Standard Operating Procedures are the documents that explains in a step-by-step manner about the scope and purpose of an activity, the list of tasks, sequence of tasks, who need to perform, how to perform and expected quality, resources and time. SOPs are a great step towards process improvement. SOPs help the organization to freeze the current best practices of the organization and as and when things are improved the SOPs are revised to incorporate the new best practices. In other words, SOPs establish a baseline of performance that is expected within an organization.
Standard Operating Procedures are the documents that explains in a step-by-step manner about the scope and purpose of an activity, the list of tasks, sequence of tasks, who need to perform, how to perform and expected quality, resources and time. SOPs are a great step towards process improvement. SOPs help the organization to freeze the current best practices of the organization and as and when things are improved the SOPs are revised to incorporate the new best practices. In other words, SOPs establish a baseline of performance that is expected within an organization.
Apart from the above SOPs are helpful in continuous training of the employees to ingrain the best practices and a source document for training the new employees. It is a step towards transitioning an organization from people-centric to process-centric.
This document outlines the standard operating procedures for human resources at a company. It covers the appointment process, required documents, policies around internships, attendance, leaves, and general rules. It also discusses statutory compliance for PF and ESIC and the termination and resignation policy. The appointment process involves two rounds of interviews. Various HR policies cover components like internship period, attendance, salary structure, and leaves. Statutory requirements include PF and ESIC deductions. The termination/resignation policy requires one month prior notice, which can be extended, and all outstanding items must be cleared.
This standard operating procedure outlines the process for maintaining employee personal files. It states that HR is responsible for opening a file within 7 days of an employee joining and collecting documents related to employment history, qualifications, conduct, benefits and performance reviews. These files must be kept for 10 years after an employee leaves. HR collects documents, stores current employee files separately from former employees' files, and reviews files every 3 months to ensure completeness. Disciplinary action may be taken if employees do not submit required documents.
The document discusses the various benefits provided to members under the Employees' Provident Fund (EPF) schemes in India. It outlines the three major types of benefits: 1) Provident Fund benefits which include employer contributions and interest accrual, 2) Pension benefits such as pension for members and families, and 3) Death benefits such as provident fund payouts and insurance payouts to families. It also provides details on how to become an EPF member, withdraw funds, get a pension, transfer accounts, and avail advances.
RJ Corp is a multinational conglomerate founded in 1968 that operates businesses across beverages, fast food, dairy, education, breweries, and healthcare in India and other countries. It touches the lives of millions through its various products and services. The company has a high-performance culture with a focus on entrepreneurship, leadership, innovation, and integrity. RJ Corp's healthcare division includes various operations in India such as Cryobanks, Diagno Labs, Aqua Stem, and Lineage Healthcare, which operates birthing centers. Lineage aims to provide maternity and newborn care services designed around womanhood all under one roof through its unique hospital-hotel concept.
The document provides information about the Employee's Provident Fund (EPF) and Employee State Insurance (ESI) schemes in India. For EPF, the employee contributes 12% of their basic salary and the employer contributes 3.67% towards PF and other amounts towards pension and insurance. Benefits of EPF include interest, pension eligibility, and tax exemptions. For ESI, employees contribute 1.75% of salary up to Rs. 7,500 and employers contribute 4.75%. ESI benefits include sickness, maternity, medical, disablement, dependence, and funeral benefits.
The document discusses the Employee Provident Fund (EPF) in India. Key points include:
1. The EPF limit was increased to Rs. 15,000 from Rs. 6,500 starting September 1, 2014, bringing more employees under EPF coverage.
2. The EPF provides benefits such as provident fund on resignation or retirement, pension benefits for members aged 50 or older with 10 years of service, and death benefits for nominees.
3. Members can take advances or withdrawals from their EPF for approved purposes like marriage, education, medical treatment, and housing.
The probation and confirmation policy provides information about the terms and conditions that a new employee should follow during probation period. The policy conveys that probation period is an opportunity to both new employee and their manager to do get adjusted and to improve the performance.
For more information visit https://www.hrhelpboard.com/hr-policies/probation-and-confirmation-policy.htm
Standard Operating Procedures are the documents that explains in a step-by-step manner about the scope and purpose of an activity, the list of tasks, sequence of tasks, who need to perform, how to perform and expected quality, resources and time. SOPs are a great step towards process improvement. SOPs help the organization to freeze the current best practices of the organization and as and when things are improved the SOPs are revised to incorporate the new best practices. In other words, SOPs establish a baseline of performance that is expected within an organization.
Apart from the above SOPs are helpful in continuous training of the employees to ingrain the best practices and a source document for training the new employees. It is a step towards transitioning an organization from people-centric to process-centric.
This document outlines the standard operating procedures for human resources at a company. It covers the appointment process, required documents, policies around internships, attendance, leaves, and general rules. It also discusses statutory compliance for PF and ESIC and the termination and resignation policy. The appointment process involves two rounds of interviews. Various HR policies cover components like internship period, attendance, salary structure, and leaves. Statutory requirements include PF and ESIC deductions. The termination/resignation policy requires one month prior notice, which can be extended, and all outstanding items must be cleared.
