Hi senior
i m MBA from HR and IB with a regular Degree and My query is also same i m searching a institute in Delhi which provides me a practical knowledge about HR. so Please Help me out
thanks in Advance.
From India, Delhi
3i m MBA from HR and IB with a regular Degree and My query is also same i m searching a institute in Delhi which provides me a practical knowledge about HR. so Please Help me out
thanks in Advance.
From India, Delhi
Dear Smita,
please go through below mail it will help you.
What a HR Person is expected to do?
1.Recruitment
•Recruitment? –
Attracting People to apply for the required vacancy.
•Selection Procedures – Through Referrals, Advertisement, Job Portals.
•Compensation Structure – Company Policies(Benefits, Attrition Mgmt, Employee Relations)
•Salary Negotiation
2.Induction
3.Payroll Process - Statutory Compliances (PF, ESI, IT, Professional Tax), Leave Administration, Leave Enhancement.
4.Performance Management / Performance Appraisal
5.Training and Development
6.Exit of an Employee
RECRUITMENT
We receive the requirement from the required department first. (Indent from the Department). It is issued by the dept head to HR dept.
Human Resource Requisition Form (HRRF)
Position:
Reporting to:
Department:
Experience Level:
When the position is to be recruited:
Job Requirements:
Signature of the Department:
Approved By:
(Or)
Human Resource Requisition Form (HRRF)
Dept:
Position:
Reporting to:
Job Profile/description:
Job Requirements – Qualification, Experience, Recruiting date/Onboard Time/Time lines/Dead lines.
Signature of the Department:
Approved By:
When we will get the requirement
We will get the requirement in 2 cases – Business Expansion, Exit of the Employee (Retirement, Resignation, Dismissal / Termination.)
An Employee is dismissed only when he does any fraud. Character of the employee is focused here. If the conduct of the employee is bad then we can dismiss him. When the person is dismissed, he will not receive any kind of benefits except PF and ESI.
An Employee is terminated when the management is not satisfied with his performance for the given period of time. And he is eligible for all kinds of benefits provided by the company.
RECRUITMENT:
Before going to recruit from the other sources we have to check whether we can give promotions to internal employees or we can get any referrals from the employees to motivate them. That would be cost effective. We have one internal recruitment head and one external recruitment head in a company. For ex if we give the responsibilities of the external recruitment to the internal recruitment head in his absence, we say it as job enlargement and it is cost effective, instead of appointing another one we can give the responsibilities because he knows all the procedures of that company.
How we will attract the candidates
Through:
•Advertisement – Print Media, Portals, Electronic Media
•Job Postings
•Consultants – The terms and conditions with them should be in written like 8.33% on basic or on CTC.
•Employee Referrals
•Campus Recruitment – we should tell about all the rounds in interview process before starting to the candidates.
Fresher: Written, Marks, GD, Technical, HR (IT Industry)
We have only Personal interview with dept head and senior HR manager (manufacturing industry).
In IT industry, HR can reject if he is not satisfied with the candidate even if the candidate is technically sound.
In Manufacturing Industry, HR cannot reject if the candidate is technically sound.
•Internal Data Base
Offer Letter:
ET/HR/221/yr
Date:
To,
…….
Sub: -
Dear Mr…………….
•Brief in nature of the company
•Offer for the position
•Department
•Compensation Package
•Date of joining
•The documents to be submitted
Before offering the employment (offer letter) we need to check the following things:
• Salary Slip / Pay Slip
• Bank statement for 3 months
• IT Returns
• Experience Certificate
Joining Formalities:
Check list for new joiners from company side:
1. Appointment Letter – Position, Reporting to, Salary Breakup, Terms and conditions.
Company Name
Name of the joiner: Department:
Position:
Reporting to:
Joining Date:
Department / Division:
Signature of the Joiner: Signature of Head
2. Joining Report
3. All types of forms like-PF form 2A revised (Membership),PF NSN(National Social Security Number),Bank Application, ESI Form 1,Insurance Policy Details Form(Accident /Medical).
4. Induction Manual
5. Induction Schedule
6. Seating Arrangement
7. Temp ID Card, Mail ID
8. Leave Application
Check list for joiner from candidate:
1. Education Certificates
2. Experience, Relieving Letter
3. Salary Slip, Bank Statement
4. Photographs
5. Address Proof – Passport, Election ID
Probation Period: Its 3 months or 6 months period given to the candidate to check whether the candidate can fulfill his job requirements or not. If the management is not satisfied with his performance, then they can terminate the candidate.
Only if the candidate receives the appointment letter, we can say it as End to End Recruitment Process.
Appointment Letter
< letter head >
Our Ref : Date :
Ms.
NRIC :
ADD :
Dear Ms. <Name>
RE : Letter OF APPOINMENT
The management has the pleasure in offering you an appointment as ______________ with effective 15th August 2008. The appointment terms & conditions are as below:
PLACE OF WORK : ----< comp. name >………………….
JOB DESCRIPTION : All aspect of administrative & clerical works in connections with accounts, Admin, purchasing.
REMUNERATION : Monthly basic salary is
PROBATION PERIOD : Three (36 ) months from the date of commencement . This period may be
extended at the sole discretion of the management .
WORKING HOURS : 8.30 am to 5.30 pm (Monday to Friday)
LUNCH HOUR : One (1) hour between 1.00 pm to 2.00 pm.
PUBLIC HOLIDAY : You are entitled for ______ public holiday.
ANNUAL LEAVE : You are entitled for the following annual leaves upon completion of one full year of service in the company:
o 1 year & above but less than 2 years - ___ days
o 2 years & above but less than 5 years - ____ days
o 5 years & above - _____ days
MEDICAL BENEFIT : less than 2 years - ¬¬_____ days
2 years & above but less than 5 years - ____ days
5 years & above - _____ days
MATERNITY LEAVE : Only confirmed female employee, who has served the company for (6) six month, is entitled to maternity leave of sixty days (60) consecutive days including rest days & public holidays.
COMPASSIONATE LEAVE : Death of parents, spouse or child - 3 days
Death of brother or sister - 1 day
MARRIAGE LEAVE : Two (2) days after having served the company for at least one (1) year.
RETIREMENT : The employee shall retire at the age of 55. Voluntary retirement can be applied at the age of 50. No retirement pension will be offered other than retirement
Benefits given by the employees’ provident fund.
EMPLOYEES PROVIDENT FUND: Employee is registered as a member of the employees’ provident fund. Both the Company and the employee shall contribute to the fund in accordance with the Provision of the said fund.
