The document outlines the various human resource duties and responsibilities of a MOD HR at Cinepolis cinema. It includes details of recruitment processes like interviews, reference checks, and joining formalities. It also describes employee orientation, uniform distribution, payroll management, training programs, and generating various reports. Maintaining personnel files, statutory compliances, and employee welfare activities are also part of the outlined responsibilities.
This document outlines the recruitment policy and procedures of the University of Derby. It aims to recruit staff with the necessary skills to fulfill the university's objectives in a fair and effective manner consistent with equality and diversity policies. The key steps of the recruitment process include justification for recruitment, filling the vacancy, advertising, candidate selection including shortlisting and interviews, making an appointment offer, maintaining confidentiality, and monitoring equality and diversity statistics. Interview panels must consider all candidates equally and document their selection process.
Probationary Employees: Probation Period and Standards. Philippine Labor Law is strict on the rules of probationary employment. Non-compliance thereof will result in regular employment.
In this file, you can ref useful information about confidential report in performance appraisal such as confidential report in performance appraisal methods, confidential report in performance appraisal tips, confidential report in performance appraisal forms, confidential report in performance appraisal phrases … If you need more assistant for confidential report in performance appraisal, please leave your comment at the end of file.
The document discusses performance appraisal, including definitions, objectives, processes, interviews, feedback, evaluation methods at Pharmaniaga, and traditional vs modern methods. Performance appraisal is defined as a formal process to observe and evaluate employee performance. The objectives are to identify, develop, and improve employee and organizational performance. The process involves establishing standards, measuring performance, comparing to standards, and providing feedback. Performance interviews and feedback are important parts of the process.
This document discusses key performance indicators (KPIs) for human resources managers. It provides information on developing KRAs and KPIs for HR managers, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document recommends that KPIs be clearly linked to strategy and focus on 3-5 key areas. It directs the reader to an external website for additional HR manager KPI samples and materials.
The document discusses performance appraisals, including their purpose, prerequisites, basic steps, and methods. Some key points:
1. Performance appraisals systematically evaluate employee performance and potential, with purposes like determining pay, promotions, training needs, and effectiveness of HR programs.
2. Prerequisites for effective appraisals include documentation, standards, simple formats, evaluation techniques, communication, and reducing personal bias.
3. Basic steps in appraisals include ongoing observations and feedback, an annual review, and rewarding meeting performance standards.
4. Modern appraisal methods include management by objectives, 360 degree feedback, and assessment centers. TCS conducts two appraisals annually and bases them on
This document provides an overview of performance management. It begins with definitions of key terms like performance and performance management. It then outlines the typical phases of a performance management process: planning, monitoring, and reviewing. It discusses techniques like setting performance standards, providing feedback, and 360-degree assessments. The document also covers advantages and potential problems in implementing performance management systems. Finally, it provides specifics on how performance management is implemented at M&M Ltd, including how they set goals at the business, department, and individual level using a balanced scorecard approach and multi-step process.
This document outlines the recruitment policy and procedures of the University of Derby. It aims to recruit staff with the necessary skills to fulfill the university's objectives in a fair and effective manner consistent with equality and diversity policies. The key steps of the recruitment process include justification for recruitment, filling the vacancy, advertising, candidate selection including shortlisting and interviews, making an appointment offer, maintaining confidentiality, and monitoring equality and diversity statistics. Interview panels must consider all candidates equally and document their selection process.
Probationary Employees: Probation Period and Standards. Philippine Labor Law is strict on the rules of probationary employment. Non-compliance thereof will result in regular employment.
In this file, you can ref useful information about confidential report in performance appraisal such as confidential report in performance appraisal methods, confidential report in performance appraisal tips, confidential report in performance appraisal forms, confidential report in performance appraisal phrases … If you need more assistant for confidential report in performance appraisal, please leave your comment at the end of file.
The document discusses performance appraisal, including definitions, objectives, processes, interviews, feedback, evaluation methods at Pharmaniaga, and traditional vs modern methods. Performance appraisal is defined as a formal process to observe and evaluate employee performance. The objectives are to identify, develop, and improve employee and organizational performance. The process involves establishing standards, measuring performance, comparing to standards, and providing feedback. Performance interviews and feedback are important parts of the process.
This document discusses key performance indicators (KPIs) for human resources managers. It provides information on developing KRAs and KPIs for HR managers, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document recommends that KPIs be clearly linked to strategy and focus on 3-5 key areas. It directs the reader to an external website for additional HR manager KPI samples and materials.
The document discusses performance appraisals, including their purpose, prerequisites, basic steps, and methods. Some key points:
1. Performance appraisals systematically evaluate employee performance and potential, with purposes like determining pay, promotions, training needs, and effectiveness of HR programs.
2. Prerequisites for effective appraisals include documentation, standards, simple formats, evaluation techniques, communication, and reducing personal bias.
3. Basic steps in appraisals include ongoing observations and feedback, an annual review, and rewarding meeting performance standards.
4. Modern appraisal methods include management by objectives, 360 degree feedback, and assessment centers. TCS conducts two appraisals annually and bases them on
This document provides an overview of performance management. It begins with definitions of key terms like performance and performance management. It then outlines the typical phases of a performance management process: planning, monitoring, and reviewing. It discusses techniques like setting performance standards, providing feedback, and 360-degree assessments. The document also covers advantages and potential problems in implementing performance management systems. Finally, it provides specifics on how performance management is implemented at M&M Ltd, including how they set goals at the business, department, and individual level using a balanced scorecard approach and multi-step process.
The document discusses performance appraisal, which is a method for evaluating an employee's performance in areas such as quality, quantity, cost and time. It outlines several aims of performance appraisal including providing feedback to employees, identifying training needs, and forming the basis for personnel decisions. The document also discusses different performance appraisal methods such as management by objectives and 360 degree feedback, which involves collecting feedback from subordinates, peers and managers. It notes debates around performance appraisal and both benefits and challenges to implementing 360 degree feedback in organizations.
Grain Mills Pvt. Ltd. is a leading manufacturer of wheat products in India. The company was incorporated in 1995 and has its headquarters in Indore. It has two manufacturing units located in Udaipur with a total of 53 employees. The company produces a variety of wheat products including flour, semolina, and wheat bran. It sources wheat directly from farmers and traders to ensure quality. The document outlines the organizational structure of the company and provides details on the roles and responsibilities of key managers in different departments, including production, sales, finance, and human resources.
(1) The document is an employee performance appraisal form evaluating an employee's performance over a review period.
(2) It contains sections for the employee to describe their responsibilities, accomplishments, and goals, and for the manager to rate the employee on various performance criteria on a scale of 1-10.
(3) The manager also provides comments on the employee's performance and an overall performance rating, and makes recommendations for training, promotion, etc.
This document provides information and resources for evaluating the performance of a skilled laborer, including:
1. Sample performance appraisal forms and methods for evaluating a skilled laborer, such as management by objectives and critical incident reports.
2. Examples of positive and negative phrases to use in evaluating different performance factors such as attitude, decision-making, and teamwork.
3. An overview of the top 12 methods for skilled laborer performance appraisal, including management by objectives, critical incident reports, behaviorally anchored rating scales, and 360 degree feedback.
Mr. Mahesh C. Kutal has worked as a coating inspector at GMMOS since May 2011. His responsibilities included inspecting blasting and painting activities, ensuring quality, reporting non-conformances, testing painted materials, offering inspections to clients, and reviewing/signing documents. On July 9, 2011, he handed over these responsibilities to Mr. Srinivasarao Indana.
The document presents information on using the point method for job evaluation. It discusses how the point method works by breaking jobs down into factors that are assigned point values. The factors include skill, effort, responsibility, and job conditions. Jobs are evaluated and graded by adding up the total points for all factors. The point method provides a systematic and explainable way to determine the relative worth of jobs.
The document provides a template for an HR manager's key performance indicator (KPI) table. It includes instructions on defining key result areas, selecting KPIs, assigning weights and targets for each KPI, tracking actual results, calculating scores, and using the final score to determine bonuses, salary increases, and promotions. The template and additional HR tools can be downloaded from www.exploreHR.org.
The employee Ashish K Srivastava has been re-designated from his current role to Assistant Manager in level II of the O band. This re-designation is being done to allow employees to play a larger role in their current assignments given market conditions and business needs. The employee's remuneration and other terms will remain unchanged with this new designation.
The document discusses the employee selection process. It defines selection as determining applicants who meet job requirements and can fill vacant positions. The selection process involves establishing criteria, gathering applicant information, and making hiring decisions. Human resource departments screen applicants and submit qualified candidates to operating departments for final hiring decisions. The selection process aims to match applicant qualities to job requirements through tools like tests and interviews.
This document provides information about an HR software system called SRRK IT LTD. The software aims to help companies efficiently manage employee data and HR processes. It includes features such as employee record keeping, benefits management, training tracking, recruitment tools, and document management. The software claims to provide benefits like reduced administrative costs, improved access to information, opportunities for data analysis, enhanced communication, and risk mitigation. The company, SRRK IT LTD, positions itself as socially responsible and committed to environmental protection, employee well-being, and upholding values like integrity and responsibility.
This document discusses administration key performance indicators (KPIs) and provides examples and resources for developing KPIs. It outlines steps for creating KPIs for a construction technician position, including defining objectives, identifying key result areas and tasks, and determining measurement methods. The document also discusses common mistakes in developing KPIs, such as creating too many, and how to properly design KPIs so they are linked to strategy and empower employees. Finally, it describes different types of KPIs like process, input, output, leading, lagging, outcome, qualitative and quantitative.
This document discusses various traditional and modern methods of performance appraisal. Some traditional methods discussed include the essay appraisal method, ranking method, paired comparison method, critical incident method, checklist method, and graphic ratings scale method. The forced distribution method is also discussed as another traditional approach. For each method, a brief overview is provided about how the appraisal is conducted.
This document outlines company policies and procedures for a new employee at All Glorious Catering. It begins by welcoming the employee to the family-like team and emphasizing the importance of employee dedication to customer satisfaction. It then explains that the handbook is a guide and not a legal contract, and that policies may change with approval. It serves to help employees understand expectations and benefit from working at the company.
Set up an HR Department in an Organizationkkshalini
This document outlines the key components needed to set up an effective HR department in an organization. It discusses 15 building blocks of HR including HR planning, job design, recruitment, personnel management, compensation, benefits, employee assistance, training, performance management, and organization development. The overall goal of the HR department is to facilitate aligning human capital with organizational goals.
