Scribd
Upload
45 views

Proposal For HR Functions

This document outlines the proposed HR functions for XYZ Co., including manpower planning, recruitment, selection, onboarding, training, employee engagement, and exits. Key aspects include identifying staffing needs, posting jobs internally and externally, screening resumes, conducting interviews, onboarding new hires, providing training, recognizing employees, managing benefits and welfare programs, and facilitating exits. The goal is to attract, develop, and retain top talent through standardized and comprehensive HR processes.

Uploaded by

Ronbos India
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
45 views

Proposal For HR Functions

This document outlines the proposed HR functions for XYZ Co., including manpower planning, recruitment, selection, onboarding, training, employee engagement, and exits. Key aspects include identifying staffing needs, posting jobs internally and externally, screening resumes, conducting interviews, onboarding new hires, providing training, recognizing employees, managing benefits and welfare programs, and facilitating exits. The goal is to attract, develop, and retain top talent through standardized and comprehensive HR processes.

Uploaded by

Ronbos India
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 14

Proposal for HR FUNCTIONS

in XYZ Co.
Manpower Planning
1. Manpower Planning starts with New projects/clients to India Office
2. Identification of positions, roles & responsibilities (numbers, skills, ages,
flexibility, gender, experience, character, potential, etc. of existing employees;
can the existing EEs be placed in the new projects or recruitment to be done?)
3. Framing the KRA/ Job responsibilities by the HOD
4. If recruitment is to be done the detailed Manpower Requisition Form (MRF)
will be sent to the HR Dept.
5. Approval of MRF by GM through HR Dept.
Recruitment Policy

• Recruitment for all Associate position to be done through internal reference and
Job portals.
• From TL and above levels through Job portals, head hunting and recruitment
consultancies.
• All the contractual and Permanent positions should be only though HR Dept.
Recruitment Sources
• Employee Referrals through Internal Job Posting (to design a Employee Referral
Form)

• Job Portals/Sites

• News Paper Advertisement

• Recruitment Consultants
Interviewing & Appointing Authority
Selection Committee comprise of –

• General Manager - Organizational suitability of the candidate

• Functional Head - Professional Competency

• HR Department - Behavioral Competencies through interview


Screening & Selection

Resumes screened by HR and initial telephonic round by HR dept


( qualities looking for Communication Skills, Confidence, logical reasoning)

Fixing interview
Selection Process Flow
STAGE I Initial round of Interview by the Functional Head

Suitable candidate interviewed by General Manager


STAGE II

Selected NO

YES

STAGE III
The candidate would be lastly seen by the HR department
Contd….
Selected No

Yes
Should the Final Negotiation With HR or with
GM?

Offer Letter/Letter of Intent


though mail by HR
Deployment & Orientation
• Pre Employment Reference checks.

• Issuing of appointment letter on the date of Joining

• Submission of all the necessary forms and documents

• Presentation on Company Profile (Designing of Induction programme).

• Providing Induction Kit (which includes the stationary, training plan and relevant
process manuals)
Confirmation Formalities
• Intimating the concerned HOD/Manager about the due dates for confirmation.
• Conducting Confirmation Appraisals.
• Coordinating for Skill Gap Analysis
• Coordinating to set Quality Objectives for each job profile
• Ensuring updating of the Existing Job Profile
• Processing the Confirmation.
Training & Development

•Identifying Training Needs (Behavioral) (PMS, feedback of the employees,


recommendation of Functional/Departmental Head)

•Budgeting (allocating budget depending upon needs of the department)

•Preparation of Training Calendar

•Conducting Training programs through in-house resources, consultants

•Analysis of Training Feedback


Employee Engagement

Rewards & Recognition Programme

• Employee of the year


• Leader of the year
• Best team/Innovative Team of the year

Employee Welfare Schemes

• Events/Festival celebration/quarterly celebrations


• Health camps/Blood Donation Camps
• Birthday Celebrations
• Recharge Zone (Recreation)
• Presenting gift vouchers (Movie Tickets, dinner coupons, passes) for employees
Contd…

• Sponsoring team outings/lunches for celebrating important milestones to build


team spirit

• Employee Communication forums


For e.g- News Letter, Notice Board Displays
(Birthday dates of the month, Happenings ,Name of new Joinees, Marriage Snaps
taken place in that month, Write up from MD, A note from HRD ,Any Article,
Poem, Shayari, Motivational Short Stories, List of Holidays in that month, and so
on)

• Open House Discussions & feedback mechanism


Exit Formalities
• Administering Exit paper work including all Statutory requirements.

• Conducting Exit Interviews.

• Preparing Exit Interview Summary.

• Giving post employment reference for relieved employees.

• Processing File to Accounts Department for final settlement

You might also like