RECRUITMENT & SELECTION People are the most valuable asset for an organization.

In this world of ever increasing competition, an organization has to keep up with the varying needs of satisfaction level. This can be accomplished by value added products and services, conceived and developed by a quality and creative workforce. PURPOSE To attract, select and retain the best talent and ensure that appointments are made on merit through a fair and equitable selection process. RECRUITMENT POLICY 1. Recruitment shall be done as per Manpower Plan only. All manpower requirements will be initiated by the different Departments, in which the manpower is needed. 2. The Employee Requisition Form ( ERF ) Annexure-I shall be used for indenting the Manpower providing all details and Justification about the requirement This will be forwarded to HR Department ,which in turn will take the approval of management. 3. It is not essential that a replacement is needed whenever there is a separation. Each request for recruitment has to be justified by the head of the Department. 4. Recruitment may be made through Database/ Placement Agencies/ Advertisements /references if possible. 5. The HR Head would take the interview. All appointments have to be approved by the Directors/ HR. SELECTION POLICY 1. Selection should be based on merit through a systematic and careful assessment of each candidates ability to fulfill the listed selection criteria having regard to the following: a. Aptitude to perform the duties of the position, as demonstrated by level of work in previous positions; b. Extent i.e. breadth or range of relevant experience; c. Qualification and Training ; d. Capacity for development; and e. Relevant personal qualities. 2. Short listing will be confined to applicants who comply with stated essential criteria. 3. Qualifications, knowledge, skills and experience required for the position must be listed as essential or desirable. Although qualifications pre-requisites for many positions, it should be recognized that many skills and abilities are acquired other than through formal education. INTERVIEWS PURPOSE: To ensure all applicants are provided with equal opportunity to present their cases for appointment and the Selection Panel base the decision on criteria relevant to the position.

EMPLOYEE REQUISITION FORM ( E R F )

The ERF serves the purpose of providing basic information on the nature of vacancy and the reason for the recruitment. Please fill up the form completely so that the right person is recruited. 1. LOCATION: Date of initiating the Requisition: Accounts/

2. DEPARTMENT: Sales/ Marketing/ Service/ Operations/ Finance/HR/Materials/Production / QA/ Maintenance / R & D / Others (Please specify) 3. DESIGNATION : COMPENSATION:

4. POSITION is a a. Replacement (name of person to be replaced): b. New one because of new Business/Department c. Additional manpower in existing business division d. For Temporary period (please mention the no. of months Specify in detail the reason for the requirement in any of the above case/s:

5. JOB PROFILE a) Designation: b) Specify key responsibilities: (Plz mention the key words)

6. CANDIDATE PROFILE: (Success criteria while searching the profile) Basic Educational qualifications: Professional Qualification: No. of years of Experience: APPROVALS HR Head

Prodiction Manager

Director

Date Human Resources

Date

Date Date of receiving the ERF

INDUCTION & ORIENTATION I. INTRODUCTION

Induction is a systematic and formal procedure for integrating a new Employee in to the Organization..It aims at giving all the relevant information to the new employee and making him adjust comfortably in the new environment of the Organization. It is a structured orientation programme. Which offers an excellent opportunity to new recruits to learn comprehensively about the organization?
II. OBJECTIVE OF INDUCTION

To ensure that a new employee settles down smoothly into organization so that he reaches a standard level of performance as soon as possible.
III. SALIENT BENEFITS It gives maximum relevant information to the new employee in the shortest time. It eliminates the feelings of uneasiness, anxiety, apprehensions etc. in the new Employee. It familiarizes the new Employee with the Business Goals, Organization set up .its Operations, People etc so as to make him productive at the earliest. It enhances the image of the organization as people friendly organization. It helps in reducing the turnover of the employees IV. FOCUS OF INDUCTION Efforts have to be made by all concerned to integrate the Induction Process with Objectives of the Organization so as to make it result oriented and dynamic. V. INDUCTION MODULE 1. HUMAN RESOURCES Joining formalities Organizational set up HR policies Role of HR in organization 2. A SESSION WITH DIRECTOR Overview of group organizational history. Its mission, business goals, cultures, values etc. 3. A SESSION WITH PRODUCTION MANAGER An overview of process Sales & services strategies the Goals and

