Induction pack |

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Induction pack |

  1. 1. Welcome to IEC
  2. 2. What IEC Means• I Stands for Innovation.• E Stands for Excellence.• C Stands for Commitment
  3. 3. Mission “To create an ambience for Quality education, Training and research in the field of Science, Technology and Management, thus contributing towards building ofknowledge, industrial development and economic growth of the nation.”
  4. 4. Vision“To be a seat of world class education from where Technocrats and Managers would emerge empowered to face the challenges of ever changing society with courage, conviction and compassion.”
  5. 5. Introduction to IEC Group• IEC Group, found its genesis way back in the year 1981 when Sh. R.L. Gupta, laid the stone to found India Education Centre under his aegis with a dream to make India leader in Information Technology soon it become the frontrunner in imparting IT Education.• In year 1994 with aim of expansion it was corporatized and India Education Centre Ltd. was founded, later named IEC Software Ltd. and now IEC Education Ltd. (ISO:9001).• Having a market capitalization of over 500 crore rupees and one of the pioneers in India in the field of education.• IEC Education Limited is Listed on Bombay, Delhi, Jaipur Stock Exchange.
  6. 6. • Has been awarded various core ICT projects by Government of Madhya Pradesh, Rajasthan Government, Delhi Government taking the IEC aim of IT revolution from the flesh of cities to various small towns and rural areas.• Has enjoyed its global presence with 7 branches and over 275 franchisee centres in India and countries like Nepal, Maldives, Singapore and Oman.• IEC has trained more than Lac students through various programs.• Has also been part of various Global Projects Completed Successfully in the Past.
  7. 7. Milestones for IEC 1981 – IEC Group came into existence as an Association of Persons run and managed by Gupta Enterprises, a registered private family trust established by Mr. R.L Gupta and family. 1994 – Took upon corporate character after being incorporated as India Education Centre Limited (IECL), which took over IEC Owned by Gupta Enterprises. 1998 – IECL changed its name to IEC Software Ltd. and later on named IEC Education Ltd. 1999 – Vocational Educational Foundation (VEF) has already marked its entry in Education Sector by setting up IEC College of Engineering and Technology, Greater Noida which made phenomenal progress and has expanded its field to Pharmacy, Hotel Management and Management. 2012 – VEF in financial partnership with IEC Education limited established IEC University with its campus at Baddi, Himachal Pradesh.
  8. 8. What is VEF (Vocational Education Foundation)• VEF is a Non Profit Organization founded in 1989 to provide relevant and reliable education across India.• Has conducted 120 Vocational Programs to eliminate illiteracy, benefiting 5000 villagers.• In 1999, stepped into education sector and started IEC College of Engineering and Technology, Greater Noida.• Later on amalgamated the different colleges under the name of IEC Group of Institutions recognized by AICTE and PCI.
  9. 9. Management
  10. 10. IEC University“Sprawling over 14.5 acres and situated on the foothills of beautiful Shivalik Mountains, the University campus is an escape from the madding crowd. Lined with lush green trees, beautifully landscaped gardens and magnificently designed buildings with state-of-the-art facilities, IEC experience is truly international”
  11. 11. • To increase students’ employability and improve career prospects, VEF has come up with IEC University at Atal Shanti Kunj in Baddi, district Solan, Himachal Pradesh .• Aims to deliver multi-disciplinary world class education through effective and efficient processes so as to make it accessible to all sections of society.• The University offers an extensive range of multi-disciplinary courses through the following Institutions. IEC School of Engineering IEC School of Computer Courses IEC School of Commerce and Finance IEC School of Social Sciences IEC School of Business Management IEC School of Foreign Languages IEC School of Humanities IEC School of Allied Disciplines
  12. 12. IEC Group of Institutions
  13. 13. Courses Offered
  14. 14. Awards & Recognition
  15. 15. Accreditations & Affiliations
  16. 16. International Academic Collaborations
  17. 17. International & Industry Collaborations
  18. 18. IEC University
  19. 19. Expansion Activities• Engineering/Management College at Alwar (Rajasthan) & Nanowal (Punjab).• IEC College of Fine Arts.• IEC Institute of Health Sciences, Hamirpur (H.P)• IEC College of Dental Sciences, Hamirpur.• Schools in Solan, Alwar & Baddi.• IT Park at Noida etc.
