This document discusses the recruitment and selection policies and procedures of an organization. It begins by outlining the organization's vision and mission statements. It then provides details on the current recruitment and selection processes as outlined in the HR manual, including attracting suitable candidates, establishing selection criteria, conducting interviews and background checks. It notes some areas that could be improved such as increased engagement with educational institutions and use of online resources. The document also discusses other HR processes like joining formalities, induction training, leave policies and highlights some discrepancies with the actual practices.

3. " Vision and Mission Statement ”
“Food for the Hungry
Clothes for the destitute
Sight for the Blind”
“Service to Humanity”

5.  Current Policies and Functions
 As per the HR Manual
 What exactly we are following
 What are the gaps
 What more to be projected
CONTENTS

6.  Recruitment
 Selection
 Offering
 Joining
 Induction
 Training and Development
 Transfer
Current Policies

7.  Recruitment also mean hiring
 It is a core function of human resource
management.
 It refers to the overall process of
attracting, selecting and appointing
suitable candidates for jobs (either
permanent or temporary) within the
Trust.
Recruitment

8.  Usually for this we follow:
 Create number of vacancies
 Sort out whether lateral or internal people are required
 Advertise for the job for which vacancies are created
 Skills are highlighted we desire from the candidate
 Schedule the Interview and selection round
Recruitment

9.  As per HR Manual: The following procedures are ensured by the HR:
• Examine the job description to ensure that it accurately reflects the current/future duties of the
position.
• Consider whether any special conditions apply to the position, ie. Open spread of hours, casual,
temporary, etc.
• Develop the selection criteria (essential and desirable) based on the job description and job
specification.
• Place a weighting on each of the essential and desirable criteria to reflect the importance of each
criterion to the overall job and freeze the Job Description document.
 Sources of Filling the Position:
• Where Trust deems that there are sufficient suitably qualified local applicants to meet this
requirement, vacant positions will be advertised locally only, in the first instance.
• Where there are not sufficient suitably qualified local applicants, Trust may advertise locally and
externally concurrently.
Recruitment

10. As per HR Manual: Recruitment is done through:
 Traditional Advertising
 Recruitment Drives and Educational Institution
 Employee Recommendations
 Database Lists
 Employment Agencies
 Online Search (Job Portals, Social Media)
 Ex-Employees
Recruitment

11. Practically what we should do more :
 Traditional Advertising –It is done
 Recruitment Drives and Educational Institution- We should usually
encourage this part to get better qualitative people.
 Employee Recommendations- This needs to be evaluated
 Database Lists- We use this
 Employment Agencies- We Don’t contact
 Online Search (Job Portals, Social Media)- We don’t
 Ex-Employees- Usually not preferred
Recruitment- Gap We Need to Cover

12.  Selection is the process
of selecting a qualified person
who can successfully do a job and
deliver valuable contributions to
the organization.
 A selection system should depend
on job analysis.
Selection

13.  Usually for this we follow:
 Call on the scheduled date
 Took written or oral tests as required
 Conduct Interview under a selection committee
 Based on the interview, depending on the conversation and academics,
academics, required person is selected
 Selection done with the prior requirement created
Selection

14. As per HR Manual: The following procedures are ensured by the HR:
 The composition of the Selection Committee is the responsibility of the Human Resources Manager with acceptance of
Director. The general composition is :
Senior Manager, (HR), Division Head and Technical/Clinical Expert
 The HR Selection Committee shall decide on the rounds of written and oral tests and interviews for selection of the
candidate and hand over the plan to the HR for execution.
 Rating and Selecting the Applicants for Interviewing Process: The candidates, who pass the cut-off percentage for the
written examination, are selected for the interviewing process by the selection committee.
 Conducting Interviews: It is the Selection Committee's responsibility to ensure that each applicant is treated equally
during the interview in accordance with equal employment opportunity principles.
• At the completion of each interview each HR Selection Committee member shall independently rate the
applicant based on the evaluation system previously established and hand over the rating sheet.
• CHRA shall negotiate salary particulars, a commencement date and notify the successful candidate and
appropriate authorities.
 References for Verification: The candidate will be asked to furnish copy of the educational certificates and experience
letter along with names and address of references who have known him/ her for more than two years from academic
and/or professional field. The HR department will do the background verification check on the person’s qualifications,
abilities and other traits.
Selection

