Professional Documents
Culture Documents
Submitted to Punjabi University in Partial Fulfillment of the Requirements for the Degree of
Master of Business Administration Submitted to: Mr. Harpal Singh Submitted by: Mohit Vinayak Roll no.5325 CHANDIGARH GROUP OF COLLAGES, GHARUAN MOHALI
ON
In partial fulfillment of the requirements for the degree of Master of Business Administration
DECLARATION
The Director Chandigarh Group Of Collages, Gharuan Mohali Respected Sir I the undersigned hereby declare that the summer training project report entitled STUDY OF EFFECTS OF INTERNATIONAL MARKETS ON INDIAN MARKETS : CAPITAL MARKET INTEGRATION submitted by me and is my original work. The findings in this project are based on the data collected by me while preparing this project. However my project guide Miss Richa Sharma helped me at various points while preparing this report.
ACKNOWLEDGEMENT
This humble endeavor bears the imprint of many persons who were in one way or the other helpful in the completion of my summer training. I would like to take this opportunity to present my vote of thanks to both my guides who acted as lighting pillars to enlighten my way throughout this project. This project would not have been possible without the kind assistance and guidance of many people who indeed were helpful, co-operative and kind during the entire course of my project. I would like to express my gratitude to my corporate guide MR. KAPIL SHARMA, Videocon telecommunications Ltd. who shared his valuable experiences with me and guided me to the completion of this project. I would also like to express my indebtedness to my revered and learned faculty guide Miss. Richa Sharma who provided me this project and were the constant source of reference for me and showed full interest at each and every step of my project. I would also like to thank our director sir Mr. RAJEEV KHOSLA. I would also thank all the respondents and officials of the company who provided me with all the useful information which was required for my project.
CONTENTS CHAPTER 1
2. Introduction to the company.. 3. Introduction to recruitment... 4. Objectives of the study 5. Limitations of the study . 6. Research methodology . 7. Departments in Videocon telecommunications ltd............................ 8. Bibliography 9. annexure
should be done with great care as human resource is the one which makes a company successful. Without the good recruitment policy the organization cannot do well in any case. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or a firm. First the company needs to decide the various competency norms of the various level employees in the various departments. Then the various methods of the recruitment are considered and their cost analysis is also done. After the recruitment process is complete the objectives and the process of the recruitment is evaluated. As the project is regarding the recruitment policy of Videocon. It involves the various procedures used for the recruitment of the candidates. Here the recruitment of the worker level is done by the walk-ins, employee referrals and job portals. The recruitment is also done by the campus interviews. At supervisory level they recruit the candidates by walk-ins. In this they give preference to the candidates who were into the operators. For the middle level employees they use walk-ins, employee referrals etc. For the recruitment of the Purchase Department people, they prefer the people with MBA and for the post graduate. The recruitment of the officer and the assistant level employees is done by the employee referrals, walk-ins and online recruitment. For the managerial level employees they are going for the employee referrals and naukri.com. The experience of the workers is also taken into preference a lot and according to that the job and status is to be provided to the employees. Then the evaluation of the various level employees is done.
. Chapter1
The Indian telecommunication industry is the world's fastest growing industry with 826.93 million mobile phone subscribers as of April 2011. It is also the second largest telecommunication network in the world in terms of number of wireless connections after China. As the fastest growing telecommunications industry in the world, it is projected that India will have 1.159 billion mobile subscribers by 2013. Furthermore, projections by several leading global consultancies indicate that the total number of subscribers in India will exceed the total subscriber count in the China by 2013. The industry is expected to reach a size of 344,921 crore (US$76.57 billion) by 2012 at a growth rate of over 26 per cent, and generate employment opportunities for about 10 million people during the same period. According to analysts, the sector would create direct employment for 2.8 million people and for 7 million indirectly. In 2008-09 the overall telecom equipments revenue in India stood at 136,833 crore (US$30.38 billion) during the fiscal, as against 11 5,382 crore (US$25.61 billion) a year before. Telecom industry in India is regulated by Telecom Regulatory Authority of India (TRAI). It has earned good reputation for transparency and competence. Three types of players exists in Telecom Industry India community are State owned companies like- BSNL and MTNL Private Indian owned companies like- Reliance Infocomm and Tata Teleservices. Foreign invested companies like- Hutchison-Essar, Bharti Televentures, Escotel, Idea Cellular, BPL Mobile, Spice Communications etc.