OTHER TERM & CONDITIONS : Other term & conditions not stated in this letter shall refer to the company’s rules & regulations, which may revise from time to time.
Kindly confirm your acceptance of the aforesaid employment terms & conditions by signing and returning the duplicate copy of this letter together with one (1) copy of IC Photostat as soon as possible.
Thank you,
Yours faithfully,
(Comp. name >
……………………………….
<Director Name >
Director
I, <Person name> (NRIC :………….) hereby agree and accepts the offer that enforced by the aforesaid employment terms & conditions.
___________________
___________________
Signature date
SALARY BREAKUP: components should not exceed more than 10 for an employee in his salary
Components (Monthly) Percentage
Basic Salary 40% - 50% on Gross Salary
HRA 40% on Basic Salary
Conveyance Allowance 800 PM
Education Allowance For 2 children with in 1.0 lkh
Medical 15,000/- PA
Food Allowance Depends on co. policy
Dearness Allowance Depends
Special Allowance Gross Salary - (BS+HRA+CA+EA+M+FA+FDA+DA+VDA)
Variable Pay (only in IT industry) 20% on Gross Salary
Fixed Dearness Allowance Some Fixed amt depends on co.
Variable Dearness Allowance Depends on the inflation rate
--------------------------------------------
Monthly Gross Salary
--------------------------------------------
Annual Benefits (Monthly)
Leave Travel Assistance 1month salary/12
Medical reimbursement Depends on co. policy/12
Earned Leaves Depends on the left EL/12
Bonus/Exgratia Depends and will be paid at the end of the yr
Gratuity If eligible, Amt/12
PF Employer Contribution Amt/12
-----------------------------------------
Monthly CTC
-----------------------------------------
FDA, VDA are given only in Manufacturing industry. And all the Allowns are Taxable.
If the house rent of the employee is less than 1 lkh PA then he doesn’t produce receipts. If it is more than 1.2 lkh then he need to produce receipts and 12.36% is charged as Service Tax.
Exemption from Tax deductions – max 2.5 lkh
Housing Loan – Max 1.8 lkh PA (40,000 as principal, 1, 40,000 as interest)
Car Driver Maintenance Reimbursement.
INDUCTION
INDUCTION SCHEDULE:
Company name
We are pleased to inform that __________________has joined our Edutech family effective date
.
In order to familiarize him about the process involved in our Company, an Induction Schedule has been designed to facilitate the process as detailed below.
Time Session Objective Resource Venue
11th July 2005 (Monday)
9-30am to 10-30am
Enrolment
Paper Work, Intros and Company Policy, Our values; our culture HR
10-30am to 11-00am
Introduction
Company profile/Structure (EDPL) HR
On Job
e-Learning industry/ Project lifecycle & processes at EDPL
(1:00 pm – 2:30) pm Lunch
On Job
Our major clients; geographies
On Job
Our Projects: demos
On Job
ID principal
On Job
Technical
On Job
Maintaining metrics – Quantity/Quality/Time
On Job
Quality Processes
We welcome him on Board & request each one of the above Dept Head/Section In charge to brief him about their area of functions.
(Or)
Induction Schedule
Company Name
Name of the New Joiner :
Designation :
Department :
Date Department Person Responsible Time
1/12/1998 Production Abc 10:00 – 11:00
1/12/1998 Maintenance 11:00 – 12:00
1/12/1998 Accounts 12:00 – 1:00
Lunch Time 1:00 – 2:00
1/12/1998 Marketing 2:00 – 3:00
1/12/1998 Administration 3:00 – 4:00
INDUCTION REPORT:
It is the report which has to be collected from each department to know whether the new joiner is inducted or not and to know how come he has understood about the company.
INDUCTION REPORT
Name of the New Joiner :
Department :
Timings :
Person involved in Induction Process:
1.
2.
Remarks from the New Joiner :
Signature of the Dept Head Signature of the New Joiner
INDUCTION FEEDBACK FORM: _________________
NAME OF THE PARTICIPANT :
EMPLOYEE CODE :
DEPARTMENT :
DATE/S OF THE PROGRAMME :
General Yes No
Were you able to locate the Venue easily and reach the place
on time?
Are you now familiar with the Values, vision and Mission of
the organization?
Fair knowledge about the Company and its activities were
Gained?
Do you feel the speakers today was able to convey the message
Effectively?
Do you think any topic covered in today’s programme needs
More Emphasis? If Yes Please specify:
٭
٭
06. Do you feel the Induction Programme serves a useful purpose?
Company’s Policies & Procedures Yes No
01. Are you now aware of the Human Resource Policies and
Procedures of our Company?
02. Are you clear about the Leave policy adopted by our
organization?
03. Are you clear about the procedure involved in the Medical
Insurance Claim?
04. Are you aware as to whom you should contact in case of any
Problematic issues?
05. Are you clear with your salary breakup and Net Salary calculations?
06. Are you clear about the Organizational structure?
07. Are you clear with the Exit Policy and the notice period for an
Employee’s exit?
Overall:
01. How satisfied are you with the Company Induction Programme?
Very Satisfied
Somewhat Satisfied
Dissatisfied
02. Any other comments / recommendations you would like to make:
(Signature of the Participant & Date)
Policy: The information is provided in the policy. Policy doesn’t change by time to time.
For ex: The office time is 9:30 to 6:00
Rule: It tells how to implement the things mentioned in the policy and the consequences if we deviate with the policy. Rules may change according to the situation.
For ex: How to come, what should be done to enter the gate, what are the consequences if one is not attending on time.
Responsibilities:
In IT industry admin dept is responsible for Creation as well as maintenance of amenities of employees like leave, water, electricity, toilets, CAB, attendance, security, house keeping, statutory compliances and attrition rate.
In manufacturing industry HR Person is the one who is responsible for maintaining of amenities (administration) of employees also. But the creation is done by the civil dept or the concern dept.
PAYROLL
What are the records a HR person should maintain?
1. Attendance Record with date of Joining
2. Personal file (with emp code) – offer letter, on which criteria this person been selected, employment application (application blank), acceptance from the employee, application order, induction reports from different department.
Emp code
Name:
Desig:
Dept:
DOJ:
3. Leave Record
4. Confidential file – increments, promotions etc
5. Statutory file/record – PF, ESI, Professional Tax.
6. Job description
Prerequisites to run Payroll
1. Attendance Record
2. Leave Record
3. Check the Personal Record before running the payroll.
4. Check whether the employee is applicable for all statutory compliances or not.
LEAVE POLICY:
Types of Leave:
1. Casual Leave
2. Sick Leave Paid Leaves
3. Earned/Privilege Leave
4. Maternity Leave Statutory
5. Extra Ordinary Leave
Casual Leave: As per shops & establishments act, 12 days leave per yr has to be given to an employee as a part of welfare measure.