This standard operating procedure outlines the process for maintaining employee personal files. It states that HR is responsible for opening a file within 7 days of an employee joining and collecting documents related to employment history, qualifications, conduct, benefits and performance reviews. These files must be kept for 10 years after an employee leaves. HR collects documents, stores current employee files separately from former employees' files, and reviews files every 3 months to ensure completeness. Disciplinary action may be taken if employees do not submit required documents.
The document discusses the various benefits provided to members under the Employees' Provident Fund (EPF) schemes in India. It outlines the three major types of benefits: 1) Provident Fund benefits which include employer contributions and interest accrual, 2) Pension benefits such as pension for members and families, and 3) Death benefits such as provident fund payouts and insurance payouts to families. It also provides details on how to become an EPF member, withdraw funds, get a pension, transfer accounts, and avail advances.
RJ Corp is a multinational conglomerate founded in 1968 that operates businesses across beverages, fast food, dairy, education, breweries, and healthcare in India and other countries. It touches the lives of millions through its various products and services. The company has a high-performance culture with a focus on entrepreneurship, leadership, innovation, and integrity. RJ Corp's healthcare division includes various operations in India such as Cryobanks, Diagno Labs, Aqua Stem, and Lineage Healthcare, which operates birthing centers. Lineage aims to provide maternity and newborn care services designed around womanhood all under one roof through its unique hospital-hotel concept.
The document provides information about the Employee's Provident Fund (EPF) and Employee State Insurance (ESI) schemes in India. For EPF, the employee contributes 12% of their basic salary and the employer contributes 3.67% towards PF and other amounts towards pension and insurance. Benefits of EPF include interest, pension eligibility, and tax exemptions. For ESI, employees contribute 1.75% of salary up to Rs. 7,500 and employers contribute 4.75%. ESI benefits include sickness, maternity, medical, disablement, dependence, and funeral benefits.
The document discusses the Employee Provident Fund (EPF) in India. Key points include:
1. The EPF limit was increased to Rs. 15,000 from Rs. 6,500 starting September 1, 2014, bringing more employees under EPF coverage.
2. The EPF provides benefits such as provident fund on resignation or retirement, pension benefits for members aged 50 or older with 10 years of service, and death benefits for nominees.
3. Members can take advances or withdrawals from their EPF for approved purposes like marriage, education, medical treatment, and housing.
The probation and confirmation policy provides information about the terms and conditions that a new employee should follow during probation period. The policy conveys that probation period is an opportunity to both new employee and their manager to do get adjusted and to improve the performance.
For more information visit https://www.hrhelpboard.com/hr-policies/probation-and-confirmation-policy.htm
This document provides the standard operating procedures for Grain Mills Pvt. Ltd. It includes details about the business such as it was introduced in 1997, has 53 employees across 2 units, and manufactures and trades durum wheat, wheat products and cattle food. It also outlines the recruitment process, required documents for new hires, policies on probation, attendance, salary, leaves and loans. Additionally, it specifies guidelines for travel allowances and reimbursements based on employee level. Statutory compliances around bonus, PF, and ESIC deductions are defined. Finally, the termination and resignation policies as well as non-disclosure agreement are stated.
The document discusses key aspects of the Employees' Provident Fund and Miscellaneous Provisions Act, 1952 including definitions of basic wages, employee, and contributions under the Act. It notes that basic wages exclude certain allowances but courts have differed on whether other allowances should be included. The EPFO has also issued contradictory circulars on this topic, creating uncertainty. The document also covers EDLI scheme details and alternatives, UAN 2.0 changes, and how to calculate pension amounts.
This document discusses various Indian labor laws and statutory compliance requirements for human resource management. It outlines key provisions of laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages. Compliance with these statutes is important to safeguard employees and the organization from risks and penalties for non-compliance. Failure to adhere to the various labor laws could result in fines or imprisonment for the employer.
This document outlines the major benefits provided under the Employees' Provident Fund (EPF) in India, including provident fund benefits, pension benefits, and death benefits. For provident fund benefits, both employers and employees contribute 12% each to the employee's fund. Members can withdraw funds for financial needs and get back contributions upon resignation. Pension benefits include lifetime pension for members and families. Death benefits provide funds to families or nominees upon death.
How you can get a higher pension from EPFO beyond ceiling limit?Amitava Nag
The document summarizes the provisions around obtaining full pension benefits from the Employees' Pension Scheme 1995. Key points:
1. The scheme originally limited maximum pensionable salary but later allowed option for higher contributions on joint request.
2. Recent court rulings have overturned amendments capping contributions, allowing joint requests to be based on actual salary rather than caps.
3. A joint request form is provided for employees and employers to opt into higher contributions from the scheme's inception in 1995.
The Employees Provident Fund and Miscellaneous Provisions Act, 1952 provides for provident funds, pension funds, and insurance for employees in factories and establishments with 20 or more workers. It applies to all of India except Jammu and Kashmir. The key schemes under the Act are the Employees Provident Fund, Employees Pension Scheme, and Employees Deposit Linked Insurance. The Act requires employers to make contributions to funds for employees and provide various benefits like provident fund savings, pension, and death benefits.