  20. 20. Welcome To HR Zone E2E Guide(From Entry Till Eternity)
  21. 21. What is E2E ? “ E2E is an attempt to spell out everything that you should knowand all that you wanted to know but hesitant to ask regarding your career at IEC”
  22. 22. Warm Welcome• All Associates on their date of joining the organization will have to complete the joining formalities with Human Resources details of which will be there in the offer letter.• After completion of the Joining Formalities, assigning Employee codes, Bank Account & ID Card Processing and all other Formalities.• Inclusion of the New Joinees to Payroll System is done only on receipt of Offer Letter Acknowledgement.• Official E-Mail Id need to be generated for the new joinees.• Job Goals and Responsibilities need to be communicated to the new joinees with getting KRA Sheets acknowledged by the employee to make them clear about their Job Profile.• Business Cards will be issued to Associates from certain level only and the format will be uniform across all branches / designations
  23. 23. Organizational Culture
  24. 24. Discipline The company is interested in setting standards of behavior and performance by making associates know the discipline standards expected out of them. Maintaining discipline, by helping associates understand such standards, by examples, by training and by guidance. Some examples of standards are mentioned below• Acceptable levels of attendance – Time keeping, Days of sickness and informing the office of leave etc• Acceptable levels of performance - Accuracy, Speed of work, Quality of work etc.• Acceptable behavior in the workplace – Friendly, helping, co- operative, dependable etc.
  25. 25. Dress Code The company expects its associates to be neat & clean in their appearance and habits and to wear clothes that are suitable for their work.• On weekdays (Monday to Friday), dress code should be formal and strictly not casual except for Saturdays, where casual wear is allowed.• Sundays and national holidays, when an associate works due to importance and urgency then as well Semi Formals and casual wear is acceptable, provided there are no official meetings set during those days.• The usual dress code for men: Formal wears which include formal shirts and trousers, shoes, ID Card, professional hair cut and a clean shave.• For Ladies: Accepted Formal wears like formal suits, sarees or salwar- kameez alone would be allowed.Any deviation from the same, will be seriously viewed and action liable to be taken on the associate by the company
  26. 26. “ Smoking Is strictly prohibited in officepremises”“ Associates are responsible for complying with the company’s Drug-Free Workplace”“ Any associate found to be under the influence of drugs of any form during working hours will be dismissed”“ The decision is at the sole discretion of the management ”
  27. 27. Sexual Harassment• The aim of this policy is to promote an employment environment free of unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct or communications constituting sexual harassment.• In such cases, the concerned associates should inform the respective Department Head about the same.• The HR Department should be informed of the same and necessary action to be taken, incase the complaint is found to be true.• The action taken can vary from just a warning by the Department Head and HR and the Chairman can even go to the extent of termination of the concerned associates.
  28. 28. Disciplinary Procedure• This policy is to help and encourage all associates to achieve and maintain the desired standards of conduct and performance and to ensure consistency and fairness in the treatment of all employees in meeting those objectives.• Associates whose conduct or performance is below the standards required by the organization will be given the opportunity to improve before getting into serious difficulty by being offered advice and guidance or proper training.• If, despite informal discussions, conduct or performance does not meet acceptable standards then the associate will be given a formal oral warning by his/her Department Head.• In the case of oral warnings not serving the purpose, written warning will be given by the Department Head and a copy of the same sent to HR to be filed in the associate’s personal file.