PROBATION & CONFIRMATION PURPOSE 1. To set and clarify work performance standards for new employees. 2. To determine whether or not they meet the standards required for continued employment. POLICY 1 All employees up to PM, will be on Probation for a period of three months from the date of their joining. 2. During the Probationary Period, the following factors will be closely monitored. a His/her Knowledge, Skills and Deliverables b His/her Attitude towards work and the organization c His/her Behavior with Superiors and Peers

d His/her Ability to adjust to the requirements of the job e His/her Adherence to the organization culture ,values and discipline

3 At the end of the probation period the employee will be considered for confirmation based on the Review Report of the Superior and the respective Head PROCEDURE Two weeks before the end of the probation period a Probation Review Report ( PRR ) the HR head, seeking a recommendation on the confirmation of the appointment. There are three possible recommendations: A Appointment should be confirmed as per the due date in accordance with the Appointment Letter B . The appointment should be extended further for a specified number of months, advising the employee to improve upon his shortcomings / weak areas. C . The appointment should be terminated. This exercise has to be necessarily done before the expiry of the probation period The recommendations must be shown to, discussed with and duly signed by the Functional Head by the Immediate Superior prior to being forwarded to HR for action In providing Feedback the Superior should: a. Express his concerns clearly without undue delay and in appropriate circumstances b. Focus on critical areas. will be sent to

c Acknowledge good work performance Providing Performance Feedback to the Probationer and taking his signature on the P R R Superior and is very important and essential . Extension of Probation: a. The probation period may be extended in weak cases at the sole discretion of the Management b. The probation period can be extended only at the original probation period c. Only one extension can be recommended and this can not exceed the duration of the probationary period Termination of Employment: In reviewing such recommendations , the HR deptt should determine a. Whether the employee was given all the resources to perform b Whether the probationer had received adequate supervision and instruction to reach the expected standard of performance During this review the HR deptt. may consult with the Departmental Head, the immediate Supervisor or any other person considered appropriate. CONFIRMATION PURPOSE To build up the confidence and a sense of stability in the employee in the organization for a long term career POLICY An employee will be confirmed only after the successful completion of the probation period Confirmation will be done after considering the successful completion of the probation period Confirmation letter should reach the employee before the expiry of the last day of probation original by the

PROCEDURE 1. The Probation Review Report shall be sent back to the HR deptt. at least a week before the expiry of probation period 2. Along with conformation letter a copy of the new pay structure ( in case there is a revision in the same ) and other allowances will be sent to the employee

INNOVATIONS GROUP
PROBATION REVIEW REPORT ( PRR ) : TO BE FILLED BY IMMEDIATE SUPERIOR

Name of the Probationer : Function Date of Joining :

Designation Location :

Confirmation due on :

No

Tasks Performed during the Probation Period

Rating

OVERALL RATING Rating : A - Excellent, B - Very Good, C - Good , D - Average , E Poor Personal Area 1 2 3 4 5 6 7 8 9 10 Attributes ( Pl. tick in appropriate column.) Excellent V.Good Good Average

Poor

Attendance Functional Knowledge Interpersonal Communication Team Work/ Integration with Team Initiative Integrity Decision Making Goal/ Task Orientation Learning & Sharing Abilit Adherence to Org. Culture and Values Decision to Confirm : (Pl. Tick ) Confirm / Extend by Months / Wrong Recruitment Reconsider Designation, Compensation, Function

Comments on the Probationers suitability to the present assignment/job

Name of the Probationer

Signature with Date : Signature with Date : Signature with Date :

Name of Immediate Superior : Name of the Department Head:

Signature and comments of: PRODUCTION MANAGER & HR

Directors Signature :

HR POLICY ON ISSUE OF OFFER LETTER / APPOINTMENT LETTER AND OTHER LETTERS PURPOSE 1. 2. To document the relationship between the Company and the Employee To serve the purpose to define the Service Conditions.