Performance appraisals are used to systematically evaluate employees' job performance and potential. They have several objectives, including identifying performance gaps, organizational control, and employee development. The performance appraisal process involves establishing standards, measuring performance, comparing to standards, and providing feedback. Key aspects are documentation of performance, clear standards, an objective evaluation technique, and communication of results without personal bias. Most companies use performance appraisals for compensation, training, identifying performance gaps, and goal-setting. When done effectively, performance appraisals can help employees' career development by motivating improvement and charting career progression.
This document provides information about employee performance appraisal comments samples, including various methods, tips, forms, and phrases. It discusses the goals and importance of performance appraisals for improving productivity, making personnel decisions, assessing employee performance against job goals, and developing plans for improvement. The document also outlines and describes six common performance appraisal methods: ranking, rating scales, checklist, critical incidents, essay, and behaviorally anchored rating scales. Finally, it lists additional related topics for performance appraisals.
Umesh P. Sawant is a performance driven HR professional with over 23 years of experience in human resource functions such as employee relations, training, recruitment, and payroll administration. He is currently the Deputy Manager of HR & Admin at Son Atul Project Developers Pvt. Ltd., where he handles responsibilities like recruitment, training, payroll, and industrial relations. Previously, he has worked for several other companies in various HR roles. Sawant holds a Diploma in Personnel Management and Bachelor of Commerce degree.
This document discusses key performance indicators (KPIs) for an HR & admin manager position. It provides examples of KPIs, performance appraisal methods, and steps for creating KPIs for this role. The document recommends visiting an external website for additional KPI samples and materials on topics like performance appraisal forms and review phrases. Mistakes to avoid in developing KPIs are also outlined.
1) Handover notes are an important part of the transfer process between outgoing and incoming officers in both the public and private sectors to ensure continuity. They provide reference materials for incoming officers assuming new duties.
2) When politics interferes with established rules regarding bureaucracy, it hinders proper handover processes. Handover notes should be prepared factually rather than analytically to guide successors.
3) Effective handover notes include an introduction, description of duties, office routines, unfinished work, problems encountered, and an inventory of assets handed over. Both officers must sign off to show the handover is complete.
XYZ Ltd requires employees to fill out a charge handing over form during planned leaves or resignations to ensure a smooth transition. The form collects:
1. Details of responsibilities being handed over including important tasks.
2. Details of important pending matters like correspondence and status updates.
3. An inventory of files, keys, and other materials being handed over.
The receiving employee must sign to acknowledge understanding of the new assignments and possession of relevant documents to complete the work independently. Department heads and HR must also sign off on the handover.
The document discusses performance appraisal, which is a method for evaluating an employee's performance in areas such as quality, quantity, cost and time. It outlines several aims of performance appraisal including providing feedback to employees, identifying training needs, and forming the basis for personnel decisions. The document also discusses different performance appraisal methods such as management by objectives and 360 degree feedback, which involves collecting feedback from subordinates, peers and managers. It notes debates around performance appraisal and both benefits and challenges to implementing 360 degree feedback in organizations.
Grain Mills Pvt. Ltd. is a leading manufacturer of wheat products in India. The company was incorporated in 1995 and has its headquarters in Indore. It has two manufacturing units located in Udaipur with a total of 53 employees. The company produces a variety of wheat products including flour, semolina, and wheat bran. It sources wheat directly from farmers and traders to ensure quality. The document outlines the organizational structure of the company and provides details on the roles and responsibilities of key managers in different departments, including production, sales, finance, and human resources.
(1) The document is an employee performance appraisal form evaluating an employee's performance over a review period.
(2) It contains sections for the employee to describe their responsibilities, accomplishments, and goals, and for the manager to rate the employee on various performance criteria on a scale of 1-10.
(3) The manager also provides comments on the employee's performance and an overall performance rating, and makes recommendations for training, promotion, etc.
This document provides information and resources for evaluating the performance of a skilled laborer, including:
1. Sample performance appraisal forms and methods for evaluating a skilled laborer, such as management by objectives and critical incident reports.
2. Examples of positive and negative phrases to use in evaluating different performance factors such as attitude, decision-making, and teamwork.
3. An overview of the top 12 methods for skilled laborer performance appraisal, including management by objectives, critical incident reports, behaviorally anchored rating scales, and 360 degree feedback.
Mr. Mahesh C. Kutal has worked as a coating inspector at GMMOS since May 2011. His responsibilities included inspecting blasting and painting activities, ensuring quality, reporting non-conformances, testing painted materials, offering inspections to clients, and reviewing/signing documents. On July 9, 2011, he handed over these responsibilities to Mr. Srinivasarao Indana.
The document presents information on using the point method for job evaluation. It discusses how the point method works by breaking jobs down into factors that are assigned point values. The factors include skill, effort, responsibility, and job conditions. Jobs are evaluated and graded by adding up the total points for all factors. The point method provides a systematic and explainable way to determine the relative worth of jobs.
The document provides a template for an HR manager's key performance indicator (KPI) table. It includes instructions on defining key result areas, selecting KPIs, assigning weights and targets for each KPI, tracking actual results, calculating scores, and using the final score to determine bonuses, salary increases, and promotions. The template and additional HR tools can be downloaded from www.exploreHR.org.
The employee Ashish K Srivastava has been re-designated from his current role to Assistant Manager in level II of the O band. This re-designation is being done to allow employees to play a larger role in their current assignments given market conditions and business needs. The employee's remuneration and other terms will remain unchanged with this new designation.
The document discusses the employee selection process. It defines selection as determining applicants who meet job requirements and can fill vacant positions. The selection process involves establishing criteria, gathering applicant information, and making hiring decisions. Human resource departments screen applicants and submit qualified candidates to operating departments for final hiring decisions. The selection process aims to match applicant qualities to job requirements through tools like tests and interviews.
This document provides information about an HR software system called SRRK IT LTD. The software aims to help companies efficiently manage employee data and HR processes. It includes features such as employee record keeping, benefits management, training tracking, recruitment tools, and document management. The software claims to provide benefits like reduced administrative costs, improved access to information, opportunities for data analysis, enhanced communication, and risk mitigation. The company, SRRK IT LTD, positions itself as socially responsible and committed to environmental protection, employee well-being, and upholding values like integrity and responsibility.
This document discusses administration key performance indicators (KPIs) and provides examples and resources for developing KPIs. It outlines steps for creating KPIs for a construction technician position, including defining objectives, identifying key result areas and tasks, and determining measurement methods. The document also discusses common mistakes in developing KPIs, such as creating too many, and how to properly design KPIs so they are linked to strategy and empower employees. Finally, it describes different types of KPIs like process, input, output, leading, lagging, outcome, qualitative and quantitative.
This document discusses various traditional and modern methods of performance appraisal. Some traditional methods discussed include the essay appraisal method, ranking method, paired comparison method, critical incident method, checklist method, and graphic ratings scale method. The forced distribution method is also discussed as another traditional approach. For each method, a brief overview is provided about how the appraisal is conducted.
This document outlines company policies and procedures for a new employee at All Glorious Catering. It begins by welcoming the employee to the family-like team and emphasizing the importance of employee dedication to customer satisfaction. It then explains that the handbook is a guide and not a legal contract, and that policies may change with approval. It serves to help employees understand expectations and benefit from working at the company.
Set up an HR Department in an Organizationkkshalini
This document outlines the key components needed to set up an effective HR department in an organization. It discusses 15 building blocks of HR including HR planning, job design, recruitment, personnel management, compensation, benefits, employee assistance, training, performance management, and organization development. The overall goal of the HR department is to facilitate aligning human capital with organizational goals.
Performance appraisals are used to systematically evaluate employees' job performance and potential. They have several objectives, including identifying performance gaps, organizational control, and employee development. The performance appraisal process involves establishing standards, measuring performance, comparing to standards, and providing feedback. Key aspects are documentation of performance, clear standards, an objective evaluation technique, and communication of results without personal bias. Most companies use performance appraisals for compensation, training, identifying performance gaps, and goal-setting. When done effectively, performance appraisals can help employees' career development by motivating improvement and charting career progression.
This document provides information about employee performance appraisal comments samples, including various methods, tips, forms, and phrases. It discusses the goals and importance of performance appraisals for improving productivity, making personnel decisions, assessing employee performance against job goals, and developing plans for improvement. The document also outlines and describes six common performance appraisal methods: ranking, rating scales, checklist, critical incidents, essay, and behaviorally anchored rating scales. Finally, it lists additional related topics for performance appraisals.
Umesh P. Sawant is a performance driven HR professional with over 23 years of experience in human resource functions such as employee relations, training, recruitment, and payroll administration. He is currently the Deputy Manager of HR & Admin at Son Atul Project Developers Pvt. Ltd., where he handles responsibilities like recruitment, training, payroll, and industrial relations. Previously, he has worked for several other companies in various HR roles. Sawant holds a Diploma in Personnel Management and Bachelor of Commerce degree.
This document discusses key performance indicators (KPIs) for an HR & admin manager position. It provides examples of KPIs, performance appraisal methods, and steps for creating KPIs for this role. The document recommends visiting an external website for additional KPI samples and materials on topics like performance appraisal forms and review phrases. Mistakes to avoid in developing KPIs are also outlined.
1) Handover notes are an important part of the transfer process between outgoing and incoming officers in both the public and private sectors to ensure continuity. They provide reference materials for incoming officers assuming new duties.
2) When politics interferes with established rules regarding bureaucracy, it hinders proper handover processes. Handover notes should be prepared factually rather than analytically to guide successors.
3) Effective handover notes include an introduction, description of duties, office routines, unfinished work, problems encountered, and an inventory of assets handed over. Both officers must sign off to show the handover is complete.
XYZ Ltd requires employees to fill out a charge handing over form during planned leaves or resignations to ensure a smooth transition. The form collects:
1. Details of responsibilities being handed over including important tasks.
2. Details of important pending matters like correspondence and status updates.
3. An inventory of files, keys, and other materials being handed over.
The receiving employee must sign to acknowledge understanding of the new assignments and possession of relevant documents to complete the work independently. Department heads and HR must also sign off on the handover.
This document contains 11 relieving letters issued on April 1, 2013 for various lecturers who served from June 1, 2012 to March 30, 2013 and were relieved of their duties on March 30, 2013. Each letter confirms the individual's service, their department, and dates of employment and relief of duties. It is also confirmed that each individual's conduct during their employment was satisfactory.
