This document provides an overview of the key areas encompassed by human resource management. It discusses human resource development including talent acquisition, management, compensation and benefits, training, and succession planning. It also outlines personnel management responsibilities such as employee onboarding and maintenance of records. Additional areas covered include administration, corporate social responsibility, legal compliance, contract management, industrial relations, employee welfare, and human resources auditing.

1. Human Resource Management:
Gamut
INDUSTRIAL
RELATIONS
HUMAN
RESOURCES
DEVELOPMENT
CORPORATE SOCIAL
RESPONSIBILITY
HUMAN
RESOURCES
MANAGEMENT
(HRM)
ADMINISTRATION
PERSONNEL
MANAGEMENTCONTRACT
MANAGEMENT
SYSTEM
WELFARE
LEGAL
AUDIT

2. HUMAN RESOURCES DEVELOPMENT
(HRD)
HR
TALENT
ACQUISITION
TALENT
MANAGEMENT
COMPENSATION
& BENEFITS
MANPOWER
PLANNING
RECRUITMENT
& SELECTION
PERFORMANCE
MANAGEMENT
SYSTEM
TRAINING
CAREER &
SUCCESSION
PLANNING
RETENTION,
EMPLOYEE ENGAGEMENT
REWARD & RECOGNITION
ONBOARDING

3. PERSONNEL MANAGEMENT
PERSONNEL
MANAGEMENT
ESTABLISHMENT:
VIZ., JOINING FORMALITIES,
PERSONAL
FILE MAINTENANCE
TIME OFFICE:
ATTENDANCE,
LEAVE, LTA, GRATUITY, BONUS
MISCELLANEOUS:
MEDICLAIM, LOANS ETC.

4. ADMINISTRATION
ADMINISTRATION
LIAISONING SECURITY
GUEST HOUSE TRANSPORTATION
ASSET MAINTENANCE EVENT MANAGEMENT
TICKETING HOUSEKEEPING
COLONY MAINTENANCE
TELEPHONE / XEROX /
STATIONERY ETC.

5. CORPORATE SOCIAL RESPONSIBILITY
(CSR)
Social / developmental / educational / cultural
/ health-related services rendered to the local
community.

6. LEGAL
LEGAL
LABOUR LAWS ESTATE
• INDUSTRIAL DISPUTES ACT
• FACTORIES ACT, ESI ACT
• WORKMEN’S COMPENSATION ACT
• PAYMENT OF BONUS ACT
• PAYMENT OF GRATUITY ACT
• PAYMENT OF WAGES ACT
• MINIMUM WAGES ACT
• STANDING ORDERS ACT
• TRADE UNION ACT ETC.
& COMPLIANCE THEREOF
+ ANY OTHER ACT APPLICABLE
STATE/INDUSTRY WISE
• LAND ACQUISITION
• LAND COMPENSATIONS

7. CONTRACT MANAGEMENT
SYSTEM (CMS)
CMS
CONTRACT LABOUR
HANDLING
CHECKING THEIR
STATUTORY COMPLAINCES
Statutory formalities:
The contractor has to, perfunctorily, submit the following documents in the frequency
mentioned against each:-
1. PF challan – MONTHLY
2. PF Monthly Return in Form 12A – MONTHLY
3. ESIC Challan – MONTHLY (If applicable)
4. Half Yearly Return under The Contract Labour (Regulation & Abolition) Act, 1970 – HALF
YEARLY
5. Attendance Register (Form XVII) - MONTHLY
6. Yearly Return under The Contract Labour (Regulation & Abolition) Act, 1970 – YEARLY
7. PF Individual Contribution Cards in Form 3A – YEARLY
8. PF Annual Statement of Contribution in Form 6A – YEARLY
9. ESIC Annual Return of Contribution in Form 6 – YEARLY (If applicable)
10. Renewed licence – YEARLY 11. Any other compliance as per state/ industry requirement

8. INDUSTRIAL RELATIONS (IR)
 Redressal of Grievances
 Negotiation with Trade Unions within the statutory
framework
 Collective Bargaining on various employee issues – hard &
soft, viz., wages, benefits (leave, working hours, uniform
etc.) to arrive at Bipartite agreements or Tripartite
settlements.
 Disciplinary actions as per Certified / Model Standing
Orders.
 In general, maintenance of peace, tranquility and an
amicable and healthy working environment in the
organization.

9. WELFARE
 Various welfare measures for the workers, as laid down
in the Factories Act, Contract Labour (Regulation &
Abolition Act), viz., canteen, washroom, restroom,
creche etc.
 Sports for workers / employees
 Facilities for workers viz., raincoat, uniform, gumboot,
shoes for workers etc.
 Entertainment / picnics etc.

10. HR AUDIT
To ensure compliance to:
 HR Policies of the organization
 Various statutes
 Maintenance of employment records and updation of
carrer movements.