 20% on Gross Salary
Fixed Dearness Allowance Some Fixed amount depends on the company.
Variable Dearness Allowance Depends on the inflation rate
--------------------------------------------
Monthly Gross Salary
--------------------------------------------
Annual Benefits (Monthly)
Leave Travel Assistance 1-month salary/12
Medical reimbursement Depends on company policy/12
Earned Leaves Depends on the left EL/12
Bonus/Exgratia Depends and will be paid at the end of the year
Gratuity If eligible, Amount/12
PF Employer Contribution Amount/12
-----------------------------------------
Monthly CTC
-----------------------------------------
FDA, VDA are given only in the manufacturing industry. All allowances are taxable.
If the house rent of the employee is less than 1 lakh PA, then they don't need to produce receipts. If it is more than 1.2 lakh, then they need to produce receipts, and 12.36% is charged as Service Tax.
Exemption from Tax deductions – max 2.5 lakh
Housing Loan – Max 1.8 lakh PA (40,000 as principal, 1,40,000 as interest)
Car Driver Maintenance Reimbursement.
INDUCTION
INDUCTION SCHEDULE:
Company name
We are pleased to inform you that __________________ has joined our Edutech family effective date.
In order to familiarize them with the process involved in our company, an induction schedule has been designed to facilitate the process as detailed below.
Time Session Objective Resource Venue
11th July 2005 (Monday)
9:30 am to 10:30 am
Enrolment
Paperwork, Intros, and Company Policy, Our values; our culture HR
10:30 am to 11:00 am
Introduction
Company profile/Structure (EDPL) HR
On Job
e-Learning industry/Project lifecycle & processes at EDPL
(1:00 pm – 2:30 pm Lunch)
On Job
Our major clients; geographies
On Job
Our Projects: demos
On Job
ID principal
On Job
Technical
On Job
Maintaining metrics – Quantity/Quality/Time
On Job
Quality Processes
We welcome them on board & request each one of the above Dept Head/Section In charge to brief them about their area of functions.
(Or)
Induction Schedule
Company Name
Name of the New Joiner:
Designation:
Department:
Date Department Person Responsible Time
1/12/1998 Production Abc 10:00 – 11:00
1/12/1998 Maintenance 11:00 – 12:00
1/12/1998 Accounts 12:00 – 1:00
Lunch Time 1:00 – 2:00
1/12/1998 Marketing 2:00 – 3:00
1/12/1998 Administration 3:00 – 4:00
INDUCTION REPORT:
It is the report which has to be collected from each department to know whether the new joiner is inducted or not and to know how well they have understood the company.
INDUCTION REPORT
Name of the New Joiner:
Department:
Timings:
Person involved in Induction Process:
1.
2.
Remarks from the New Joiner:
Signature of the Dept Head Signature of the New Joiner
INDUCTION FEEDBACK FORM: _________________
NAME OF THE PARTICIPANT:
EMPLOYEE CODE:
DEPARTMENT:
DATE/S OF THE PROGRAMME:
General Yes No
Were you able to locate the Venue easily and reach the place on time?
Are you now familiar with the Values, vision, and Mission of the organization?
Fair knowledge about the Company and its activities were gained?
Do you feel the speakers today were able to convey the message effectively?
Do you think any topic covered in today's programme needs more emphasis? If Yes, please specify:
•
•
06. Do you feel the Induction Programme serves a useful purpose?
Company's Policies & Procedures Yes No
01. Are you now aware of the Human Resource Policies and Procedures of our Company?
02. Are you clear about the Leave policy adopted by our organization?
03. Are you clear about the procedure involved in the Medical Insurance Claim?
04. Are you aware of whom you should contact in case of any problematic issues?
05. Are you clear with your salary breakup and Net Salary calculations?
06. Are you clear about the Organizational structure?
07. Are you clear with the Exit Policy and the notice period for an Employee's exit?
Overall:
01. How satisfied are you with the Company Induction Programme?
- Very Satisfied
- Somewhat Satisfied
- Dissatisfied
02. Any other comments/recommendations you would like to make:
(Signature of the Participant & Date)
Policy: The information is provided in the policy. Policy doesn't change from time to time. For example, the office time is 9:30 to 6:00.