The document is an asset handover form provided to a new employee. It lists the assets being transferred, including the employee's name and code, department, and asset transfer number. The form is signed by the person requesting the transfer, their approver, and the person responsible for the handover. The employee also signs to acknowledge receiving the assets and agreeing to take proper care of them while in their possession for work purposes.
The document discusses different types of handovers in wireless networks. It defines handover as changing the point of connection between a mobile station and base stations. There are three types of handover decisions: network-controlled, mobile-assisted, and mobile-controlled. The document also describes hard handover, soft handover, horizontal handover, and vertical handover. It explains the mechanisms and characteristics of each type of handover.
Form-OS-0402-HE- Handing Taking Over Report For Engineers rev00 NEW - Copy.DOCXMior Mohd Ashrul
This document summarizes the handing over report between engineers on a ship. It includes sections for documenting ship documents, equipment records, spare parts inventories, machinery notes, tool inventories, maintenance tasks, and outstanding instructions. For documents, most are electronic or in designated storage areas, with some manuals also in the chief engineer's cabin. Equipment records include additional checklists for DP systems. Inventories note where spare parts lists can be found. Notes indicate requesting anode replacements and abnormalities like a burned motor. Tools are stored in designated areas. The a/e is due for 500-hour maintenance. No outstanding chief engineer instructions were mentioned. The second engineer must comment on engine room staff abilities in the personnel matters section.
Handover is the process of transferring an ongoing call or data session from one cell to another. It involves measurement preprocessing, threshold comparisons, target cell list generation, and handover signaling. Key aspects of measurement preprocessing include measuring signal quality and level values on the serving and neighbor cells, averaging these values, and distinguishing between full and subset measurements when discontinuous transmission is used. The results are used to detect when handover criteria are met and determine the best target cell.
The hotel industry originated from the need to provide shelter and accommodation to travelers as modes of transportation developed. Early forms of accommodation included inns and monasteries. The modern hotel industry emerged in the 18th century with the opening of large hotels in major cities. Key developments included the growth of rail networks in the 19th century and the rise of automobile travel and air travel in the 20th century, which led to new types of hotels catering to specific needs. The hotel industry in India also grew with the establishment of inns and serais along trade routes, and expanded further during British rule with the development of hotels catering to British tastes and preferences.
The document outlines standard operating procedures for front desk staff at a hotel. It covers:
1) Procedures for welcoming guests on arrival, including greeting them, assisting with check-in, escorting them to their room, and delivering luggage. Special procedures are outlined for first-time and repeat guests.
2) Requirements for staff briefings, including being updated on hotel occupancy, arrivals, and events, as well as reading log books and reports.
3) Opening and closing duties for front desk staff like handing over keys and logs, updating records, and filing reports.
4) Grooming standards and arrival procedures for staff.
The SOPs aim to ensure
3 Things Every Sales Team Needs to Be Thinking About in 2017Drift
Thinking about your sales team's goals for 2017? Drift's VP of Sales shares 3 things you can do to improve conversion rates and drive more revenue.
Read the full story on the Drift blog here: http://blog.drift.com/sales-team-tips
This document lists the duties of several roles at a vocational school including a registrar's assistant, front desk officer, assistant for scholarship focal, supply officer assistant, assessment center's assistant, cashier's assistant, automotive assistant, T2MIS focal, and planning officer designee. The roles involve tasks like encoding student data, preparing documents, receiving and sorting documents, assisting with trainings and assessments, handling supplies and cash, updating online systems, and assisting with audits and reporting.
Depaul USA The Hiring Process Packet Selection and StaffingNeha Choudhary, M.A
The document provides guidance for organizations on conducting performance reviews for new hires during their first 90 days of employment. It outlines the hiring process from vacancy to induction, including recruiting, interviewing, selecting candidates, onboarding, and conducting a 90-day review. The 90-day review is intended to evaluate the employee's fit for the position and assess their potential for future success in the role. Areas of evaluation include attendance, job knowledge, increased responsibility, communication skills, and working relationships. The review also identifies developmental needs and makes an action plan to address areas for improvement.
Abdul Ahad Baig is seeking a new job with a salary of 7,000 AED. He has over 6 years of experience in HR and administration, including 1.5 years working in the UAE from 2014-2016. His most recent role was as an HR & Administrative Executive in Abu Dhabi from 2015-2016, and prior to that he held similar roles in Dubai and India from 2011-2014. He has experience in recruitment, employee relations, administration, and other HR functions. He holds an MBA in Human Resource Management and a bachelor's degree in Information Technology.
The document outlines the responsibilities of an employee related to onboarding, leave management, salary administration, offboarding, recruitment, and miscellaneous tasks. Key responsibilities include documenting new employee onboarding, maintaining employee records in excel sheets, processing employee leave and salary, conducting full and final settlements for exiting employees, posting and screening job openings, and coordinating various employee activities and benefits.
The document outlines the key human resources processes and responsibilities handled by the HR department, including forming and updating an HR manual, payroll management, recruitment from initial job requirements through offer letters, onboarding new employees, maintaining employee files, performance reviews, training programs, employee relations, generating reports, and managing employee exits. It provides details on the steps and activities involved in each major HR function.
This document provides guidelines for writing a concept paper proposing a new project or activity at an educational institution. It outlines 13 requirements for the concept paper, including providing background information on the proposed activity, objectives aligned with the school's mission and values, an implementation plan with timelines, expected outcomes, budgets, and required attachments like forms, invitations, and evaluation tools. Adherence to the guidelines is necessary to obtain administrative approval for the proposed activity and project.
This document provides guidelines for writing a concept paper proposing a new project or activity at an educational institution. It outlines 13 requirements for the concept paper, including providing background information on the proposed activity, objectives aligned with the institution's mission and values, an implementation plan, expected outcomes, budgets, and evaluation tools. Requirements include attaching documents like schedules, invitations, registration forms, letters, and certificates. The concept paper must be submitted a month before the proposed activity for administrative review and approval.
The applicant is seeking a job opportunity and provides details about their qualifications and experience. They currently work as an operations executive assisting managers and overseeing HR, operations, and safety. Previously they have 15 years of experience in roles like documentation controller, administrative assistant, and assistant admin supervisor. The applicant details their responsibilities in these roles like recruitment, training, HR administration, purchasing, and document control. They also hold a diploma in business computing and are pursuing a degree in management.
The document is a cover letter and curriculum vitae submitted by Bashar Al Sa'adi for a job position. The CV details his education, including a Bachelor's Degree in Banking and Financial Management from Applied Science University in Jordan. It also outlines over 10 years of experience in accounting, administration, banking and financial roles in the UAE. Current employment is listed as a Senior Relationship Officer at Sharjah Islamic Bank where responsibilities include customer relations, sales, and achieving financial targets.
The document outlines the six stages of the Virtual Edge recruitment process:
1) Requisition creation and sourcing candidates,
2) Interview setting and completion,
3) Background checks and driving record reviews,
4) Offer management,
5) Drug testing and onboarding new hires, and
6) Transition from onboarding to employment start date.
Each stage provides recruiters information on the processes involved like creating job requisitions, interviewing candidates, making employment offers, and completing pre-employment checks. The goal is to guide recruiters through each step of filling open positions.
Muhammad Farhan Ullah is a Pakistani national currently residing in Dubai, UAE under a resident visa expiring in August 2016. He has over 10 years of experience in human resources and administration roles. His objective is to utilize valuable experience and professional skills as part of an energetic team of professionals. He is currently employed as an HR & Admin Officer with Wajda International Telecom in Dubai, where his responsibilities include payroll, recruitment, employee records maintenance, and office administration duties. Previously he held roles as an HR Assistant and Accounts Executive in Pakistan. He holds an MBA in Human Resource Development from Virtual University.
Assertions in the Audit of Financial Statements (Audit)Artless Shakhawat
This document discusses audit assertions and the audit of financial statements. It defines audit assertions as claims made by management regarding the appropriateness of financial statement elements and disclosures. There are five types of audit tests that can be used, including tests of controls and substantive tests. The document then discusses auditing various accounts, such as revenue/receipts, purchases, inventory, payroll, and fixed assets. It describes the types of evidence and assertions auditors consider when auditing these accounts.
This document establishes a uniform procedure for reviewing and resolving customer complaints regarding fees charged or paid. It outlines the steps staff should take to thoroughly research complaints by checking records in the Chameleon database and backup files. Late fees may be waived if certain criteria are met. All decisions and communications must be documented in the database. Refund requests are forwarded to a specialist and Auditor notifications are made for any invoice modifications.
Unit 7 AssignmentSearch using individual internet research and c.docxmarilucorr
Unit 7 Assignment
Search using individual internet research and complete an essay (in at least 400 words), that investigates a cultural group in your desired field (Business). Describe what the Business feild is like in your own words with support from any outside source information you have found. Be sure to cite and reference in APA format any outside sources you have used.
Directions: Please use the headings below (other than the introduction heading) to create your paper. This paper should address each of the following topics about the profession you want to work in after you graduate. Under each heading are specific areas that you can address in that section. Please do not leave the italicized notes below in your paper.
Introduction
Include an introduction to the paper
Language and Behaviors
Language would focus on these elements in terms of an industry culture. For example, is there a special vocabulary or terminology used for the profession?
Behaviors – For example, what type of demeanor is expected? Are there body language expectations?
Attitudes and Beliefs
What are the main ethics rules of the profession?
What beliefs does the profession focus on as a whole?
Values and Interest
What are the core values of the profession? How does this support the attitudes and beliefs of the profession?
Education and Trainings
What types of trainings or certifications are needed to continue in the profession?
Are you required to have a specific level of college degree?
Do you need to renew a license or certification every several years?
Tools and Equipment used
What types of tools and/or equipment are required for the job?
Do you need training to use these?
Interactions with others
Who are others that you will work with in the field? What types of interactions will you have?
Conclusion
Wrap- up the main ideas in the paper
QUIZ #2 – ACCT 422‐ Auditing – SPRING 2017
There are 26 questions on this Quiz. Please attempt all questions. Record your answers on a
separate sheet(s) and submit the file into your Assignment folder for Quiz #2.
The following questions concern persuasiveness of evidence. Choose the best response.
1. Which of the following types of documentary evidence should the auditor consider to be the most
reliable?
a. A sales invoice issued by the client and supported by a delivery receipt from an outside
trucker.
b. Confirmation of an account payable balance mailed by and returned directly to the auditor.
c. A check, issued by the company and bearing the payee’s endorsement, that is included with
the bank statements mailed directly to the auditor.
d. An audit schedule prepared by the client’s controller and reviewed by the client’s treasurer.