Domestic inquiry procedures & reports 5 dec-18Ghazali Md. Noor
The document outlines the procedures for conducting a fair domestic inquiry in the workplace according to legal requirements. It discusses why domestic inquiries are necessary, the principles of natural justice that must be followed which include impartiality and the right to be heard. It provides details on the roles and responsibilities of those involved in the inquiry like the chairman, prosecuting officer, witnesses, the accused employee. It also discusses the requirements for findings, notes of the inquiry, burden of proof, and the process after the inquiry is completed.
The document outlines the SBCGT's policies on human resources management. It discusses conditions of service, recruitment and selection, performance management, training and development, leave, discipline, grievances, termination, retrenchment, compensation, temporary employees, health and safety, staff movements, HIV/AIDS, and succession planning. Key aspects include a recruitment authorization process, employment procedures, performance appraisals, manager responsibilities, and an induction program for new staff.
1. The document is an employment agreement between Vijay Laxmi Textile Ltd. and Mr. Ankur Agrawal, wherein Mr. Agrawal agrees to work as a Software Engineer for Vijay Laxmi for 3 years from January 2011 to December 2013.
2. The agreement outlines the terms of employment such as Mr. Agrawal's salary of Rs. 50,000 per month, his obligations to devote full time and efforts to the employer, confidentiality clauses, non-compete clauses, and liquidated damages if employment is terminated early by either party.
3. The agreement also allows the employer to transfer Mr. Agrawal's employment to associate companies, and
Colorband is a dye manufacturer established in 1998 with certifications in quality, environmental, and safety management. The induction agenda covers Colorband's policies on recruitment, leave, performance reviews, training, employee engagement, code of conduct, and expectations of employees. New employees will learn about Colorband's organizational structure, management team, and employee statistics.
How To Setup an HR Department: A Step by Step GuideRecruiterbox
http://recruiterbox.com/blog/5-recruiting-tools-for-setting-up-an-hr-department/ | Creating an HR department is a crucial step for every expanding small business. When the HR department is created, it should develop a plan for overseeing every step of employee management, from an applicant tracking system through the exit process.
This document summarizes various statutory HR and legal compliances for organizations in India. It discusses key labor laws such as the Employees' State Insurance Act (ESI), Provident Fund, Professional Tax, Gratuity, Labor Welfare Fund, and Maternity Benefit Act. It provides details on contribution rates, benefits, and penalties for non-compliance. Overall, the document stresses that proper compliance with various labor laws is important for an organization's success and avoiding penalties from government agencies.
The Kerala High Court ruled that the Employees' Provident Fund Organisation (EPFO) must calculate and provide pensions based on employees' actual salaries rather than capping the maximum pensionable salary at Rs. 15,000 per month. The court found that capping the salary violated the spirit of the pension scheme and would deprive many retired employees of a decent pension. The Supreme Court later dismissed an appeal by the EPFO, upholding the Kerala High Court's ruling and requiring the EPFO to pay full pensions to private sector employees based on their total salaries rather than a capped amount.
Dokumen tersebut merupakan contoh sistem peraturan perusahaan yang dibuat oleh Budi Cahyadi untuk perusahaannya yang bergerak di bidang properti, interior, dan perdagangan. Dokumen ini mengatur berbagai hal seperti definisi istilah, tujuan dari peraturan perusahaan, ruang lingkupnya, hubungan kerja, hak dan kewajiban karyawan, larangan-larangan bagi karyawan, serta tata tertib dan ketentuan kerja.
This document outlines various HR policies including recruitment, orientation, retention, attendance, grievance handling, drug and alcohol abuse, employee relations, performance evaluations, feedback, coaching, insurance, and termination. It describes the recruitment process, new employee orientation period and documents, approaches to staff retention, leave policies, grievance procedures and prohibited behaviors. Performance is evaluated annually and feedback is provided ongoing. Insurance is offered to regular employees. Termination requirements depend on whether the departure is employee or employer-initiated.
Employsure Workplace Presentation | Probationary PeriodsEmploysure AU
Employsure's Workplace Presentation on probationary periods explains what employers need to know about how to manage new employees.
With one of the most complex workplace relations systems in the world it's a challenge for owners and managers of SMEs in Australia to ensure they are compliant. Small businesses often struggle to understand their obligations to employees and that's where Employsure can help.
Employsure helps over 13,000 business owners with employment relations, protecting employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces.
Call us: 1300 651 415
Visit us at: https://employsure.com.au/
LinkedIn: https://www.linkedin.com/company/empl...
Facebook: https://www.facebook.com/employsure.c...
Twitter: https://twitter.com/Employsure
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.
This document outlines various HR policies and procedures for a company, including:
- Recruitment and selection procedures, including job descriptions, interviews, employment contracts, and onboarding processes.
- Employee classifications and benefits such as housing and transportation allowances.
- Leave policies including annual leave entitlements and sick leave.
- Performance management processes such as probation periods and grievance procedures.