Jan 26, Aug 15 and Oct 2 are statutory Holidays for any Industry. But for steel, chemical and production industry are given exemption that if they do not able to give holiday on those days, they can be given on other days.
An employee should not apply for leave both on Saturday and Monday, either of the days can be applied. Otherwise Sunday is also considered as CL.
We cannot use these leaves as a right, an approvement should be given by the authority i.e. dept head or HR dept.
Except maternity leave all the other leaves are taken from the calendar year.
Absconding: Not intimating to the dept about the leave.
Extra Ordinary Leave: If the employee is really in a problem, then they can apply for EOL when all other leaves have been exhausted.
Company Name
Name…………Empcode, Dept
Please grant me leave CL/SL/PL/ML/EOL from…to….
Reason for leave…………….
Address……………
Signature of Emp Dept Head HR Dept
…………………………………………………………….
For HR Dept Use
Remaining Leaves
CL
SL
PL
ML
EOL
Format:
Earned / Privilege Leave: These leaves are given based on the number of days worked.
For every 20 days of the month – 1 day is statutory
For other 10 days – ˝ day or 1 day depends on the company.
Employee should take approval 15 days in advance.
If the leave is approved, Sundays and holidays are also considered.
3 yrs leave can be carried forward.
(Basic + DA/26)*No. of leaves remained will be paid at the time of Retirement if an employee do not use these leaves.
Maternity Leave: To Married women employee these leaves are given and are compulsory if the pregnancy is confirmed.
3 weeks after conceiving.
6 to 9 weeks after delivery.
Total salary should be paid for these leaves.
In case of miscarriage/abortion 3 weeks leave should be given.
50% of the salary can be claimed from ESI.
• We cannot suspend / dismiss / terminate when an employee is on leave.
This is how payroll looks like
Total Pay Payable
Actual Actual Basic Other Number
S.NO Name of the Employee Salary Salary Salary Allowan- of days Basic Other
ces Worked Salary Allow
Total Employer Employer Deductions
Net Payable
Gross share of P.F share of ESI Employee share P.F Prof. Employee Share Dedn.
Payable 13.61% on 4.75% on 12% of Tax ESIC Bus Canteen
(g)+(i) basic gross Basic(f)
How Pay Slip Looks Like?
Company Name
Emp Code: No. Of Days Paid:
Name: Leaves:
Designation: LOP:
Department:
Standard Salary Earned Salary Deductions Balance
Leave Balance Loans/Advances
Basic
HRA
DA
Other Allowances
CL
EL
SL
Taken Amt:
Installment Recovered:
Gross Sal Gross Sal Total Deducn Balance
Net Salary:
* We cannot deduct any Loan / Advances without receiving any proper Document / Approved letter from the authorized person.
LABOUR LAWS:
PAYMENT OF GRATUITY ACT, 1972: -
Whether the employee is Temporary/Casual/Permanent works for 5 yrs in a company, then he is eligible for gratuity under this Act. And employee should be on rolls (permanent).
If not paid, penal charges and advocate charges incurred by the employee can be claimed from the employer.
Gratuity = Wages last drawn * (15/26) * No. of yrs
If the employee is associated with the company on contract basis for 5 yrs, he can also claim the gratuity fund as per Contract Labor Act.
STATUTORY COMPLIANCES
EMPLOYEE PROVIDENT FUND ACT, 1952
Coverage: If an establishment covers 20 employees at any point of time in a calendar year then it should be covered under EPF Act.
Applicability: Permanent, temporary, casual, daily wage, contract employees.
Eligibility: Employee who draws up to 6,500/- i.e. Basic / (Basic+DA) are eligible for EPF and is compulsory.
If an employee draws more than 6,500/- it is optional.
Contribution:
Employer’s contribution – 12% on Basic salary
Employee’s contribution – 12% on Basic salary
Forms to be submitted at PFC:
While an employee joining we have to let him fill the Form 2 (revised) in order to get membership from the PFC.(Nomination & Declaration form)
To inform that an employee left the organization we have to submit Form 10 to PFC.
To inform that an employee has joined the organization we have to submit Form 5 to PFC
Form 9 is the register of employee PF A/C.
Monthly Returns: Form 12A(R) shows the total contribution of employer and employee towards EPF.
Before 20th of every month we have to pay the amount in the form of chalan (a Quadruplicate copy) at EPFC along with Monthly Returns, Form 5 and Form 10.
Chalan: We have to maintain 5 types of accounts.
A/C 1, 2, 10, 21 & 22.
A/C 1 shows the employee’s share towards EPF i.e. 12% and employer’s share towards EPF i.e. 3.67%.
Employers Contribution 12% is shared as
8.33% towards Pension Fund – A/C 10
3.67% towards EPF – A/C 1
12%
A/C 2 shows Admin Charges on employee contribution towards EPF i.e. 1.1%.
A/C 21 shows Admin Charges on employer contribution towards Pension Fund i.e. 0.5%
A/C 22 shows the employer contribution towards Employee Deposit Linked Insurance i.e. 0.01%.
Form 3A(Revised): At the end of the every financial year i.e. March 31, we have to submit this form at PFC. It contains the information (contributions) of single employee for every month from the starting of financial year to end of the financial year.
Form 6A: This shows the information of contributions which is calculated per year for all employees and to be submitted at the end of the financial year.
Form 10C / 10D is to be filled for claiming withdrawal benefit of Employee Provident Scheme.
Form 19 is to be filled for claiming withdrawal benefits of EPF when an employee retires.
Form 13 (Revised) is the application for transfer of EPF Account.
Form 31 is the application to be filled in order to take advance form the fund.
EMPLOYEE STATE INSURANCE ACT, 1948
ESI Hospitals / Dispensaries are built and maintained by the State Govt. But the contribution may be either from State / Central Govt.
Employees of ESI are appointed by the Central Govt.
Coverage: If an establishment has 20 or more employees and if that area is covered under ESI then the establishment should cover under ESI Act.
Director will issue the notification whether that establishment has to cover or not. For every 6km radius a hospital/dispensary has to be maintained.
Eligibility: The employee who is drawing 10,000 or less as gross he has to cover under this Act.
Exemption: (10,000 + washing allowance) is exempted to cover under ESI.
Contribution:
Employee’s contribution – 1.75% on Gross salary
Employer’s contribution – 4.75% on Gross salary
Forms to be submitted:
For every 6 months we have to submit the returns at local office, ESIC and bank.