2. The most reliable type of audit evidence that an auditor can obtain is
a. Physical examination by the auditor.
b. Calculations by the auditor from company ...
The document outlines the 7 steps in a typical hiring process:
1. Plan the selection process by reviewing applicant information and ensuring candidates meet requirements.
2. Prepare for interviews by creating questions to confirm qualifications, past performance, culture fit, and reasons for leaving previous jobs.
3. Conduct interviews in an appropriate environment while allowing candidates to do most of the talking.
4. Check references of final candidates to avoid hiring the wrong person.
5. Make a hiring decision by identifying the best candidate based on skills, characteristics, and organizational fit.
6. Make an offer to the selected candidate and inform others of the outcome.
7. Complete paperwork to confirm the offer and acceptance in writing.
Executive Summary:
Introduction:
1) Lack of Training on System of Record:
2) Separation of Duties
3) Discover card Convenience Checks:
4) Rubber Stamping:
5) Lack of Audit:
While Joe
Body
The
This is part of the fraud investigation report and below individuals were interviewed.
Procedures:
In addition to conducting interviews, the fraud investigation team reviewed the current procedures in the areas procurement and payroll.
Procurement:
1. Supervisor completes Purchase Order including the following required information and sends to Accounting Technician for processing:
a. Recommended Vendor
b. Description of item (s) or services required.
c. Quantity
d. Estimated price per unit
e. Budget/Accounting Code
f. Signature and date
2. Accounting Technician
a. Receives Purchase Order
b. Enters Purchase Order Number and date into Purchase Order Journal
c. Determines Verifies inventory isn’t sufficient to meet request
d. Determines purchase process
i. Small purchase under $100 – Non-competitive local purchase
ii. $100 - $499 – Documented price comparison
iii. Over $500 – Financial Manager approval to solicit at least 3 formal competitive bids.
iv. Financial Manager approval signature on Purchase Order
e. Orders item/service via copy of Purchase Order
f. Receives supplies and initials packing slip.
g. Accepts services as completed and initials vendor invoice
h. Files all paperwork in individual vendor file
i. Notes items or services received on office copy of Purchase Order.
3. Posts Accounts Payable
i. Credits account Payable
ii. Debits Asset Account
4. Processes Invoice
a. Compares invoice to packing slip/purchase
b. Processes electronic payment or cash payment (Petty cash fund)
c. Debits Accounts Payable
Credits Cash
(Field Offices require prior approval to use local checking accounts.)
Payroll:
1. Employee completes time sheet
a. Name
b. Employee Number
c. Date of work charged
d. Organization Code
i. 000 –Headquarters
ii. 001 – 010 Region Number
iii. 01 – 052 – Field Office See Organization Manual
1. Note Wyoming is 050
e. Activity code
i. 0001 –Administration – fill out time for administration
ii. 002 - Vacation
iii. 003 - Sick Leave
iv. 004 - Comprehensive Leave – paid by more time off they will 90 hours per week and they wont work on summers
v. Survey
vi. Design
vii. Construction
viii. Other – Explain in comments section on back
f. Comments: Add comments including name/location of training
g. Signature and date submitted to supervisor
2. Supervisor
a. Sign and date
3. Accounting Technician
a. Review for completeness
b. Enter into Payroll System
c. Initial and date
d. Prepare ad hoc payroll reports as requested
Results
Procurement:
Payroll:
Follow-Up Recommendtions:
Conclusions in Report:
Joe’s Engineering, LLC
Payroll Procedures
1. Employee completes time sh ...
1) The document establishes procedures for staff in the County of Orange Health Care Agency's Animal Care Services to reconcile money received through incoming mail with transmission logs and reports.
2) Licensing staff are responsible for processing payments correctly and bringing issues to supervisors, while supervisors ensure proper counting, logging of discrepancies, and staff training.
3) The procedures apply to staff collecting payments and apply specific guidelines for accepting and endorsing checks as well as handling cash correctly, accurately closing out each business day's receipts for deposit.
The recruitment operation at M. Gheewala Global is a one-of-a-kind approach, based on flexibility, confidentiality, excellence and commitment. Our recruitment consultants are some of the most skilled search professionals in the business today.
http://mgheewala.com/
M. Gheewala Global HR Consultants promises and delivers the quality services of Overseas Recruitment to clients and candidates through Integrity innovate and partnership.
This document outlines the services provided by Ambulatory Practice Solutions for implementing an electronic health records system. It includes needs analysis, vendor selection, go-live support, and ongoing sustaining support. The services cover practice management, operational preparedness like user training and infrastructure setup, managing the go-live, and a sustaining support model for upgrades, help desk, and maintenance.
2. 6. Punctualityincentive
7. BirthdayCelebrations
8. CinemaStarsuccesscelebrations
27. Staff provisions:
1. Offerletter
2. AppointmentLetter
3. Uniforms
4. ID Cards
5. Lockerslock key/Reimbursement
6. HDFC AccountOpening
7. ComplimentaryTickets4/ month
8. PaidBreak
9. Torches(Ushers)
10. Compensatoryoffsif workedonNationalHolidays
28. Reports :
1. NewJoinee data( in3 daysof joining)
2. QualityChecklist( G & A tracker)
3. Roster(PBRS) - Every Wednesday
4. Hourlyreport– EveryThursday
5. InterviewDatabase –EveryFriday
6. Attendance :Full Timer(25th
eve of everymonth)
7. Attendance :Part Timer( 30th
/ 31st
eve of everymonth)
8. Shortage report: To be sentalongPart timer’sattendance
9. Training Tracker report ( 27th
of everymonth)
10. TrainingFeedbacksummaryreport( 27th
of everymonth )
11. TrainingCalendar( 27th
if everymonth)
12. Attritionreport( 28th
of everymonth)
13. Employee mastersheet( 28th
of everymonth)
14. UniformMoneyPolicyreport ( 28th
of everymonth)
15. FunActivitywithpics( 28th
of everymonth)
16. CurrentEmployee status( 29th
of everymonth)
17. Reportby email everytime :
a. NewJoinee joins
b. Staff’sabsconding
c. Staff’saskedtoresign
d. Staff resigns
e. Staff has notreceivedsal/cheque
f. StaffsshowbizIDnotreceived
3. 29. Filesto be maintained:
1. Personnel File
2. C to C – Xerox/Abscondingletter–Xerox/Warningletter– Xerox
3. Cinepolite requestfile –Leave RequestXerox &ShiftRequest
4. Format File ( Leave app/Clearance certificate/CtoC/
5. WeeklyinterviewFile
6. ResignedEmployee clearance certificate
MOD HR DUTIEES AND RESPONSIBILITIES –Operations (Daily)
1. Self Grooming
2. Checkthe log book
3. One round of the propertywithmanagerchecklist before shift
4. Briefing
5. Performance analysisboardtobe filledup.
6. Groomingcheck(Groomingchecklist)
7. Staff Allocation
8. Floatissue
9. Fill Openingmanagerchecklist
10. Fill housekeepingchecklist (Youare incharge of housekeeping)
11. Crosscheck openingchecklist tobe done bysupervisors
12. Checkif standeesflexesschedulesandpromotional materialspresentandwell placedat
property
13. Checkwi fi is workingatCoffee tree
14. Checkif fliers,feedbackforms,clubcardsgiven,coffeetree couponsgiven.
15. Checkthe housekeeping&securitystaff present
16. Checkmaintenance register
17. Randomlycheckthe signage sheetbehindthe washroomdoor
18. Checkonline bookingfunctioning
19. Checkfacebookfanpage,followthe fbchartpostedonnotice board.
20. Update the G & A tracker Qualitychecklist
21. Initiate evaluationof staff tobe done bysupervisors
22. Spotchecks inco-ordinationwithaccountant of staff duringnotverybusyhours
23. Guestgrievance handling
24. Call guestswhohave complainedorevenappreciated viakiosks,visitorbookoreven
facebook.
25. Checkif proceduresare followedstartingfromstaff techsalestodresscode to eacharea
procedure whetherbox office,concession,coffee tree.
26. Staff grievance handling
27. Welfare/ funactivitiestoconduct
28. Learn Projections,preparationatCoffeetree,Pos handling, ticketsellingatBox.
4. DETAILED HR PATH :
1. Interviews:
a. Conductwalk-ininterviewseitherona particularday foreg.Wednesdayfrom4pm -6pm or
everyday4pm-6pm.
b. If possible prepare aCreative andstickiton the entryforawarenessof vacanciesincase
walk-insrequired.
c. Our ConsultantPathfinder(Deepak),helpuswith candidates,soco-ordinate withhimby
emailinghimthe requirement.Followup.
d. Email Deepak & Prakash, the aftermathof interview withcandidatessentbyhim.
e. Duringthe interview, Staple the interview sheetwithresume andmentionyourviewsabout
candidate.
f. Collectresumesandstore itinthe weeklyInterview database file.
g. Once the weeksdone,discardthe resumes.
h. Fill indetailsof candidate inthe interview database excel sheet.
i. Sendthe InterviewDatabase toHOeveryFridayasa weeklyreport.
2. Shortlist/ KIV’s:
a. Candidatesare eithershortlisted,rejectedorKIV (Keepinview),whichmeansthatthe
candidate can be usedforfuture reference.
b. Shortlistedcandidatesmustbe briefed aboutthe UniformDeposit,whichisRs. 1000. And
the documentstheyneedtocarry for joining. Donotcompromise if theysay theydon’thave
the required documents.
c. Give thema date of joiningandfollow upwiththemonthe daytheyare to join.
3. Recruitment:
Recruitcandidates (foranyposition) whofill the followingcriteria: (GeneralisedCriteria)
a. Has a photo-id(Pancard,ElectionID,Driver’s License).The photomustbe clear.
b. Can pay Rs.1000 UniformDeposit.
c. Staysclose by.
d. Can understandEnglishwell,if notspeakwell.
e. 10th
pass (Minimum) (Alsodependsonposition)
f. No visibletattoos,piercings.
g. In case of part timer’s, areference checkisrequiredmainlyif fromamultiplex background.
5. h. In case of full timer’s, areferencecheckisrequired.Fill upthe reference form.
i. In case of full timer’s,apayslipandrelievingletterof previouscompanyrequired.