  29. 29. • If the matters previously complained of have not been resolved or in the event of very serious misconduct, then the associate will be dismissed.• The dismissal decision will be taken in concurrence with the Management and HR. HR will issue a dismissal order signed by the Management.• Examples of conduct, which may lead to dismissal, following disciplinary action, are as follows Poor Attendance / Time keeping Unreasonable Absenteeism Poor Work Performance Carelessness / Negligence Refusal to obey reasonable instructions Behavior which is likely to disrupt working relationships or relationships with clients. Failure to observe health and safety requirements of the company. Disrespect to any one in the organization
  30. 30. Some examples of gross misconduct, which may lead to dismissal following disciplinary action, are as follows: Theft Fraud Assault on a colleague or client Gross negligence Serious disregard of Health and Safety requirements Sex or Race discrimination
  31. 31. Safety At work At IEC, Personal and professional safety is given preference over anything else so employees are expected to follow certain safety provisions for their personal and organizational well being.• Employees whose job profile necessitates the use of any form of safety precautions or provisions are expected to strictly adhere to the safety rules, wear and use personal protective equipment as needed and instructed and promptly report accidents, failing which management shall not responsible for any consequence or loss.• Any damage or loss of any safety equipments should definitely be informed to the Dept head immediately.• IEC also ensures adequate training in First Aid. If you are not confident on handling first aid, do not hesitate to send a requisition for First Aid training.• Each associate is responsible for performing his/her responsibilities in a safe manner that will not endanger the other associates
  32. 32. Personal Safety and Safety in the Public:• Employees having two or four wheelers are expected to have a driving license and other necessary documents.• Employees using two wheelers while on duty are expected to wear helmets without fail.• Please follow all traffic rules, public safety rules and measures without fail.• The company will not be responsible for any consequence arising out of violating any of the above.
  33. 33. “ The office space provided to the associates for the smooth functioning of the company should be maintained clean”“ The company recognizes talent and capacity irrespective of the Gender, Creed, Caste etc and rewards the same appropriately”“ The company does not encourage / employ child labour and employment of minors”“ Associates are not supposed to bring children with them to work on regular working days”“ Confidentiality of data related to Company, its activities, business etc. should be maintained in the interest of the company as well as the individual”
  34. 34. Performance Appraisal• The organization conduct performance appraisals for Associates every year during June for non faculty positions and at a regular interval for faculty positions but increment will happen only once annually, depending upon the revenue generated.• The Performance Appraisal and Development Systems will be initiated by Human Resources at least a month prior to the appraisal falling due.• Appraisal forms available with HR Department for all Associates whose appraisal falls due will be distributed to the Associate, through the respective Human Resources facilitators and Department Heads.• Form is to be returned to the HRD at least 3 days before the review date to the Department Head.• The communication pertaining to the change in the salary, Level, Designation etc. are communicated to through the Appraisal Letter.• % of increase in salary is subject to management decision made based on the observations done on the Associates’ performance, behavior in the working place and various other aspects.• If performance is not satisfactory, the appraisal may be postponed to a later date/period, which is purely at the discretion of the Management.
  35. 35. Information at a glance• Working Days/Hours - 9.30 am to 6.00 pm – Monday to Saturday. If the company is working in the shifts, the shifts time will be announced in advance.“On regular working days, late comings after 09.45 pm for more than 3 days in a month will be considered as half day unapproved/unpaid leave and leaving office before 5.45 pm will also be considered as a half day leave”“The Company may at its discretion change the working hours and introduce shift working to meet exigencies of business”“The company at its discretion may change the weekly off day”“Some functions require the presence of employees round the clock- seven days a week. The heads in the respective functions/departments will be responsible for organizing that”
  36. 36. • Attendance Procedure – All Associates of the company must register their attendance and record their movement during office hours. Associates are required to register their attendance in the register kept in the front office for the purpose. Associates must also register their " INTIME " & " OUTTIME " in the Register whenever they enter or exit the office premises. The H R associate is responsible for the maintenance and monitoring Attendance & Movement Register. The HR associates will be responsible for maintaining the Movement Register. Associates coming late more than the permissible number of times and want to avoid acquiring loss of pay due to the accumulated late comings can do so by giving a leave letter for half a day, on the same day. Associates who go on official duty direct from their house in the morning should fill in the movement register in order to mark "OD" against their name in the attendance register, failing which the same will be considered late.
  37. 37. • Leaves – An employee will be eligible for 12 casual Leaves and 15 Earned Leaves annually. Associates on probation can avail only casual leaves and after probation confirmation, they become eligible for E.L as well. Employees also have option to get the E.L’s encashed at the end the year.• Probation - New Joiners would be put on probation for a period of 12 months which can be extended further subject to the performance of the individuals or service may be terminated at 24 hours notice. However, it is in the discretion of the management, that the probationary period of associates might be brought down or further extended and the management will decide this case to case. The associates cannot claim this as their right.