Chalan we need to submit every month.
Form 3: It is a Declaration form which contains emp name, establishment code, DOJ, Address (Permanent, Temporary), establishment address, Family members details, signature of the employee, employer signature, photographs.
Once the employee joins with in 10 days we have to submit at the local office and we have to take the acknowledgement. And with in 3 days of submission the ESIC provides temporary ID card and is allotted to the employee.
Form 7 Register of Employees
S.No ESI No Emp Name Jan
Feb Mar
No of days Sal paid ESIC empr contribution ESIC emple contribution
Total Wages
Employee Contribution
Employer Contribution
Date when ESI chalan was paid
Half Yearly returns – April to September, October to March Form 6 along with chalan.
50 % of the salary is paid by the ESI if the person is on ESI leave.
If the case of death of an employee, then they will get pension from ESIC.
PROFESIONAL TAX
Since we are working and using all the amenities from the Govt bodies like Municipal Corporation we have to pay the tax.
Authority:
ACTO (Assistant Commercial Tax Officer)
DCTO (Deputy Commercial Tax Officer)
This is not universal, differs from state to state. The director of the company has to pay 250 per year.
Form 5:
No of employees * amount
12*60 = 720
100*80=8000
Pay by DD or Pay Order / Cheque in favour of Assistant Commercial Tax Officer.
According to the area, ACTO will have circles at that place we have to pay this amount.
Income Tax exemption is available for PT.
By 15th of every month we need to clear.
Before January 2008 w.e.f 1st January 2009
1501 – 2000 16 1501 – 2000 0
2001 – 3000 25 2001 – 3000 0
3001 – 4000 35 3001 – 4000 0
4001 – 5000 45 4001 – 5000 0
5001 – 6000 60 5001 – 6000 60
6001 – 10000 80 6001 – 10000 80
10001 – 15000 100 10001 – 15000 100
15001 – 20000 150 15001 – 20000 150
Above 20000 200 Above 20000 200
Professional Charges:
Professional charges mean the amount which the company has to be paid to the Professional trainer after deducting the service charge i.e. 12% when it hires him/her from a consultancy / in temporary basis for few days training programme to develop their employee’s skills.
PERFORMANCE APPRAISAL & MANAGEMENT
1. Design the appraisal system as per the organizational needs?
2. Review the employee performance on frequent time intervals
3. At the end of the year all the review results should be account for judging employee performance
Company Name
Appraisal Period From ………….To……………
Name: Emp Code:
Designation: Dept:
Head Quarters: Division:
Reporting Manager: Designation:
Briefly describe your job responsibility
Key Result Areas Q1 Q2 Q3 Q4
Self Rating Manager’s Rating
KRA1
KRA2
KRA3
KRA4
KRA5
Ratings:
5 – Excellent (Exceeding Expectations)
4 – Very Good (Reached Expectations)
3 – Good (Average)
2 – Below the Expectation
1 – Poor
Employee Signature Reviewer’s Signature
Assessment Q1
Assessment Q2
Assessment Q3
Assessment Q4
Note: Behavioral Traits cannot be judged ourselves, the third person (immediate manger) should judge.
Behavioural Traits: - Communication skills, Initiation, Team Working, Punctuality, Leadership.
TRAINING AND DEVELOPMENT
1. Identifying the training needs (through training needs analysis questionnaire)
Name: Dept:
Designation:
DOJ:
• Briefly describe about job responsibilities
• What are the gaps you feel that is hindering his performance?
(a)
(b)
(c)
• Trainings you suggest
2. Compiling the Information
Emp Name Gaps Training suggested
1
2
3
3. Training Calendar for the Year
Sl.No Training Program Duration From…To…. No. of Employees Faculty/Trainer
4. Letter has to be sent to Head of the Dept for the nomination of employees under him.
5. Post training feedback has to be taken from the HOD (It takes 3 months time to find the gaps)
Note: - A copy of Training Record has to be kept in personal file.
Objective: - Number of hours to be trained to each employee is 80/40/32 hrs.
EMPLOYEE RELATIONS:
To keep the employees retained company has to make the employees happy. There should not be any kind of gap between the departments. To make this we arrange many programmes like
• Event Management – games
• Get together
• Picnics
• Holiday Parties
• Common lunch
Communication should be made continuously with employees in order to understand the grievances and addressing them.
EXIT INTERVIEWS:
When the employee submits his resignation we conduct exit interview in order to know the gaps and reasons of resigning.
Feedback should be given to the management, so that they can make changes in the policy if necessary.
Exit interview should be taken before 24 hrs of his leaving / in the last day of his job.
We should give Questionnaire to the employee who is resigning to fill.
HR Department is responsible to take care of these things.
Regards,
Sharath
From India, Bangalore
please go through below mail it will help you.
What a HR Person is expected to do?
1.Recruitment
•Recruitment? –
Attracting People to apply for the required vacancy.
•Selection Procedures – Through Referrals, Advertisement, Job Portals.
•Compensation Structure – Company Policies(Benefits, Attrition Mgmt, Employee Relations)
•Salary Negotiation
2.Induction
3.Payroll Process - Statutory Compliances (PF, ESI, IT, Professional Tax), Leave Administration, Leave Enhancement.
4.Performance Management / Performance Appraisal
5.Training and Development
6.Exit of an Employee
RECRUITMENT
We receive the requirement from the required department first. (Indent from the Department). It is issued by the dept head to HR dept.
Human Resource Requisition Form (HRRF)
Position:
Reporting to:
Department:
Experience Level:
When the position is to be recruited:
Job Requirements:
Signature of the Department:
Approved By:
(Or)
Human Resource Requisition Form (HRRF)
Dept:
Position:
Reporting to:
Job Profile/description:
Job Requirements – Qualification, Experience, Recruiting date/Onboard Time/Time lines/Dead lines.
Signature of the Department:
Approved By:
When we will get the requirement
We will get the requirement in 2 cases – Business Expansion, Exit of the Employee (Retirement, Resignation, Dismissal / Termination.)
An Employee is dismissed only when he does any fraud. Character of the employee is focused here. If the conduct of the employee is bad then we can dismiss him. When the person is dismissed, he will not receive any kind of benefits except PF and ESI.
An Employee is terminated when the management is not satisfied with his performance for the given period of time. And he is eligible for all kinds of benefits provided by the company.
RECRUITMENT:
Before going to recruit from the other sources we have to check whether we can give promotions to internal employees or we can get any referrals from the employees to motivate them. That would be cost effective. We have one internal recruitment head and one external recruitment head in a company. For ex if we give the responsibilities of the external recruitment to the internal recruitment head in his absence, we say it as job enlargement and it is cost effective, instead of appointing another one we can give the responsibilities because he knows all the procedures of that company.