4. Reference Check:
a. As mentioned above,Parttimer’sreference checkisrequiredincase of Multiplex/Hotel
background.
b. Full timer’s,referencecheckisrequired.Pleasefill upthe reference formandkeepitinhis
file.
5. JoiningFormality :
a. The documentsrequiredforjoiningare asfollows:
1. Pan Card /Drivers license/ PassportOriginal
2. 2 Pan Card/ Drivers License/PassportXerox Copy
3. 2 Resume/ Bio data
4. 2 10th/12th pass certificatecopy
5. Residence proof : Electricity bill/Ration Card
6. 4 passportsizephotos
7. 4 stamp sizephotos
8. 2 family photo
b. Get the Personal Detail formfilled up.
c. Get the Form’ F’ Nomination form filled up.
d. Get the Form2 Nomination and Declaration filled up.
e. Get the Form11 filled up.
f. Get the ESIC declaration formfilled up.
g. Collectthe uniform deposit.
h. Give candidatethe deposit’s cash receiptand the amount to Accountant.
i. Send an email to HO regardinghis joining( Send joiningdocuments scanned in 3 days)
j. Register him in the ESIC onlinesite.
k. Create a personnel filein the candidate’s name and filein all the documents.
l. Scan all the documents within 3 days of joiningand send details to HO.
6. UniformDeposit:
a. The Uniformdepositisof Rs.1000.
b. Collectthe amountandhand itoverto the accountant.
c. Prepare the cash receipt.
d. The white copygiventostaff and the yellow copystayswithusin the receiptregister.
e. Followupwiththe Accountantforthe depositof the amount NOT inthe expense account
but the Cinepolis accountas youhave to sendUniiformmoneyreport toHO every28th
7. Appointmentletter/Offerletter:
1. Part Timer:
6. a. Part timer’sare not givenOfferletter.
b. Part Timer’sappointmentlettercan be handedoverfromsite.Fill inthe requisitedetailsas
address, date,hourlygrosssalary,signature etc. Butsince the past2 months,ithas come
fromHO, so followupincase not receivedinaweekof candidatesjoining.
c. Take Xerox copy andget the signature of candidate onthe Xerox meaning‘accepted&
acknowledged’.
d. Keepthe Xerox copyinthe file.
2. Full timer:
e. Full timer’sOfferlettertobe handedfromsite.
f. The salary to be negotiatedwiththe candidate.
g. Salaryofferto be confirmedonlyafterviewingthe payslipfrompreviouscompany.
h. In case of any confusion,confirmwithDivya.
i. Once confirmed,prepare the offerletter.
j. The correct address, designationandSalaryofferedtobe mentioned.
k. Salaryofferedmustbe discussedwithHRManager(DivyaBisht) before finalising.
l. Offerlettermustbe printedinthe letterhead.
m. SignedbyAMHR or bythe Unitheadfor DivyaBisht,HR Manager.
n. Take Xerox copy.
o. Once you handoverthe offerletter,askthe staff to readthroughit and signonit
mentioning‘Accepted&acknowledged’onthe Xerox.
p. Keepthe Xerox inhispersonal file.
q. We don’tgive appointmentlettersfromsite.ItcomesfromHO.
r. FollowupwithHOabout the same.
8. Create Personnel File :
a. Form F
b. Form 2
c. Form 11
d. All Joiningdocuments
e. SignedXerox of OfferLetter
f. SignedXerox of Appointmentletter.
g. In case of leave applications
h. In case of appreciationletters/Ctoc’s/warningletters.
i. If medical’sdone,its report.
j. Resignationletter
k. Clearance certificate etc
9. Induction:
a. Once the joiningformalityisdone.Be preparedwiththe inductionppt.
b. Askthemto keepa writingpadpenready.
c. Hand overValue card& Cine experience notestoeach.
d. Start Induction.
7. e. AfterInduction,give themfeedbackforms.
f. Aftercollectingthe feedbackforms,take popquiz.
10. UniformDistribution:
a. Each staff to be given2 Tshirts,2 Trousers,1 belt,1 pairof shoe,1 Name badge.
b. In case you are short of anyparticularpart of the uniform, handover1 each andgive them
the 2nd
one later.
c. In case of alteration(onlytrousers) required, itneedstobe done within3days.
d. Theyneedtowear blacksocksat all timeswheninuniform.
e. No rings, earrings,studs, visibletattoos,necklace, bangle(exceptkada) forthe boys.
Basicallybesidesthe uniformtheyshouldbe wearingnothingelse.
f. Same goesto girls,buttheycan wear studded earrings.Noflashy(red) nail paint. Otherthan
the uniformpreferablynothingelse.
g. Brief boysto be well groomed,well shaved, noside locks,nolonghair.
h. Brief girlstoput some make up on, wax hands,lightlypaint nails,smallearringsandhairtied
intoa bun. If short haira highpony.
i. Please askthemtotake care of the uniformbecause incase theylose anypart of it, theywill
needtobuy it.Uniformsare expensive.
j. Maintaina registerandalsomaintainsoftcopyregardinguniformsstockreceived,uniforms
receivedbackfromresignedemployees.&alsouniformsgivenout.
11. Buddy Association :
a. So now, youhave finishedwithJoiningformality,UniformDistributionandInduction. All
these are to be coveredinthe firstday. The nextdaywhenhe reportsto work,introduce
himto the supervisorwhointurnwill associate abuddy.
b. Buddyisa staff whowill showthe new comeraroundand involve himinthe workhe does.
c. The newstaff will be workingwiththe buddythe entire day onfloor.
d. Afterbuddyassociation,goonlinetothe ESIC website andcreate the staffsESICID.The
Insuredperson’sno.
12. ShowbizID Creation:
a. Once the joiningdetailsanddocuments(scan) have beensenttoHO,follow upaboutthe
creationof ID’s.
b. ShowbizIDisalso the employeeID.
c. These ID’sare usedforthe POS (Pointof Sales),throughwhichthe staff cansell items.Itis
importantthattheyhave theirownID’s whentheyhandle POS,soID creationbecomesvery
crucial.
d. You can check if the ID’shave beencreated bygoingto MPlex Masters.(Formore detailson
MPlex askMOD or IT).
8. 13. HDFC account opening:
a. To opensalaryaccount withHDFC, askstaff to awayscarry Pan Card original andCopywith
a passportsize photo.
b. Thencall up HDFC personnel.
c. Give himtimingconvenientforstaff.
d. The HDFC personnel willdothe formfillingwithstaff.He will need authorisedsignatory’s
signature andCinepolisroundstamponit.
e. Afterthis,collectacancelledcheque fromthe chequebooktheyreceive.
f. Askthe staff to put inRs. 50 to keepthe account active andgive youthe receiptforproof.
The account must be active within7days.
14. Salary :
a. The attendance detailsare tobe sentto HO. Full timer’sattendance mustgoonthe 26th
morningof everymonth.Detailsfromthe 26th
to 25th
are sent.
b. Part timersattendacne reportmustgoon the last dayof everymonth. (1st
– 31st
)
c. The salary forthe full timer’siscreditedonthe 1st
and part timer’sonthe 7th
of every
month.
15. Medical test :
a. Basic medical teststobe done forstaff by a governmenthospital.
b. Medical testsinclude : Blood test
Blood Pressure Check
Blood Group Identification
Complete Blood Count
Blood sugar Level
Skin Infection
Serological Examination of Blood
c. Alsosome of the otherteststhat couldbe done are as follows:
Widal test
Chest Xray
Hepatitis B Antigen test
d. The budgetfor eachstaff must be Rs. 600 and not more.
16. Roster :
a. Rosteris a weeklyscheduleforthe staff.
b. The format we use isthe PBRS – Productive BasedRosteringSystem
c. The staffsoff/comp offs/Onleave mustbe mentioned.
d. Take appliedleaves, requesteddayoff’sintoconsiderationwhilepreparingroster.
e. Staff are to stickto theiroff’s.In case theyneedanotherdayoff and if youhave already
publishedthe roster,askthemto‘swap’theiroff withanotherstaff inthe same area(
Concession,CoffeeTree,Box etc)
9. f. The roster has tobe emailedtoall MOD’sSudipto,Supervisor’sandAnjalievery
Wednesdayforthe week FridaytoThursday.
g. Alsoneedtopina print outon the notice boardin Manager’scabinand Employee room.
17. Regular Trainings and Pop Quizzes:
a. You needtoreportto Anjali regardingtrainings.
b. The trainingsto be conductare as follows:
Cinepolis Introduction,Mission & Vision statement(s), Values
Quality Of Service & Cine experience
AtoZ Service,SellingTechniques
Leave Policy & Salary advancepolicy & statutory,BeingPopcorn,GreivanceHandling
Grooming & Uniform SOP,Team Building,Social Media
Communication Skills,Food Safety and Sanitation,BasicCinema Operations
UsheringOperations
Box OfficeOperations
Concession Operations
Coffee Tree Operations
Cash Handling,IN Audi Expereince
Housekeeping & CleaningProcesses
Trainingon Showbizz
Mystery Shopper
Practical Training
Introduction to IT and Projections
FireFighting Training
Red Cross Training
Medicals
c. Out of the above trainings,youwill dothe firsttrainingCinepolis Introduction (Induction) on
the day of staff’sjoining.
d. All the othertrainingsuntil the HousekeepingandCleaningProcesseswill be done byyouina
periodof time.
e. The ‘Trainingon showbiz’istobe done bya showbizpersonnel,butnotrequiredforregular
staff.MOD needstobe aware of its operations.
f. ‘MysteryShopper‘isa programconductedbyour external auditors,whomightcome down
for an auditand latertalkto everyone ontheirobservations.
g. ‘Practical Training’isdone ona regularbasisbut the days whenstaff isassociatedwiththe
buddyisthe beginningof practical training.
h. ‘IntroductiontoIT andProjections’ istobe takenby the IT from HO. Thistrainingismeant
for MOD. Inspite of the training,MODis expectedtolearnpractical projectionsfromIT/
Projections.
10. i. ‘Fire Fighting’&‘RedCross/Medical’trainingsare tobe conductedbyprofessionals.You
needtoarrange these trainings atleastonce in6 months.Ourprofessionaltrainerscome
from‘Usha Fire and Safety’.
j. Aftereverytrainingyouconduct,youneedtohandfeedbackformstostaff.
k. Afterthe feedbacks,youneedtoconductthe popquiz.
l. Popquizzesneedtobe corrected andfiled inthe box file.
m. The scores of pop quizzesare tobe mentionedinthe Thane Trainingtrackerreportwhichwe
needtosendon the 27th
of everymonth.
n. There are 3 trainingreports.Soalongwiththe trainingtracker,we needto sendthe Training
CalendarandFeedback summaryreport.
o. TrainingCalendarisyourschedule fortrainingnextmonth.
p. Feedbacksummaryreportisthe feedbackmentionedonthe feedbackformsbystaff.