  38. 38. • Holidays – The list of National Holidays and Festival Holidays, which will be observed by the company every year, will be announced at the beginning of the year and will be applicable, as indicated therein. This list of holidays for the year will be put on the Notice Board latest by January 5th every year. The HR Department, with the consent of CEO, would incorporate the necessary changes, if required. Holidays which were not /cannot be declared at the beginning of the year, while deciding the holiday calendar for the year, will be declared as and when the need arises. On events like a strike, death of an important political person or a VIP and climatic fluctuations like storm, floods etc… holidays can be declared on the spot by the management. This decision is purely at the discretion of the management and any associate cannot claim this as his / her right to ask for the same.
  39. 39. • Lunch Timings – A lunch time of 30 minutes can be availed anytime between 1.00 p.m to 2.30 p.m. The company discourages frequent breaks taken during office hours for the consumption of tea / coffee outside the office. Incase of any associate feeling sick, drowsy or any other ailment that is temporary, he / she can take rest for sometime within the office premises barring which any other form of rest is disallowed.• Salary Slip – Each associate has to receive the salary slip every month along with monthly salary. It is mandatory that each associate has to collect the monthly salary slip from HR within 5 days from the date of receipt of the salary . If there is any deviation/ mistake in the salary slip, must inform to HR within 5 days from the receipt of the same.
  40. 40. • Notice Board – In order to keep the associates updated on the various events happening in the company, a notice board is maintained. The notice board should be in a prime area in the office. The notice board should be used as a positive tool to increase / encourage associates’ morale and should not be used for wrong purposes i.e. abusing others and other cheap activities. Any violation on the above policy will be seriously viewed by the management.
  41. 41. Compensation & Allowances
  42. 42. • Payment of Salary & Allowances –All fixed payments would be credited along with the salary by Tenth of every month.• On-Duty Travel Allowance/Travel Policy – On Duty Travel Allowance/Travel Policy details would be specified in the form meant for the same. Prior Approval / Tour sanction need to be got from Dept Head / Management and submitted to the Accounts dept to claim travel allowance. On returning back, Travel Expenses statement has to be submitted to Accounts within 2 days of returning.• Medical Insurance
  43. 43. Separation
  44. 44. Resignation• An associate resigning from the services of the organization shall submit a letter of resignation giving notice as per the terms of employment.• Resignation letter along with recommendations / comments of the Department Head/Reporting Authority, should be sent to the HR Department for further processing.• An Associate must submit the Clearance Form from all concerned to enable the management to relieve him/ her.• An Exit Interview shall be conducted by the Departmental Head and the Human Resources separately.
  45. 45. Notice Period• Notice Period of 1 month at least need to be served before formal relieving.• Leave is not permitted during the notice period.• The notice period of all associates of all levels is at the sole discretion of the management.• Unless the notice period is served, relieving order and experience certificate will not be given to the employee.
  46. 46. Exit Interview• The Department Head would contact Human Resources as soon as he/she learns of a resignation and communicate to Human Resources the last day to be worked.• The Human Resources, in consultation with the Department Head/Management, will decide on the last date till which the associate is expected to work as per the agreed terms.• Human Resources will conduct an exit interview with the separating employee.• Human Resources will schedule an exit interview with the employee after receiving the Clearance Form from the Department Head.• Human Resources, during the Exit Interview will get all the above- mentioned points cleared and the separating associate should sign the Exit Interview Sheet, countersigned by the HR person in charge.
  47. 47. • Termination -“The company may terminate the services of an associate for reasons of non-performance / gross misconduct / misappropriation”• Settlement – Settlement for the associates who cease to be in the services of the company will be made subject to the meeting of all criteria specified therein. HR Department will ensure that the Full & Final Settlement process is completed . Resigned employees must contact only the HR Department for clarifications on their settlement.
  48. 48. THANK YOUFor further Queries, feel free to contact the HR Department

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