- General workplace policies on issues like dress code, company property, and attendance.
The document provides comprehensive guidance on managing the full employee lifecycle and workplace standards according to the company's policies.
The document outlines Sapphire Group's HR systems and hiring process. It discusses the various stages of recruitment, including identifying vacancies, collecting resumes, screening candidates, and conducting interviews. It also describes the orientation process for new hires and covers some of Sapphire's employment laws and policies regarding harassment, abuse, and health and safety. The recruitment and selection process is managed by the HR department with involvement from line managers and technical teams at various stages.
This document provides the standard operating procedures for Grain Mills Pvt. Ltd. It includes details about the business such as it was introduced in 1997, has 53 employees across 2 units, and manufactures and trades durum wheat, wheat products and cattle food. It also outlines the recruitment process, required documents for new hires, policies on probation, attendance, salary, leaves and loans. Additionally, it specifies guidelines for travel allowances and reimbursements based on employee level. Statutory compliances around bonus, PF, and ESIC deductions are defined. Finally, the termination and resignation policies as well as non-disclosure agreement are stated.
The document discusses key aspects of the Employees' Provident Fund and Miscellaneous Provisions Act, 1952 including definitions of basic wages, employee, and contributions under the Act. It notes that basic wages exclude certain allowances but courts have differed on whether other allowances should be included. The EPFO has also issued contradictory circulars on this topic, creating uncertainty. The document also covers EDLI scheme details and alternatives, UAN 2.0 changes, and how to calculate pension amounts.
This document discusses various Indian labor laws and statutory compliance requirements for human resource management. It outlines key provisions of laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages. Compliance with these statutes is important to safeguard employees and the organization from risks and penalties for non-compliance. Failure to adhere to the various labor laws could result in fines or imprisonment for the employer.
This document outlines the major benefits provided under the Employees' Provident Fund (EPF) in India, including provident fund benefits, pension benefits, and death benefits. For provident fund benefits, both employers and employees contribute 12% each to the employee's fund. Members can withdraw funds for financial needs and get back contributions upon resignation. Pension benefits include lifetime pension for members and families. Death benefits provide funds to families or nominees upon death.
How you can get a higher pension from EPFO beyond ceiling limit?Amitava Nag
The document summarizes the provisions around obtaining full pension benefits from the Employees' Pension Scheme 1995. Key points:
1. The scheme originally limited maximum pensionable salary but later allowed option for higher contributions on joint request.
2. Recent court rulings have overturned amendments capping contributions, allowing joint requests to be based on actual salary rather than caps.
3. A joint request form is provided for employees and employers to opt into higher contributions from the scheme's inception in 1995.
The Employees Provident Fund and Miscellaneous Provisions Act, 1952 provides for provident funds, pension funds, and insurance for employees in factories and establishments with 20 or more workers. It applies to all of India except Jammu and Kashmir. The key schemes under the Act are the Employees Provident Fund, Employees Pension Scheme, and Employees Deposit Linked Insurance. The Act requires employers to make contributions to funds for employees and provide various benefits like provident fund savings, pension, and death benefits.
Domestic inquiry procedures & reports 5 dec-18Ghazali Md. Noor
The document outlines the procedures for conducting a fair domestic inquiry in the workplace according to legal requirements. It discusses why domestic inquiries are necessary, the principles of natural justice that must be followed which include impartiality and the right to be heard. It provides details on the roles and responsibilities of those involved in the inquiry like the chairman, prosecuting officer, witnesses, the accused employee. It also discusses the requirements for findings, notes of the inquiry, burden of proof, and the process after the inquiry is completed.
The document outlines the SBCGT's policies on human resources management. It discusses conditions of service, recruitment and selection, performance management, training and development, leave, discipline, grievances, termination, retrenchment, compensation, temporary employees, health and safety, staff movements, HIV/AIDS, and succession planning. Key aspects include a recruitment authorization process, employment procedures, performance appraisals, manager responsibilities, and an induction program for new staff.
1. The document is an employment agreement between Vijay Laxmi Textile Ltd. and Mr. Ankur Agrawal, wherein Mr. Agrawal agrees to work as a Software Engineer for Vijay Laxmi for 3 years from January 2011 to December 2013.
2. The agreement outlines the terms of employment such as Mr. Agrawal's salary of Rs. 50,000 per month, his obligations to devote full time and efforts to the employer, confidentiality clauses, non-compete clauses, and liquidated damages if employment is terminated early by either party.
3. The agreement also allows the employer to transfer Mr. Agrawal's employment to associate companies, and
Colorband is a dye manufacturer established in 1998 with certifications in quality, environmental, and safety management. The induction agenda covers Colorband's policies on recruitment, leave, performance reviews, training, employee engagement, code of conduct, and expectations of employees. New employees will learn about Colorband's organizational structure, management team, and employee statistics.
How To Setup an HR Department: A Step by Step GuideRecruiterbox
http://recruiterbox.com/blog/5-recruiting-tools-for-setting-up-an-hr-department/ | Creating an HR department is a crucial step for every expanding small business. When the HR department is created, it should develop a plan for overseeing every step of employee management, from an applicant tracking system through the exit process.
