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Human Resource is the most valuable asset of Drishtee.Ittakes utmost care to keep its human resources satisfied andmotivated. Drishtees performance and resulting
productivity is an indicator of the satisfaction level of itsemployees. For the betterment of the HumanResources,Drishtee has laid down a vision, mission,objectives and strategies.
An Human resource policies are systems of codifieddecisions, established by an organization, to supportadministrative personnel functions, performancemanagement, employee relations and resourceplanning.
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HR MISSION To create a value based organization by
inculcating a culture of learning, creativity
& team work and aligning business
priorities with the aspiration of our people
leading to development of an empowered,
responsive and competent human capital.
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.MFIs Culture: Mission
and Vision, InformalProcedures
MFIs Strategies and
Structure: Goals,Organizational chart
Current Context (other
MFIs, govt laws, economy,political climate, etc.)
Review & Evaluation of HumanResource Activities
PerformanceManagement
Plan for Future
Human ResourceNeeds
Recruitment and
Selection
Training andDevelopment
Salary, Benefits,Bonus System
Human Resource Functions
Policies
Human Resource Management Model
Model of Human Resource Management
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HR POLICY CHART
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COMPONENT
OF HR POLICY HR STRUCTUREHR STRUCTURE
HR POLICY FORMATIONHR POLICY FORMATION
JOB ANALYSIS
RECRUITMENT
SELECTION
EMPLOYMENT DEVELOPMENTEMPLOYMENT DEVELOPMENT
ORAGANIZATION DISCIPLINE &ORAGANIZATION DISCIPLINE &
DECORUMDECORUM
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COMPONENT
OF HR POLICY Contd1
PERFORMANCE APPRAISAL
TRAINING AND DEVELOPMENT
TECHNICAL PROGRAM
LEADERSHIP PROGRAM
INCENTIVES & EMPLOYEE
EMPLOYEE GRIEVANCES &
DISCIPLINE
SEPRATIONSEPRATION
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HR STRUCTUREHR STRUCTURE
OPREATION BUSINESS
COPRATE
HR
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JOB ANALYSIS Job Analysis refers to various
methodologies for analyzing therequirements of a job.
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JOB ANALYSIS MATRIX
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JOB DESCRICTION
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Dress code Policy.
Smoke free work place.
Alcohol and Drug abuse.
Betting and Gambling.
Personal property.
Lost and Found.
Housekeeping.
Use of Electronic Communication.
Security.
Organization
Discipline & Decorum
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HRPOLICY FORMATIONHRPOLICY FORMATIONPOLICYDEVELOPMENT
CELL (Corporate HR)
OD Policy
Employee Handbook
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RECRUITMENT RECRUITMENT IS THE PROCESS OF
LOCATING & ENCOURAGING POTENTIAL
APPLICANTS TOAPPLYFOR EXISTING ORANTICIPATED JOB OPENING.
IT IS ACTUALLY ALINKING FUNCTION,JOINING TOGETHER THOSE WITH JOBS TOFILL AND THOSE SEEKING JOBS.
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SOURCE OF RECRUITMENT
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METHOD OF RECRUITMENTMETHOD OFRECRUITMENT
INTERNAL METHOD DIRECT METHOD INDIRECT METHODTHIRD PARTY
METHOD
Promotion &transfer
Job posting
Employee referrals
Campus recruitment Campus recruitment Internet recruitmentGate hiring and
contractors
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SELECTION Selection is the process of picking
individual who have relevantqualifications to fill jobs in anOragnaization.
The basis purpose is to choose the
Individual who can most Successfullyperform the job, from the Pool ofQualified Candidates.
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SELECTION CRITERIASelection tests Aptitude tests
Personality tests Physical test
Interviews
Three rounds Panel interview Group discussion
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Condition of Employment Terms of Employment
Office timings
Attendance
Timesheet entry
Unauthorized absence
Service Agreements
Probation
Confidentiality
Relocation and Transfer.
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Employment DevelopmentEmployment Development Competency Development
Performance Management
Performance Appraisal
Appraisal Events
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PERFORMANCE APPRAISAL
PROCESS.
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METHOD OF
PERFORMANCE APPRAISAL
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.
Objective ofperformanceappraisal
To judgethe gap
To review theperformance
To reduce thegrievances
To judge theeffectiveness
Provide clarity ofthe expectations
Provideinformat
ion
To providefeedback
To diagnosestrengths andweaknesses
Helps tostrengthen
therelationship
To help themanagement
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APPRAISALAPPRAISAL
Done AnnuallyDone during January toDecember
Implemented during
Financial Year April toMarch
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TRAINING
AND DEVELOPMENT Training is a Planned Programme
designed to improve and to bring
measurable change in knowledge, Skill,Attitude and Social behaviour ofEmployees.