Rule: It tells how to implement the things mentioned in the policy and the consequences if we deviate from the policy. Rules may change according to the situation. For example, how to come, what should be done to enter the gate, what are the consequences if one is not attending on time.
Responsibilities:
In the IT industry, the admin department is responsible for the creation as well as maintenance of amenities of employees like leave, water, electricity, toilets, CAB, attendance, security, housekeeping, statutory compliances, and attrition rate.
In the manufacturing industry, the HR person is responsible for maintaining amenities (administration) of employees also. But the creation is done by the civil department or the concerned department.
PAYROLL
What are the records an HR person should maintain?
1. Attendance Record with date of Joining
2. Personal file (with emp code) – offer letter, on which criteria this person has been selected, employment application (application blank), acceptance from the employee, application order, induction reports from different departments.
Emp code
Name:
Designation:
Dept:
DOJ:
3. Leave Record
4. Confidential file – increments, promotions, etc.
5. Statutory file/record – PF, ESI, Professional Tax.
6. Job description
Prerequisites to Run Payroll
1. Attendance Record
2. Leave Record
3. Check the Personal Record before running the payroll.
4. Check whether the employee is applicable for all statutory compliances or not.
LEAVE POLICY:
Types of Leave:
1. Casual Leave
2. Sick Leave Paid Leaves
3. Earned/Privilege Leave
4. Maternity Leave Statutory
5. Extra Ordinary Leave
Casual Leave: As per the shops & establishments act, 12 days leave per year has to be given to an employee as a part of welfare measures.
Jan 26, Aug 15, and Oct 2 are statutory holidays for any industry. But for steel, chemical, and production industries, there is an exemption that if they cannot provide a holiday on those days, they can be given on other days.
An employee should not apply for leave both on Saturday and Monday; either of the days can be applied. Otherwise, Sunday is also considered as CL.
We cannot use these leaves as a right; approval should be given by the authority, i.e., department head or HR department.
Except for maternity leave, all other leaves are taken from the calendar year.
Absconding: Not intimating the department about the leave.
Extra Ordinary Leave: If the employee is really in a problem, they can apply for EOL when all other leaves have been exhausted.
Company Name
Name Empcode, Dept
Please grant me leave CL/SL/PL/ML/EOL from to.
Reason for leave.
Address
Signature of Emp Dept Head HR Dept
For HR Dept Use
Remaining Leaves
CL
SL
PL
ML
EOL
Format:
Earned / Privilege Leave: These leaves are given based on the number of days worked.
For every 20 days of the month – 1 day is statutory
For other 10 days – ½ day or 1 day depends on the company.
The employee should take approval 15 days in advance.
If the leave is approved, Sundays and holidays are also considered.
3 years' leave can be carried forward.
(Basic + DA/26)*No. of leaves remained will be paid at the time of retirement if an employee does not use these leaves.
Maternity Leave: These leaves are given to married women employees and are compulsory if the pregnancy is confirmed.
3 weeks after conceiving.
6 to 9 weeks after delivery.
Total salary should be paid for these leaves.
In case of miscarriage/abortion, 3 weeks leave should be given.
50% of the salary can be claimed from ESI.
We cannot suspend/dismiss/terminate when an employee is on leave.
This is How Payroll Looks Like
Total Pay Payable
Actual Actual Basic Other Number Basic Other
S.NO Name of the Employee Salary Salary Salary Allowances of days Basic Allow
Total Employer Employer Deductions
Net Payable
Gross share of P.F share of ESI Employee share P.F Prof. Employee Share Dedn.
Payable 13.61% on 4.75% on 12% of Tax ESIC Bus Canteen
(g)+(i) basic gross Basic(f)
How Pay Slip Looks Like?
Company Name
Emp Code: No. Of Days Paid:
Name: Leaves:
Designation: LOP:
Department:
Standard Salary Earned Salary Deductions Balance
Leave Balance Loans/Advances
Basic
HRA
DA
Other Allowances
CL
EL
SL
Taken Amt:
Installment Recovered:
Gross Sal Gross Sal Total Deducn Balance
Net Salary:
* We cannot deduct any Loan/Advances without receiving any proper Document/Approved letter from the authorized person.