This document summarizes various statutory HR and legal compliances for organizations in India. It discusses key labor laws such as the Employees' State Insurance Act (ESI), Provident Fund, Professional Tax, Gratuity, Labor Welfare Fund, and Maternity Benefit Act. It provides details on contribution rates, benefits, and penalties for non-compliance. Overall, the document stresses that proper compliance with various labor laws is important for an organization's success and avoiding penalties from government agencies.
The Kerala High Court ruled that the Employees' Provident Fund Organisation (EPFO) must calculate and provide pensions based on employees' actual salaries rather than capping the maximum pensionable salary at Rs. 15,000 per month. The court found that capping the salary violated the spirit of the pension scheme and would deprive many retired employees of a decent pension. The Supreme Court later dismissed an appeal by the EPFO, upholding the Kerala High Court's ruling and requiring the EPFO to pay full pensions to private sector employees based on their total salaries rather than a capped amount.
Dokumen tersebut merupakan contoh sistem peraturan perusahaan yang dibuat oleh Budi Cahyadi untuk perusahaannya yang bergerak di bidang properti, interior, dan perdagangan. Dokumen ini mengatur berbagai hal seperti definisi istilah, tujuan dari peraturan perusahaan, ruang lingkupnya, hubungan kerja, hak dan kewajiban karyawan, larangan-larangan bagi karyawan, serta tata tertib dan ketentuan kerja.
This document outlines various HR policies including recruitment, orientation, retention, attendance, grievance handling, drug and alcohol abuse, employee relations, performance evaluations, feedback, coaching, insurance, and termination. It describes the recruitment process, new employee orientation period and documents, approaches to staff retention, leave policies, grievance procedures and prohibited behaviors. Performance is evaluated annually and feedback is provided ongoing. Insurance is offered to regular employees. Termination requirements depend on whether the departure is employee or employer-initiated.
Employsure Workplace Presentation | Probationary PeriodsEmploysure AU
Employsure's Workplace Presentation on probationary periods explains what employers need to know about how to manage new employees.
With one of the most complex workplace relations systems in the world it's a challenge for owners and managers of SMEs in Australia to ensure they are compliant. Small businesses often struggle to understand their obligations to employees and that's where Employsure can help.
Employsure helps over 13,000 business owners with employment relations, protecting employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces.
Call us: 1300 651 415
Visit us at: https://employsure.com.au/
LinkedIn: https://www.linkedin.com/company/empl...
Facebook: https://www.facebook.com/employsure.c...
Twitter: https://twitter.com/Employsure
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.
This document outlines various HR policies and procedures for a company, including:
- Recruitment and selection procedures, including job descriptions, interviews, employment contracts, and onboarding processes.
- Employee classifications and benefits such as housing and transportation allowances.
- Leave policies including annual leave entitlements and sick leave.
- Performance management processes such as probation periods and grievance procedures.
- General workplace policies on issues like dress code, company property, and attendance.
The document provides comprehensive guidance on managing the full employee lifecycle and workplace standards according to the company's policies.
The document outlines Sapphire Group's HR systems and hiring process. It discusses the various stages of recruitment, including identifying vacancies, collecting resumes, screening candidates, and conducting interviews. It also describes the orientation process for new hires and covers some of Sapphire's employment laws and policies regarding harassment, abuse, and health and safety. The recruitment and selection process is managed by the HR department with involvement from line managers and technical teams at various stages.
This functional design document outlines processes for human resource operations and self-service HR at ABC Bank. It describes 14 key HR processes including change of personal information, transfer requisition, employee rotation, leave application, employee loans, and separation processes like resignation, retirement, termination and more. Each process is documented with narrative descriptions and flow charts showing how employees and managers will interact with the HR system to complete the processes.
This document discusses the recruitment and selection process at MotilalOswal in Hyderabad, India. It begins with an introduction to human resource management and recruitment. The recruitment process involves identifying vacancies, defining job requirements, advertising positions, managing responses, shortlisting candidates, conducting interviews, making hiring decisions, and onboarding new employees. The objectives of the study are to evaluate MotilalOswal's recruitment and selection process, understand employees' attitudes, and make suggestions for improvement. The review of literature provides background on recruitment, the importance of an effective process, and the typical stages involved, from planning to evaluation.
This document outlines the human resources policies and procedures for Z-one holding. It includes sections on policies and procedures, agreements, forms, correspondence, and checklists. Some of the key policies addressed include recruitment and selection, performance management, discipline, anti-discrimination, computer/internet/email use, training and development, and termination of employment. The document provides detailed guidelines on various HR processes like conducting interviews, probationary periods, issuing employment contracts, and implementing a progressive disciplinary system. Overall, the document serves as a comprehensive manual for managing Z-one's human capital according to established best practices.
This document provides an overview of human resource management and core HR functions such as recruitment and selection. It defines human resource management as managing people in organizations in a structured manner, covering activities like staffing, retention, compensation, and exits. The core HR functions discussed are job analysis, human resource planning, recruitment, selection, compensation and benefits, training, performance management, and career development. Recruitment sources and standard operating procedures for recruitment and selection are also outlined, including steps from job requisition to reference checks and new employee onboarding.