Development is FutureOrientedTraining, Focusing on the PersonalGrowth of the Employee
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TRAINING AND DEVELOPMENTTRAINING AND DEVELOPMENT
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COMPONENT OF TRAININGAND DEVELOPMENT
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TECHNICAL PROGRAM
Technical
C
ATG
Dynamo
C++IDMS
TeamSite
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BEHAVIORAL TRAININGBEHAVIORAL TRAINING
StressManagement
Time
Management
Business
Etiquettes
Teamwork
PersonalEffectiveness
Business
Communicat-
ion Skills
Personal
& Managerial
Effective-
ness
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LEARD
ERSHI
PP
ROG
RAM
AdvanceNegotiation
Skills
LeadershipSkills
TeamBuilding
Assertiveness
AndPresentation
Skills
Advanced
PresentationSkills
ManagerialEffectiveness
AndLeadership
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COMPENSATION Compensation includes topics in regard to wage and/or salary
programs and structures, for example, salary ranges for jobdescriptions, merit-based programs, bonus-based programs,commission-based programs, etc. (Also see the Related Info
(including Benefits).) Compensation is payment to an employee in return for their
contribution to the organization, that is, for doing their job. Themost common forms of compensation are wages, salaries andtips.
Compensation is usually provided as base pay and/or variable
pay. Base pay is based on the role in the organization and themarket for the expertise required to conduct that role. Variablepay is based on the performance of the person in that role, forexample, for how well that person achieved his or her goals forthe year. Incentive plans, for example, bonus plans, are a formof variable pay
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COMPENSATION
Compensation
Educational
Qualification
Experience in
Patni
And
Performance
level
Experience
Before
joining Patni
relevance of
work
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Basic Salary
Allowance House Rent
PersonalConveyance
Child Education
Leave Transfer
Salary
Medical Reimbursement
against bills
Bonus or ExGratia
Contribution to PF
Company Performance LinkedIncentive
Variable Pay
Flexible Benefit
COMPONENTOF
COMPENSATION
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Calculation of Final
Cost To Company
Basic
(+) Allowances(+)Provident Fund
(+) Gratuity
CTC(-) Deductions
Final CTC
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Employee BenefitsEmployee Benefits Extra Working Hours.
Intracity Travels Reimbursement Policy.
Deputation Policy.
Outstation Travel Policy for Employee.
Preparatory Allowance for Onsite Travel
Loans
Life Cover
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Employee Benefits.Employee Benefits. Group Personal Accident.
Mediclaim
Company Leased Accommodation or Guest House
Facility.
Telephone at Company Owned/Leased Accomodation
Subsidised Company Transport Policy.
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INCENTIVESINCENTIVES In economics and sociology, an incentive is any
factor (financial or non-financial) that enables ormotivates a particular course of action, or counts as a
reason for preferring one choice to the alternatives.It is an expectation that encourages people tobehave in a certain way. Economic analysis, then, ofthe differences between societies (and betweendifferent organizations within a society) largelyamounts to characterizing the differences in incentive
structures faced by individuals involved in thesecollective efforts. Ultimately, incentives' aim toprovide value for money and contribute toorganizational success.
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Incentive Systems:
Advantages Improve Productivity
Encourage and reward specific performanceareas
Increase remuneration opportunity for staff
Offset financial risk (fixed costs) to institution
Increase competitiveness of MFI
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TYPES OF INCENTIVES Straight piece rate: In the straight piece rate system, a worker is paid
straight for the number of pieces he produces per day. In this plan, qualitymay suffer.
Straight piece rate with a guaranteed base wage:A worker is paid
straight for output set by management even if worker produces less than thetarget level output. If worker exceeds this target output, he is given wage indirect proportion to the number of pieces produced by him at the straightpiece rate.
Halsey Plan: W = R.T + (P/100) (S-T).R where W: wage of worker, R :wage rate, T : actual time taken to complete job, P : percentage of profitshared with worker, S : std. time allowed. Output standards are based uponprevious production records available. Here management also shares apercentage of bonus.
Rowan Plan: W=R.T + ((S-T)/S).R.T Unlike Halsey Plan gives bonus on (S-T)/S , thus it can be employed even if the output standard is not veryaccurate.
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11--MonetaryMonetary
Monetary Incentive
Tenure +
Appraisal
Skill
Based
TYPES OFTYPES OF
INCENTIVESINCENTIVES
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INCENTIVESINCENTIVES
Quarterly
Instant
Bi - Annual
Annual
Awards
And
Recognition
22--Non Monetary IncentivesNon Monetary Incentives
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SEPRATION
Permits agencies to implement reductions in the work
force according to uniform criteria when it becomes
necessary to reduce the number ofemployees or to
reconfigure the work force including change of
positions from full-time to part-timestatus.
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SEPRATION
Retirement
Resignation
Termination
Absconding
Death While in Service
Lay Off
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THE END
Prepared by
ARCHANA SINGH