How we will attract the candidates
Through:
•Advertisement – Print Media, Portals, Electronic Media
•Job Postings
•Consultants – The terms and conditions with them should be in written like 8.33% on basic or on CTC.
•Employee Referrals
•Campus Recruitment – we should tell about all the rounds in interview process before starting to the candidates.
Fresher: Written, Marks, GD, Technical, HR (IT Industry)
We have only Personal interview with dept head and senior HR manager (manufacturing industry).
In IT industry, HR can reject if he is not satisfied with the candidate even if the candidate is technically sound.
In Manufacturing Industry, HR cannot reject if the candidate is technically sound.
•Internal Data Base
Offer Letter:
ET/HR/221/yr
Date:
To,
…….
Sub: -
Dear Mr…………….
•Brief in nature of the company
•Offer for the position
•Department
•Compensation Package
•Date of joining
•The documents to be submitted
Before offering the employment (offer letter) we need to check the following things:
• Salary Slip / Pay Slip
• Bank statement for 3 months
• IT Returns
• Experience Certificate
Joining Formalities:
Check list for new joiners from company side:
1. Appointment Letter – Position, Reporting to, Salary Breakup, Terms and conditions.
Company Name
Name of the joiner: Department:
Position:
Reporting to:
Joining Date:
Department / Division:
Signature of the Joiner: Signature of Head
2. Joining Report
3. All types of forms like-PF form 2A revised (Membership),PF NSN(National Social Security Number),Bank Application, ESI Form 1,Insurance Policy Details Form(Accident /Medical).
4. Induction Manual
5. Induction Schedule
6. Seating Arrangement
7. Temp ID Card, Mail ID
8. Leave Application
Check list for joiner from candidate:
1. Education Certificates
2. Experience, Relieving Letter
3. Salary Slip, Bank Statement
4. Photographs
5. Address Proof – Passport, Election ID
Probation Period: Its 3 months or 6 months period given to the candidate to check whether the candidate can fulfill his job requirements or not. If the management is not satisfied with his performance, then they can terminate the candidate.
Only if the candidate receives the appointment letter, we can say it as End to End Recruitment Process.
Appointment Letter
< letter head >
Our Ref : Date :
Ms.
NRIC :
ADD :
Dear Ms. <Name>
RE : Letter OF APPOINMENT
The management has the pleasure in offering you an appointment as ______________ with effective 15th August 2008. The appointment terms & conditions are as below:
PLACE OF WORK : ----< comp. name >………………….
JOB DESCRIPTION : All aspect of administrative & clerical works in connections with accounts, Admin, purchasing.
REMUNERATION : Monthly basic salary is
PROBATION PERIOD : Three (36 ) months from the date of commencement . This period may be
extended at the sole discretion of the management .
WORKING HOURS : 8.30 am to 5.30 pm (Monday to Friday)
LUNCH HOUR : One (1) hour between 1.00 pm to 2.00 pm.
PUBLIC HOLIDAY : You are entitled for ______ public holiday.
ANNUAL LEAVE : You are entitled for the following annual leaves upon completion of one full year of service in the company:
o 1 year & above but less than 2 years - ___ days
o 2 years & above but less than 5 years - ____ days
o 5 years & above - _____ days
MEDICAL BENEFIT : less than 2 years - ¬¬_____ days
2 years & above but less than 5 years - ____ days
5 years & above - _____ days
MATERNITY LEAVE : Only confirmed female employee, who has served the company for (6) six month, is entitled to maternity leave of sixty days (60) consecutive days including rest days & public holidays.
COMPASSIONATE LEAVE : Death of parents, spouse or child - 3 days
Death of brother or sister - 1 day
MARRIAGE LEAVE : Two (2) days after having served the company for at least one (1) year.
RETIREMENT : The employee shall retire at the age of 55. Voluntary retirement can be applied at the age of 50. No retirement pension will be offered other than retirement
Benefits given by the employees’ provident fund.
EMPLOYEES PROVIDENT FUND: Employee is registered as a member of the employees’ provident fund. Both the Company and the employee shall contribute to the fund in accordance with the Provision of the said fund.
OTHER TERM & CONDITIONS : Other term & conditions not stated in this letter shall refer to the company’s rules & regulations, which may revise from time to time.
Kindly confirm your acceptance of the aforesaid employment terms & conditions by signing and returning the duplicate copy of this letter together with one (1) copy of IC Photostat as soon as possible.
Thank you,
Yours faithfully,
(Comp. name >
……………………………….
<Director Name >
Director
I, <Person name> (NRIC :………….) hereby agree and accepts the offer that enforced by the aforesaid employment terms & conditions.
___________________
___________________
Signature date
SALARY BREAKUP: components should not exceed more than 10 for an employee in his salary
Components (Monthly) Percentage
Basic Salary 40% - 50% on Gross Salary
HRA 40% on Basic Salary
Conveyance Allowance 800 PM
Education Allowance For 2 children with in 1.0 lkh
Medical 15,000/- PA
Food Allowance Depends on co. policy
Dearness Allowance Depends
Special Allowance Gross Salary - (BS+HRA+CA+EA+M+FA+FDA+DA+VDA)
Variable Pay (only in IT industry) 20% on Gross Salary
Fixed Dearness Allowance Some Fixed amt depends on co.
Variable Dearness Allowance Depends on the inflation rate
--------------------------------------------
Monthly Gross Salary
--------------------------------------------
Annual Benefits (Monthly)
Leave Travel Assistance 1month salary/12
Medical reimbursement Depends on co. policy/12
Earned Leaves Depends on the left EL/12
Bonus/Exgratia Depends and will be paid at the end of the yr
Gratuity If eligible, Amt/12
PF Employer Contribution Amt/12
-----------------------------------------
Monthly CTC
-----------------------------------------
FDA, VDA are given only in Manufacturing industry. And all the Allowns are Taxable.
If the house rent of the employee is less than 1 lkh PA then he doesn’t produce receipts. If it is more than 1.2 lkh then he need to produce receipts and 12.36% is charged as Service Tax.
Exemption from Tax deductions – max 2.5 lkh
Housing Loan – Max 1.8 lkh PA (40,000 as principal, 1, 40,000 as interest)
Car Driver Maintenance Reimbursement.
INDUCTION
INDUCTION SCHEDULE:
Company name
We are pleased to inform that __________________has joined our Edutech family effective date
.
In order to familiarize him about the process involved in our Company, an Induction Schedule has been designed to facilitate the process as detailed below.
