1.7 H.
R POLICIES
1.7.1 TALENT MANAGEMENT
Talent engagement is done as per the Approved Human Resource Budget and Plan.
At the time of business planning and budgeting process all the HOD's in consultation
with the Head HR finalize the manpower requirement for the coming year.
Alter the manpower requirement is finalized, the concerned HOD fills the TRF
(Talent Requisition Form) giving the details of the position like job
description/profile, attributes and competencies etc. along with the necessary
qualification, age and experience. Same process will be followed for replacement.
Based on the TRF, the Head -HR will finalize the HR budget. The budget will he
approved by the Managing Director. E. Based upon the Annual HR Budget and Plan,
Recruitment scheduled as per the departmental requirement on a monthly basis.
1. Recruitment:
Once the recruitment plan is freezed, following sources are used:-
INTERNAL RECRUITMENT Primarily, the potential candidate is identified
internally, within all Divisions
CAMPUS RECRUITMENT For entry-level positions, in technical and management
side, recruitment is made through visiting campuses of engineering/Pharma colleges
and management institutes.
ADVERTISMENTS IN PRINT MEDIA Some of the positions are advertised in
local and regional dailies for TBO and Factory requirement.
E-RECRUITMENT For wider circulation, many positions are posted in the job
websites like Naukri.com
EMPLOYEE REFERRALS Employees are also free to suggest potential candidates
from competitive industry as reference. Reference should not be from family
members. For any reference contact on Aditi.thakur@gmail.com
WALK-IN For bulk recruitment walk-in interviews is used. Advertised through
Notice displayed at various location at company premise, and various social media
like WhatsApp, LinkedIn, Naukri.com, Facebook etc.
2. Selection
Once the CV's received, it is screened and short-listed.
The short- listed candidates are first interviewed telephonically by the concerned
HOD and HRD.
Based on the first round of Interview, shortlisted candidates are called for the
personal interview. The HOD and Head HR/ location HR-Head will take the final
interview. In the case of the position of HOD'S and G.M's and above, the final
Interview is taken by Senior Management at Head Office.
If the candidate is finalized, the HR representative will negotiate the iv compensation
and benefits.
Once negotiated successfully offer letter will be issued from Corporate HR
indicating date of joining.
3. Notice Pay Reimbursenment Policy for New Joinee
Objective: To provide clarity to Managers and Recruitment team/Business HR for
reimbursement of the Notice Pay for new joinees.
Maximum THREE months of Notice Pay would be reimbursed.
In case of any deviations, the following approvals are mandatory
Less than or equal to 3 months: HEAD HR
More than 3 months :CEO
Once the candidate accepts the offer, and if the need arises to make him join early and for
which the notice period needs to be reimbursed then the Recruitment team/ HR has to follow
the approval governance from Function Head and post that to communicate to the Candidate.
Notice pay will be reimbursement if it Pre discussed before joining.
4. Induction
Once a person accepts the offer, he intimates the date of joining and completed his Pre-
employment Medical Check-up and based upon that, necessary arrangements like his work
place, transportation, visiting card, email-id etc is arranged. Formally for joining the new
employee is a person reports at HRD for his joining. At the time required to fill up following
forms:
Joining Report
Mediclaim/ESI
provident fund
He is given an access card/I Card. He is given the induction manual and briefed about the
company rules and regulation.
1.8 COMPENSATION
The compensation structure of the company is bascd on combination of Cost to the
Company and administrative benefits Cost to Company structure is split between two fields:
1. Fixed Salary Component
Basic salary can he opted once by the employee on joining of the company
Provident Fund is calculated on an annual basis @ 12% of Basic salary with a
matching contribution from the employer which forms a part of CTC
Gratuity is deducted @ 4.81 % of basic salary to CTC and payable as per the
provision of The Payment of Gratuity Act
Bonus/Exgratia- It will be paid during Diwali festive period.
ESIC Employees drawing salary of Rs.21,000 and above will be covered under
ESIC scheme Company is paying 4.75 % contribution and employee has to
contribute 1.75% of their salary under ESIC
Five kinds of benefits are covered under this scheme-
Medical benefits: Hospitalization in ESI hospitals
Sickness benefits
Compensation benefits
Maternity benefits
Funeral benefits
2. Flexi Salary Component
HRA- it arises in case an employee is occupying a rented accommodation; he/she
can opt for HRA.HRA should be in tune of 30% -50% depends on residing in
Metro/Non metro location. Income Tax benefits shall be applicable as per Rules
provided for exemption in Income Tax Law
Conveyance Allowance - this benefit is applicable to all the employees who are not
opting for fuel and maintenance, Railway pass/Bus pass. As per the current Income
Tax Gui delines, a maximum amount of Rs.800/- P.M will be paid as Conveyance
allowance
Medical Reimbursement- This option can be exercised up to the limit of Rs
15000/-p.a. It will be part of reimbursable benefits subject to production of
bills/receipts. The reimbursement will be in respect of medicines, consultation and
diagnostic charges. This will be processed through Accounts on submission of bills
Children education allowance - this will be applicable@ Rs.200/- P.M. and 2400/-
per child pa. subject to a maximum to two children. While this will be processed
through Payroll on a monthly basis, you will be required to submit School/ College
Fee ill and receipts respectively when asked for by the Payroll Department LTA-
LTA will be a part of reimbursable benefits and paid off with the salary after the
employee submits proof of travel etc. Income Tax Rule. the format and in
accordance with the This can be opted by those
Petrol Maintenance and Driver Reimbursement who have a vehicle registered in
their name of have been allotted a company financed or owned car. For those who
have opted for a Company provided car, they will be reimbursed Vehicle Running
Expenses level wise up to a Vice President & above - Rs 20000/P.M. (Rs. 2. 40.000
p.a) b GM.& above- 15000/-PM. (Rs 1,80,000 p.a.) Dy. G.M.-10000/pm (Rs. 1,
20,000 p.a) For those who have a vehicle registered their name, vehicle Running
Expenses reimbursement up to Rs. 8.000/- PM are exempt from Income Tax,
subject to provisions of bills & details of day-wise usage Submission of bills in
respect of Fuel, maintenance & Expenses incurred for statutory obligations
Accounts. The employee must l keep all the records in this regards In case of any
query from the tax authorities on the subject, it is mandatory on the part if the
employee to furnish the details of travel, proof of fuel and maintenance a must and
this will be processed through reimbursement through.