The Videocon group has constantly leveraged a culture of innovation to develop a range of market re-defining product. The Group has several manufacturing facilities globally and R&D centers spread across Americas, Europe and Australasia that are constantly working towards creating global quality products deploying the most up-to-date technology. Videocon has one of the largest distribution networks in India with a nationwide presence. The Group has a full range of products in Flat Panel Devices (LCDs) and CTVs, Washing Machines, ACs, Refrigerators, Home Theatre systems, microwave ovens, food processors, and sophisticated small home appliances. Recently the group also successfully launched a range of Mobile Handsets and next-generation Direct-to-Home television services and worlds first satellite TV. Apart from having a stronghold in the domestic market, the company has a significant market share in the global arena as well. Videocon exports consumer electronics and home appliances to markets in the Middle East and Europe, West Asia, Latin America and South East Asia. The Group is rated among Indias Top 15 Business Houses and is listed among the 100 Emerging Giants of the World according to a Boston Consulting Group study in addition to being rated amongst the Top 15 of Indias buzziest brands by agencyfaqs in 2o10.
To delight and deliver beyond expectation through ingenious strategy, intrepid entrepreneurship, improved technology, innovative products, insightful marketing and inspired thinking aboue future.
MANAGEMENT
The Chairman and the Managing Director of the company are Mr. Venugopal N Dhoot and Mr. Pradipkumar N Dhoot. The boards of directors are Mr. K C Srivastava, Mr. Satyapal Talwar, Mr. S Padmanabhan, Maj. Gen. S C N Jatar, Mr. Arun L Bongirwar, Mr. Radhey Shyam Agarwal, Ms. Gunilla Nordstrom (nominee- AB Electrolux (publ)), Mr. Girish Nayak-ICICI Bank Limited.
Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. A formal definition states, It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc.are used. In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees According to EDWIN FLIPPO, Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.
Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labor turnover. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification.
Development of approach for reform and review of Recruitment and Selection practices including development of improvement and innovation in systems, processes and related education. Delivery of changes to policy and practice including attention to the unique aspects of academic, specialist and senior recruitment, change management and client education, through a rolling implementation of new online and people-centric processes. Close work with clients and service/technology providers to develop, pilot and test innovations and improvements. Conduct and reporting of interim and post-implementation reviews of the benefits achieved by the policy and practice reforms.
The following internal methods are used in the recruitment in Videocon telecommunications ltd.:
The Internal Recruitment is the most favorite source of candidates in the stable and developed companies. The Internal Recruitment needs a strong support from other HR Processes, because the unmanaged internal recruitment process can lead to disappointed managers and employees in the organization. The Succession Planning and strong and consistent Performance Management are needed to ensure the success of the internal recruitment. 1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience. 2. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience 3. EMPLOYEE REFERRALS Employee referral means using the personal contacts to locate the job opportunities. It is a recommendation from a current employee regarding a job applicant. Employees working in the organization are encouraged to recommend the names of their friends working in other organizations for the possible vacancy in the near future. Companies offer rich awards to employees whose recommendations are accepted. The employees are entrusted with a critical task. 4. JOB POSTINGS The method of advertising for vacancies internally by posting a notice of the opening on a bulletin board, etc. A system of advertising posts internally allowing employees to apply for other Jobs within the same organization.