Time Session Objective Resource Venue
11th July 2005 (Monday)
9-30am to 10-30am
Enrolment
Paper Work, Intros and Company Policy, Our values; our culture HR
10-30am to 11-00am
Introduction
Company profile/Structure (EDPL) HR
On Job
e-Learning industry/ Project lifecycle & processes at EDPL
(1:00 pm – 2:30) pm Lunch
On Job
Our major clients; geographies
On Job
Our Projects: demos
On Job
ID principal
On Job
Technical
On Job
Maintaining metrics – Quantity/Quality/Time
On Job
Quality Processes
We welcome him on Board & request each one of the above Dept Head/Section In charge to brief him about their area of functions.
(Or)
Induction Schedule
Company Name
Name of the New Joiner :
Designation :
Department :
Date Department Person Responsible Time
1/12/1998 Production Abc 10:00 – 11:00
1/12/1998 Maintenance 11:00 – 12:00
1/12/1998 Accounts 12:00 – 1:00
Lunch Time 1:00 – 2:00
1/12/1998 Marketing 2:00 – 3:00
1/12/1998 Administration 3:00 – 4:00
INDUCTION REPORT:
It is the report which has to be collected from each department to know whether the new joiner is inducted or not and to know how come he has understood about the company.
INDUCTION REPORT
Name of the New Joiner :
Department :
Timings :
Person involved in Induction Process:
1.
2.
Remarks from the New Joiner :
Signature of the Dept Head Signature of the New Joiner
INDUCTION FEEDBACK FORM: _________________
NAME OF THE PARTICIPANT :
EMPLOYEE CODE :
DEPARTMENT :
DATE/S OF THE PROGRAMME :
General Yes No
Were you able to locate the Venue easily and reach the place
on time?
Are you now familiar with the Values, vision and Mission of
the organization?
Fair knowledge about the Company and its activities were
Gained?
Do you feel the speakers today was able to convey the message
Effectively?
Do you think any topic covered in today’s programme needs
More Emphasis? If Yes Please specify:
٭
٭
06. Do you feel the Induction Programme serves a useful purpose?
Company’s Policies & Procedures Yes No
01. Are you now aware of the Human Resource Policies and
Procedures of our Company?
02. Are you clear about the Leave policy adopted by our
organization?
03. Are you clear about the procedure involved in the Medical
Insurance Claim?
04. Are you aware as to whom you should contact in case of any
Problematic issues?
05. Are you clear with your salary breakup and Net Salary calculations?
06. Are you clear about the Organizational structure?
07. Are you clear with the Exit Policy and the notice period for an
Employee’s exit?
Overall:
01. How satisfied are you with the Company Induction Programme?
Very Satisfied
Somewhat Satisfied
Dissatisfied
02. Any other comments / recommendations you would like to make:
(Signature of the Participant & Date)
Policy: The information is provided in the policy. Policy doesn’t change by time to time.
For ex: The office time is 9:30 to 6:00
Rule: It tells how to implement the things mentioned in the policy and the consequences if we deviate with the policy. Rules may change according to the situation.
For ex: How to come, what should be done to enter the gate, what are the consequences if one is not attending on time.
Responsibilities:
In IT industry admin dept is responsible for Creation as well as maintenance of amenities of employees like leave, water, electricity, toilets, CAB, attendance, security, house keeping, statutory compliances and attrition rate.
In manufacturing industry HR Person is the one who is responsible for maintaining of amenities (administration) of employees also. But the creation is done by the civil dept or the concern dept.
PAYROLL
What are the records a HR person should maintain?
1. Attendance Record with date of Joining
2. Personal file (with emp code) – offer letter, on which criteria this person been selected, employment application (application blank), acceptance from the employee, application order, induction reports from different department.
Emp code
Name:
Desig:
Dept:
DOJ:
3. Leave Record
4. Confidential file – increments, promotions etc
5. Statutory file/record – PF, ESI, Professional Tax.
6. Job description
Prerequisites to run Payroll
1. Attendance Record
2. Leave Record
3. Check the Personal Record before running the payroll.
4. Check whether the employee is applicable for all statutory compliances or not.
LEAVE POLICY:
Types of Leave:
1. Casual Leave
2. Sick Leave Paid Leaves
3. Earned/Privilege Leave
4. Maternity Leave Statutory
5. Extra Ordinary Leave
Casual Leave: As per shops & establishments act, 12 days leave per yr has to be given to an employee as a part of welfare measure.
Jan 26, Aug 15 and Oct 2 are statutory Holidays for any Industry. But for steel, chemical and production industry are given exemption that if they do not able to give holiday on those days, they can be given on other days.
An employee should not apply for leave both on Saturday and Monday, either of the days can be applied. Otherwise Sunday is also considered as CL.
We cannot use these leaves as a right, an approvement should be given by the authority i.e. dept head or HR dept.
Except maternity leave all the other leaves are taken from the calendar year.
Absconding: Not intimating to the dept about the leave.
Extra Ordinary Leave: If the employee is really in a problem, then they can apply for EOL when all other leaves have been exhausted.
Company Name
Name…………Empcode, Dept
Please grant me leave CL/SL/PL/ML/EOL from…to….
Reason for leave…………….
Address……………
Signature of Emp Dept Head HR Dept
…………………………………………………………….
For HR Dept Use
Remaining Leaves
CL
SL
PL
ML
EOL
Format:
Earned / Privilege Leave: These leaves are given based on the number of days worked.
For every 20 days of the month – 1 day is statutory
For other 10 days – ˝ day or 1 day depends on the company.
Employee should take approval 15 days in advance.
If the leave is approved, Sundays and holidays are also considered.
3 yrs leave can be carried forward.
(Basic + DA/26)*No. of leaves remained will be paid at the time of Retirement if an employee do not use these leaves.
Maternity Leave: To Married women employee these leaves are given and are compulsory if the pregnancy is confirmed.
3 weeks after conceiving.
6 to 9 weeks after delivery.
Total salary should be paid for these leaves.
In case of miscarriage/abortion 3 weeks leave should be given.
50% of the salary can be claimed from ESI.
• We cannot suspend / dismiss / terminate when an employee is on leave.
This is how payroll looks like
Total Pay Payable
Actual Actual Basic Other Number
S.NO Name of the Employee Salary Salary Salary Allowan- of days Basic Other
ces Worked Salary Allow
Total Employer Employer Deductions
Net Payable
Gross share of P.F share of ESI Employee share P.F Prof. Employee Share Dedn.
Payable 13.61% on 4.75% on 12% of Tax ESIC Bus Canteen
(g)+(i) basic gross Basic(f)
How Pay Slip Looks Like?