POLICY 1. On selection of a candidate, an Appointment Offer letter will be issued . 2. On receipt of the Offer the candidate has to immediately tender his resignation in his existing organization and send a copy of the same to the HR. 3. Joining time beyond one month will not be entertained. 4. Offer/Appointment letter would be issued at the time of joining within a week after submission of all required documents. 5. Offer/Appointment letter will be signed by the Director / HR 6. All Appointment letter up to the position of Manager will be signed HR 7. All Appointment Letter for Company Manager and Above will be signed by Operations the Director

8. Confirmation letter would be signed by the HR once the Probation Review Report ( PRR ) is signed by the Production Manager and the Directors 9. Any Service /Salary certificate will be issued by the HR Deptt. , if requested by the employee .However , the employee has to clearly indicate the reasons for which the certificate is required. The language of the certificate will be as decided by the HR Deptt. and not as decided by the employee. 10. Under any circumstances , the company will not issue any certificate , which is a guarantee for a loan / advance from any institution .No involvement of the company will be considered for any financial dealings by the employee.

RESIGNATION / TERMINATION / ABANDONMENT OF EMPLOYMENT

R E S I G N A T I ON PURPOSE To outline the provisions relating to a staff members voluntary termination of services other than by retirement or abandonment of employment POLICY I. An employee wishing to resign should forward a notice of resignation in writing through the relevant Department Head to the HR Deptt. The company is not obliged to accept the resignation from the date proposed by the employee Failure to give the required period of notice may render the employee liable to forfeit the pay equivalent to the period of notice , as mentioned in the appointment letter .The salary for the purpose shall mean the basic salary The HR deptt. will consider the proposed cessation date and formally accept the date proposed or advise the employee of other action.

II. III.

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TERMINATION PURPOSE To outline the provisions relating to a staff members involuntary termination of services POLICY I. The services of an employee may be terminated for any reason where issue of compliance is concerned and mutuality of interest has ceased to exist. The services of any employee may be terminated without giving notice, by paying the salary of the notice period , if any as specified in the appointment letter All the decisions of termination will be communicated to the employee concerned in writing In case of termination the employee may be given the option to resign at his own request The Salary for this purpose shall mean the mean basic salary Any issues / actions/ relating to and of the employee , indicative of loss of confidence, misrepresentation of facts , false claims, wrong information , gross insubordination, moral

II.

III. IV. V. VI.

turpitude, wrong information , severe misconduct, financial irregularity, severe performance issue , criminal offence against him will attract Termination from the Services forthwith. VII. There has to be sufficient documentary proof relating to aforesaid reason/s on the basis of which Termination Letter will be issued by the HR .

ABANDONMENT OF EMPLOYMENT PURPOSE To outline the provisions which will be implemented as a result of a staff members abandonment of employment POLICY I. Where employee has been absent from duty without permission authority for a Period of eight consecutive days or more , he will be deemed to have abandoned employment , and will cease to be an employee at that time II. The respective department head must notify HR Deptt. as soon as possible after becoming aware of an employee being absent from work without having first notified the immediate superior HR will endeavor to locate the employee in order to provide an opportunity to show case why employment should not be terminated If contact can not be made within a period of three working days , or if the employee does not respond within three working days of a written or telephone request , Human Resource will terminate that individuals employment Any appeal against an order of abandonment of employment will be heard and disposed off by the Directors .

III.

IV.

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DISCIPLINE & DISCIPLINARY ACTION It is the responsibility of each discipline in the workplace.. deptt. Head /Branch head to maintain highest standard of working

Matters of discipline, integrity, neglect of duty, insubordination, working in a manner detrimental to the business interest of the company , absenteeism etc. shall be treated as major misconduct. Depending on the gravity and nature of misconduct the following procedure will be adopted by the HR Deptt. in ascending order.