18. Punctualityevaluation ( Attendance ) & Abscondingletteraction :
a. There isan attendance sheetkeptatthe security.
b. There isalso an entryexitregisterkeptatthe securityinwhichstaff alsomentionsthe cash
theycarry. (Theyare not allowed tocarry more than Rs.300) Staffssecurityandcash check
isdone at entry and exit. Theircashwhile entryandexitmusttally.
c. The attendance sheethasa sign- inand sign- out.Part Timer’shave tosign- inand out,
where asa Full Timercansign-inandnotnecessarilyrequiredtosignout.
d. Everyonce a day,take the attendance sheettofill inthe attendance (excel sheets&
musters).Thiswayyouevaluate ona regularbasisaboutlate comers& staff whohave not
informedleaves.
e. In the attendance excel sheet&muster,please mentionthe rosteredhoursandnotthe
exactsignin andout time mentionedbystaff onthe physical attendance sheet.
For eg. In case you have rosteredRahul from9-6 and he mentionsinthe attendance sheet
Sign–in 8.30, do notconsiderthe half an hourin the attendance excel sheet ormuster.But
incase he comes half an hour late,say9.30 inthiscase,you mentionthe timingsas9.30
and not9.
f. The staff who come late on a regularbasisor staffswhohave takenuninformedleavesare
to be givenverbal warningsin the first2 times.The third time,issue aCto C (commitment
to correct).If there isnoimprovementafterthis,awarninglettertobe issued.Afterthis,if
no improvement, asktoresign.
g. The above actionis the procedure forany indisciplinary action.
h. In case a staff hasnot beenreportingtoworkfor continuous 3days andhas not informed,
call and check.If he sayshe will reportbackand comesback to work,give himaC to C for
uninformedleave.If he stilldoesn’tresume,he isanabscondingemployee.
i. Staff whodoesn’treporttowork forcontinuous5 days withoutinforming isanabsconding
employee.Call andcheck.Incase not responding,sendanemail toHOstatingthe name ,
designation,date of joininganddate of leaving requestingthemtoHoldSalary.
j. We needtosend (courier) the 1st
abscondinglettertostaff onthe 10th
day of hisdate of
leaving.
k. In case no response,waitforanother10 days andon the 10th
day of sendingthe 1st
abscondingletter,sendthe 2nd
abscondingletter. If still noresponse,we considerthemno
11. longerinterestedandsendthemafinal 3rd letteragainonthe 10th
dayof sendingthe 2nd
abscondingletter.
l. Sendthe scannedcopiesof each lettertoHO before youcourier.
m. Note : We must alsobe checkingandsigningonthe housekeepingattendance registerson
a dailybasis.We mustknowthe no.of housekeepingandsecuritystaff onboard.
19. Performance evaluation(Evaluation sheet) :
a. Evaluate eachstaff’sperformance byobservingandtakingoutputsbysupervisors.
b. There isan evaluationsheetforeacharea,Concession,Coffee tree andBox Office.Initiate
the evaluationbyaskingasupervisortoevaluate aparticularcinepolite.The cinepolitemust
be your choice andnot the supervisor’sfavourite.
c. The evaluationsheetistobe filledbysupervisorandonce done, he will handitoverto you.
d. Note the weakpointsandpositive pointsof the staff.
e. Talk to the staff onhis weakpoints andappreciate the positive points.
f. At least2 staff to be evaluatedaweek.
20. Confirmationsand Appraisal :
a. Afterprobationperiodof 6 months,staff iseitherconfirmed,notconfirmedorconfirmation
isextendedbyamonthor two.
b. Keepthe appraisal formready.Fill inthe requiredinformationbefore callinginthe staff.
c. Askstaff to come in one by one.Talkto themabouttheirpositivesandnegatives.Decision
mustbe basedonperformance,punctualityandattitude.
d. You are to dothisprocess only for the part timer’s.The full timer’sconfirmationwill be
done byHO.
21. Disciplinaryaction ( C to C , warning letter) :
a. The processto handle undisciplinedstaff hasbeendiscussedinthe point15.
b. Disciplinaryactioncouldbe takenagainststaff whoare a . Irregularb.Not groomedwell on
a regularbasisc. Rude behaviour/Bad,Casual Attitude d.Notgoodat worketc as peryour
discretion.
c. In case of an integrityissue (stealingetc) ,staff has to be askedto resign.
d. WheneveraC to C or warningletterisissued,youneedtokeepacopyalongwiththeir
signaturesin theirpersonal file. Same goestoabscondingletters.A copyinthe personal file.
e. Do not terminate any staff,alwaysaskthemtoput downresignation.Incase theydon’tput
inresignation,speakto Divyaandthentake a decision.
22. Sanctioningleaves:
a. A newjoinee isnotentitledforanyleaves,be itsickleave ,casual leave or earnedleave for
the firstmonth.
12. b. The 2nd
monthonwardshe is entitledfor1.5earnedleave,0.5casual leave, 0.5sick leave. In
all,staff isentitledfor7casual /sickleavesand18 earnedleaves.(Willbe 21 soon)
c. In case staff takesmore leavesthanentitled,theywill be leavewithoutpay(LWP).
d. In case of informedleave,askfora proof.i.e.incase sickand needsmore than2 daysoff,
ask fora medical certificate.Incase exam,askfora time table or hall ticket.Incase the
reasonisgenuine but can’tbe proven,all leaveswillbe LWP.
e. Followupon the date of resuming.
f. Take decisionasperyour discretion,butif staff doesn’treturn,call andcheckandif no
response orsayshe will needmore days,askhimtoresign.
g. Email HO to holdsalaryin case of absconding(5continuousuniformedleaves)
23. Resignationformality& Clearance certificate for F & F :
a. In case staff resignsduringthe probation period(1st
6 months),notice periodis7days.
b. In case staff resignsafterthe 6th
month,notice periodis1month.
c. Anytime a personresigns,askhimtogive youa resignation letter.
d. Readthe letter,askthe staff the reasonindetail.
e. If you accept the resignation,signonthe letterstatingithasbeenapproved.
f. Askthe staff if he will be servinghisnotice period.
g. If he servesthe notice period,askhimtoreturnthe companyassetson the lastday of
working. If not,ask himto returnall the companyassets the same day.
h. If he returnsthe companyassets,prepare the clearance certificate. If not,tell the staff that
hisfull andfinal settlement (F&F)processwill beginonlywhenhe returnsthe company
assets.
i. Clearance certificate:Mentiondetails of staff.Inremarks,mentionthe daysof notice period
served,if anycompanyassetnotreturnedandalso if he had givenusthe uniformdeposit at
the time of joining. Afteryoufinish,give Pradnya(accountant) the clearance certificate to
checkfor shortages.If shortage , she will mentionthe amountandsign.If noshortage ,
mention,noshortage andshe signs.
j. Email HO the day the staff resigns. Scan the letterandsendinthe email.
k. Once the clearance certificate isprepared,scanthe resignationletteralongwith clearance
certificate andsendtoHO to start processof F & F.
l. In case staff wantsto withdrawPF,he needstofill 2 forms: Form 19 and Form10C andgive
us a cancelledcheque of hisactive bankaccount. Stickrevenue stamponthe 2 forms.
m. The staff will receive hisF&F amount onlyaftera monthof sending hisresignationletter
and CC to HO.
24. Facebook and Quality Checklist:
a. Followthe FBschedule pinnedonthe notice board.
b. ‘Like’the page yourself andalsobrief staff to‘like’the page.
c. No staff issupposedtopostanythingorrespondto anypost on the fanpage of CinemaStar.
13. d. You are to loginwiththe Cinemastar ID to respondtoposts,queriesandpostas perthe
schedule.
e. All guestsposts/queriesare tobe respondedwithinanhour.
f. Wednesday’swe are toposta contestandthe rest of the daysfan engagement.
g. Findmeansandways to getmaximumthanekars‘like’the page.
h. Postthe weeklyschedule assoonasthe schedule isfinalisedbutbeforeFriday.
i. Postthe outgoingmoviesonTuesday.
j. Postthe poll onupcomingmoviesonSaturday.Alsotake aprintout of the upcomingmovies
and take a poll at the box office (if required).
k. QualityChecklistisadailyreportsentby the eveningmanager.There are 4sheetswhich
includesdailychecklist,monthlychecklist,grievance andaccolades.Youneedtofill the
grievance andaccoladesona dailybasisandsendthe updatedsheettothe evening
manager,so he couldfill inthe othertwosheetsandforwardthe same to HO.
25. Statutory Compliances:
Mr. Belekarisourconsultant whohelpsushandle all the statutorycompliances.Incase of
queriesanddetailsdiscussmatterswithhim.He will visitus4 timesina monthand maybe
more as per requirement.
In case of any labourofficercomesforinspection,youcouldcontactMr. Belekarforthe
requisites.
a. ESIC :
- Any newjoineesjoiningformalitydone,inductiondone,uniformdistributedand buddy
associated.The nextthingistocreate the IPno. forthat staff by goingonline tothe
website www.esic.in.Loginusingthe userid(subcode) andpassword.
- Create the IP no.as per instructions.
- Aftercreatingthe IP,take a printoutof the temporarycard.
- Staple the staff’sfamilyphotowiththe card.
- Stampof Cinepolisonit.
- Askthe staff to take the card to Kamgar Hospital,Wagle Estate toget theirstampfor
furtherusage.
- In case he hasn’tbeenable togive usa familyphoto,he hasto take his familytogetthe
picture clickedthere orat the camp that we can conduct on our premisessothatthe
photosand attestationisdone atour premisesitself.
- The card can be usedat most of the medical practitioners.
- ESIC isdeductedfromstaff’s salary.
- 1.75% of staff’sgrosssalary isdeductedand4.75 % the companyputsin.
- The payroll istakencare of at HO.
- We needtogetthe salarysheetbythe 10th
.
- As soonas youget the salarysheet,startwiththe ptax calculationforthe prepof cheque
for PTax payment.
- The nextwouldbe goingonline tothe esicsite.Downloadthe MCtemplate andfollow
instructionssoasto prepare online challan.
