All employees, including probationers and permanent staff, as well as all branches, are covered under this policy.
Human Resource Policy
1. Attendance
1.1. An employee is expected to report to work on time and remain on the job throughout regular work hours.
1.2. If an employee knows they will be late or absent from work, they must inform their supervisor as far in advance of the start of the workday as possible.
1.3. If an employee has an urgent reason for leaving work, they must have permission from their supervisor or department head.
1.4. Attendance will be calculated by our fingerprint device and hard copy. Both should match.
2. Job Responsibilities
2.1. We expect all employees to work with sincerity.
2.2. Higher authority or department head will assign the employee's daily scheduled job.
2.2.1. If the higher authority or department head is unable to assign the job to that employee, then they must complete their regularly scheduled job.
2.2.2. Employees must find their pending job and complete it on time.
2.3. Employees must complete their daily job on time and give a report to their senior or department head.
2.4. If an employee fails to complete their daily scheduled job, they must provide a written statement with the reason for not completing the job.
2.5. While on duty, employees are not allowed to use personal laptops, mobile devices, etc. They are also not allowed to bring or use any kind of removable device.
2.6. If any employee does not obey this rule and is found responsible, the company will take immediate action against that employee as per clause 6 (Employee Termination).
2.7. All employees will work for 8 hours, and for the remaining 2 hours, they must solve any customer's pending issues before leaving the office.
3. Salary/Bonus/Increment & Others
3.1. Salary
3.1.1. The employee will receive their basic salary, calculated based on their attendance sheet and our biometric machine. If any employee is absent without notification, it will be deducted from their monthly salary.
3.1.2. Employees in the probation period will not receive any increment or bonus during the first 3 months of service.
3.1.3. After completing the 3-month probation period, if the management is happy with their performance, they might receive an increment, but it depends on the employee's performance as per clause 5 (Employee Performance).
3.1.4. If any employee is absent for more than 10 days without notification, the company will deduct their earned leave if they have one, or else all the leave will be unpaid and deducted from the monthly salary.
(Continued in the next section...)
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Human Resource Policy
1. Attendance
1.1. An employee is expected to report to work on time and remain on the job throughout regular work hours.
1.2. If an employee knows they will be late or absent from work, they must inform their supervisor as far in advance of the start of the workday as possible.
1.3. If an employee has an urgent reason for leaving work, they must have permission from their supervisor or department head.
1.4. Attendance will be calculated by our fingerprint device and hard copy. Both should match.
2. Job Responsibilities
2.1. We expect all employees to work with sincerity.
2.2. Higher authority or department head will assign the employee's daily scheduled job.
2.2.1. If the higher authority or department head is unable to assign the job to that employee, then they must complete their regularly scheduled job.
2.2.2. Employees must find their pending job and complete it on time.
2.3. Employees must complete their daily job on time and give a report to their senior or department head.
2.4. If an employee fails to complete their daily scheduled job, they must provide a written statement with the reason for not completing the job.
2.5. While on duty, employees are not allowed to use personal laptops, mobile devices, etc. They are also not allowed to bring or use any kind of removable device.
2.6. If any employee does not obey this rule and is found responsible, the company will take immediate action against that employee as per clause 6 (Employee Termination).
2.7. All employees will work for 8 hours, and for the remaining 2 hours, they must solve any customer's pending issues before leaving the office.
3. Salary/Bonus/Increment & Others
3.1. Salary
3.1.1. The employee will receive their basic salary, calculated based on their attendance sheet and our biometric machine. If any employee is absent without notification, it will be deducted from their monthly salary.
3.1.2. Employees in the probation period will not receive any increment or bonus during the first 3 months of service.
3.1.3. After completing the 3-month probation period, if the management is happy with their performance, they might receive an increment, but it depends on the employee's performance as per clause 5 (Employee Performance).
3.1.4. If any employee is absent for more than 10 days without notification, the company will deduct their earned leave if they have one, or else all the leave will be unpaid and deducted from the monthly salary.
(Continued in the next section...)
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The HR policy provided covers various aspects of attendance, job responsibilities, salary, bonus, increment, and other areas. Here are some key points to consider for improvement:
1. Clarity and Consistency: Ensure that all policies are clearly defined and consistently applied across all employees and branches to avoid confusion and discrepancies.
2. Communication: Emphasize the importance of effective communication between employees and supervisors regarding attendance, job duties, and any issues that may arise.
3. Performance Evaluation: Implement a structured performance evaluation process to assess employees based on predefined criteria, including attendance, job responsibilities, attitude, and client interactions.
4. Training and Development: Offer training programs to enhance employee skills and knowledge, leading to improved job performance and job satisfaction.
5. Employee Termination: Clearly outline the reasons for employee termination and the steps involved in the process to ensure fairness and compliance with labor laws.
6. Feedback Mechanism: Establish a feedback mechanism where employees can provide suggestions, raise concerns, and seek clarification on HR policies and procedures.
By addressing these areas and continuously reviewing and updating the HR policy, the company can create a more conducive work environment that promotes employee engagement, productivity, and satisfaction.
From India, Gurugram
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741. Clarity and Consistency: Ensure that all policies are clearly defined and consistently applied across all employees and branches to avoid confusion and discrepancies.
2. Communication: Emphasize the importance of effective communication between employees and supervisors regarding attendance, job duties, and any issues that may arise.
3. Performance Evaluation: Implement a structured performance evaluation process to assess employees based on predefined criteria, including attendance, job responsibilities, attitude, and client interactions.
4. Training and Development: Offer training programs to enhance employee skills and knowledge, leading to improved job performance and job satisfaction.
5. Employee Termination: Clearly outline the reasons for employee termination and the steps involved in the process to ensure fairness and compliance with labor laws.
6. Feedback Mechanism: Establish a feedback mechanism where employees can provide suggestions, raise concerns, and seek clarification on HR policies and procedures.
By addressing these areas and continuously reviewing and updating the HR policy, the company can create a more conducive work environment that promotes employee engagement, productivity, and satisfaction.
From India, Gurugram
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