I would like to know further and also do you have any useful stracture to mesure ground level staff efficiency? If you have please send me at the earliest.
From India, Mumbai
17From India, Mumbai
To
P B S Kumar
Gone thru the proforma of various letters for disciplinary actions. These are very good and usefull to all HR fraternity.
I feel depending upon the facts of each company ,necesarry changes must be made in these letter by the concerned HR persons. I certain eventuallity even the wording of the format should also be changed so that the baisedness is not alleged.
Regards
umesh kapoor
From India, Mumbai
P B S Kumar
Gone thru the proforma of various letters for disciplinary actions. These are very good and usefull to all HR fraternity.
I feel depending upon the facts of each company ,necesarry changes must be made in these letter by the concerned HR persons. I certain eventuallity even the wording of the format should also be changed so that the baisedness is not alleged.
Regards
umesh kapoor
From India, Mumbai
Dear Mr. PBS Kumar,
Thanking you a lot for contributing such a valuable informations for all HRiians to follow. But, one thing I would like to know from your end in respect of "Employer-Employee" Agreement i.e. Bond agreement for certain periods. I just want to know whether the bond is legally valid if it is executed in a non-judicial stamp paper or in an official letter-head? For how many years (min. or max.) a bond can be executed in favour of the employee & what are the norms & conditions to be complied by the employee if any violations to such contract / agreement? If you have such format (contract / agreement) available with you, then kindly be mailed in my personal Id. (given hereunder) or may be posted hereby. Thanx & all wishes to you.
[Biswajit Pani]
E-mail Id. :
From India, Bhubaneswar
Thanking you a lot for contributing such a valuable informations for all HRiians to follow. But, one thing I would like to know from your end in respect of "Employer-Employee" Agreement i.e. Bond agreement for certain periods. I just want to know whether the bond is legally valid if it is executed in a non-judicial stamp paper or in an official letter-head? For how many years (min. or max.) a bond can be executed in favour of the employee & what are the norms & conditions to be complied by the employee if any violations to such contract / agreement? If you have such format (contract / agreement) available with you, then kindly be mailed in my personal Id. (given hereunder) or may be posted hereby. Thanx & all wishes to you.
[Biswajit Pani]
E-mail Id. :
From India, Bhubaneswar
Its a good draft as HR who doesn’t have anyone to guide will help a lot by this. information. Thanks for your work. Keep posting the HR related isues. Bye Usha
From India, Hyderabad
From India, Hyderabad
Very good post Mr.Kumar. But 80 to 85% coverage is on disciplinary matters, and the balance on personnel. There are further non-routine maters in HR, say Taining need identification, Performance analysis reporting, even FIRs in disciplinary cases. Some samples ofthese would help the junior HR executives.
Thanks
Gopan
From India, Kochi
Thanks
Gopan
From India, Kochi
I want suggestion from yur side ,I was working as Officer HR due to some personal reasons I left this job .At present I am not getting Job in HR Field ,last five months I am searching.what shall i do ,having four years experience in HR ( Generalist Profile).
regards,
sunil
From India, Lucknow
regards,
sunil
From India, Lucknow
Hello,
Thank you for efforts
Regards
Octavious
https://www.citehr.com/101145-hr-lega...tml#post393224
https://www.citehr.com/99968-major-h...tml#post386938
From India, Mumbai
Thank you for efforts
Regards
Octavious
https://www.citehr.com/101145-hr-lega...tml#post393224
https://www.citehr.com/99968-major-h...tml#post386938
From India, Mumbai
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