The following external methods are used in the recruitment in Videocon telecommunications ltd.:
1. Advertisement: - Enterprise advertises vacancies through newspaper, trade journals & magazines. The content of advertisement & media through which advertisement is to be given is decided by Human Resource department. It is convenient & economical method. 2. Casual Callers: - On occassions people drop in without any announcement of vacancy to find out if jobs are available. A waiting list of such visitors may be prepared & they may be screened to fill the vacancies whenever they arise. 3. Gate hiring or Recruitment at factory gate: It is usually followed by factories to fill up vacancies at lower level. Large enterprises usually play a notice on notice board specifying details of job available. A large number of unemployed persons assemble at gate where personnel manage scrutinise them & pick the persons as per requirement Small workshops recruit fitters, welders etc, through this source. 4. Educational Institutions: - School, colleges & professional institutions offer opportunities for recruiting their students. Prospective employees verify credentials of students & conduct interview directly, placement cells have been set up in well known educational institutions to help students in securing suitable jobs. 5. Management Consultants: - Help to recruit technical, professional & managerial personnel for example accountants, engineers. They specialise in middle level & top level executive placements. They maintain data bank of persons with different qualifications & skills & even advertise jobs on behalf their clients to recruit right type of personnel. 6. Recommendations: - Friends & relative of present employees are also good source of recruitment. Many concerns prefer such candidates as they
generally stand surety for new recruits and their background is partly known & type of preliminary screening takes place. 7. Labour Contractor: - Workers are recruited through labour contractors who are themselves employees of organisation. The disadvantage of this system is that if contractor leaves the organisation, all the workers employed through him will also leave. Recruitment through this source has been banned for public sector units. However, this practice is still common in case of construction industry. 8. Online recruitment: - Online recruitment is the fast and the economical method of recruitment. This method is the most preferable method these days. Online recruitment uses the power of internet to match people to jobs. It is about advertising vacancies on either job sites or corporate websites. Its very effective at getting a high level of response. It generates more applications as compared to the print advertisements. It has wise geographical reach as compared to the advertising in print. Jobs posted online go live in literally minutes and candidates can - and do - respond immediately. It saves time and the print cost and targets for the best candidates. 9. Walk-ins: Walk-ins are the external source of the recruitment. In this process the individual comes itself to the organization. The walk-ins are the easiest and the cheapest method of the recruitment. This decreases the cost of the company due to the saving in the travelling and other expenses of the company. Walk-ins lead to less wastage of time also.
Research methodology:
The methodology used for the project is given as below For the project two types of sampling was done. 1) Focused sampling to know the competency norms of the various level employees. 2) Deliberate sampling was done to do the survey.
For the collection of the primary data: 1. Interviews (unstructured questions): Interviews were conducted for the various departments in the organization. The interviews were conducted to know the competency norms of the various level employees in the organization. The data was collected from the executive, officer level employees. 2. Questionnaire method: This was used to evaluate the recruitment program me in the organization. It included the structured form of questions which were designed in advance.
For the collection of the secondary data, the sources used are: 1. Books 2. Magazines 3. Internet
HR DEPARTMENT IT DEPARTMENT SALES DEPARTMENT MARKETING DEPARTMENT FINANCE DEPARTMENT CUSTOMER SUPPORT DIVISION (CSD) REVENUE DEPARTMENT BUSINESS ASSURANCE DEPARTMENT (BAD)
RETENTION DEPARTMENT
SUPPY CHAIN MANAGEMENT DEPARTMENT (SCMD)
(A)HR DEPARTMENT:
The HR department is the human resource department. It deals with the management of the human resource in the organization. It deals with the issues related to human beings. It makes new policies for the welfare of the
people and does the amendment in the previous policies. It maintains the records of the whole of the human force in the organization. The HR department also keeps the records of the attendance, salaries, incentives, leaves and the joining forms etc of the employees. The structure of the HR department in the Videocon telecommunications ltd. is given as follows.
GENERAL MANAGER
MANAGER
ASSISTANT MANAGER
SENIOR EXECUTIVE
EXECUTIVE
EXPERIENCE REQUIRED: 15 years SKILLS REQUIRED: Policy making regarding leave, attendance, wages, compensation etc. Have constructive attitude. Good decision making. Dispute Handling Have patience. Leadership quality Grievance handling and Dispute Handling.
DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MBA (HR) EXPERIENCE REQUIRED: 8 years SKILLS REQUIRED: Handling the statutory tasks of the company. Handling the claims like compensation, medical etc. Able to supervise and guide others. Knowledge of MS-Office
EDUCATIONAL QUALIFICATION: MBA (HR) EXPERIENCE REQUIRED: 4-5 years SKILLS REQUIRED: Knowledge of the labor laws. Knowledge of PF, ESI, Workmen compensation and medical claim etc. Knowledge of MS-Office
DESIGNATION: Senior Executive EDUCATIONAL QUALIFICATION: MBA (HR) EXPERIENCE REQUIRED: 2 years SKILLS REQUIRED: Knowledge of MS-Office. Campus recruitment, time office, statutory works like preparation of the return.
DESIGNATION: Executive EDUCATIONAL QUALIFICATION: Diploma in HR EXPERIENCE REQUIRED: 2 years SKILLS REQUIRED: Campus recruitment, time office.
Knowledge of MS-Office
(B) IT DEPARTMENT:
The IT department makes arrangements of the pcs and laptop for the employees. It does the installation and uninstallation of the hard wares and the softwares. It checks and maintains the CCTVs. It prepares the MIS reports. It does the hardware and networking. The structure of the IT department in the Videocon telecommunications ltd. is given as follows.