- The online challanmustbe readybythe 15th
so the paymentcouldbe done muchbefore
the 21st
, whichisthe last dayof paymenteverymonth.
14. - The challanmust have CinepolisstampandAuthorisedsignatory’ssignonit.KeepaXerox
of the cheque andchallanwithyoubefore proceedingtothe bank.
- Senda staff withthe online challan,chequeandpreviousmonth’stoken,sohe could
collectthe RC (Returnof Challan) of previousmonth.
- Afterthe payment,the bankgivesatoken.
- So staff basicallygetsthe tokenof thismonthandRC of previousmonth
- Scan copiesandsendHO.
- File it.
b. PTax :
- ProfessionalTax deductioniseitherRs.175 or Rs.200 for staff.OnlyinFeb,the deduction
will be Rs.275 andRs. 300.
- As soonas youreceive the salarysheet,addup the PTAX deductions of all staff.The total
amountis whatwe needtopay.
- Email HO about the total amountfor whichyouwill take approval toproceedfor
preparingthe cheque.
- Once the approval,sendAccountantan email toprepare the cheque.
- All thismustbe done by the 11th
.
- Afterreceivingthe cheque,prepare the challan(hard copy).
- Get the Cinepolisstamponitand AuthorisedSignatory’ssign.
- Take a Xerox copyof Ptax challanandcheque.
- Senda staff to the bank withthe challan,cheque andtokenof previousmonth.
- He will getthe RCof previousmonthandtokenof thismonth.
- All thismustbe done by the 12th
as 15th
isthe last date of paymentforPTAx.
c. LWF :
- Labour welfare funddeductioniseitherRs.6 or Rs. 12.
- Thisis a half yearlypayment.
- Mr. Belekar- ourconsultant willguide youexactlyhow togoabout it.
- We got ourlabourregistrationdone recentlyandhave made half yearly paymentsinthe
monthsDec 10 and June 11.
- The nextpaymentis due inthe monthof December11.
d. PF :
- PF isbeingtakencare of at HO.
- We needtohave all the PF no.of staff and keep the recordwithus.
- The deductionis12 % of staff’sbasicand 13.61 of basicsalary.
- Note : We also needtokeepa recordof Housekeepingstaff andSecuritystaff’spayment
towardsPF ESIC . As theyare outsourced,we mustfollow upandkeep acopyof their
paymentproofswithus.
15. e. Registers:
- ESIC Register
- Leave Register(Parttimer)
- Leave Register(Full timer)
f. Musters:
- NonF & B staff
- F & B staff
- Full timers
- Managerial staff
g. Wage card : Monthly
h. Leave Card : Yearly
i. Files:
- ESIC
- PTax
- LWF
- PF
- Contract Labour
- SalaryStatements
j. InspectionBook :
- Inspectionbook1– Labour officer
- Inspectionbook2– Shops& Establishment
- The labourofficeror shopsandestablishmentinspectormightcome downforanaudit/
check.Theywill checkall our paymenthistories,the files,registerswe maintain.After
theircheckwe are to getthemsignon theirrespective inspectionbooksandmention
theirremarks.
h. Accidentbook :
- Thisbookis maintainedincase of staff meetwithanaccidentduringworkinghours.
- We will have tomentionthe treatmentgiventohim.
- If his esiccard(temporpermanent) card was used.
26. Welfare Activities :
1. Monthlymeetings:
- Decide ona particularday/date foreach monthto conductthe monthlymeeting.
16. - All the staff are tobe presentforthismeet.
- Thismeetingwill generallytargetdiscussinghighestSPH,areasof improvement,staff
queriesetc.
- Afterthe discussion,awardsforeg.The employee of the month,popcorncertificates,
highestsoscan be handedout.Picturestobe clicked.
- Afterthisif there istime,conducta pre decidedfunactivity.
2. Fun Activity:
- Funactivitycouldbe a game,a funtask,a celebration.
- There has to be at leastone fungame playedamongstthe staffsat leastonce a month.
- The fun game can be decidedbyyouoryou couldask themto picka choice.
- Picturestobe clickedasa mandate and sentto HO on the 27th
of everymonthHO. Also
sendthe planof funactivityfornextmonthinthe same email.
-
3. Employee ofthe month :
- A particularstaff whoyouhave observedhasa goodattitude,ispunctual,isgoodat what
he doesand has hadgood soscount etc can be chosentobe the employeeof the month.
- He couldbe givena certificate oranaward for the staff.Evena employee of the month
badge to be tuckedon to the T-shirtlike name badge canbe preparedsothe staff wears
the badge everytime he ison floorforthat month.
4. Pop Corn certificate :
- A popcorn certificate isgiventostaff forany reasonthat proveshe hasdone hisjob
betterthanexpected.Basicallyforgoodperformance.
- It isa certificate whichcanbe givenfromanystaff to any staff.Nohierarchyrequired.A
staff can give to a manageror to a colleague forhisstrikingperformance.
- Popcorn certificatesto be giveninfrontof the team.
- Picturestobe clickedasmandate andsenton the 27th
to HO alongwithfunactivity.
5. HighestSOS Incentive :
- SOS isservice onseat.Ushersneedtoserve the guestsontheirseats.
- The staff who doesthe highest amountwinseitheracertificate orsome sortof an
incentive,whichcanbe concludedasperthe UnitHead’scall.
- SOS alwayshelpsinincreasingthe SPH(Spentperhead) due towhichincentivisingwill
onlyhelpthe ushersbe all the more motivated.
6. PunctualityIncentive :
- Thiscouldbe a mere certificate ora giftthat will motivate otherstobe ontime.
- So far theyhave beenverballyappreciatedbutatokenof appreciationalwayshelps.
7. Birthday Celebrations :
17. - At the endof the month,one days chosento celebrate birthdaysof those whose
birthdaysfall inthatparticularmonth.
- A bigcake isbroughtand cut inthe monthendfor all those staff andtheycut the cake
together.
- Picturestobe takenas a mandate andsenton the 27th
withfunactivity.
- We have alsotrieddifferentwaysof wishingourstaff birthday,bygivingthemoffsthat
day sotheycan enjoywiththeirfriendsandalsogivingbirthdaycards.
8. CinemaStar Success:
- CelebrationsforHighestSPHi.e.muchbeyondthe target42, highestadmitscomparedto
competitorsetcmustbe celebratedbyeithergettingsome eatableorchocolatesforall.
27. Staff Provisions:
1. Offerletter:
a. It has alreadybeendiscussedabove.
b. Remember,parttimersdon’tgetofferletters.
c. For full timers,salaryofferedbyyouhasto be finalisedbyHR Manager.
2. Appointmentletter:
a. It has alreadybeendiscussedabove.
b. Please keepfollowingupincase of delaywithHO.
3. Uniforms:
a. Alreadydiscussedabove.
b. Uniformsto be givenonlywhenthe staffshave givenusRs.1000 cash deposit.
c. Maintainthe registerwithall detailsregardinguniformdistrtibutionfilled.
d. Miantainthe uniformstockreportexcel sheetregarding,uniformsinhandand
uniformsgiven.
4. ID Cards :
a. The employee code issame asthe showbizID’s.
b. ID cards must have a stampphotoof the staff fixed.
c. ID card must have stampof Cinepolis(roundstamp).
d. Laminate andhand itover.
5. Lockers lock key/ reimbursements :
a. A particularlockertobe giventostaff.
b. We can give themthe lockand key,butthe keycan openany lockboughtby
company.A apare keywithHR Supervisor.
c. Else, staff can buy a lockfor himself.He musthave 3 keystoit. 1 withhim, HR
Supervisor&1 withsecurity.
d. Staff can get the amountreimbursed.AmountRs.30not more.
6. HDFC account opening:
a. Thishas beendiscussedabove.
b. Do not forgetto collectcancelledchequesfromstaff.
18. c. Askstaff to keepthe account activatedbypittingars.50 intotheiraccount evenif
the account is0 balance account.
7. Complimentarytickets :
a. Staff isentitledto4 complimentaryticketspermonth1 monthof theirjoining.
b. Complimentaryticketsdonotmeanfree.Itmeansstaff paysthe tax andwatches
the movie inconcessional rate.
c. Tab has beencreatedatbox office forstaff.
d. ComplimentaryticketsNOTtobe utilisedonweekendsandpublicholidays.
e. Alsosee toit that notmore than10 staff complimentaryticketstobe givenper
show.
8. Paid Break :
a. If staff are calledfora 9 hour shift,theyare entitledfora1 hour paidbreaki.e ½
hour forlunch/dinner,15 minutesforteatwice.
b. If staff is calledfor6 hours,theyare entitledforahalf an hour break.
c. If staff calledfor4 hours,no breaksgiven.
d. Staff signsinthe break registermaintainedbySupervisors whenevertheygoand
come back from breaks.
e. Phone usage isonlyallowedthen,otherwisecell phonesare notto be usedinthe
premisesonduty.
9. Torches :
a. Ushersare giventorchesforescortingguetsataudi.
b. We handovera torch to perusher.Bringingit everydayishisresponsibility.
c. In case he loseshe will needtobuyone himself.
d. Batterieswill be providedbyuseverytime the batterygetsover.
e. We mustkeepextratorchesincase of emergencies.
10. Comp Offfor national holiday :
a. A staff isentitledforacomp off incase workedonnational holidays.
b. A compoff isalsogiventostaff in case he wasrequiredtodo a majorovertime of
say 3 - 4 hours more than hisshifttimings.
c. Compoffsto be mentionedinthe rostertoavoidconfusion.
MOD HR DUTIEES AND RESPONSIBILITIES –Operations
1. SelfGrooming:
a. As soonas you reachwork,get youself well groomed,inproperuniform(Shirt,Trouser,
Cravatte,Stocking, Close courtshoe,,Name badge, Makeupandhairneatlytiedintopony.
b. No hangingearings,visibletattoos, brightnail color.
2. Check the log book :
a. Afterbeingwell groomed,checkthe managerslogbook.
b. Manager’slog bookismeantfor managersto write downthe pending work, orany
incidents,thingstobe followedupetc.
c. Readthe followupsmentionedbythe managerof previousshift.
d. Afterreadingsignonthe sheetmeaningyouhave readit.
19. e. Fill upthe detailsina newpage aboutstaff presentforyourshift.
f. Prioritise actionstobe takenasper follow ups.
