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1 of 17
49
21
5 5 6 1
87
56
29
11 5 6 3
110
6 3 0 0 0 0
9
111
53
16 10 12
4
206
Mumbai Pune Bangalore Hyderabad Delhi Chennai Total
Employees Technician Supporting Staff Total
7
3 4
32
22
5
1
26
7
6
0
10
20
30
40
Bangalore Chennai Delhi Hyderabad Mumbai Pune
Complaints
Installation
Service Dept
This
Week
19
Proje
ct
Engi
neer
Sale
Engi
neer
Sale
Engi
neer
Acco
unt
Exec
utive
Desi
gn
Engi
neer
Draft
sma
n
Plan
ning
Engi
neer
Proje
ct
Engi
neer
Sale
Engi
neer
Servi
ce
Coor
dinat
or
Servi
ce
Engi
neer
Draft
sma
n
Sale
Engi
neer
Bangalore Delhi Mumbai Pune
Total 1 1 1 2 2 2 1 4 1 1 1 1 1
1 1 1
2 2 2
1
4
1 1 1 1 1
New Hires This Week
The complete details have been
shared with the HRone Team, and
we are about to commence the
training modules shortly.
The Attendance for the month of December
2023 has been completed from HR and has
been sent for further process. As on 7th of
this month is falling on Sunday, so the
disbursement of salary may happen on 8th
Jan 2024
People Strategy - Key themes
Recruitment &
retention
PEOPLE STRATEGY
Talent
management
Reward &
Recognition
Thriving and
inclusive
community
To attract and retain the best talent from across the
world and give them the best possible start (Goals 1-3)
• Review current procedures to ensure recruitment is fair,
rigorous, agile and professional.
• Develop trainings for all those who are willing to learn for their
growth.
• Introduce new improved further particulars to support all
recruitment campaigns.
• Develop new Recruitment Policy and revised recruitment
guidelines.
1. Recruitment & retention
To offer personal and professional development to all staff and progression routes to
enable them to fully contribute to the Organization and reach their full potential (Goals
4 & 5)
• Attraction : We will expand our approach / reach to attract more skilled / ability / Knowledgeable /
behavioral candidates with clear view of our vision so the candidate are interested in our job openings, our
company, and mission.
• Recruitment : This stage involves attracting and sourcing potential candidates for job openings within the
organization. It includes activities such as job postings, resume screening, interviews, and selection.
• Onboarding : The onboarding of a new joinee will be done in manner to help the new employees blend
with our corporate/business culture and truly become part of the team. Instead of becoming individual
department’s HOD, shall try to become “Buddy” to new employee.
• Development : Training need will be developed for the employees, based on which the Training will
scheduled in calendar with defined trainer as per need analysed from departments. This process will help
the employees get better in their roles through a variety of initiatives.
• Retention : It is all about keeping employees happy. We are in process of starting a program for rewards
and recognition which we will reveal soon. We will also make sure we build a nurturing and supportive
culture to promote employee satisfaction and engagement.
• Separation : Every employee will experience this with the company at some point. All the previous stages
are to prevent this from happening, but ultimately there comes a time for an employee to leave a company.
However, not all separations are bad. Duracool will strongly support if an employee is separated for better
growth in his/her career with complete process & procedure.
2. Talent management
To reward fairly and competitively and to recognise and
retain outstanding staff at all levels (Goal 6)
• Develop and deliver sustainable reward & recognition strategy.
• Improve hierarchy & grading process to avail the facility accordingly.
• Develop and deliver a robust benefits strategy (suitable to our industry).
• Develop & deliver idea to highlight the extra ordinary employee over all
the locations.
• GRC – Grievance Redressal Committee to resolve the any issue jointly.