This document provides an overview of human resource management and core HR functions such as recruitment and selection. It defines human resource management as managing people in organizations in a structured manner, covering areas like staffing, retention, compensation, and exits. The core HR functions discussed are job analysis, human resource planning, recruitment, selection, compensation and benefits, training, performance management, and career development. Recruitment sources and standard selection methods like screening, interviewing, reference checks, and onboarding are also summarized.
Assessment 1BSBHRM506 Manage recruitment selection and induction .docxdavezstarr61655
Assessment 1 BSBHRM506 Manage recruitment selection and induction processesReport on recruitment and selection processes Submission details
Candidate’s Name
Phone No.
Assessor’s Name
Phone No.
Assessment Site
Assessment Date/s
Time/s
Assessment description
Healthcare United is a healthcare provider and currently employs 1,500 Healthcare professionals with two sites in Victoria and NSW. They recently developed a new strategic plan that involves opening another office in Hobart. Part of their HR plan is to employ 500 workers in three stages.
You will need to write a report that compares the 2000 Healthcare United recruitment and selection guidelines against the newly developed 2010 Healthcare United recruitment and selection policy and relevant legislation.
You also need to recommend changes necessary to improve procedures and the overall process, based on current research.
You will be given copies of 2000 Healthcare United recruitment guidelines and the 2010 Healthcare United recruitment and selection policy.
Your report needs to cite relevant legislation and address the following key areas for each procedure:
· timeframes
· personnel involved
· documentation
· training
· monitoring and evaluation.Procedure
1. Read the 2010 Healthcare United Recruitment and Selection Policy.
2. Analyse the 2000 Healthcare United Recruitment and Selection Guidelines – Appendix 1, addressing key areas for each procedure against the current 2010 Healthcare United Recruitment and Selection Policy – Appendix 2 and relevant legislation.
3. Identify and discuss key areas for each procedure that need revising because they are:
a. contrary to 2010 policy
b. outdated compared to current research and practice
c. do not comply with current legislation.
4. List your recommendations for revising key areas of the 2000 Guidelines.
5. Write a hard copy of your report of no more than 3,000 words and, if necessary, attach relevant supporting documents.
· a list of your recommendations to revise the 2000 Healthcare United Recruitment and Selection Guidelines
· a logical, formatted structure with an introduction, body and conclusion or with clear headings for each section.
Appendix 1:Healthcare United 2010
Recruitment and Selection Policy
Healthcare United aims to be the number one provider of Healthcare professionals in Australia.
Healthcare United is an organisation that currently employs 1500 Healthcare professionals with two sites, in Victoria and NSW and seeks to expand its operations and open another office in Hobart.
As an organisation our vision is to provide:
· the best qualified and trained human resources available for clients
· up-to-date technology in all services for both clients and staff
· innovative best practices and procedures from both inside and outside the organisation
· best facilities and procedures in a competitive environment.
To address the future needs of the organisation, Healthcare United aims to recruit a further 500 of the best possibl.
HDFC Bank's recruitment and selection process involves sourcing candidates internally and externally, processing applications promptly, conducting interviews to evaluate suitability, performing reference and background checks, making offers, and placing new hires on a 6-month probation period. Candidates are sourced through employee referrals, agencies, job postings, and campus events. Applications are processed within 5 days. Interviews may be one-on-one or panels and include tests for junior roles. Reference and background checks verify qualifications and employment history. Offers are prepared by HR according to grades. New hires are confirmed after a 6-month review of their performance.
The document outlines a recruitment policy for a company with the following key points:
- The policy aims to recruit a combination of fresh graduates and experienced hires in a planned manner based on turnover data.
- For senior level positions (Level VII and above), 33-50% of vacancies will be filled externally and the rest internally.
- A structured recruitment process is defined based on the level of the position, including forming selection committees, evaluating candidates, reference checks, and issuing offer/appointment letters.
- All new hires must complete an induction training before joining their department.
Recruitment and their Documents involvedMongkyao Mog
This document discusses the recruitment process and key documents involved. It defines recruitment as attracting, shortlisting, selecting, and appointing candidates. The main documents discussed are the job description, which outlines duties and requirements; the person specification, which details required skills; the application form for candidates to submit; and the applicant's resume, which summarizes their qualifications. Monitoring forms are also used to collect applicant data.
At first hundred wagons of thanks to the writers of HR articles, books, journal and other essays, from those I have learnt so many essential diversified information.
Thanks to Google, Wordpress, Facebook, Slideshare and other free sites for facilitating us to share and learn knowledge.
I acknowledge the gratefulness and usefulness of all the words I used by learning in any knowledge source.
HR recruitment is always one of the most important tasks for a knowledge- work based organization. The crucial part of this process is to identify the right person for the right position through proper assessment of real time competencies & weaknesses, and to plan the effort required for the employee so that the future expectation to the recruited employee or step by step succession planning may be logically derived.