Company Name
Emp Code: No. Of Days Paid:
Name: Leaves:
Designation: LOP:
Department:
Standard Salary Earned Salary Deductions Balance
Leave Balance Loans/Advances
Basic
HRA
DA
Other Allowances
CL
EL
SL
Taken Amt:
Installment Recovered:
Gross Sal Gross Sal Total Deducn Balance
Net Salary:
* We cannot deduct any Loan / Advances without receiving any proper Document / Approved letter from the authorized person.
LABOUR LAWS:
PAYMENT OF GRATUITY ACT, 1972: -
Whether the employee is Temporary/Casual/Permanent works for 5 yrs in a company, then he is eligible for gratuity under this Act. And employee should be on rolls (permanent).
If not paid, penal charges and advocate charges incurred by the employee can be claimed from the employer.
Gratuity = Wages last drawn * (15/26) * No. of yrs
If the employee is associated with the company on contract basis for 5 yrs, he can also claim the gratuity fund as per Contract Labor Act.
STATUTORY COMPLIANCES
EMPLOYEE PROVIDENT FUND ACT, 1952
Coverage: If an establishment covers 20 employees at any point of time in a calendar year then it should be covered under EPF Act.
Applicability: Permanent, temporary, casual, daily wage, contract employees.
Eligibility: Employee who draws up to 6,500/- i.e. Basic / (Basic+DA) are eligible for EPF and is compulsory.
If an employee draws more than 6,500/- it is optional.
Contribution:
Employer’s contribution – 12% on Basic salary
Employee’s contribution – 12% on Basic salary
Forms to be submitted at PFC:
While an employee joining we have to let him fill the Form 2 (revised) in order to get membership from the PFC.(Nomination & Declaration form)
To inform that an employee left the organization we have to submit Form 10 to PFC.
To inform that an employee has joined the organization we have to submit Form 5 to PFC
Form 9 is the register of employee PF A/C.
Monthly Returns: Form 12A(R) shows the total contribution of employer and employee towards EPF.
Before 20th of every month we have to pay the amount in the form of chalan (a Quadruplicate copy) at EPFC along with Monthly Returns, Form 5 and Form 10.
Chalan: We have to maintain 5 types of accounts.
A/C 1, 2, 10, 21 & 22.
A/C 1 shows the employee’s share towards EPF i.e. 12% and employer’s share towards EPF i.e. 3.67%.
Employers Contribution 12% is shared as
8.33% towards Pension Fund – A/C 10
3.67% towards EPF – A/C 1
12%
A/C 2 shows Admin Charges on employee contribution towards EPF i.e. 1.1%.
A/C 21 shows Admin Charges on employer contribution towards Pension Fund i.e. 0.5%
A/C 22 shows the employer contribution towards Employee Deposit Linked Insurance i.e. 0.01%.
Form 3A(Revised): At the end of the every financial year i.e. March 31, we have to submit this form at PFC. It contains the information (contributions) of single employee for every month from the starting of financial year to end of the financial year.
Form 6A: This shows the information of contributions which is calculated per year for all employees and to be submitted at the end of the financial year.
Form 10C / 10D is to be filled for claiming withdrawal benefit of Employee Provident Scheme.
Form 19 is to be filled for claiming withdrawal benefits of EPF when an employee retires.
Form 13 (Revised) is the application for transfer of EPF Account.
Form 31 is the application to be filled in order to take advance form the fund.
EMPLOYEE STATE INSURANCE ACT, 1948
ESI Hospitals / Dispensaries are built and maintained by the State Govt. But the contribution may be either from State / Central Govt.
Employees of ESI are appointed by the Central Govt.
Coverage: If an establishment has 20 or more employees and if that area is covered under ESI then the establishment should cover under ESI Act.
Director will issue the notification whether that establishment has to cover or not. For every 6km radius a hospital/dispensary has to be maintained.
Eligibility: The employee who is drawing 10,000 or less as gross he has to cover under this Act.
Exemption: (10,000 + washing allowance) is exempted to cover under ESI.
Contribution:
Employee’s contribution – 1.75% on Gross salary
Employer’s contribution – 4.75% on Gross salary
Forms to be submitted:
For every 6 months we have to submit the returns at local office, ESIC and bank.
Chalan we need to submit every month.
Form 3: It is a Declaration form which contains emp name, establishment code, DOJ, Address (Permanent, Temporary), establishment address, Family members details, signature of the employee, employer signature, photographs.
Once the employee joins with in 10 days we have to submit at the local office and we have to take the acknowledgement. And with in 3 days of submission the ESIC provides temporary ID card and is allotted to the employee.
Form 7 Register of Employees
S.No ESI No Emp Name Jan
Feb Mar
No of days Sal paid ESIC empr contribution ESIC emple contribution
Total Wages
Employee Contribution
Employer Contribution
Date when ESI chalan was paid
Half Yearly returns – April to September, October to March Form 6 along with chalan.
50 % of the salary is paid by the ESI if the person is on ESI leave.
If the case of death of an employee, then they will get pension from ESIC.
PROFESIONAL TAX
Since we are working and using all the amenities from the Govt bodies like Municipal Corporation we have to pay the tax.
Authority:
ACTO (Assistant Commercial Tax Officer)
DCTO (Deputy Commercial Tax Officer)
This is not universal, differs from state to state. The director of the company has to pay 250 per year.
Form 5:
No of employees * amount
12*60 = 720
100*80=8000
Pay by DD or Pay Order / Cheque in favour of Assistant Commercial Tax Officer.
According to the area, ACTO will have circles at that place we have to pay this amount.
Income Tax exemption is available for PT.
By 15th of every month we need to clear.
Before January 2008 w.e.f 1st January 2009
1501 – 2000 16 1501 – 2000 0
2001 – 3000 25 2001 – 3000 0
3001 – 4000 35 3001 – 4000 0
4001 – 5000 45 4001 – 5000 0
5001 – 6000 60 5001 – 6000 60
6001 – 10000 80 6001 – 10000 80
10001 – 15000 100 10001 – 15000 100
15001 – 20000 150 15001 – 20000 150
Above 20000 200 Above 20000 200
Professional Charges:
Professional charges mean the amount which the company has to be paid to the Professional trainer after deducting the service charge i.e. 12% when it hires him/her from a consultancy / in temporary basis for few days training programme to develop their employee’s skills.