GENERAL MANAGER
MANAGER
ASSISTANT MANAGER
IT ENGINEERS
DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MCA (IT) EXPERIENCE REQUIRED: 15 years
DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MCA (IT) EXPERIENCE REQUIRED: 8-10 years
DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: MCA (IT) EXPERIENCE REQUIRED: 4-5 years
DESIGNATION: IT Engineers EDUCATIONAL QUALIFICATION: MCA (IT), Diploma in computers EXPERIENCE REQUIRED: 2 years
GENERAL MANAGER
MANAGER
ASSISTANT MANAGER
\ DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Sales), PG Diploma in sales EXPERIENCE REQUIRED: 15 years
DESIGNATION: Deputy General Manager EDUCATIONAL QUALIFICATION: MBA (sales), PG Diploma in sales EXPERIENCE REQUIRED: 12 years
DESIGNATION: Zonal Sales Manager EDUCATIONAL QUALIFICATION: MBA (sales) EXPERIENCE REQUIRED: 10 years
DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: PG Diploma in sales EXPERIENCE REQUIRED: 6 years
DESIGNATION: Customer Support Manager (CSM) EDUCATIONAL QUALIFICATION: PG Diploma in sales EXPERIENCE REQUIRED: 4-5 years
GENERAL MANAGER
MANAGER
ASSISTANT MANAGER
EXECUTIVE
DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Marketing) EXPERIENCE REQUIRED: 15 years
DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: PG Diploma in Marketing EXPERIENCE REQUIRED: 6-7 years DESIGNATION: Executive EDUCATIONAL QUALIFICATION: Graduation EXPERIENCE REQUIRED: 2-3 years
MANAGER
ASSISTANT MANAGER
EXECUTIVE DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA, ICWA EXPERIENCE REQUIRED: 15 years
DESIGNATION: Deputy Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA, ICWA EXPERIENCE REQUIRED: 12 years
DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA EXPERIENCE REQUIRED: 2-3 years
DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: B.Com, M.Com EXPERIENCE REQUIRED: 5years
DESIGNATION: Executive EDUCATIONAL QUALIFICATION: B.Com, M.Com EXPERIENCE REQUIRED: 2-3 years
This department has a variety of roles including customer interaction, gaining customer satisfaction and clerical tasks. The main role of this department is to verbally interact with customers by giving them helpful information, answering questions or forwarding technical difficulties to the IT department if the customer is having a technical issue. The customer support department may also be responsible for handling customer complaints that are sometimes used to improve the overall services or products offered by the specific company. Customer service representatives can solve problems that customers are having either by phone or in person. Customer service representatives that work by phone usually work in call centers. The structure of the Customer Support Division in the Videocon telecommunications ltd. is given as follows.
GENERAL MANAGER
DEPUTY MANAGER
ASSISTANT MANAGER
DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Any specialization) EXPERIENCE REQUIRED: 15 years
DESIGNATION: Deputy Manager EDUCATIONAL QUALIFICATION: MBA (Any specialization) EXPERIENCE REQUIRED: 12 years
DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: Post Graduate in any stream EXPERIENCE REQUIRED: 5 years
DESIGNATION: Customer Service Executive EDUCATIONAL QUALIFICATION: Graduation EXPERIENCE REQUIRED: 2 years
Organisation achieves its objectives, ensure costs are controlled, ensure adequate cash flow, establish and control profitability levels. The structure of the Revenue department in the Videocon telecommunications ltd. is given as follows.
GENERAL MANAGER
DEPUTY MANAGER
MANAGER
ASSISTANT MANAGER
EXECUTIVE
DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA, ICWA EXPERIENCE REQUIRED: 15 years
DESIGNATION: Deputy Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA, ICWA EXPERIENCE REQUIRED: 12 years
DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA EXPERIENCE REQUIRED: 2-3 years
DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: B.Com, M.Com EXPERIENCE REQUIRED: 5years
DESIGNATION: Executive EDUCATIONAL QUALIFICATION: B.Com, M.Com EXPERIENCE REQUIRED: 2-3 years
Business assurance is essentially about using systems to improve operational effectiveness and manage risk. Today it is both possible and affordable to have an assurance system - separate from the operational systems - that starts from raw data, follows the value chain, controls results, applies corrections, identifies leakages and, increasingly, drives improvements in overall commercial efficiency. This department audits the performance of each and every department.