I have developed a recruitment process that is attached herewith.
Anyone on this planet may use this process in any form, in own understanding and responsibilities. Any one may correct errors in definitions or improve in process or related document list. The document has been shared with a mind set to help those who need it.
Like is not desired, suggest if any improvement is required and get benefit by using it. I believe it may be very much helpful to develop a computerized system, extending this document into a DFD document.
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1. Standard Operating Procedure
SOP-HR-004: Employee Personal File
SOP-HR-004 Employee Personal File Page 1 of 6
Employee
Personal File
Joining
Documents
Disciplinary
Action
Perform-
ance
Review
Pay and
Benefits
Leave
Records
Record
Room
Date of Issue 01/10/2014 Issued By General Manager
Rev. No. & Date New Review Authority AGM
Valid Up to 30/09/2015 Implemented By HR Manager
Department HR Intended Audience HR Department
1. Purpose:
The purpose of this SOP is to maintain all the relevant documents of an employee that
governs the employment condition within World Class Resorts Private Limited. The
documents can be classified as below:
Documents related to previous employment
Documents related to the employee qualifications
Documents related to the conduct of the employee
Documents related to the disciplinary proceedings
Documents related to benefits and perks and performance review etc.
This SOP also authorises the Human Resources Manager to open an individual file per
employee on the first day of his employment and collect the relevant documents within 7
days of his / her joining the organization. The employee personal files should be maintained
by World Class Resorts Private Limited for a period of 10 years from the last day of working
of the employee.
2. SOP In Nut Shell:
2. Standard Operating Procedure
SOP-HR-004: Employee Personal File
SOP-HR-004 Employee Personal File Page 2 of 6
The important aspects of this SOP are summarized below:
Collect the necessary documents from the employee
HR is the custodian of the personal file
Open a personal file for each employee and the following documents shall be filed in
the personal file with the help of department heads.
Training documents
Disciplinary proceeding documents
Awards and recognition
Legal related issues
Resignation letter or termination letter
3. Procedure:
a) As soon as the employee joins World Class Resorts Private Limited he/she shall
submit the documents indicated in this SOP to the Human Resources department
within 7 days of joining.
b) File opening: The employee personal file is the standard office file where the
documents can be doubled-punched and filed. The details as indicated in Form-HR-
003 shall be written on the face of the file. Except the contract labour, personal
employee file shall be opened for Permanent, Temporary and Probationer employees.
c) All current employee personal files shall be stored in the same place in the order of
their employee numbers or ID.
d) Human resources department is the custodian of the employee personal file. Except
Directors and Deputy General Manager of World Class Resorts Private Limited no
one else is authorized to access these files.
e) The personal files shall never leave the HR department at any circumstances.
Whenever there is a need to carry the personal file outside of HR department then it
should be accompanied by HR Manager or HR Executive until the safe return of the
file to the HR department.
f) There are two categories of employee personal files. The first one is of the current
employees and the second is of the former employees, who have resigned or have
been terminated from World Class Resorts Private Limited.
g) Only the current employee personal files need to be maintained in HR department
and the former employee personal files shall be preserved in the designated record
room for a period of 10 years from the last working date of that employee.
h) Collecting the document is the sole responsibility of the head of the department
which is hiring the employee and the human resources department.
i) To collect the documents Human Resources department shall inform the head of the
department frequently, but the concerned head of the department should play an
active role to comply with this requirement.
j) The following documents shall be submitted by the employee within 7 days of joining
World Class Resorts Private Limited
Academic certificates
Relieving certificate from previous employer
Experience certificates from previous employments
Resume with a passport size colour photograph
3. Standard Operating Procedure
SOP-HR-004: Employee Personal File
SOP-HR-004 Employee Personal File Page 3 of 6
A signed copy of the acknowledgement page of Handbook
Government issue ID proof such as passport, PAN card, driving license and
Aadhar
Proof of date of birth
Salary certificates from previous employment
No objection certificate from the nearest police station where the candidate
resided at least 3 years
Proof of permanent residential address – Government ID proof required
Proof of current residential address – Government ID proof required
k) The following documents shall be maintained by the HR in the employee personal
file. All these details shall be printed out from IDS at the end of December and filed in
the employee personal file as a hard copy.
Salary and wage payments
Leave records
l) Benefits availed by the employee shall be recorded in the personal file immediately
upon sanctioning the benefit.
m) All types of training that were provided to the employee shall be endorsed in the
Form-HR-004 and shall be filed in the personal file. It is not necessary that only the
trainings that were provided by World Class Resorts Private Limited need to be
included in the endorsements, but the trainings that were undergone by the employee
on their own shall also be included. The types of training are
Orientation training
Department trainings
Training by external consultants
Training provided by an academic institution
n) An endorsement shall be made by the HR on Form-HR-005 to indicate the awards
and recognition received by the employee during his employment with World Class
Resorts Private Limited.
o) Any legal related issue such as police complaints and court orders shall be filed in the
personal file.
p) All disciplinary actions related documents such as
Inspection reports
Memo issued to the employee
Response provided by the employee
Any appeals made by the employee and subsequent decision
Punishment awarded to the employee
Termination letter
q) The resignation letter submitted by the employee shall be filed in the employee
personal file.
r) All the settlement and benefits provided to the employee after separation shall be
recorded / filed in the personal file.
s) In case of a resigned or terminated employee the files shall be transferred to the
record room only after completing all the formalities of that employee in the personal
file.