LABOUR LAWS:
PAYMENT OF GRATUITY ACT, 1972:
Whether the employee is Temporary/Casual/Permanent works for 5 years in a company, they are eligible for gratuity under this Act. And the employee should be on rolls (permanent).
If not paid, penal charges and advocate charges incurred by the employee can be claimed from the employer.
Gratuity = Wages last drawn * (15/26) * No. of years
If the employee is associated with the company on a contract basis for 5 years, they can also claim the gratuity fund as per the Contract Labor Act.
STATUTORY COMPLIANCES
EMPLOYEE PROVIDENT FUND ACT, 1952
Coverage: If an establishment covers 20 employees at any point in a calendar year, then it should be covered under the EPF Act.
Applicability: Permanent, temporary, casual, daily wage, contract employees.
Eligibility: An employee who draws up to 6,500/- i.e., Basic / (Basic+DA) is eligible for EPF and is compulsory.
If an employee draws more than 6,500/-, it is optional.
Contribution:
Employer's contribution – 12% on Basic salary
Employee's contribution – 12% on Basic salary
Forms to be Submitted at PFC:
While an employee is joining, we have to let them fill Form 2 (revised) to get membership from the PFC (Nomination & Declaration form).
To inform that an employee left the organization, we have to submit Form 10 to PFC.
To inform that an employee has joined the organization, we have to submit Form 5 to PFC.
Form 9 is the register of employee PF A/C.
Monthly Returns: Form 12A(R) shows the total contribution of employer and employee towards EPF.
Before the 20th of every month, we have to pay the amount in the form of chalan (a Quadruplicate copy) at EPFC along with Monthly Returns, Form 5, and Form 10.
Chalan: We have to maintain 5 types of accounts.
A/C 1, 2, 10, 21 & 22.
A/C 1 shows the employee's share towards EPF i.e., 12% and employer's share towards EPF i.e., 3.67%.
Employers Contribution 12% is shared as
8.33% towards Pension Fund – A/C 10
3.67% towards EPF – A/C 1
12%
A/C 2 shows Admin Charges on employee contribution towards EPF i.e., 1.1%.
A/C 21 shows Admin Charges on employer contribution towards Pension Fund i.e., 0.5%
A/C 22 shows the employer contribution towards Employee Deposit Linked Insurance i.e., 0.01%.
Form 3A (Revised): At the end of every financial year, i.e., March 31, we have to submit this form at PFC. It contains the information (contributions) of a single employee for every month from the start of the financial year to the end of the financial year.
Form 6A: This shows the information of contributions which is calculated per year for all employees and to be submitted at the end of the financial year.
Form 10C / 10D is to be filled for claiming withdrawal benefit of Employee Provident Scheme.
Form 19 is to be filled for claiming withdrawal benefits of EPF when an employee retires.
Form 13 (Revised) is the application for transfer of EPF Account.
Form 31 is the application to be filled in order to take advance from the fund.
EMPLOYEE STATE INSURANCE ACT, 1948
ESI Hospitals/Dispensaries are built and maintained by the State Govt. But the contribution may be either from State/Central Govt.
Employees of ESI are appointed by the Central Govt.
Coverage: If an establishment has 20 or more employees and if that area is covered under ESI, then the establishment should cover under ESI Act.
The director will issue the notification whether that establishment has to cover or not. For every 6 km radius, a hospital/dispensary has to be maintained.
Eligibility: The employee who is drawing 10,000 or less as gross has to cover under this Act.
Exemption: (10,000 + washing allowance) is exempted to cover under ESI.
Contribution:
Employee's contribution – 1.75% on Gross salary
Employer's contribution – 4.75% on Gross salary
Forms to be Submitted:
For every 6 months, we have to submit the returns at the local office, ESIC, and bank.
Chalan we need to submit every month.
Form 3: It is a Declaration form which contains emp name, establishment code, DOJ, Address (Permanent, Temporary), establishment address, Family members details, signature of the employee, employer signature, photographs.
Once the employee joins within 10 days, we have to submit it at the local office and take the acknowledgment. Within 3 days of submission, the ESIC provides a temporary ID card and is allotted to the employee.
