All
Can someone throw some light that what would be the hiring & firing policies for the companies SAS 70 listed companies.
It would be of a great help in case if someone provide me a write up on the smae i will be greatful to them
I am looking out for policies like recruitment / resignation / termination/HR Audits policies and procedures......
From India, Pune
4Can someone throw some light that what would be the hiring & firing policies for the companies SAS 70 listed companies.
It would be of a great help in case if someone provide me a write up on the smae i will be greatful to them
I am looking out for policies like recruitment / resignation / termination/HR Audits policies and procedures......
From India, Pune
Hi Shiva,
We are implementing this policy in our organisation...
HR Policy No. 1/06
RECRUITMENT POLICY
Objectives
To provide guidelines for recruitment & selection process to be an “Employer of Choice”.
Coverage
For Recruitment and Selection of regular Employees, full-time/part-time Consultants of DSC and its associate Companies.
Guidelines
• The recruitment and selection policy must be in line with the Company’s Corporate Manpower Planning and Annual Business Plans.
• All the Business Heads will systematically review their business plans, team structure, skills and manpower flowing out of Corporate Plan.
• On basis of the assessment, Head of Department will prepare their ‘Manpower Plan’, and will get it approved from their concerned Director/CEO of the Division.
• Approved manpower plan will be submitted to HR department for approval of Management.
• Vacant positions are to be filled first within the company through ‘Internal Job Posting’ to the extent possible. In case, there is no suitable candidate available against the vacant position or when the organization wants to infuse fresh blood, external recruitment process will be initiated, either via – manpower consultants, references, advertisements in the newspapers, job web sites, campuses, etc.
• Based on the ‘Job Description Sheet’ HR department will prepare a ‘Brief Profile’, to have clarity for communication (for vacant positions) purpose to different recruitment sources/agencies.
• Resume received from different sources will be screened, based on the ‘Job Description Sheet’, by HR and concerned department representative.
• Resume meeting the job criteria shall be forwarded to the concerned HOD for their endorsement.
• Based on the availability and in consultation with the Interview Panel, schedule of the interview will be communicated to the short listed candidates, either by phone/email/courier/post etc. clearly mentioning the name of the contact person, date, time and venue.
Interview Panel
Sl. No. Positions Interview Panel
1 For up to Manager level positions Head of Department/HR Representative
2 For Sr. Manager and above positions. Head of Department/Concerned Director/COO/CEO)/HR Head
3 For Head of Division positions and above Chairman/HR Head
• Selected candidate will be issued a ‘Letter of Intent’, along with the briefing on CTC break-up, and any other terms and conditions applicable.
• Reimbursement of ‘to and fro’ conveyance expenses will be as per the position level, and will be governed by the ‘Domestic Travel Policy’.
• On the date of joining, new entrant will complete the joining formalities and will submit relevant documents as mentioned in the ‘Letter of Intent’.
• HR Department will hire external Consultant for recruitment on need based and will be paid Consultancy Charges as per the Terms and Conditions agreed by Head - HR.
Note
i. No Recruitment will be done without HR Approval.
Work Charge – means hiring to be done for specific project duration and on completion of the project, the employee service contract will stand automatically terminated unless it is renewed.
Up-to Manager/Resident Engineers, the hiring to be done on project specific. If the performance found good, on case to case basis they can be re-deployed to other projects otherwise the service contract will get terminated.
Categories like Drivers, Helpers, Jr. Supervisors, Jr. Foreman, etc. should be hired on consolidated salary through outsourced agency and not on Company rolls. On case to case basis few of them could be engaged on work charge basis.
ii. Sr. Manager/Project Engineer and above will be from the ‘General Pool’ of the Company and based on Competence and Skills they will be deployed on on-going projects.
iii. All the recruitments from Sr. Manager and above level positions will be done centrally through Corporate Office to be monitored by Head-HR.
iv. Head - HR will sign ‘Letter of Intent’ and ‘Appointment Letter’.
v. Notice period clause in ‘Letter of Appointment’ for General Manager and above will be 2 months, and for others 1 month.
vi. ‘Terms and Conditions’ to be finalised by Head HR in consultation with Chairman(SEZ & Power) before hiring any person from Manpower Consultants.
vii. Job Application Form as per enclosed Format (annexure ‘A’) should be duly filled and to become a part of Personal File.
viii. Completed personal files of new-joinee will be sent to the Gurgaon Office for records. However, personal files of Head of Department (Sr.V.P. level) and above will be maintained at the Corporate office.
ix. All HR records/systems/procedures will be computerized.