3. One round of the property with manager checklistbefore shift :
a. Carry the managerschecklistwithyousoyoucan checkareas as perthe checklist.
b. Checkhousekeepingof eachaudi,concession,coffee tree,backarea,behindthe audi’s(exit
area) .
c. Alongwith housekeeping, checkif the lightsare on,led’sare showingthe rightmessage,
LCD’s are on,aromas good.
d. If the above are not, followupwithrespectivestaff andtell thembythe time youfinish
briefingitmustbe done.
4. Briefing:
a. Staff isto report forbriefingat the time theyhave beenrostered.Sayyouhave rostered
morningstaff at 9, thentheyare to be presentforbriefingat9.
b. Beginthe briefingwhenstaff andsupervisorsare present.
c. Start withwishingawarm ‘Good Morning,welcome toCinemaStar’& encourage themto
repeat.
d. Groomingcheck
e. Fill inthe performance analysisboards,incase notfilledinthe previousnight.
f. Staff isnot supposedtocarry mobile phonesorwalletsinthe premisesondutybutwe allow
as of nowas the lockerslockissue isnotyetresolved.
g. Theyare not supposedtohave more thanRs.300 in theirwallets.
h. Theymust be carryingtheirvalue cardsand a small notepadalongwiththemintheir
pockets.
i. DiscusspreviousdaysSPHAdmitsATPF &B salesandremindstaff the targetof 42.
j. Talk aboutincentivesincase any
k. Followthe briefingchartpastedonnotice board.
l. Staff allocation
m. Reiterate the mission,vision,values,promotionsrunning atCinemaStar.
n. Take up guestissues,staff issues,shortage issues,audits.
5. Groomingcheck (Groomingchecklist)
a. Groomingchecklisthastobe done duringthe briefing.
b. Has to be signedby supervisorandcountersignedbyyou.
c. In case a staff isnot incomplete uniformdue togenuinereasonstry providinghimasper
uniformsreturnedbyresignedemployees.Otherwise askthe staff toleave.
6. Staff Allocation:
a. Allocate staffsinthe respective areas.
b. Try relocatingthemtodifferentareasweeklyoronce intwo weeks.
7. Float :
a. Floatis a certainamountgiven tostaff before theygoto handle POSat respective areas(Box,
Concession,Coffeetree)
20. b. The amount isusuallymixednotesof Rs.10, Rs.50, Rs.100 and total amountvariesfromRs.
1000 on weekdaysandRs.2000 for weekends,sothattheyhave enoughchange while
handlingcash.
c. The floatis keptinMOD safe.
d. The accountant musthave kepta total amountof floatadextrachange of tennersetcinit.
e. You musthand overthe floatof Rs.1000 to staff and askhim to count.
f. The associate will mentionname andamountof floatandsignsinthe Float Register.
g. The accountant musthave mentionedtotal amountfloatandchange keptinMOD safe in
the floatregister,soyoucan cross check.
8. Fill Openingmanager checklist:
a. As soonas youfinishhandingoutfloat,see toitthat the respective areashave enoughstaff.
b. You will thentake the manager’schecklist (&housekeepingchecklist)andtake a property
roundand mark as perthe checklist.If somethingisnotright,getitright.
c. Maintaina file thatwill helpyoutokeepthe manager’schecklist.
9. Fill housekeepingchecklist (Youare in charge of housekeeping) :
a. As housekeepingisanotherone of yourkeyareas,youmustensure enoughstaff.
b. Afterthat isensured,followthe housekeepingchecklist.
c. Take actionsthen and there as perobservations.
d. All areas,concession,coffee tree,audis,store etcmustbe clean
e. Deepcleansingweeklyroutine tobe preparedandfollowed.
10. Cross check openingchecklistto be done by supervisors :
a. Supervisorsare tofill upsupervisorchecklistof eacharea,coffee tree,concession,box
office,ushering.
b. Once the checklisthasbeenfilledbythemafterthe briefing,youare todo a randomcheck
to cross check.Once cross checked,signand hand itback to Supervisor.
11. Check ifstandeesflexesschedulesandpromotional materialspresentand well placedat
property :
a. The standeesflexesinthe lobby,posters,posterboxesmustbe keptcleanandvisibleto
patrons.
b. The schedule standee mustbe visibleatall timesatbox office.
c. Kioskandschedule lighttobe switchedon.
d. The postersshouldbe of the moviesplayingorupcomingones.The olderonesare to be
discardedeveryThursday.
e. The bannersmust be of the currentmoviesplayingabove the groundfloorbox office.
f. Checkif fliers,feedbackforms,clubcards given,coffee tree couponsgiven.
12. Check wi-fi working:
a. Checkif the wi-fi isfunctioningatcoffee tree asitis supposedtobe free wi fi facility.
b. If the wi- fi isnot functioning,getthe IT workon it.
c. If there is a genuine reason,itmustbe informedtosupervisorssothatanyguestask for it,
theyhave an answer.
21. 13. Check the housekeeping& securitystaffpresent :
a. Keepyourself aware of the securityandhousekeepingstaff present.
b. Securityhas4 staff includingone lady staff andexcludingabouncereachshift.
c. Housekeepinghas4staff includingHousekeepingsupervisoreachthree shift,morningmid
and evening.
d. Signon theirregisterorattendance sheetonadailybasis.
14. Check maintenance register:
a. A maintenance registerismaintainedthathasall the snagsmentioned.
b. If you onserve asnag youcn fill the registerandkeepafollow update to checkif the work
isgettingdone.
c. Followupwithstaff andrequiredvendorsincase required.
15. Randomly check the signage sheetbehindthe washroom door :
a. Checkthe signage sheetplacedbehindwashroomsdoorincase of the ladieswashroom.
b. Randomlycheckthe washroomsare clean,all lightsworking,pleasantaroma,tapsworking,
soap dispensersworkingetc.
c. The signage sheetistobe signedbyhousekeepingandyoumustcrosscheck if washrooms
are beingcleanedregularly.
16. Check if online bookingfunctioning :
a. Checkthe website www.cinemastar.co.in.Registeryourself andrandomlydoa unpaid
bookingandcheckif the bookingisworkingorif the schedule mentionedisright.
b. If it is not,informthe IT Supto take action.
17. Check facebookfan page, followthe fb chart postedon notice board :
a. We have a fan page at facebook.The page is CinemaStar Thane.‘Like’the page fromyour
profile.
b. Followthe Fbchart that ispastedon the notice board.
c. Answerquerieswithininanhour.
d. Postschedulesassoonas finalised.
e. Postcontestson wednesday.
18. Update the G & A tracker Quality checklist :
a. Qualitychecklistisadailyreportwhichhas 5 sheets, Daily,Monthly,Scores,Grievance and
accolades.
b. The grievance & accoladestobe updateddaily.Youhave tomention postsbyguestson
facebook,orviewsonthe visitorbookorpersonal interaction.
c. To elaborate the previouspoint,youhave tomentionguestscomplaintsinthe Grievance
sheetandmessagesspecifyingthe goodaboutcinemastar in Accoladessheet.
d. Afteryouupdate sendthe sheettoeveningmanager sohe could
19. Initiate evaluationof staff to be done by supervisors :
a. The evaluationof staff mustbe done randomlyfromeacharea.
22. b. The evaluationsheetistobe giventosupervisorsohe couldevaluate andcome backwithhis
score.
c. If you feel youneedtobrief the staff onhisweaknessesdosoas soonas hisevaluationis
done.
20. Spot checks inco-ordinationwith accountant of staff duringnot verybusy hours :
a. Spotchecks are to be conductedrandomlywithoutinformationtostaff ina notveryrush
hour.
b. You needtogo and collectall the cash of the staff in a particulararea.
c. Askaccountant onthe interphone aboutthe complete cashof that particularstaff.
d. Accountantwill checkonshowbizandinformthe total amount.
e. If it tallies,itsfine,
f. If it doesnot tally,there iseitherashortage orexcess.
g. In case of either,strictactionisrecommended.Noreasonsmustbe taken.
h. Signon the spotcheck format.
21. Guestgrievance handling:
a. Companybelievesthatthe clientisboss.
b. So incase of any guestcomplaint,itmustbe attendedtowell.
c. If the mistake isonour part , we mustsee to it that the guestisattendedandif required
complimentaryticketsmustbe giventogetthemback fora betterexperience.
d. In case a guesthassuggestedavalidopninion,itmustbe broughttothe management’s
attention.
e. Ushersmust keepcheckingthe sudi while the movieisonto see,if the guestsare
comfortable.Incase of goon issues,securityandsupervisorsare tomake the loudor
troublesome guestsquiet.If the noise continues,the troublesome patrons tobe askedto
leave the audi bybouncers/security.
22. Call guestswho have complainedor evenappreciatedvia kiosks,visitor book or even
facebook
a. The guestswhohave givenusa negative feedback mustbe calledsoasto clearout any
misunderstandingif any.
b. Invite themfora coffee incase of a majorissue he wouldlike todiscuss.
23. Check ifproceduresare followedstarting from stafftech sales to dresscode to each area
procedure whetherbox office,concession,coffee tree :
a. You mustknowthe policies andprocedurestobe able tocheck onstaff.
b. Each area has to be attendedbymanagersrandomlytosee if the staff is usingthe right
language,keepingapositive attitude, usingrighttextsales, followingthe poshandling
procedure,keepingthe area cleanandcash handling.
24. Staff grievance handling:
a. There will be staff issueseveryday.
b. Get requestsfromthemonpaperand keepitona file withyou.
23. 25. Welfare/funactivitiesto conduct :
a. Funactivitieshave tobe conductedatleastonce everymonth.
b. It couldbe a game of tug of war,cricket (outside premises),oranythinginteresting.
c. The more activities,the more active staff stays.
26. Learn Projections,preparation at Coffee tree,Pos handling,ticket sellingat Box :
a. The lastbut notthe least, slowlybutsteadilylearningall areasisvital foryouto know
the procedureswell tobe able tocheckon staff.
b. Alsoyoucan be of helpduringruchhours or whenthere isa lack of staff.
HR NEWSLETTER :
a. The newsletterismade byHO,but we give ourinputsregarding the happeningsat
CinemaStar.
b. The newsletterismade afterevery3months.
c. Keeptakingpicturesof anyeventsatCinemaStarwhethera promotional event,oran
occasional festival celebration,abirthdaycelebration,funactivity,handingoutpopcorn
certificates.
d. Alsotake picturesof patronswhoare givena giftdue to winninginsome contest.
e. Picturesare vital proofsof all the happeningsandthe goodmomentsof the teammust
alwaysbe captured.