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Objective
To study & implement the Human Resource Practices for ABC Service Ltd Companies and to ensure
employee acceptance of the policies.

Recruitment sources of ABC Service Ltd

Like every organisation ABC Service Ltd also has the option of choosing the candidates for its
recruitment processes from two kinds of sources: internal and external sources. The sources within the
organisation itself (like transfer of employees from one department to other, promotions) to fill a
position are known as the internal sources of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the external sources of recruitment.
Below are the sources from which ABC Service Ltd recruit its employees:

Internal Promotions & Transfers: Like in every company, some portion of the top positions
is filled by promotions and transfers done internally. Similar approach is followed in ABC
Service Ltd as well where after certain period of time and experience an employee is eligible
for promotion.

University appointments: Every year ABC Service Ltd recruit majority of the employees at
workforce level from the various engineering and management institutes. In year 2015-2016
only ABC Service Ltd hired around 100 from the campus recruitment process.

Advertising on print or online media: Often positions of senior management and middle
management are advertised on print media or online media and invitations are invited through
advertisements. This practice is quite common by other industry players as well as it reaches
the masses and chances of getting a better applicant are higher.

Referral from the Employees: Often ABC Service Ltd conducts referral drives across the
country where the current employees of the company refer their friends for the posts open for
recruitment. This is one of the major way of recruitment as it increases the work place
satisfaction by having a friend working along side the employee.

Job Search portals: Job portals like Naukari.com, Shine, Glassdoor.com etc are now a days a
main source of lateral recruitment where based on the CV the applicants are called for further
processes. These job portals not only provide a pool of skilled resources but also provide the
ease of recruitment for the employers.

Off campus mass recruitment drives: ABC Service Ltd is also known to conduct
recruitment drives in major cities to hire in good number where anyone eligible can apply
directly. The purpose of these drives is to find skilled resources at one place rather going
colleges in search of it and it also reduces the cost of hiring as well.

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Selection Procedure

Campus Placement procedure:

ABC Service Ltd usually conducts its campus placements through a standard procedure.
The Selection Procedure consists of a written test.

Those who clear written test will face technical and HR Interview.

The HR Interview is very general to test your temperament. General questions based on
current affairs, general awareness, trends in IT etc. may be asked.

The technical interview is based on subjects you have already studied in your curriculum.

Selection procedure for Experienced Professionals (EPs):

Tc e a c l h n i HR RM e a v n i ae gw e R m o e u n n t d
In t e r v i ( b y S e n io r
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M g m t)
Employment Policy:

To verify all required credentials of the candidate for all employees including trainees.
KEY POLICY-CLAUSE

a. No Candidate shall be entertained for joining without presenting authentic documents and offer
letter.

b. Copies of testimonials and photographs shall be submitted by the new entrant on the day of joining.

c. Following authentic documents shall be verified:

Appointment Letter
Copy of Interview Evaluation Sheet
Resume
Employment Application Form
Compensation Package
Medical Report
All other documents as mentioned in letter of intent
d. Verification shall be carried out of all documents.
e. Any nonconforming issues shall be communicated immediately to the corporate HR head.
f. Relieving Letter from previous employer shall be submitted by the new entrant.
g. Welcome Note with Introduction and Photograph of new entrants shall be circulated among all staff
members through Outlook.

Sexual Harassment Policy:

Sexual harassment at the workplace is considered a violation of the Constitutionally guaranteed
fundamental right of a woman to equality, to life, and to practice any profession or trade which
includes the right to a safe environment free from sexual harassment.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act,
2013 makes it mandatory for employers not only to prevent and prohibit workplace sexual
harassment, but also provide employees with an impartial grievance redressal mechanism. Exercising
reasonable care enables you to reduce your liability as an employer and ensure that your work
environment is free from sexual harassment.
Non-compliance with the new law and default could result in cancellation of business registrations.
This policy is to help organizations understand their roles and responsibilities with the advent of the
new statute. It will help employers audit their practices and ensure compliance.