PERFORMANCE APPRAISAL & MANAGEMENT
1. Design the appraisal system as per the organizational needs?
2. Review the employee performance on frequent time intervals
3. At the end of the year all the review results should be account for judging employee performance
Company Name
Appraisal Period From ………….To……………
Name: Emp Code:
Designation: Dept:
Head Quarters: Division:
Reporting Manager: Designation:
Briefly describe your job responsibility
Key Result Areas Q1 Q2 Q3 Q4
Self Rating Manager’s Rating
KRA1
KRA2
KRA3
KRA4
KRA5
Ratings:
5 – Excellent (Exceeding Expectations)
4 – Very Good (Reached Expectations)
3 – Good (Average)
2 – Below the Expectation
1 – Poor
Employee Signature Reviewer’s Signature
Assessment Q1
Assessment Q2
Assessment Q3
Assessment Q4
Note: Behavioral Traits cannot be judged ourselves, the third person (immediate manger) should judge.
Behavioural Traits: - Communication skills, Initiation, Team Working, Punctuality, Leadership.
TRAINING AND DEVELOPMENT
1. Identifying the training needs (through training needs analysis questionnaire)
Name: Dept:
Designation:
DOJ:
• Briefly describe about job responsibilities
• What are the gaps you feel that is hindering his performance?
(a)
(b)
(c)
• Trainings you suggest
2. Compiling the Information
Emp Name Gaps Training suggested
1
2
3
3. Training Calendar for the Year
Sl.No Training Program Duration From…To…. No. of Employees Faculty/Trainer
4. Letter has to be sent to Head of the Dept for the nomination of employees under him.
5. Post training feedback has to be taken from the HOD (It takes 3 months time to find the gaps)
Note: - A copy of Training Record has to be kept in personal file.
Objective: - Number of hours to be trained to each employee is 80/40/32 hrs.
EMPLOYEE RELATIONS:
To keep the employees retained company has to make the employees happy. There should not be any kind of gap between the departments. To make this we arrange many programmes like
• Event Management – games
• Get together
• Picnics
• Holiday Parties
• Common lunch
Communication should be made continuously with employees in order to understand the grievances and addressing them.
EXIT INTERVIEWS:
When the employee submits his resignation we conduct exit interview in order to know the gaps and reasons of resigning.
Feedback should be given to the management, so that they can make changes in the policy if necessary.
Exit interview should be taken before 24 hrs of his leaving / in the last day of his job.
We should give Questionnaire to the employee who is resigning to fill.
HR Department is responsible to take care of these things.
Regards,
Sharath
From India, Bangalore
hi sir,
am working in a software company as a hr assistant and this is my first job,am not having any practical knowledge i.e payroll, recruitment etc, now my boss told me to do recruitment process , but i dont know how to start the process, please give me support with u r best rply
From India, Hyderabad
am working in a software company as a hr assistant and this is my first job,am not having any practical knowledge i.e payroll, recruitment etc, now my boss told me to do recruitment process , but i dont know how to start the process, please give me support with u r best rply
From India, Hyderabad
Dear Sumita,
Why get afraid to look into a mirror especially when you bought it yourself ?
HR is vast and often found so diversified that it creates anxiety among all. Hence -Calm down. Step 1 - Ask yourself what you seek first and definitely not what the world is offering. Step 2 - Create a network using social networking portals Step 3 - keep refreshing your CV on the job portals Step 4 - Call employers upfrontly and seek vacancies Step 5 - Understand the expectations of various industries and employers. Step 6 - Identify the trends.
It's a practical approach. Just Do It !!
God bless.
Regards,
Ranajit
From India, Pune
Why get afraid to look into a mirror especially when you bought it yourself ?
HR is vast and often found so diversified that it creates anxiety among all. Hence -Calm down. Step 1 - Ask yourself what you seek first and definitely not what the world is offering. Step 2 - Create a network using social networking portals Step 3 - keep refreshing your CV on the job portals Step 4 - Call employers upfrontly and seek vacancies Step 5 - Understand the expectations of various industries and employers. Step 6 - Identify the trends.
It's a practical approach. Just Do It !!
God bless.
Regards,
Ranajit
From India, Pune
There are many organisations who seek freshers, for a variety of reasons. Look for such openings and apply for those positions. Learning is a continuous process in whichever organisation you work, pick up new things, learn new activities and one sure way to gain experience is: Never say 'NO' ! You can always tell your seniors that you are new to the role and with proper guidance you will be able to achieve new challenges. Being a new comer, one cant be very choosy about roles and you should grab each and every opportunity or role that comes in your way. This way, you will be able to learn anything and everything about HR domain.
Best wishes
From India
Best wishes
From India
Hello Sir/Ma'am,
I have done MBA and have 1 year experience in HR .
I also want to know how can a person without any approach can enter into a good company because companies through the reference filled the vacancy internally .
There are only Recruiter job can easily get ant MBA but if we want to make our career in Payroll so we do not have any fair chance .
So in this situation what we have to do??
Thanks & Regards,
Aabha Kathait
From India, New Delhi
I have done MBA and have 1 year experience in HR .
I also want to know how can a person without any approach can enter into a good company because companies through the reference filled the vacancy internally .
There are only Recruiter job can easily get ant MBA but if we want to make our career in Payroll so we do not have any fair chance .
So in this situation what we have to do??
Thanks & Regards,
Aabha Kathait
From India, New Delhi
Dear Sumita,
In payroll just know the percentages for PF, ESI, and Professional tax and required forms details.
Search through internet about MIS, saturation works.
command on Excel is imp, try to learn ERP( if you learn ERP u can know the how the organisations going on) .
I'm also recently joined.
From India, Bangalore
In payroll just know the percentages for PF, ESI, and Professional tax and required forms details.
Search through internet about MIS, saturation works.
command on Excel is imp, try to learn ERP( if you learn ERP u can know the how the organisations going on) .
I'm also recently joined.
From India, Bangalore
Hi Sumita,
I think you might be having little idea about various terminologies of HR as you have done PGDBA(HR). Generally during your first interview your HR knowledge is being tested by interviewer. So my suggestion to you would be to go through below link and revise concepts of HR thoroughly and improve your soft skills as well while appearing for interview.
You might get some help through these tactics.
Link : Management Study Guide - Free Training Guide for Students and Entrepreneurs.
Regards,
Garima
From India, Bhopal
I think you might be having little idea about various terminologies of HR as you have done PGDBA(HR). Generally during your first interview your HR knowledge is being tested by interviewer. So my suggestion to you would be to go through below link and revise concepts of HR thoroughly and improve your soft skills as well while appearing for interview.
You might get some help through these tactics.
Link : Management Study Guide - Free Training Guide for Students and Entrepreneurs.
Regards,
Garima
From India, Bhopal
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