Form 7 Register of Employees
S.No ESI No Emp Name Jan
Feb Mar
No of days Sal paid ESIC employer contribution ESIC employee contribution
Total Wages
Employee Contribution
Employer Contribution
Date when ESI chalan was paid
Half Yearly returns – April to September, October to March Form 6 along with chalan.
50% of the salary is paid by the ESI if the person is on ESI leave.
In the case of the death of an employee, they will get a pension from ESIC.
PROFESSIONAL TAX
Since we are working and using all the amenities from the Govt bodies like Municipal Corporation, we have to pay the tax.
Authority:
ACTO (Assistant Commercial Tax Officer)
DCTO (Deputy Commercial Tax Officer)
This is not universal, differs from state to state. The director of the company has to pay 250 per year.
Form 5:
No of employees * amount
12*60 = 720
100*80=8000
Pay by DD or Pay Order/Cheque in favor of Assistant Commercial Tax Officer.
According to the area, ACTO will have circles at that place we have to pay this amount.
Income Tax exemption is available for PT.
By the 15th of every month, we need to clear.
Before January 2008 w.e.f 1st January 2009
1501 – 2000 16 1501 – 2000 0
2001 – 3000 25 2001 – 3000 0
3001 – 4000 35 3001 – 4000 0
4001 – 5000 45 4001 – 5000 0
5001 – 6000 60 5001 – 6000 60
6001 – 10000 80 6001 – 10000 80
10001 – 15000 100 10001 – 15000 100
15001 – 20000 150 15001 – 20000 150
Above 20000 200 Above 20000 200
Professional Charges:
Professional charges mean the amount which the company has to be paid to the Professional trainer after deducting the service charge i.e., 12% when it hires him/her from a consultancy/in temporary basis for a few days training programme to develop their employee's skills.
PERFORMANCE APPRAISAL & MANAGEMENT
1. Design the appraisal system as per the organizational needs?
2. Review the employee performance at frequent time intervals
3. At the end of the year, all the review results should be accounted for judging employee performance
Company Name
Appraisal Period From .... To ....
Name: Emp Code:
Designation: Dept:
Head Quarters: Division:
Reporting Manager: Designation:
Briefly describe your job responsibility
Key Result Areas Q1 Q2 Q3 Q4
Self Rating Manager's Rating
KRA1
KRA2
KRA3
KRA4
KRA5
Ratings:
5 – Excellent (Exceeding Expectations)
4 – Very Good (Reached Expectations)
3 – Good (Average)
2 – Below the Expectation
1 – Poor
Employee Signature Reviewer's Signature
Assessment Q1
Assessment Q2
Assessment Q3
Assessment Q4
Note: Behavioral Traits cannot be judged by ourselves; the third person (immediate manager) should judge.
Behavioral Traits: - Communication skills, Initiation, Team Working, Punctuality, Leadership.
TRAINING AND DEVELOPMENT
1. Identifying the training needs (through training needs analysis questionnaire)
Name: Dept:
Designation:
DOJ:
• Briefly describe job responsibilities
• What are the gaps you feel that are hindering their performance?
(a)
(b)
(c)
• Trainings you suggest
2. Compiling the Information
Emp Name Gaps Training suggested
1
2
3
3. Training Calendar for the Year
Sl.No Training Program Duration From....To.... No. of Employees Faculty/Trainer
4. A letter has to be sent to the Head of the Dept for the nomination of employees under him.
5. Post-training feedback has to be taken from the HOD (It takes 3 months to find the gaps)
Note: - A copy of the Training Record has to be kept in the personal file.
Objective: - The number of hours to be trained for each employee is 80/40/32 hrs.
EMPLOYEE RELATIONS:
To keep the employees retained, the company has to make the employees happy. There should not be any kind of gap between the departments. To achieve this, we arrange many programmes like
• Event Management – games
• Get together
• Picnics
• Holiday Parties
• Common lunch
Communication should be made continuously with employees to understand the grievances and address them.
EXIT INTERVIEWS:
When the employee submits their resignation, we conduct an exit interview to know the gaps and reasons for resigning.