Effective Date
This Policy supercedes all earlier policies made in this regard and will be effective from 1st January 2007
Doc. No. Date of Inception Revision No. Date of Revision Prepared By
HR/P-1/06 01/01/2007 00 -- HR Team
Rdgs,
Rinky
From India, Lucknow
We are implementing this policy in our organisation...
HR Policy No. 1/06
RECRUITMENT POLICY
Objectives
To provide guidelines for recruitment & selection process to be an “Employer of Choice”.
Coverage
For Recruitment and Selection of regular Employees, full-time/part-time Consultants of DSC and its associate Companies.
Guidelines
• The recruitment and selection policy must be in line with the Company’s Corporate Manpower Planning and Annual Business Plans.
• All the Business Heads will systematically review their business plans, team structure, skills and manpower flowing out of Corporate Plan.
• On basis of the assessment, Head of Department will prepare their ‘Manpower Plan’, and will get it approved from their concerned Director/CEO of the Division.
• Approved manpower plan will be submitted to HR department for approval of Management.
• Vacant positions are to be filled first within the company through ‘Internal Job Posting’ to the extent possible. In case, there is no suitable candidate available against the vacant position or when the organization wants to infuse fresh blood, external recruitment process will be initiated, either via – manpower consultants, references, advertisements in the newspapers, job web sites, campuses, etc.
• Based on the ‘Job Description Sheet’ HR department will prepare a ‘Brief Profile’, to have clarity for communication (for vacant positions) purpose to different recruitment sources/agencies.
• Resume received from different sources will be screened, based on the ‘Job Description Sheet’, by HR and concerned department representative.
• Resume meeting the job criteria shall be forwarded to the concerned HOD for their endorsement.
• Based on the availability and in consultation with the Interview Panel, schedule of the interview will be communicated to the short listed candidates, either by phone/email/courier/post etc. clearly mentioning the name of the contact person, date, time and venue.
Interview Panel
Sl. No. Positions Interview Panel
1 For up to Manager level positions Head of Department/HR Representative
2 For Sr. Manager and above positions. Head of Department/Concerned Director/COO/CEO)/HR Head
3 For Head of Division positions and above Chairman/HR Head
• Selected candidate will be issued a ‘Letter of Intent’, along with the briefing on CTC break-up, and any other terms and conditions applicable.
• Reimbursement of ‘to and fro’ conveyance expenses will be as per the position level, and will be governed by the ‘Domestic Travel Policy’.
• On the date of joining, new entrant will complete the joining formalities and will submit relevant documents as mentioned in the ‘Letter of Intent’.
• HR Department will hire external Consultant for recruitment on need based and will be paid Consultancy Charges as per the Terms and Conditions agreed by Head - HR.
Note
i. No Recruitment will be done without HR Approval.
Work Charge – means hiring to be done for specific project duration and on completion of the project, the employee service contract will stand automatically terminated unless it is renewed.
Up-to Manager/Resident Engineers, the hiring to be done on project specific. If the performance found good, on case to case basis they can be re-deployed to other projects otherwise the service contract will get terminated.
Categories like Drivers, Helpers, Jr. Supervisors, Jr. Foreman, etc. should be hired on consolidated salary through outsourced agency and not on Company rolls. On case to case basis few of them could be engaged on work charge basis.
ii. Sr. Manager/Project Engineer and above will be from the ‘General Pool’ of the Company and based on Competence and Skills they will be deployed on on-going projects.
iii. All the recruitments from Sr. Manager and above level positions will be done centrally through Corporate Office to be monitored by Head-HR.
iv. Head - HR will sign ‘Letter of Intent’ and ‘Appointment Letter’.
v. Notice period clause in ‘Letter of Appointment’ for General Manager and above will be 2 months, and for others 1 month.
vi. ‘Terms and Conditions’ to be finalised by Head HR in consultation with Chairman(SEZ & Power) before hiring any person from Manpower Consultants.
vii. Job Application Form as per enclosed Format (annexure ‘A’) should be duly filled and to become a part of Personal File.
viii. Completed personal files of new-joinee will be sent to the Gurgaon Office for records. However, personal files of Head of Department (Sr.V.P. level) and above will be maintained at the Corporate office.
ix. All HR records/systems/procedures will be computerized.
Effective Date
This Policy supercedes all earlier policies made in this regard and will be effective from 1st January 2007
Doc. No. Date of Inception Revision No. Date of Revision Prepared By
HR/P-1/06 01/01/2007 00 -- HR Team
Rdgs,
Rinky
From India, Lucknow
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