HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANUAL

SUBMITTED BY:
Shubhankar Gupta (050153)
Siddharth Aggarwal (050154)

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 OBJECTIVES OF MANUAL

The Objective of the Human Resource policy manual is to provide support its employees
through:
• Continuity and consistency of Service.
• Better Communication, Internal & External, in the Company.
• Enhancing Orientation & Focus.
• Improvement of in house customer services on time.

Development is an ongoing process and it is so for our industry too. The attempt of putting

together the First HR Policy Manual is part of this initiative keeping in perspective the size that

we have grown to.

The Privileges and Amenities mentioned in the manual are current set and obviously will

undergo changes as we progress in our journey.

Amendments in Policy will be communicated to all colleagues from time to time.

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 OUR CULTURE

We believe in TTE and these three words define our commitment to our customers.

Our HR
Strategy is encompassed by: R E S P E C T

• Reliability You can Count on us

• Excellence Is our Standard
• Service Customer is First. Exceed meeting his needs
• People Serve people with fairness and firmness
• Empowerment Enabling each to attain his / her Potential
• Caring Care for all as we wish to be cared for
• Teamwork Foster a spirit of Teamwork

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 JOB PROFILES

DESIGNATION DESCRIPTION

MANAGING Looks into the overall working of the company and takes the major
DIRECTOR production, operational & financial decisions.

MARKETING Has the job of maintaining relationship with existing client base which are
PERSONNEL various distributors across cities as well as tapping into new potential
market.

PURCHASING Has the job of handling the in-bound logistics in the value chain which
involves procurement of raw materials at the best price possible depending
on market conditions.
ACCOUNTS The accounts department will be responsible for the upkeep of the day-to-
day transactions, preparing the purchase orders, payrolls, financial
reporting etc.

PRODUCTION Responsible to produce goods services of right quality and quantity at the
MANAGER right time and right manufacturing cost.

OPERATOR Operate machines and equipment for production, loading, and unloading
activities. Assisting with the installation of equipment and help maintain it
by performing periodic tests and repairs.
HELPERS Responsible for assisting the operators during production as well as
involve in packaging and maintenance.

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 PROPOSED HIERARCHAL STRUCTURE

MANAGING DIRECTOR

ACCOUNTS & PRODUCTION SALES &

ADMIN/HR PURCHASE
FINANCE MANAGER MARKETING

FACTORY FATORY
PERSONNEL 1 PERSONNEL 1 LEGAL HOUSEKEEPING
MANAGER 1 MANAGER 2

PERSONNEL1
Mixing of rubber Lathe Machine
PERSONNEL 2 PERSONNEL 2 CLEANERS
and chemical Operator

Mixing dough Wire Drawing

PANTRY MAID
and chemicals Operator

Nail Punching
Cutting sheets Machine SECURITY
Operator

Annealing
Hydraulic press Furnace DRIVERS
Operator

Polishing
Adding tube
Machine
valves
Operator

Packaging and Packaging and

Labelling Labeling

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 STAFFING PLAN AND JOB SPECIFICATIONS

Inhouse Lead or Years of

Position Major
personnel/ Support Specialty Area Skills experienced
Description Responsibilities
outsourced Staff required

well-read and
knowledgeable.
Takes the major
In-depth
production,
knowledge of
MANAGING
operational & the industry and
Inhouse Lead overall financial NA
DIRECTOR potential to
decisions. make the firm
achieve
exponential
growth
knowledge of
head to overall the
operations in manufacturing
PRODUCTION operations the factories, industry,
Inhouse lead 4-5 years
HEAD and strategy medium to semi particularly in
major decision terms of the
head automobile
industry.
basic knowledge
PRODUCTION handling of the of the working
Inhouse Support manufacturing NA
operator machinery of the
machinery
Packing of the
PACKAGING
final products
AND Inhouse Support Packaging NA NA
LABELING
and labeling
them
job of
maintaining
relationship will be
with existing responsible for
client base traveling across
which are the city, build
Sales & various potential leads
MARKETING Inhouse lead Marketing distributors and pass them 4-5 years
HEAD across cities as on. The new
well as tapping leads are the
into new responsibility of
the marketing
potential
force to convert
market.

