Ensuring timely initiation and proper compliance of statutory requirements under various labour laws. 2.

Recruiting of workmen as per the selection procedure specified [such as site requirement as confirmed by MANAGEMENT, background clearance, skills test & confirmation] 3. Ensuring disbursement of statutory minimum wages, and review of skill grades and wage rates if warranted. 4. Obtaining/generating and maintaining the requisite statutory records relating to attendance, overtime and earnings of all workmen at the site. 5. Ensuring that overtime work and its payment are in accordance with the statutory requirements 6. Arranging, maintaining and rendering medical first aid to workmen of the site, as and when need arises. 7. Arranging hygienic up-keep of labour camp(s), site canteen(s), sanitary facilities and crche/rest rooms at all times. 8. Displaying the specified statutory notices in accordance with labour laws and updating them, as and when required 9. Implementing all rules, procedures, directives etc. applicable under various statutes including those prescribed by the Management. 10. Installing and operating the internal systems of the company in relation to attendance recording, overtime work, wages records, statutory deductions and any other specified matters. 11. Reporting the labour strength, attendance, PF Coverage, IR & WC cases, Black listed workmen, overtime details, cost information of labour wages and related expenses to MANAGEMENT and to the IR Dept periodically. 12. Liaisoning with labour department, job related government officials, the workmen, sub-contractors and special agencies to maintain good industrial relations and to ensure full statutory compliances

Basic are differ from company nature but common basics are below, 1.Recuriting 2.Tranining 3.Define job Description of Employees 4.Job Annalysis of Employees 5.Leave Management 6.Employees Loans and Advances 7.ESI & PF and other govt related Employees welfare 8.Performance Appraisal 9.Employees Transfer, Promotions and terminations. 10.HRIS to MD

. Recruitment Understanding manpower requisition from the concerned department. Understanding the requirement and accordingly drafting a job description and getting it approved from the concerned person. Sourcing candidates that match the desired skills. Screening the candidates by conducting telephonic or personal interviews as the case may be. Encouraging the employees to provide reference for better prospects. Arranging for technical interview and coordinating with the concerned person. Communicating the employment status to the applied candidates. Maintaining and updating the database of the candidates. Doing a background verification of the shortlisted candidates. 2. Induction and On-boarding When a particular candidate is finalised and selected, giving him offer letter or letter of intent On joining the services, issuing appointment letter with brief working agreement or policies. Giving a description on the policies, procedures and culture followed by the company. Properly filing relevant document of the new joinee as required. Introducing him/her to the team and supervisor and/or manager. Explaining the mode of communication. Coordinating with the IT team to get his email id made. 3. HR Policies and HR Manual If the company do not have an HR Manual, drafting the same for the company. Making or Amending the existing policies and procedures. 4. Attendance and Leave records. Keeping a track of the attendance of the employees. Filing the leave forms and keeping a track of the leaves taken. Seeing to it that there is not much absenteeism on any given day. Seeing to it that no employee is irregular and if there are such people, taking corrective and/or preventive measures. 5. Performance Management Helping the seniors do performance appraisal in a better way by adopting better appraisal practices. 6. Employee Engagement Keeping a track on employee turnover and exit rate. Taking initiatives to engage the staff to their work. Taking the surveys in order to understand their engagement level and accordingly take actions. Planning events or activities regularly or on some occassions, getting those approved by senior management and implementing those. 7. Workforce Management Handling the staff so that people are not dissatisfied with each other. Handling cross culture things.

See to it that there is no groupism or no dissatisfied person. Other employee related issues. 8. Statutory Compliance Leaves - as per the act that is applicable to you. minimum salary pf / esic / medical deductions as applicable other compliances 9. Exit Formalities Conducting exit interviews of candidates who are resigning. Trying to get constructive feedback for company and trying to implement the corrective measures for them. Helping the person to be relieved properly. Issuing relieving letter and letter of experience. Doing the full and final settlement for the person. 10. Compensation and Benefits Designing the salary structure for employees Helping employees save tax by advising them on tax benefits plans and other investment options Calculating the Gratuity, Handling PF accounts, etc. 11. Employee Motivation and T&D/L&D Many organizations have training sessions for their employees. You can provide internal training by checking who has what to contribute and accordingly plan a training session. On the contrary you can also hire trainers with specific skills. You can also send motivational mails to employee on regular basis. These are few basic responsibility an HR will have to handle. Wish you all the best.