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HR Consulting
…………. It’s our passion!!!
WHAT DO WE ACTUALLY DO???
Manage Critical functions of HR
HR Consulting Services
Single Window for HR Solutions
Critical Functions
Payroll Process
Training
On BoardingSeparation
Performance ManagementSystem
HR Helpdesk
Statutory - Labor laws
Infrastructure
Feedback Orientation
Project Assignment
Intellectual Stimulation
Performance Assessment
Training & DevelopmentRecognition
and Reward
Compensation
Work
Environment
HR Policies
Our Interventions
OfferingsHR Consulting Processes (Along with formats) Policies (Along with formats) HR Manual HR MIS HR Audit Performance Management
Training Process Outsourcing
Payroll Outsourcing
Statutory – Labor Laws
HR Helpdesk
HR HelpdeskHiring
Roll out offer letter as per recruitment process
Joining
Record Creation Joining Report to all concerned / Non-Joinees Report to Managers Personal Documentation (Personal Files i.e Relevant Documents, Collection of Documents etc.) Form collection (Employee Data Form, PF, Gratuity, Code of Ethics) Welcome Letter Induction Bank Account Generation Retiral Benefits forms (PF, Gratuity)
C & B Payroll Inputs to finance Issuance of Letters (Increment / Promotion) Leave Administration - Leave Without Pay, Medical / Maternity Leave Separation process
Policies Clarifying Policies to employees Procedures and Formats Policy Audit
Reports & Documentation Separation (Resignation letter, acceptance by the manager, Relieving letter, experience certificate) Verification - Address Proof, Telephone, Gas - Request from employee) Promotion, Salary Hikes, Transfers Payroll (leave balance) Upkeep of the employee data Assisting in respective audits and follow-ups
Compliance
Statutory – Labor Laws Karnataka Shops & Commercial & Establishments Act Employees State Insurance Act Provident Fund Employment Exchange (Compulsory Notification of Vacancies) Act 1959 Equal Remuneration Act 1976 Maternity Benefit Act Minimum Wages Act 1948 Payment of Bonus Act 1965 Payment of Gratuity Act 1972 Labor Welfare Fund Act 1968 Contract Labor Act ( Regulation & Abolition) Act 1970
How we can make the
DIFFERENCE
RECRUITMENT
• Release the open positions on the website.
• Employee Referral• Maintain a list of recruitment agencies.• The resumes received from any of the above sources are screened and
short-listed• The short listed candidates are then categorized into “To be
interviewed” or " Waitlisted " candidates• Panel member duly fills up Hiring form and pass it on to HR for
behavior interview.• HR Team - Conduct behavioral interview• Finalize the salary as per the salary matrix• Issue the offer letter
JOINING
• Recruitment Team - Provide the list of new joinees to the HR team• Check if all the new joinees have undergone the joining formalities as per
the check list• HR Group - Collect all the relevant documents as per joining checklist &
make a note of the candidates who haven’t submitted the same• Provide Employee Code• Open Bank Account• Maintain Personal file• Give the list of new joinees to the payroll & to medical insurance agency• Allocate Employee to respective groups• Administration Group - Provide Work stations & issue of I-Card• IT Group - Provide System/Laptop & e-mail id
PAYROLL
• Manager • Informs Human resources group about any resignation, loss of pay,
deputation and transfer on the following email…….in payroll format.
• HR Team :- Sending following monthly payroll details to finance departmenta. Salary details of new joineesb. Resignation detailsc. Stop paymentd. Loss of Paye. Changes in salary structuref. Deputation Allowance
Ensuring Always
Validate the New joinees list. Total offers released vs actual joined.
Validate salary break of new joinees as per offer letter.
Consolidate resignation, loss of pay, deputation, transfer details in payroll format.
Prepare a parallel report from the data sought from email id……
Cross check the data sought from email id / payroll format.
Confirm on email from all new joinees about their date of joining / reporting through respective managers.
Finance :-
To compute the salary details of the employees as per advice from Human resources group and deposit salary into bank account of the employees before the last day of the month.
VOLUNTARY TERMINATION
• Employee :- Informs Manager and/or Human Resources Staff of resignation.
• Manager :- Meet with the employee and then determine if it is in the company's interest to retain the employee.
• Discuss his or her reasons for leaving.• Determine the actions required to keep the employee.• Determine the employee's termination date.• Inform HR about resignation / termination date through email on ……..• Consider whether any special agreements and repayments exist between
the company and the employee.• Determine if any of these agreements are impacted by the termination
decision.• Examples include: − Contractual notice period that will be paid out − Benefit extensions beyond the normal coverage
• Determine if employee has any financial obligations to the company and work with payroll to determine if money will be deducted from the full & final settlement will be collated over a period or absorbed by the company(e.g. travel or relocation, outstanding payroll advances or other outstanding loans)
• Contact employee to discuss the debt and establish a method for repayment.
• Ensuring the proper paperwork is completed and submitted to HR
• HR Team :- • Conducting/collecting exit feedback via template or face to face, where
applicable.
• Reviewing the impact of special agreements or repayments
• Obtaining approvals for payments to the employee, if necessary
• Inform relevant departments (e.g. Accounts) of termination.
Strengthening Training
Manage Training calendar
Seeking nomination
Managing Exceptions
Coordinating with trainers/vendors
Collating Training Feedback
Sharing MIS
Managing Competency database
Approach
Study the present working systemof the organization
Recommend new changesConsulting services by XY Coordinate to reflect the actual practice
Discuss the changes with the management
Define improvement areas
Why Us?
We understand HR as it is our core business
Benefits
Solutions which match with the client requirements
Measurement through SLA’s
Detailed MIS report which will help the Management to take key decisions
Success Stories
Implemented HR Systems / Online Appraisal Employee CounselingDesigned Policy ManualsSetting up HR Department from scratchRunning of HR Department on outsource model New initiatives Conducted Sat Surveys