3. Reward & Recognition
Embed supportive, inclusive culture with effective leadership (Goal 7)
Equality and Diversity Strategy Action Plan
Increase diversity at senior levels
Progress gender equality and tackle gender pay gap
Address student attainment differentials
Embed inclusion and family friendly practice
Maintain compliance, engagement and best practice
4. Thriving and inclusive community/environment - Diversity
ANY SUGGESTIONS OR
QUERIES, CONNECT US ON
ON

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Presentation on HR for Weekly Review Meeting

  • 1.
  • 2.
  • 3.
  • 4.
  • 5. 49 21 5 5 6 1 87 56 29 11 5 6 3 110 6 3 0 0 0 0 9 111 53 16 10 12 4 206 Mumbai Pune Bangalore Hyderabad Delhi Chennai Total Employees Technician Supporting Staff Total
  • 6. 7 3 4 32 22 5 1 26 7 6 0 10 20 30 40 Bangalore Chennai Delhi Hyderabad Mumbai Pune Complaints Installation Service Dept
  • 9. The complete details have been shared with the HRone Team, and we are about to commence the training modules shortly.
  • 10. The Attendance for the month of December 2023 has been completed from HR and has been sent for further process. As on 7th of this month is falling on Sunday, so the disbursement of salary may happen on 8th Jan 2024
  • 11.
  • 12. People Strategy - Key themes Recruitment & retention PEOPLE STRATEGY Talent management Reward & Recognition Thriving and inclusive community
  • 13. To attract and retain the best talent from across the world and give them the best possible start (Goals 1-3) • Review current procedures to ensure recruitment is fair, rigorous, agile and professional. • Develop trainings for all those who are willing to learn for their growth. • Introduce new improved further particulars to support all recruitment campaigns. • Develop new Recruitment Policy and revised recruitment guidelines. 1. Recruitment & retention
  • 14. To offer personal and professional development to all staff and progression routes to enable them to fully contribute to the Organization and reach their full potential (Goals 4 & 5) • Attraction : We will expand our approach / reach to attract more skilled / ability / Knowledgeable / behavioral candidates with clear view of our vision so the candidate are interested in our job openings, our company, and mission. • Recruitment : This stage involves attracting and sourcing potential candidates for job openings within the organization. It includes activities such as job postings, resume screening, interviews, and selection. • Onboarding : The onboarding of a new joinee will be done in manner to help the new employees blend with our corporate/business culture and truly become part of the team. Instead of becoming individual department’s HOD, shall try to become “Buddy” to new employee. • Development : Training need will be developed for the employees, based on which the Training will scheduled in calendar with defined trainer as per need analysed from departments. This process will help the employees get better in their roles through a variety of initiatives. • Retention : It is all about keeping employees happy. We are in process of starting a program for rewards and recognition which we will reveal soon. We will also make sure we build a nurturing and supportive culture to promote employee satisfaction and engagement. • Separation : Every employee will experience this with the company at some point. All the previous stages are to prevent this from happening, but ultimately there comes a time for an employee to leave a company. However, not all separations are bad. Duracool will strongly support if an employee is separated for better growth in his/her career with complete process & procedure. 2. Talent management
  • 15. To reward fairly and competitively and to recognise and retain outstanding staff at all levels (Goal 6) • Develop and deliver sustainable reward & recognition strategy. • Improve hierarchy & grading process to avail the facility accordingly. • Develop and deliver a robust benefits strategy (suitable to our industry). • Develop & deliver idea to highlight the extra ordinary employee over all the locations. • GRC – Grievance Redressal Committee to resolve the any issue jointly. 3. Reward & Recognition
  • 16. Embed supportive, inclusive culture with effective leadership (Goal 7) Equality and Diversity Strategy Action Plan Increase diversity at senior levels Progress gender equality and tackle gender pay gap Address student attainment differentials Embed inclusion and family friendly practice Maintain compliance, engagement and best practice 4. Thriving and inclusive community/environment - Diversity
  • 17. ANY SUGGESTIONS OR QUERIES, CONNECT US ON ON