Special Allowance-this will be a balancing figure after accommodating the choice
pay options and will be fully taxable. Time to time the company will undertake a
review of the salary levels for ensuring that it enjoys the competitive edge for
attracting and retaining talent.
LEAVE POLICY
1. CASUAL LEAVE
Casual Leave is meant for certain emergent and unforeseen circumstances, private
and domestic reasons
Seven Days Casual Leave is permitted in a calendar year. At the end of the calendar
year, un-availed casual leave will automatically stand lapsed.
An employee becomes entitled to Casual Leave after joining of one morth in the
company's service and calculated on the prorate basis. Thereafter, the leave account:
will be credited with the full entitlement Of Casual Leave at the beginning of the
subsequent calendar year.
Casual Leave can be combined with sick leave or privilege leave. Casual Leave
cannot be availed for more than three consecutive days.
Casual Leave can be prefixed or suffixed to weekly holidays or paid holidays.
Application for availing of casual leave should be made in advance in Matrix
Attendance System, as far as possible, or immediately on resumption.
Casual Leave can be availed of for half a day also. This could be either from
opening hours in the morning till lunch of from lunch till closing hours.
2. SICK LEAVE
All employees are eligible for 7 days Sick leave per annum. At the end of the
calendar year, un-availed casual leave will automatically stand lapsed
All applications for grant of Sick Leave THREE DAYS must be supported by a
medical certificate from a registered medical practitioner
Any employee may be examined by the company's approved doctors during or after
Sick Leave. When required. an employee shall make himself available for such an
examination. Failure to be present for medical examination would render the excess
of employee liable for disciplinary action.
Sick Leave can be combined with Casual leave or privilege leave and pretixed or
suffixed to weekly holidays or paid holidays.
3. PRIVILEGE LEAVE
All employees after confirmation of service in the company will be allowed 24 days
Privilege Leave per annual which can be accumulated up to a maximum of 60 days
on the following conditions
Out of 24 days Privilege Leave it's mandatory for employee to take at east 12 days
Privilege Leave per annum or it will lapse b. Employee can encash his privilege
leave, once in a year in the month of December after keeping a minimum balance of
60 days privilege leave.
A minimum period of not less than One Day Privilege Leave should be availed of
on every occasion. Privilege Leave may he sanctioned at the discretion of the
management of the company subject to the exigencies of the work
An employee becomes entitles to Privilege Leave on confirmation of service. The
Privilege Leave will be calculated on a prorate has is on the number of days worked
during the year PL will credit in employee's leave account on the 31st of December
every year Privilege Leave earned in a calendar year can be availed in the
subsequent year
Privilege Leave should be applied 15 days in advance before proceeding on leave.
Privilege Leave is computed from the first day the employee proceedings on leave
and ends on the last day prior to his joining duty
Employees should have minimum balance of 60 days Privilege in his account to
avail the facility of encashment. Encashment our Privilege leave will be over and
above 60 days which can be encashed in the month of December. This accumulated
leaves of 60 days will be encashed at the time of superannuation / retirement or
resignation or termination Dismissal from the services of the company or death
during service idea
4. MATERNITY LEAVE
All female employee covered by the ESI Act, will be eligible for maternity benefits as per ESI
Act, And others will be eligible for maternity benefit as per Maternity benefit Act.
5. LEAVE WITHOUT PAY
All requests for sanction of leave without pay are to be considered on individual's merits and in
consultation with the department head.
6. PATERNITY LEAVE
Employees can take paternity leave of up to 5 days within a period of 3 months from the birth of
child. This leave can be taken in maximum of 2 batches. This leave cannot be encased and if not
used within this period will lapse. This is applicable for the first two instances of child birth.
The above mentioned h.r policies are general overview for any company and according
to board of members the policies could be framed accordingly with their consent as
each company has different code of conduct. I hope this will give you insight for the
idea I am capable of framing policies
Thanks and regard
Aditi Thakur