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 will be
responsible for
traveling across
will try to bring the city, build
Sales & in leads from potential leads
MARKETING Inhouse Support Marketing across the city and pass them 4/5+
PERSONNELS and nearly on. The new
regions leads are the
responsibility of
the marketing
force to convert
knowledge
about how to
will be handle day-to-
responsible for day human
HUMAN the day - to day resources.
human
RESOURCE Inhouse lead managing of the Assign work to 4/5+
HEAD
resource
people on and different
off the factory departments,
floor and handle
suggestions and
complaints
Assisting the
Helpers Outsourced Support NA NA NA
Operators
build up
contracts from
the employees
LEGAL Outsourced lead Legal and looking NA 3-4 years
into the
complaisance of
the labor laws
will lead the
ACCOUNTS working capital
Accounts and
AND Inhouse lead and long-term Should be a CA NA
FINANCE
Finances
capital
accounts.
will be
responsible for
ACCOUNTS Accounts and
Inhouse Support all the clerical NA NA
PERSONNELS Finances
orc and day to
day bank works

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 COMPENSATION AND BENEFITS:

1. Annual salary compensation

This compensation strategy will be used for the office staff and the lead job profiles in the
factory floor.
CTC (Cost to the Company) consists of following components:

 Basic: Basic rate determine as 40% of CTC amount.

 Retirement benefit: 12% of Basic rate (PF employer’s contribution where

applicable)

 Vehicle maintenance reimbursement including fuels Rs.800/-pm

 Travel allowance: Journey within India primarily by Rail – 3rd A/c class for
employee. This is for the sales and marketing employees travelling to meet
prospect clients

2. Hourly wage compensation

The compensation strategy will be majorly used for outsourced labor and unskilled
workers and helpers.

3. Bonus

Special Bonus will be provided as per the performance of the respective employee .
During festivals like Diwali all employees will get bonus. The bonus maybe in
monetary term or in terms of goods.

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 4. Evaluation Metrics

Each month the Managing director will assess the employees who are in the immediate
next hierarchy whereas the production manager will judge the operators based on the
above metrics. Raises will be offered to exceptional employees based on their
performance in above metrics.

WORKING DAYS

 The workdays in Corporate Office is 6 days from Monday to Saturday with Sunday being
maintenance day where limited number of operators based on requirement basis will be
asked to come for half day work. Production hours will be divided into will be divided
into 2 shifts

Morning: 9:00hrs -19:00hrs

Night: 21:00hrs - 7:00hrs

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 There will be a rotation policy each week where employees involved in production activity
during day shift will be required to come in the night shift the following week and vice-versa.

 For employees posted on certain types of jobs, such as Dispatch, Loading, Maintenance
etc. flexible working hours has been prescribed, but in any case the total working hours
will not be less than eight hours a day

LEAVE POLICIES AND REGULATIONS:

 The leaves entitlements: Privilege Leave / Earned Leave: 15 days a year , Medical Leave
08 days a year, Casual Leave : 07 days a year

 Un-availed Casual Leave during the calendar year would automatically be lapsed.

 Any holiday or weekly off falls between two sanctioned leave will not be counted as
leave.

 In case of long (7 or more days) sanctioned leave the holiday /weekly off falls in between
will be treated as leave. The list of paid holidays at will be circulated at the beginning of
every year.

 Employees can avail leave for HALF-DAY or more subject to approval of respective
authority.

 Availing Leave for THREE-DAYS OR MORE on “Sick” ground is subject to submission

of a Medical Certificate from a registered medical practitioner for the relevant period,
which is to be attached along with the Leave Application.

 The intervening Holidays or Offs during the period of leave will be excluded from leave
in case of less than seven days sanctioned leave and in case of seven or above sanctioned
leave the same will be included in leave.

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 MEDICAL FACILITY

 All Employees, Trainees and Contract persons working at Project site who come across
any minor or major Injury on Work.

 First aid boxes are kept and made available at various locations in the Plant

 In case of accident or injuries, the Company shall take care to ensure that first-aid is
given to each and every employee who meets with an accident.

TRAINING & DEVELOPMENT

Factory workers especially operators before taking full responsibility over the machinery will be
placed under an existing working operator, giving a chance to learn how the machine works.
Similar strategy will be followed for others as well.
Development: the as firm starts to grow, regular programs and training seminars will be held to
train and retain the employees and update the knowledge of factory workers if new machinery is
bought in.

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