The document outlines a broad framework for building people capability within an organization that includes strategies for talent availability, structured recruitment processes, manpower planning aligned with business strategy, onboarding programs, compensation and benefits policies, engagement activities, performance management, learning and development, and HR metrics. It provides details on employer branding, succession planning, job grading, attendance and leave policies, and procedures for employee exits. The goal is to attract, develop, motivate, and retain talent through these human resources processes and programs.

1. Building People Capability
Broad Framework

2. Talent Availability
Employer Branding Standard Communication around Company and
Employee Value Proposition
Employee Referrals
Structured Recruitment Process Sourcing norms/Application form
Panel norms/Joining formalities
Reference checks
Sourcing Vendor Evaluation parameters
Campus selection norms
Joining Induction Program
On boarding
Policy on Induction and probation /trainee
Manpower Planning Planning aligned towards long term business
strategy
Connected to Competencies identified
Succession Planning Introduce the process of Systematic Succession
Planning

3. On-boarding
On Boarding Program around Company vision mission and
values and work experience accorss functions
Organization Structure

4. Policies
Compensation and Rewards Compensation Structure
Basic
Monthly
Annual
Flexi Pay
Variable Pay
Benefits
Conveyance Allowance
Late Night Stay
Vehicle Maint All
Mobile reimbursement
Travel Reimbursement
Job Grading
Deferred Payments PF/ESI
Awareness on PF to employees
Insurance Group Insurance

5. Policies
Travel Domestic and International Travel
Attendance and Leave Attendance Rules
Outdoor duty
Leave Rules
Holidays
Leave Process

6. Engagement
Fortnightly Team interaction Employee Communication
Quarterly Events Activities comprising of communication /
team performance / team achievement /
Recognition
Monthly Event To engage employees

7. Productivity
Performance Management Quaterly Goal Settings aligned to Business
Expectation Settings
Performance plan and process and
awareness
Top Performers get differentiated
Quaterly Reviews on Performance
Non Performers are dealt with
Includes reward and career planning
Learning and Development Knowledge Management sessions

8. Exit
Exit - Resignation / Retirement/
termination/Accident
Exit Policy
Exit interviews process

9. HR Metrics
Monthly Dashboard Metrics
Planned and Actual
Feedback
Recommendation
Next steps