Feedback should be given to the management so that they can make changes in the policy if necessary.
The exit interview should be taken 24 hours before their leaving/on the last day of their job.
We should give a questionnaire to the employee who is resigning to fill.
The HR Department is responsible for taking care of these things.
Regards, Sharath
From India, Bangalore
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I am working in a software company as an HR assistant, and this is my first job. I do not have any practical knowledge, such as payroll, recruitment, etc. Now, my boss has asked me to handle the recruitment process, but I do not know how to start. Please provide me with your best support and guidance on how to begin this process. Thank you.
Regards
From India, Hyderabad
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Regards
From India, Hyderabad
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Steps to Overcome Job Search Anxiety in HR
Why be afraid to look into a mirror, especially when you bought it yourself? HR is vast and often so diversified that it creates anxiety among all. Hence, calm down.
Step 1 - Self-Reflection
Ask yourself what you seek first, and definitely not what the world is offering.
Step 2 - Networking
Create a network using social networking portals.
Step 3 - CV Refresh
Keep refreshing your CV on the job portals.
Step 4 - Direct Contact
Call employers upfront and seek vacancies.
Step 5 - Industry Expectations
Understand the expectations of various industries and employers.
Step 6 - Trend Identification
Identify the trends.
It's a practical approach. Just do it! God bless.
Regards,
Ranajit
From India, Pune
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Why be afraid to look into a mirror, especially when you bought it yourself? HR is vast and often so diversified that it creates anxiety among all. Hence, calm down.
Step 1 - Self-Reflection
Ask yourself what you seek first, and definitely not what the world is offering.
Step 2 - Networking
Create a network using social networking portals.
Step 3 - CV Refresh
Keep refreshing your CV on the job portals.
Step 4 - Direct Contact
Call employers upfront and seek vacancies.
Step 5 - Industry Expectations
Understand the expectations of various industries and employers.
Step 6 - Trend Identification
Identify the trends.
It's a practical approach. Just do it! God bless.
Regards,
Ranajit
From India, Pune
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There are many organizations that seek freshers for a variety of reasons. Look for such openings and apply for those positions. Learning is a continuous process in whichever organization you work; pick up new things, learn new activities, and one sure way to gain experience is: never say 'NO'! You can always tell your seniors that you are new to the role, and with proper guidance, you will be able to achieve new challenges. Being a newcomer, one can't be very choosy about roles, and you should grab each and every opportunity or role that comes your way. This way, you will be able to learn anything and everything about the HR domain.
Best wishes
From India, Bengaluru
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Best wishes
From India, Bengaluru
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I have completed my MBA and have 1 year of experience in HR. I am also interested in knowing how a person without any connections can secure a position in a reputable company, especially when many companies tend to fill vacancies internally through referrals. While it may be easier for a recruiter with an MBA to find opportunities, individuals looking to pursue a career in payroll may not have an equal chance.
Steps to Enhance Career Prospects
In such a situation, what steps should one take to enhance their prospects?
Thanks & Regards,
Aabha Kathait
From India, New Delhi
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Steps to Enhance Career Prospects
In such a situation, what steps should one take to enhance their prospects?
Thanks & Regards,
Aabha Kathait
From India, New Delhi
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In payroll, I need to know the percentages for PF, ESI, and Professional Tax, as well as the required forms details. Please search through the internet for information on MIS and saturation works.
Having a command of Excel is important. Try to learn ERP. If you learn ERP, you will understand how organizations are operating.
I have also recently joined.
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Regards.
From India, Bangalore
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Having a command of Excel is important. Try to learn ERP. If you learn ERP, you will understand how organizations are operating.
I have also recently joined.
Thank you.
Regards.
From India, Bangalore
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I think you might have a little idea about various terminologies of HR since you have completed PGDBA (HR). Generally, during your first interview, your HR knowledge is tested by the interviewer. So, my suggestion to you would be to go through the link below and revise concepts of HR thoroughly. Additionally, work on improving your soft skills while appearing for the interview. You might find some help through these tactics.
http://www.managementstudyguide.com/
Regards,
Garima
From India, Bhopal
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http://www.managementstudyguide.com/
Regards,
Garima
From India, Bhopal
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
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