Understanding the issues :

Overview of Sexual Harassment at the workplace
Legal definitions quid pro quo and hostile environment
Causes and effects of harassment

Assessing problem situations and responding effectively :

Determining whether harassment has occurred
Preliminary steps and employers role in ensuring fair and speedy resolution of cases
Implications of office romances

Employer responsibilities :
Designing appropriate policies and procedures
Role of managers as representatives of the employer

Best practices from leading organizations

Probation & Confirmation Policy:

To encourage and facilitate the performance of the New Entrant or Probationer
RESPONSIBILITY
Assessment - Concerned HOD
Confirmation Corporate HR.
Other Activities Corporate HR
KEY POLICY-CLAUSE
a. New Entrants appointed against regular positions shall be kept on Probation for a minimum period
of SIX MONTHS.
b. Performance of Employees on Probation shall be assessed only using the prescribed Probation
evaluation format.
c. Probation Evaluation Form shall be sent to the departments 15 DAYS BEFORE the due date of
confirmation.
d. Evaluation form shall be sent back with necessary remarks to HR 7 DAYS BEFORE the due date
of confirmation.
e. Concerned HOD shall keep a track on the performance of the concerned probationer periodically.
f. Extension of the Probation Period at the time of final assessment is not allowed without valid
reason.
g. Probationers shall be confirmed subject to all round performance of the probationer being adjudged
satisfactory by respective HOD.
h. As deemed fit, the Probation Period shall be extended for THREE MONTHS at a time and not
more than TWO TIMES.
i. In case probationer is not confirmed even after the second extension of probation period, shall be
issued a written communication on removal from the services.
j. A reasonable time, maximum of SEVEN DAYS shall be allowed in regard to removal.
k. In absence of written communication in regard to the confirmation after SIX MONTHS probation
period, the concerned probationer shall automatically be confirmed.

Non-Discrimination and Equal Opportunities Policy:

Preliminary

This Non-Discrimination and Equal Opportunities Policy ("Policy") states the internal policy
of the Centre for Internet & Society ("CIS") with regard to non-discrimination at the
workplace and equal opportunities during recruitment.
This Policy is internal to CIS and is meant to provide a safe, diverse and comfortable
workplace at CIS. This Policy is not legally mandated and, therefore, is not judicially
enforceable in India. This Policy is without prejudice to any anti-discrimination provisions of
applicable law including, but not restricted to, the provisions of:
Article 17 of the Constitution of India;
the Protection of Civil Rights Act, 1955,
the Scheduled Castes and Scheduled Tribes (Prevention of Atrocities) Act, 1989;
the Sexual Harassment of Women at the Workplace (Prevention, Prohibition and
Redressal) Act, 2013;
Sections 354 and 509 of the Indian Penal Code, 1860; and,
the Persons with Disabilities (Equal Opportunities, Protection of Rights and Full
Participation) Act, 1995.

Non-discrimination
CIS will not adversely discriminate, and prohibits other adverse discrimination at the workplace, on
the basis of religion, race, caste, sex, place of birth, descent, sexual orientation, gender identity,
disability, age or any of them ("Discrimination Characteristics"). CIS will not condone any adverse
discrimination against any person on its premises, whether that person is in its employment or
otherwise.
Any person who believes himself or herself to have been subjected to adverse discrimination on the
basis of the Discrimination Characteristics is encouraged to bring the matter to the attention of the
Diversity Committee of CIS at the earliest practical opportunity. No person will be punished,
retaliated against, or limited in employment or other opportunity for exercising anything set out in this
Policy, or for filing a complaint, furnishing information for, or participating in an investigation, or any
other activity related to the administration of this Policy.
Any adverse discrimination or other action or behaviour that constitutes a violation of law will be
reported to the police.
Equal Opportunities
CIS provides equal opportunities to its employment, consultancy or otherwise without regard for the
Discrimination Characteristics. All actions of CIS with regard to its employees, consultants, advisors,
interns and staff, including but not limited to those relating to compensation, benefits, transfers, leave,
layoffs, training, education, and assistance, will be made without regard for the Discrimination
Characteristics.
Notwithstanding anything contained in the previous paragraph, if CIS reasonably believes that its
employment, workplace or premises do not adequately represent the balance of diversity of persons
who share one or more of the Discrimination Characteristics, it may, with the aim only of redressing
that imbalance, take positive discriminatory action in respect of persons who share that aspect, or
those aspects, of the Discrimination Characteristics that are sought to be adequately represented.
Any person who believes himself or herself to have been subjected to adverse discrimination, or
impermissible positive discrimination, on the basis of the Discrimination Characteristics is

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encouraged to bring the matter to the attention of the Diversity Committee of CIS at the earliest
practical opportunity.