Hello,
My name is Pragya Joshi, and I work in the HR department of a software company. It's a growing firm, so we need to introduce a few processes like:
- Joining Report
- Exit interviews
- HR Evaluation sheet
- Recruitment policies
- Reimbursement policy
- Leaves
Could anybody help me with these, and I will also require forms for the Joining report, exit interviews, and evaluation sheet. How many minimum leaves should be introduced?
Regards,
Pragya Joshi
From India, Ahmadabad
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My name is Pragya Joshi, and I work in the HR department of a software company. It's a growing firm, so we need to introduce a few processes like:
- Joining Report
- Exit interviews
- HR Evaluation sheet
- Recruitment policies
- Reimbursement policy
- Leaves
Could anybody help me with these, and I will also require forms for the Joining report, exit interviews, and evaluation sheet. How many minimum leaves should be introduced?
Regards,
Pragya Joshi
From India, Ahmadabad
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Dear Pragya Joshi, iam attached some joining reports format,please find the attachments
From India, Hyderabad
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29From India, Hyderabad
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Greetings,
Please consider the documents shared in the links attached below. These would be your point of reference. The process that you design for your organization will depend upon the bandwidth that you have.
[Recruitment folder](http://citehr.com) *[Link updated to site home]* ([Search On Cite](https://www.citehr.com/results.php?q=Recruitment%20folder) | [Search On Google](https://www.google.com/search?q=Recruitment%20folder))
[Joining Formalities](http://citehr.com) *[Link updated to site home]* ([Search On Cite](https://www.citehr.com/results.php?q=Joining%20Formalities) | [Search On Google](https://www.google.com/search?q=Joining%20Formalities))
Regards,
(Cite Contribution)
From India, Mumbai
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Please consider the documents shared in the links attached below. These would be your point of reference. The process that you design for your organization will depend upon the bandwidth that you have.
[Recruitment folder](http://citehr.com) *[Link updated to site home]* ([Search On Cite](https://www.citehr.com/results.php?q=Recruitment%20folder) | [Search On Google](https://www.google.com/search?q=Recruitment%20folder))
[Joining Formalities](http://citehr.com) *[Link updated to site home]* ([Search On Cite](https://www.citehr.com/results.php?q=Joining%20Formalities) | [Search On Google](https://www.google.com/search?q=Joining%20Formalities))
Regards,
(Cite Contribution)
From India, Mumbai
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Thank you so much (Cite Contribution), The documents you shared are a great help for me to established the policies and process in my organization. Regards Pragya Joshi
From India, Ahmadabad
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From India, Ahmadabad
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Hello Everyone, Can you please help me with the background verification form for employees.
From India, Ahmadabad
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From India, Ahmadabad
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Greetings,
A background verification process requires a set of documents as attached below. Please implement them accordingly. When your interview process is over, at the offer approval stage, please get the declaration letter signed by the candidate. This will enable your firm to initiate a background verification on him/her.
This needs to be followed by the Background verification form. This form needs to be filled by the candidate. The supporting documents, i.e., the photocopies of all the certificates, need to be verified with the originals and signed by the candidate.
Finally, get the reference check form filled by your background verification team. The questions included in this form are as per the industry standards. However, please review them before implementing for your company.
You need to align all these documents to the internal requirements of your company. Please share your queries as you work further on this. Wish you all the best!
Regards,
(Cite Contribution)
From India, Mumbai
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A background verification process requires a set of documents as attached below. Please implement them accordingly. When your interview process is over, at the offer approval stage, please get the declaration letter signed by the candidate. This will enable your firm to initiate a background verification on him/her.
This needs to be followed by the Background verification form. This form needs to be filled by the candidate. The supporting documents, i.e., the photocopies of all the certificates, need to be verified with the originals and signed by the candidate.
Finally, get the reference check form filled by your background verification team. The questions included in this form are as per the industry standards. However, please review them before implementing for your company.
You need to align all these documents to the internal requirements of your company. Please share your queries as you work further on this. Wish you all the best!
Regards,
(Cite Contribution)
From India, Mumbai
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Hello (Cite Contribution), Thank you so much once again, i will definitely share my queries with you as i will be needing guidance in establishing the process. Regards, Pragya Joshi
From India, Ahmadabad
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From India, Ahmadabad
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Hello Santosh,
Thank you so much for the forms; they are really helpful. I need one more thing. I need to establish a salary structure in my organization. What can be done in this situation? For instance, what percentage should the basic salary be fixed at, along with HRA, CA, and medical allowances? What percentages of these elements should be in the structure? Are all these fixed? Please help me to resolve this.
Thank you.
From India, Ahmadabad
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Thank you so much for the forms; they are really helpful. I need one more thing. I need to establish a salary structure in my organization. What can be done in this situation? For instance, what percentage should the basic salary be fixed at, along with HRA, CA, and medical allowances? What percentages of these elements should be in the structure? Are all these fixed? Please help me to resolve this.
Thank you.
From India, Ahmadabad
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Hello everyone,
I need to prepare a new recruitment policy, and I am confused about how to proceed. What should I consider first - the designation or salary? Secondly, an employee has been hired previously with around 2+ years of experience in web and has now shifted to ERP services. The issue here is that the offer made to him was for the position of Assistant Application Engineer with a salary of 14k. Additionally, he has a probation period of 6 months. Sooner or later, he will realize that his colleagues are earning more, which could create problems for us. I am unsure how to resolve this situation and develop a new recruitment policy for the company. Please assist me with this.
Regards,
Pragya Joshi
From India, Ahmadabad
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I need to prepare a new recruitment policy, and I am confused about how to proceed. What should I consider first - the designation or salary? Secondly, an employee has been hired previously with around 2+ years of experience in web and has now shifted to ERP services. The issue here is that the offer made to him was for the position of Assistant Application Engineer with a salary of 14k. Additionally, he has a probation period of 6 months. Sooner or later, he will realize that his colleagues are earning more, which could create problems for us. I am unsure how to resolve this situation and develop a new recruitment policy for the company. Please assist me with this.
Regards,
Pragya Joshi
From India, Ahmadabad
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Hello Everyone i’am pursuing with my Ph.D in Talent Management please any one can help me with questionnaire with reference i to pharma induatries. Regards, Pragya Joshi
From India, Ahmadabad
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From India, Ahmadabad
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
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