The structure of the Business Assurance department in the Videocon telecommunications ltd. is given:
GENERAL MANAGER
DEPUTY MANAGER
EXECUTIVE
DESIGNATION: Deputy Manager EDUCATIONAL QUALIFICATION: MBA (Finance) EXPERIENCE REQUIRED: 12 years
MANAGER
ASSISTANT MANAGER
DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MBA (Any specialization) EXPERIENCE REQUIRED: 7-8years
DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: Post Graduation Degree EXPERIENCE REQUIRED: 3-4 years
DESIGNATION: Customer Support Executive EDUCATIONAL QUALIFICATION: Graduation EXPERIENCE REQUIRED: 2 years
Supply chain management (SCM) is the oversight of materials, information, and finances as they move in a process from supplier to manufacturer to wholesaler to retailer to consumer. Supply chain management involves coordinating and integrating these flows both within and among companies. It is said that the ultimate goal of any effective supply chain management system is to reduce inventory.
The structure of the Supply Chain Management department in the Videocon telecommunications ltd. is given:
GENERAL MANAGER
MANAGER
SENIOR EXECUTIVE
ASSISTANT MANAGER
EXECUTIVE
DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Material Management, IB) EXPERIENCE REQUIRED: 15 years
DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MBA (Material Management) EXPERIENCE REQUIRED: 8years
BIBLIOGRAPHY
1) www.google.com 2) www.scribd.com 3) Kothari, C.R. Research Methodology. 4) VSP Rao Human Resource Management.
ANNEXURE
Position : Date: Sr. No. PARAMETERS RELEVANCE OF QUALIFICATIONS AND EXPERIENCE Do his qualifications enable him to handle the job. Can he fulfill the assignment. PERSONALITY Grooming, Mannerism , Appearance, Disposition, Body Language COMMUNICATION Ability to express clearly, can he understand & respond objectively, is he clear on his goals JOB KNOWLEDGE Conceptual clarity, command over the subject, Knowledge of practical aspects ADAPTABILITY Cultural Fit / Suitability MOTIVATION FOR THE JOB 6 Is he serious in change, does he really need the job, will he be committed & stable
MARKS OUT OF 10
REMARKS
COMPUTER PROFICIENCY 7 Practical exposure to MS Office (Word, Excel, Power Point, Exposure to Systems and MIS LEADERSHIP 8 Can he lead & take decisions, Can he guide people, can he motivate & create his acceptance INTER PERSONAL RELATIONS 9 10 Ability to get along with people and elicit co-operation and support. Is he a Team Player GENERAL INTELLIGENCE Is he aware of the latest happenings in his field and general information : D.O.J : Present Expected Offered
Decision S_N 1 2 3 4 5
Particulars Position Work Location Gross Compensation (CTC ) PA Band / Level Remarks
Interview Panel : 1 2 3
JOINING KIT
Date of
Signature of HR Spoc
5 6 7 8 9 10 11 12 13 14 15
New Joinee New Joinee New Joinee New Joinee New Joinee New Joinee New Joinee New Joinee New Joinee New Joinee New Joinee
16 1 2 3 4 5
Form-F Gratuity Employee Application form Interview Assessment Form Curriculum Vitae Employee Offer letter Reference check
I _________________________________________ hereby confirm that I have received a copy of this Code of Conduct Policy Statement, read & understood all of its terms and agree to be bound by the provisions contained therein. Should my conduct & behavior be found contrary to the mentioned guidelines, I agree to be liable for the consequences as decided by the management.
____________________ [Signature]
_________ [Date]
Name Designation
Following are the probable reasons for resignation, Please tick [] the appropriate options: Primary Reason Secondary Reason Not Applica ble
Factors Job / Role Profile Mismatch Limited Opportunities and Responsibilities Inadequate Recognition of Work Organizational / Work Environment Job Insecurity High Stress Lack of Suitable Infrastructure / Facilities Unsuitable Organizational Culture Lack of Support and Guidance from Supervisor Better Opportunity Better Compensation
Higher Designation / Level Entrepreneurial Opportunity Personal Reasons Health Marriage Academics Location of Work
If given an opportunity in future, would you consider working with VTL again?
