Hr policies
Upcoming SlideShare
Loading in...5
×
 

Like this? Share it with your network

Share

Hr policies

on

  • 4,501 views

 

Statistics

Views

Total Views
4,501
Views on SlideShare
4,501
Embed Views
0

Actions

Likes
1
Downloads
166
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

Hr policies Presentation Transcript

  • 1. HR POLICIES AT AVIVA BY- PIYUSH PANPALIA
  • 2. OVERVIEW
    • Aviva is UK’s largest and the world’s fifth largest insurance Group.
    • Aviva has a 35 million-customer base worldwide. It has more than £332 billion of assets under management.
    • In India, Aviva has a joint venture with Dabur , one of India's oldest, and largest Group of companies
    • Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.
  • 3. OBJECTIVES OF THE STUDY
    • It aims to study an understanding to which the employees are satisfied under the human resource system of the organization.
    • To study the human resource needs of an organization.
    • To study the main processes of employee resorting and development.
    • To know whether employees are aware of these polices and are deriving benefits for themselves as well as for the company.
  • 4. Hr policies
    • The establishment of policies can help an organization demonstrate that it meets requirements for diversity, ethics and training.
    • PURPOSE OF HR POLICIES:
      • To be clear with employees
      • The nature of the organisation
      • What they should expect from the company
      • What the company expects of them
      • How policies and procedures work at the company
      • What is acceptable and unacceptable behaviour
  • 5. HR POLICIES at aviva
    • ATTENDANCE POLICY
    • FUEL REIMBURSEMENT POLICY
    • TELEPHONE REIMBURSEMENT POLICY
    • LEAVE POLICY
    • CASH HANDLING BY SALES STAFF POLICY
    • STATIONARY POLICY
    • TRAVEL POLICY
    • TRANSFER POLICY
  • 6. ATTENDANCE POLICY
    • This policy helps to create awareness & communicate the attendance guidelines to all employees of Aviva Life Insurance.
    • SALIENT FEATURES
      • Offline attendance
      • AR( Attendance Regulation)
      • LR (Leave Regulation )
      • Any other AR(Attendence Regularization) OR LR (Leave Regularization )
  • 7. FUEL REIMBURSEMENT POLICY
    • Employees can claim the fuel expenses incurred during the tenure of his/her association with Aviva Life Insurance.
    • Does not cover repairs , maintenance ,toll or parking charges incurred on he vehicle.
    • Employee can exhaust their fuel reimbursement limit in maximum 12 claims.
    • Any unclaimed/balance amount for the respective financial year will be paid to the employee in the March salary which will be subject to income-tax.
  • 8. TELEPHONE REIMBURSEMENT POLICY
    • Through this policy employees can claim the Telephone bill expenses incurred during the tenure of his / her association with Aviva Life Insurance.
    • The reimbursement can be claimed only for the connection either landline or mobile and the same connection should remain constant at least for one financial year.
    • This needs to be registered on the employees name.
    • One can exhaust the Telephone bill reimbursement limit in maximum 12 claims.
  • 9. LEAVE POLICY
    • There are different kinds of leave provided in AVIVA:
      • Privilege Leave
      • Sick Leave
      • Casual Leave
      • Maternity Leave
  • 10. CASH HANDLING BY SALES STAFF POLICY
    • If the forms are incomplete and returned by operations or if the sales staff could not make it before the cash timings , then he needs to ensure that the money is returned with proposal form to concerned Customer/FC/Corporate Agent the same day itself.
    • Needs to inform that money is not kept with him in the event of the proposal not being logged in with operations. Violation of the same will be the sole responsibility of the individual sales staff and any loss will have to be borne by him.
  • 11. STATIONARY POLICY
    • This policy keep the track of the consolidated periodic stationary requirement of a department , from both expenses and budget point of view
    • Departments would generate their own stationary requisition.
    • Requisition must be authorized by the Department head.
    • All requisition forwarded to Administration for consolidation.
    • Administration will execute the supply within a day or two, according to Department’s requisition.
  • 12. TRAVEL POLICY
    • An employee has to travel for business purpose hence travel should be consistent with the needs of the business and should be used to accomplish the business objective in the most efficient manner.
    • This policy can be in 2 forms:
      • Local Conveyance
        • Mode & class of travel
        • Company owned car
      • Outstation Travel
        • Policy for outstation business travels
        • Expenses that are permitted on outstation travel
  • 13. TRANSFER POLICY
    • To provide guidelines to employees about the rules governing the transfer of the employees.
    • TYPES OF TRANSFERS :
      • Transfer executed by the company to meet business requirements of the company as per the terms of the employment.
      • A transfer arising out of the internal recruitment process.
      • A transfer requested by the employee on the grounds of his personal reasons by way of formal application & which is accepted by the company.
  • 14. Research methodology
    • It also aims to collect more detailed information on the subject of training and development itself.
    • PRIMARY DATA:
    • The primary data was collected through personal interviews with the employees through questionnaires.
    • SECONDARY DATA:
    • The secondary data was collected through internet and various broachers & pamphlets.
  • 15. DATA INTERPRETATION & DATA ANALYSIS
    • Q1. Are the new employees provided with any policy brochure?
    • YES-75%
    • NO-25%
    • Q2. Does your organization formally recognize the field employees with the 10-15 years of service?
    • YES- 90%
    • NO- 10%
  • 16.
    • Q3. Are you aware of any Grievance policy in the organization?
    • YES -80%
    • NO -20%
    • Q4. If yes, are you satisfied with it?
    • YES – 60%
    • NO – 40%
  • 17.
    • Q5. Are you satisfied with the disciplinary policy system?
    • YES-75%
    • NO-25%
    • Q6.Do you feel that your job is secured on the basis of the hr policies that the organization follows?
    • YES-90%
    • NO-10%
  • 18.
    • Q7. Are you allowed to free your voice on any opinion through any policy?
    • YES-40
    • NO-60%
    • Q8.Are the performance appraisal reports in the organization are based on objective assessment and adequate information?
    • YES-100%
    • NO-0%
  • 19.
    • Q9.Do you want any other member to be covered under the mediclaim policy except the members who are already covered ?
    • YES-40% NO-60%
    • Q10. Are you in favor of introducing Domestic relocation policy in the organization?
    • YES-50% NO-50%
  • 20.
    • Q11. Is it mandatory for you to wear formals during working hours?
    • YES-75% NO-25%
    • Q12. Do you want that a policy on sexual harassment should be followed by the organization?
    • YES-60% NO-40%
  • 21.
    • Q13. Do you have a formal or informal orientation program for the new employees?
    • YES-95% NO-5%
    • Q14. Do you have a written safety program and policy for your company?
    • YES-85% NO-15%
  • 22.
    • Q15. . Does your company offer a pension or retirement savings plan or profit sharing plan for field employees?
    • YES-35% NO-65%
  • 23. Recommendations
    • I believe to create a formal enviornment employee must be asked to wear a proper formal wear.
    • The “Green Page” should include all the policies that run in the organization rather than telling about those policies to the employees verbally.
    • Need to develop consultation/awareness program to assist the employees for their better understanding of the policies.
    • I would recommend that while dealing with the complaints anonymity should be maintained.
  • 24.
    • Thank you