HUMAN RESOURCE DEPARTMENT

HRD

Organization chart/Man Power planning Recruitment

Training & Development

Employee grievances

Disciplinary action

Training requisition Step ladder Process

Man power requisition

Training calendar/Budget Trainer Profile

CV Collection

Conducting Interview

Conducting Training

Selection

Training evaluation

Induction Performan ce Moniting Better Productivity

Performance Monitoring

Confirmation Retraining

Personnel Department

Payroll

Statutory & Legal Compliances

Employee Welfare

Enrollment License Renewal Attendence

Welfare Fund

Association Fund IOF Salary Process PF Returns Regular Weekly wages Salary Statement Birthday Celebration

ESI

Tour

Salary Statement

Gratuity

Verification

Verification

Bonus

Approval

Approval

TDS Detection Full & Final Settlement

Cheque Preparation

Cash issue to timeoffice Payment of cash

Deposite in bank

1. Total number of employees in the company: 500 to 1000 approximately which includes Permanent employees: 107

Others: contract and daily rated employees 2. Recruitment and selection process: As the start of recruitment process the Vacant position in the company is identified using the OC(Organization Chart).The OC will have the employee details according to the hierarchy level in various departments. And this chart may help to find the vacant positions in various departments respectively. Then as the continuation, analyzing the Job Description of the vacant position in detail will help the HR Manager to decide whether to recruit a fresher or the employee with experience. The JD details will be given by the respective departments to the HR Manager. Then the next step of Recruitment process begins with Advertisements, Adds in papers and other modes, then receiving application, Reference and contact details of the candidates. Then the Data Collection process begins. The informations, Applications and other necessary details collected from the candidates will be collected and gathered in a file. After Application screening, qualified candidates will be called for the interview process based on the interview schedule. The next step is preparing and maintaining the Interview Schedule. The Interview schedule is prepared based on the convenience of the recruiting officers and Management people. In the schedule interview Date, Time and location details will be specified, it will be based on the designation for which recruitment is conducted. Then the important thing to be considered is taking the candidate to the right place at the specified time, this will reduce the tension of the employee regarding the interview. The interview schedule will be informed to the candidates through Mail or phone. Then the Interview process starts. Here are the various stages involved in the interview process Stage 1- HR Screening: In this stage the HR will verify the candidate details and informations,Attitude measurement, verifying personal details and asking the candidate about salary expectations and etc based on the designation of recruitment. Stage 2- Reporting Head: After the HR Screening, short listed candidates will be questioned by the reporting head, Reporting head may ask the questions regarding the designation and field oriented. Stage 3- Management People: They are the deciding authority, they will decide the candidates who has to be selected and not.

Then follows the Selection and placement process , These are the steps followed.

 The filtered candidate will go for the selection process after the selection is over the selected candidates will be informed through Mail or phone. After the candidate has joined the company, the first person he has to meet is the HR Manager. HR will tell about the company to the candidate. various works are there for the HR after getting the candidate for the required job, they are as follows. Introducing the new employee to the colleagues. Explaining the Job Description to the new employee. If the employee is a fresher then deciding about their Training (On the job) procedures. If the new employee is a experienced person then monitoring their performance for a minimum period of 1.5 to 2 months (approximately) and the period may extend based on the job and situations. Then in some rare situations after all training and development process if the employee is under the mark or with good attitude the person may be fired.

3. Budget for Training & Development: Training will be conducted for the employees who are recruited and after training based on their performance the employee will be appointed for the particular job. The minimum training period: 2months The minimum training strifund: Rs 3000 This minimum amount will increase based on the job and position. 4. Budget for Research & Development: Research and development activities are implemented and good products are produced. 5. HR Policies: 6. Performance Appraisal System: The Appraisal system is under development. Various appraisal systems is under discussion with employees and higher officials and will be implemented soon. 7. Human Resource Information System (HRIS): The Human Resource Management System which is called Payroll software which is a part of Profit plus package. This is used to administer all the details regarding the employees. The another software package called payroll and HRMS is under training and this software provides all the facilities like attendance, in-out register , payroll, recruitment, leave, loan & advance , and etc in online. This software package is expected to be coming to existence at the beginning of next month.

8. Methods of Training & Development: In the company On-job training is done. The Off-job training methods like seminars in leadership has been conducted.