Yes / No
HR SPOC Comments:
HR SPOC Signature:
Date::
FORM 'F' [See sub-rule (1) of rule 6] Nomination To .. [Give here name or description of the establishment with full address] I. Shri/Shrimati/Kumari . whose particulars are given in the statement below, [Name in full here] hereby nominate the person(s) mentioned below to receive the gratuity payable after my death as also the gratuity standing to my credit in the event of my death before that amount has become payable, or having become payable has not been paid and direct that the said amount of gratuity shall be paid in proportion indicated against the name(s) of the nominee(s). 2. I hereby certify that the person(s) mentioned is a/are member(s) of my family within the meaning of clause (h) of section (2) of the Payment of Gratuity Act, 1972. 3. I hereby declare that I have no family within the meaning of clause (h) of section (2) of the said Act. 4. (a) My father/mother/parents is/are not dependent on me. (b) my husband's father/mother/parents is/are not dependent on my husband. 5. I have excluded my husband from my family by a notice dated the to the Controlling Authority in terms of the proviso to clause (h) of section 2 of the said Act. 6. Nomination made herein invalidates my previous nomination. Nominee(s) Name in full with full address of nominee(s) 1. 2. 3. so on. Statement 1. Name of employee in full. 2. Sex. 3. Religion. Relationship with the employee Age of nominee Proportion by which the gratuity will be shared
4. 5. 6. 7. 8.
Whether unmarried/married/widow/widower. Department/Branch/Section where employed. Post held with Ticket or Serial No., if any. Date of appointment. Permanent address.
Village Thana Sub-division . Post Office District . State Place Date Declaration by witnesses Nomination signed/thumb impressed before me. Name in full and full address of witnesses. 1. 2. Place Date Certificate by the employer Certified that the particulars of the above nomination have been verified and recorded in this establishment. Employer's Reference No., if any. Signature of the employer/ officer authorised Designation Date Name and address of the establishment or rubber stamp thereof. Acknowledgement by the employee Received the duplicate copy of nomination in Form 'F' filed by me and duly certified by the employer. Date Signature of the employee Signature of witnesses. Signature/Thumb impression of the employee
1. 2.
Name:-..
Employeee Code:-..
Function:-.
Blood Group:
Circle:-.
Location:-..
Applicant's Signatures:-.
Date:-
Asset Request:
* (Tick which ever is applicable)
Laptop Datacard
Desktop Other
(mention)
HR Requester Name: HR Requester Sign: Exception with justification, if any Justification approval by HOD: Exception approval by HR Head: Asset Details : Asset Type
Laptop
Serial No
Asset ID
EMP Sign-off
Issuance Date
Datacard
Desktop
Other
Other
EMPLOYEE DATA FORM Name:- Father's/Husband's Name:- Gender :- Date Of Birth:. Marital Status:- Nationality .. .. Affix Photograph
Blood Group:- .
Date Of Anniversary:- Present Address:- Contact No:-..................... Permanent Address:-.. Whom should we call in case of an emergency? Name:-.. Contact No. and Address:-.
EMP CodeDate Of Joining:-.. Function:- Designation:- Level:-...Total Work Experience:-. Personal Email ID:- Highest Educational Qualification:-. College/University:- Previous Employer:-.. Role at Immediate Previous Organization:- Other Previous Organizations (Starting from 2nd previous organization)
.. .. Hobbies/Interests:-.
Family Details Relation Name Mention If Dependent Spouse Father Mother Children 1 Son/Daughter 2 Son/Daughter Date Of Birth
Bank Name ..
Bank Account No .
Place:Date:Signature
Circle: ___________________________
Location: __________________________
E-Code: _________
EmployeeName:____________________
Designation:______________________
Band: _____________________________
Department: ______________________
S. No. 1 2 3 4 5 6
Gender
Note:
a) No midterm inclusions/exclusions are allowed except in case of marriage/birth/death. b) This is to acknowledge that the above mentioned details provided by me holds true to the best of my knowledge.
Date: _______________
DECLARATION
FORM OF NOMINATION
I, ______________________________________________, working as __________________ hereby nominate the persons mentioned below who is/are member(s) / non-members of my family as beneficiaries, for the percentage share as mentioned against the names of each of them, for any amount towards unpaid wages & other emoluments wherein no nominations have been made by me in any other declaration, in the event of my death before that amount becomes payable or having become payable from the company. Sl. No. Name of Nominee(s) Address Contact Number Percentage of Amount
Signature
I,______________________________________________, working as ______________________, hereby authorize the company to transfer my monthly salary & other payments due to me directly to my below mentioned bank account.
Name of Bank: Account holder Name: IFC Code: Savings Account Number:
Signature