4. Standard Operating Procedure
SOP-HR-004: Employee Personal File
SOP-HR-004 Employee Personal File Page 4 of 6
t) HR should collect the nomination form from all the employees once in a year and file
it in the employee personal file. When filing a new nomination form, the old
nomination form shall be discarded. The nomination shall be obtained in Form-HR-
007.
u) In case if the existing file of an employee is not sufficient to store the documents, HR
can open additional files and should follow the same procedure as opening a new file.
v) Some employees may take undue time to submit the documents. In those cases, the
head of the department should act firm. If the employee is providing trivial reasons
then disciplinary is the course of action.
w) Some employees may not be able to provide some documents such as Government ID
Proofs. In such cases HR can advise them to get one within a reasonable time frame.
x) Not all employees need to submit all the documents that are indicated in this SOP.
The HR Manager should reasonably apply his experience to ask for the relevant
documents. It depends on the skill set and sensitivity of the position.
4. Relevant Forms:
Form-HR-003: Employee Personal File Label
This form shall be followed in recording the details on the employee personal file. The form
contains the following details of the employee.
First name
Last name
Employee ID
Date of Birth
Date of Joining World Class Resorts Private Limited
Department
Date of Last Working Day
Date of Discard
Form-HR-004: Employee Training Record
This form shall be used to record the training details of the employee and shall be filed in the
respective employee’s personal file.
Employee ID
Name (First, Last)
Name of Training
Performance
Comments
Form-HR-005: Awards and Recognition
Employee ID
Name (First, Last)
Name of Event
Event Performance
Comments
5. Standard Operating Procedure
SOP-HR-004: Employee Personal File
SOP-HR-004 Employee Personal File Page 5 of 6
Form-HR-006: SOP Compliance Report
SOP No & Name
Records reviewed
Compliance
Non-Compliance
Action Taken
Form-HR-007: Nomination Form
Name of the employee
Employee ID
Address
Nominee details
5. Frequency Of Review:
Once in every three months, the Human Resources Manager or someone in that capacity
shall review the employee personal files and take necessary action to collect the pending
documents that need to be collected from the respective employee. Employees who fail to
submit the required documents that govern his/her employment within World Class Resorts
Private Limited shall be progressively advised through the below steps:
Verbal warning – First time
Memo for calling explanation – Second time
Removal from service – Third time
Not submitting the documents that forms part of the employment condition amounts to
disciplinary action. This review shall happen on 15th of January, April, July and October. In
case if the review date falls on a holiday, the review shall happen the next working day.
6. Relevant Reports:
Based on the review conduced every three months, the Human Resources Manager shall
submit a report to the General Manager regarding the level of compliance with this SOP. The
report shall be prepared in Form-HR-006.
7. ERP System:
a) All employee details shall be updated in the Employee Master file in IDS.
b) Maintaining the details in IDS doesn’t exonerate the provisions indicated in this SOP.
c) Whenever there is a conflict between the details in IDS and Employee Personal file,
the HR Executive should investigate the reason for the difference and resolve it.
6. Standard Operating Procedure
SOP-HR-004: Employee Personal File
SOP-HR-004 Employee Personal File Page 6 of 6
8. Interpretations:
a) For clarifications related to this SOP, please speak to your HR Manager.
b) In case of multiple interpretations of any provisions of this SOP then clarifications
can be sought from HR Manager then General Manager in that order.
9. List of Human Resources SOPs
SOP-HR-001: Recruitment Process
SOP-HR-002: Joining Formalities
SOP-HR-003: New Employee Orientation
SOP-HR-004: Employee Personal File
SOP-HR-005: Salary Processing and Disbursement
SOP-HR-006: Provident Fund
SOP-HR-007: ESI
SOP-HR-008: Employee Benefits
SOP-HR-009: Tracking Items Issued to Employees
SOP-HR-010: Leaves
SOP-HR-011: World Class Resorts Code of Conduct
SOP-HR-012: Grievance and Complaints Procedure
SOP-HR-013: Performance Appraisal, Increment and Promotion
SOP-HR-014: Grooming Standards
SOP-HR-015: Health and Safety
SOP-HR-016: Interaction with Guest, Managers and Colleagues
SOP-HR-017: List of Employees
SOP-HR-018: Attendance and Time Office
SOP-HR-019: Asset Register
SOP-HR-020: Professional Development and Training
SOP-HR-021: Disciplinary Proceedings
SOP-HR-022: Retention and Exit Policy
SOP-HR-023: Transfer Policy
SOP-HR-024: Travel Reimbursement Policy
SOP-HR-025: Rewards and Recognition
SOP-HR-026: Employee Suggestion Scheme
SOP-HR-027: IT, Internet, Email and Social Media Policy
*****