15.  As soon as a candidate is Selected he is provided with an Offer Letter if selected for
a professional designation.
 Otherwise he would be informed to report to a defined date to take over the charge
of the responsibilities.
 Along with this he has been also informed to bring his academic certificates to
verify accordingly.
 The selected candidate will send a copy of the letter duly signed indicating that he
will join on the appointed date and time.
 If certain terms are unacceptable to him, then he may inform accordingly so that
negotiations may be conducted, if required.
 The letter of Offer duly signed by the selected candidate will constitute the Letter
of Acceptance.
Offer Letter

16. Joining
 Usually for this we follow:
 When candidate arrives on the date we offer him a joining form
 It comprises his all personal details
 Along with this form we ask him to submit photocopies of the academic certificates,
NOC, experience certificates as required
 After all the joining formalities a batch is issued to him
 His thumb impression is taken for attendance purpose or his name is enter in register
and inform him
 His certificates and age is to be verified for falsification
 Employee file is prepared
 Family Health Folder form is also filled by him
 Bank detail will be taken and he is to be informed about the date he get salary
 And after everything is finished a checklist is attached with the file

17. As per HR Manual
 Joining report: The prospective employee shall report to the HR on the appointed date. HR will then take the
employee through the appointment procedure.
 Check of Certificates: The appointing authority will check the certificates of the prospective employee. These will
include academic and other certificates as well as past experience certificates. These will be cross checked with
the information mentioned by the candidate in the application form.
 Check of age of candidate: The appointing authority will also check the age of the candidate through his school
leaving certificate and cross check it with the age mentioned in the application form. One of the following
documents will be deemed to be satisfactory proof of the age of the employee at the time he enters the Trust’s
service will be Matriculation or School Leaving Certificate or Birth Certificate.
 -An employee, who is unable to produce documentary evidence of his age, will produce an affidavit
regarding his age. Such employees will be sent to the Trust’s authorized medical officer free of cost for
examination and the medical officer’s assessment regarding the employee’s age will be binding on the
employee.
 -The age of an employee as recorded with the Trust at the time of his employment will not thereafter be
altered.
Joining

18. Joining
As per HR Manual
 Medical tests: Pre -employment - In-house health check-up -- The candidate will be
asked to undergo a medical tests by the general physician and the ophthalmologist. The
tests are carried out by the assigned doctors by the Trust.
 References: For those candidates whose references were unchecked during offer, the HR
team will perform the background verification of education, experience and character.
 Appointment Letter: After all the above steps are completed, the HR will issue a formal
Appointment letter to the selected candidate, duly signed by the Administrator.
 Employee Personal File: As soon as an employee joins the Trust, a personal file will be
opened on his/ her name. This file will be kept confidential and will be maintained and
under the care of the HR department.

19. Joining- Gap to be Cover
 Joining report: It is followed
 Check of Certificates: It is followed
 Check of age of candidate: It is followed but not mandatory as minimum criterion
is age only
 Medical tests: It is not done, only for blood group during batch it is conveyed
 References: It is not done
 Appointment Letter: It is not given
 Employee Personal File: It is made and maintained

20. Induction
 Usually for this we follow:
 After joining we make him a visit of hospital
 Video of SSSST- “Har kuch Achha Hai”
 Key People PPT
 Information about trust
 Policies about timing, food, leave, dressing and grooming
 And handed him to the respected department where he get information
about his job and job responsibilities

21. Induction
 As per HR Manual: Induction training of New Employee with includes
Orientation on
 The Trust and its vision, mission and values
 Rights and responsibilities of employees
 Organization’s Service delivery model and quality standards
 The respective Department’s objectives, policies and procedures
 General HR policies and procedures and general rules of job-confidentiality,
attendance, official dress code and other operational rules.
Mandatory Presence : Employee/s to be inducted, HR Representative and Department
Head

22. Leave
 Leave is a Facility given to every employee.
 Its their right which they can use whenever they require
 Usually for this we follow:
 Leave can be taken for any number of days time but with prior information
 As for 2 days leave it is mandatory to ask for it 2 days in advance and similarly it is applied
for any no of days.
 Leave is allowed only when the Leave form is completely filled, passed and signed by the
respective authorities.
 During Emergency in the trust all the leaves will be considered cancel.
 If leave exceeds the limit HR office can deduct the excess ones anytime.
 Employee whose tenure is less than 5 years is awarded with 25 yearly leaves.
 And those who crosses this get 30 leaves per year.
 Leave encashment is done after deducting 15 leaves from total (only after one year).
 If between 2 leaves a Sunday or holiday comes it will be counted as leave.

23. Leave
 As per HR Manual: