What a HR Person is expected to do?

1. Recruitment
Recruitment? Attracting People to apply for the required vacancy.
Selection Procedures Through Referrals, Advertisement, o! Portals.
"ompensation Structure "ompany Policies#$enefits, Attrition %gmt,
&mployee Relations'
Salary (egotiation
). *nduction
+. Payroll Process , Statutory "ompliances #P-, &S*, *T, Professional Ta.',
/eave Administration, /eave &nhancement.
0. Performance %anagement 1 Performance Appraisal
2. Training and 3evelopment
4. &.it of an &mployee
RECRUITMENT
5e receive the requirement from the required department first. #*ndent from the
3epartment'. *t is issued !y the dept head to 6R dept.

Human Resource Requisition Form (HRRF
Position7
Reporting to7
3epartment7
&.perience /evel7
5hen the position is to !e recruited7
o! Requirements7
!i"nature o# the $epartment% &ppro'ed ()%
(*r
When +e +i,, "et the requirement
5e 8ill get the requirement in ) cases $usiness &.pansion, &.it of the &mployee
#Retirement, Resignation, 3ismissal 1 Termination-
Human Resource Requisition Form (HRRF
$ept%
Position7
Reporting to7
o! Profile1description7
o! Requirements 9ualification, &.perience, Recruiting
date1:n!oard Time1Time lines13ead lines.
!i"nature o# the $epartment% &ppro'ed ()%
An &mployee is dismissed only 8hen he does any fraud. "haracter of the employee is
focused here. *f the conduct of the employee is !ad then 8e can dismiss him. 5hen the
person is dismissed, he 8ill not receive any ;ind of !enefits e.cept P- and &S*.
An &mployee is terminated 8hen the management is not satisfied 8ith his performance
for the given period of time. And he is eligi!le for all ;inds of !enefits provided !y the
company.
RECRUITMENT%
$efore going to recruit from the other sources 8e have to chec; 8hether 8e can
give promotions to internal employees or 8e can get any referrals from the employees to
motivate them. That 8ould !e cost effective. 5e have one internal recruitment head and
one e.ternal recruitment head in a company. -or e. if 8e give the responsi!ilities of the
e.ternal recruitment to the internal recruitment head in his a!sence, 8e say it as <o!
enlargement and it is cost effective, instead of appointing another one 8e can give the
responsi!ilities !ecause he ;no8s all the procedures of that company.
Ho+ +e +i,, attract the candidates
Through7
Advertisement Print %edia, Portals, &lectronic %edia
o! Postings
"onsultants The terms and conditions 8ith them should !e in 8ritten li;e =.++>
on !asic or on "T".
&mployee Referrals
"ampus Recruitment 8e should tell a!out all the rounds in intervie8 process
!efore starting to the candidates.
-resher7 5ritten, %ar;s, ?3, Technical, 6R #*T *ndustry'
5e have only Personal intervie8 8ith dept head and senior 6R manager
#manufacturing industry'.
*n *T industry, 6R can re<ect if he is not satisfied 8ith the candidate even
if the candidate is technically sound.
*n %anufacturing *ndustry, 6R cannot re<ect if the candidate is technically
sound.
*nternal 3ata $ase
!E.ECTI*N PR*CE$URE%
Applying Selection %ethods
Short listing the candidates for final intervie8 #Screening' 8e can assess only
0@ > to 4@> during this round.
-inal intervie8 &.plain the company !enefits, salary negotiation, career
planning.
E'a,uation o# a Candidate7 %ostly 8e 8ill do this in *T industry not in %anufacturing
industry. 5e 8ill focus on three things ASA #Attitude, S;ills, Ano8ledge'
Attitude% 6ere 8e 8ill see the $ehavior, &tiquette1appearance, Positive attitude, mingling
nature of the candidate, and 8hether he is Argumentative or not.

Skills% 6ere 8e 8ill see "ommunication and Presentation S;ills, required S;ill in that
Particular area, Technical S;ills.
Knowledge: 6ere 8e 8ill see o! Ano8ledge, Su!<ect1functional Ano8ledge. 6e is not
e.pected to do all the things !ut 8e 8ill chec; 8hether he has the ;no8ledge on that or
not.
"ompany (ame
3ate of *ntervie87
(ame7 Time7
Position intervie8ed for7 /ocation7
Attitude7
S;ills7
Ano8ledge7
Person Short listed1Re<ected7
*f Re<ected Reasons7
Wh) this E'a,uation is needed
&valuation is needed, !ecause there should not !e any !ias !et8een the employer and the
candidates.
*n %anufacturing 8e need to maintain all these records 8here as in *t industry 8e need
not.
*n %anufacturing employee focus is on hi;e in the salary !ut not in the other !enefits
8here as in *T industry focus is on other !enefits rather than hi;e in the salary.
Selecting the candidates
*ssue of offer letter
!&.&R/ NE0*TI&TI*N
5e have to negotiate the salary !ased on the company compensation policy and
have to attract the candidate sho8ing the !enefits he 8ill get apart from the salary 8ith a
min hi;e in his present salary.
*n %anufacturing focus is on hi;e in salary !ut not in other !enefits.
*n *T focus is on other !enefits !ut not in hi;e in salary.
CTC 1 (asic 2 (ene#its
:ne of the !enefits ?ratuity is applica!le for the employees 8ho have 8or;ed for min 2
yrs.
Ca,cu,ation o# 0ratuit)% 12 days salary per yr multiplied !y no. of yrs
&.7 *f the !asic salary of the employee is 2@@@ 8hen he is leaving the organiBation after
8or;ing for 2yrs, then
?ratuity C 2@@@D#121)4'D2
(ene#its Po,ic)% $enefits may not !e in the form of cash. $enefits means facilities
provided !y the company li;e
Transportation1"A$,
-ood coupons for +@ days #non ta.a!le',
/eave Travel Assistance, and $onus1&.gratia of #=.++> , )@>' on !asic,
&mployee Association Re8ard , employee 8ho completes their 1 year 8or;ing
8ith the company 8ill receive this re8ard.
&mployee Referral Scheme , if they get 1@@ points they 8ill receive a surprise gift
#for <r. )@ points, middle level 2@ points and so on'.
$onus can !e given to the employees 8ho are dra8ing ),2@@ to +,2@@. "asual,
Temporary, 3aily 8age 8or;ers are also eligi!le for getting !onus. *t is compulsory.
-or employees 8ho are dra8ing more than +,2@@ then 8e give &.gratia. And itEs
not compulsory to give e.gratia 8hen ever the company is in profits.
C*MPEN!&TI*N P*.IC/% $enefits provided !y the company are also mentioned. *t
is a dynamic1confidential document 8here they 8onEt sho8 to any one. *t is revie8ed
every 4 months !y the senior 6R manager.
Position Experience 0rade !a,ar) (ene#its
"&: )@ )2 %1 +@ 0@ la;hs
%anager 1@ 12 %F 1@ 1) la;hs
S15 &ngg
Trainee
@,1 1.= ).0
r. S15 &ngr 1 + ).0 +.4
Salary $and
Salary Band7 1.=@ to ).0@, ).0@ to +.4@
Salary Scale7 The minimum increment in the !asic per yr for 12 yrs. 8ithout considering
the performance. After 12 yrs he 8ill !e promoted to the ne.t level. And the process
continues till the retirement of an employee. %ostly 8e 8ill see this in pu!lic sectors.
#1
st
yr' ),2@@ 1@@ )@@ +,@@@#after 2 yrs' GGG 1@,@@@#after 12 yrs'
6e 8ill !e promoted to the ne.t level.
1@,@@@ +@@ , GGGGGGG.till retirement.
*##er .etter%
$rief in nature of the company
:ffer for the position
3epartment
"ompensation Pac;age
3ate of <oining
The documents to !e su!mitted
$efore offering the employment #offer letter' 8e need to chec; the follo8ing things7
Salary Slip 1 Pay Slip
$an; statement for + months
*T Returns
&.perience "ertificate
3oinin" Forma,ities%
"hec; list for ne8 <oiners from company side7
ET4HR45564)r
$ate%
To7
88-
!u9% :
$ear Mr88888-
1. Appointment /etter Position, Reporting to, Salary $rea;up, Terms and
conditions.
). oining Report
+. All types of forms li;e,P- form )A revised #%em!ership',P- (S(#(ational
Social Security (um!er',$an; Application, &S* -orm 1,*nsurance Policy 3etails
-orm#Accident 1%edical'.
0. *nduction %anual
2. *nduction Schedule
4. Seating Arrangement
H. Temp *3 "ard, %ail *3
=. /eave Application
"hec; list for <oiner from candidate%
1. &ducation "ertificates
). &.perience, Relieving /etter
+. Salary Slip, $an; Statement
0. Photographs
2. Address Proof Passport, &lection *3
Pro9ation Period% *ts + months or 4 months period given to the candidate to chec;
8hether the candidate can fulfill his <o! requirements or not. *f the management is not
satisfied 8ith his performance, then they can terminate the candidate.
Compan) Name
(ame of the <oiner7 3epartment7
Position7
Reporting to7
oining 3ate7
3epartment 1 3ivision7
Signature of the oiner7 Signature of 6ead
:nly if the candidate receives the appointment letter, 8e can say it as End to End
Recruitment Process.
Appointment Letter
I letter head J
:ur Ref 7 3ate 7
%s.
(R*" 7
A33 7
3ear %s. I(ameJ
RE % .etter *F &PP*INMENT
The management has the pleasure in offering you an appointment as KKKKKKKKKKKKKK
8ith effective 12
th
August )@@=. The appointment terms L conditions are as !elo87
P.&CE *F W*R; 7 ,,,,I comp. name JGGGGGGG.
3*( $E!CRIPTI*N 7 All aspect of administrative L clerical 8or;s in
connections 8ith accounts, Admin,
purchasing.
REMUNER&TI*N 7 %onthly !asic salary is
PR*(&TI*N PERI*$ 7 Three #+4 ' months from the date of
commencement . This period may !e
e.tended at the sole discretion of the
management .
W*R;IN0 H*UR! 7 =.+@ am to 2.+@ pm #%onday to -riday'
.UNCH H*UR 7 :ne #1' hour !et8een 1.@@ pm to ).@@ pm.
PU(.IC H*.I$&/ 7 Mou are entitled for KKKKKK pu!lic holiday.
&NNU&. .E&<E 7 Mou are entitled for the follo8ing annual leaves
upon completion of one full year of
service in the company7
o 1 year & above but less than 2 years -
___ days
o 2 years & above but less than 5 years -
____ days
o 5 years & above - _____
days
ME$IC&. (ENEFIT 7 less than ) years , KKKKK
days
) years L a!ove !ut less than 2 years , KKKK
days
2 years L a!ove , KKKKK days
M&TERNIT/ .E&<E 7 :nly confirmed female employee, 8ho has served
the company for #4' si. month, is entitled to
maternity leave of si.ty days #4@'
consecutive days including rest days L pu!lic
holidays.
C*MP&!!I*N&TE .E&<E 7 3eath of parents, spouse or child , + days
3eath of !rother or sister , 1 day
M&RRI&0E .E&<E 7 T8o #)' days after having served the company for
at least one #1' year.
RETIREMENT 7 The employee shall retire at the age of 22.
Noluntary retirement can !e applied at the
age of 2@. (o retirement pension 8ill !e offered
other than retirement
$enefits given !y the employeesE provident fund.
EMP.*/EE! PR*<I$ENT FUN$7 &mployee is registered as a mem!er of the
employeesE provident fund. $oth the
"ompany and the employee shall contri!ute
to the fund in accordance 8ith the Provision of
the said fund.
*THER TERM = C*N$ITI*N! 7 :ther term L conditions not stated in this letter
shall refer to the companyEs rules L
regulations, 8hich may revise from time to
time.
Aindly confirm your acceptance of the aforesaid employment terms L conditions !y
signing and returning the duplicate copy of this letter together 8ith one #1' copy of *"
Photostat as soon as possi!le.
Than; you,
Mours faithfully,
#"omp. name J
GGGGGGGGGGGG.
I3irector (ame J
3irector
*, IPerson nameJ #(R*" 7GGGG.' here!y agree and accepts the offer that enforced !y
the aforesaid employment terms L conditions.
KKKKKKKKKKKKKKKKKKK
KKKKKKKKKKKKKKKKKKK
Signature date
!&.&R/ (RE&;UP% components should not e.ceed more than 1@ for an employee in
his salary
Components (ont!ly" Percentage
$asic Salary 0@> , 2@> on ?ross Salary
6RA 0@> on $asic Salary
"onveyance Allo8ance =@@ P%
&ducation Allo8ance -or ) children 8ith in 1.@ l;h
%edical 12,@@@1, PA
-ood Allo8ance 3epends on co. policy
3earness Allo8ance 3epends
Special Allo8ance ?ross Salary ,

#$SO6RAO"AO&AO%O-AO-3AO3AON3A'
Naria!le Pay #only in *T industry' )@> on ?ross Salary
-i.ed 3earness Allo8ance Some -i.ed amt depends on co.
Naria!le 3earness Allo8ance 3epends on the inflation rate
,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,
%onthly ?ross Salary
,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,
Annual Bene#its (ont!ly"
/eave Travel Assistance 1month salary11)
%edical reim!ursement 3epends on co. policy11)
&arned /eaves 3epends on the left &/11)
$onus1&.gratia 3epends and 8ill !e paid at the end
of the yr
?ratuity *f eligi!le, Amt11)
P- &mployer "ontri!ution Amt11)
,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,
%onthly "T"
,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,
-3A, N3A are given only in %anufacturing industry. And all the Allo8ns are Ta.a!le.
*f the house rent of the employee is less than 1 l;h PA then he doesnEt produce receipts.
*f it is more than 1.) l;h then he need to produce receipts and 1).+4> is charged as
Service Ta..
Exemption from Ta. deductions ma. ).2 l;h
6ousing /oan %a. 1.= l;h PA #0@,@@@ as principal, 1, 0@,@@@ as interest'
"ar 3river %aintenance Reim!ursement.
IN$UCTI*N
IN$UCTI*N
!CHE$U.E%
Compan) name
5e are pleased to inform that KKKKKKKKKKKKKKKKKKhas <oined our &dutech family
effective date
.
*n order to familiariBe him a!out the process involved in our "ompany, an *nduction
Schedule has !een designed to facilitate the process as detailed !elo8.
Time !ession *9>ecti'e Resource <enue
66
th
3u,) 5??@ (Monda)
F,+@am to 1@,
+@am
&nrolment
Paper 5or;, *ntros
and "ompany Policy,
:ur valuesP our
culture
6R
1@,+@am to 11,
@@am *ntroduction
"ompany
profile1Structure
#&3P/'
6R
:n o!
e,/earning industry1
Pro<ect lifecycle L
processes at &3P/
($:%% pm & ':(%" pm Lunc!
:n o!
:ur ma<or clientsP
geographies
:n o! :ur Pro<ects7 demos
:n o! *3 principal
:n o! Technical
:n o!
%aintaining metrics
9uantity19uality1Tim
e
:n o! 9uality Processes
5e 8elcome him on $oard L request each one of the a!ove 3ept 6ead1Section *n charge
to !rief him a!out their area of functions.
(*r
Induction !chedu,e
Compan) Name
(ame of the (e8 oiner 7
3esignation 7
3epartment %
$ate $epartment Person Responsi9,e Time
111)11FF= Production A!c 1@7@@ 117@@
111)11FF= %aintenance 117@@ 1)7@@
111)11FF= Accounts 1)7@@ 17@@
.unch Time 6%?? A 5%??
111)11FF= %ar;eting )7@@ +7@@
111)11FF= Administration +7@@ 07@@
IN$UCTI*N REP*RT%
*t is the report 8hich has to !e collected from each department to ;no8 8hether
the ne8 <oiner is inducted or not and to ;no8 ho8 come he has understood a!out the
company.
IN$UCTI*N REP*RT
(ame of the (e8 oiner 7
3epartment 7
Timings 7
Person involved in *nduction Process7
1.
).
Remar;s from the (e8 oiner 7
!i"nature o# the $ept Head !i"nature o# the Ne+ 3oiner
IN$UCTI*N FEE$(&C; F*RM% BBBBBBBBBBBBBBBBB
N&ME *F THE P&RTICIP&NT %
EMP.*/EE C*$E %
$EP&RTMENT %
$&TE4! *F THE PR*0R&MME %
0enera, /es No
5ere you a!le to locate the Nenue easily and reach the place
on time?
Are you no8 familiar 8ith the Nalues, vision and %ission of
the organiBation?
-air ;no8ledge a!out the "ompany and its activities 8ere
?ained?
3o you feel the spea;ers today 8as a!le to convey the message
&ffectively?
3o you thin; any topic covered in todayEs programme needs
%ore &mphasis? *f /es Please specify7
Q
Q
@4. 3o you feel the *nduction Programme serves a useful purpose?

Compan)Cs Po,icies = Procedures /es No
@1. Are you no8 a8are of the 6uman Resource Policies and
Procedures of our "ompany?
@). Are you clear a!out the /eave policy adopted !y our
organiBation?
@+. Are you clear a!out the procedure involved in the %edical
*nsurance "laim?

@0. Are you a8are as to 8hom you should contact in case of any
Pro!lematic issues?
@2. Are you clear 8ith your salary !rea;up and (et Salary calculations?
@4. Are you clear a!out the :rganiBational structure?
@H. Are you clear 8ith the &.it Policy and the notice period for an
&mployeeEs e.it?
*'era,,%
1. 6o8 satisfied are you 8ith the "ompany *nduction Programme?
Nery Satisfied
Some8hat Satisfied

3issatisfied
). Any other comments 1 recommendations you 8ould li;e to ma;e7
#!i"nature o# the Participant = $ate
Policy: The information is provided in the policy. Policy doesnEt change !y time to time.
-or e.7 The office time is F7+@ to 47@@
Rule: *t tells ho8 to implement the things mentioned in the policy and the consequences
if 8e deviate 8ith the policy. Rules may change according to the situation.
-or e.7 6o8 to come, 8hat should !e done to enter the gate, 8hat are the consequences if
one is not attending on time.
Responsibilities:
*n *T industry admin dept is responsi!le for "reation as 8ell as maintenance of
amenities of employees li;e leave, 8ater, electricity, toilets, "A$, attendance, security,
house ;eeping, statutory compliances and attrition rate.
*n manufacturing industry 6R Person is the one 8ho is responsi!le for
maintaining of amenities #administration' of employees also. $ut the creation is done !y
the civil dept or the concern dept.
P&/R*..
What are the records a HR person shou,d maintain?
1. Attendance Record 8ith date of oining
). Personal file #8ith emp code' offer letter, on 8hich criteria this person !een
selected, employment application #application !lan;', acceptance from the
employee, application order, induction reports from different department.
+. /eave Record
0. "onfidential file increments, promotions etc
2. Statutory file1record P-, &S*, Professional Ta..
4. o! description
Prerequisites to run Pa)ro,,
1. Attendance Record
). /eave Record
+. "hec; the Personal Record !efore running the payroll.
0. "hec; 8hether the employee is applica!le for all statutory compliances or not.
&mp code
(ame7
3esig7
3ept7
3:7
-i
le
(
o
.E&<E P*.IC/%
Types of /eave7
1. "asual /eave
). Sic; /eave Paid /eaves
+. &arned1Privilege /eave
0. %aternity /eave Statutory
2. &.tra :rdinary /eave
Casual Lea)e: As per shops L esta!lishments act, 1) days leave per yr has to !e given to
an employee as a part of 8elfare measure.
an )4, Aug 12 and :ct ) are statutory Ho,ida)s for any *ndustry. $ut for steel, chemical
and production industry are given e.emption that if they do not a!le to give holiday on
those days, they can !e given on other days.
An employee should not apply for leave !oth on Saturday and %onday, either of
the days can !e applied. :ther8ise Sunday is also considered as "/.
5e cannot use these leaves as a right, an approvement should !e given !y the
authority i.e. dept head or 6R dept.
&.cept maternity leave all the other leaves are ta;en from the calendar year.
A*sconding7 (ot intimating to the dept a!out the leave.
E+tra ,rdinary Lea)e: *f the employee is really in a pro!lem, then they can apply for
&:/ 8hen all other leaves have !een e.hausted.
-ormat7
Earned - Pri)ilege Lea)e: These leaves are given !ased on the num!er of days 8or;ed.
-or every )@ days of the month 1 day is statutory
-or other 1@ days R day or 1 day depends on the company.
&mployee should ta;e approval 12 days in advance.
*f the leave is approved, Sundays and holidays are also considered.
+ yrs leave can !e carried for8ard.
((asic 2 $&45DENo- o# ,ea'es remained 8ill !e paid at the time of Retirement if an
employee do not use these leaves.
aternity Lea)e: To %arried 8omen employee these leaves are given and are
compulsory if the pregnancy is confirmed.
+ 8ee;s after conceiving.
4 to F 8ee;s after delivery.
Total salary should !e paid for these leaves.
*n case of miscarriage1a!ortion + 8ee;s leave should !e given.
2@> of the salary can !e claimed from &S*.
5e cannot suspend 1 dismiss 1 terminate 8hen an employee is on leave.
Compan) Name
(ameGGGG&mpcode, 3ept
Please grant me leave "/1S/1P/1%/1&:/ fromGtoG.
Reason for leaveGGGGG.
AddressGGGGG
Signature of &mp 3ept 6ead 6R 3ept
GGGGGGGGGGGGGGGGGGGGGGG.
-or 6R 3ept Sse
Remaining /eaves
"/
S/
P/
%/
&:/
This is ho+ pa)ro,, ,ooFs ,iFe
Total Pay

Payable
Actual Actual Basic Other Number
S.NO
Name of
the
Employee Salary Salary Salary Allowan- of days Basic Other
ces Wored Salary Allow
Total
Employe
r
Employe
r
!eductions

Net
Payable
"ross
share of
P.#
share of
ES$
Employee
share P.# Prof.
Employee
Share !edn.
Payable
%&.'%(
on
).*+(
on %,( of Ta- ES$. Bus .anteen
/012/i1 basic 0ross Basic/f1
Ho+ Pa) !,ip .ooFs .iFe?
Compan) Name
&mp "ode7 (o. :f 3ays Paid7
(ame7 /eaves7
3esignation7 /:P7
3epartment7
!tandard
!a,ar)
Earned
!a,ar)
$eductions
(a,ance
.ea'e
(a,ance
.oans4&d'ances
$asic
6RA
3A
:therAllo8ances
"/
&/
S/
Ta;en Amt7
*nstallment
Recovered7

?ross Sal ?ross Sal Total 3educn $alance
Net !a,ar)%

E 5e cannot deduct any /oan 1 Advances 8ithout receiving any proper 3ocument 1
Approved letter from the authoriBed person.
.&(*UR .&W!%
P&/MENT *F 0R&TUIT/ &CT7 6GH5% :
5hether the employee is Temporary1"asual1Permanent 8or;s for 2 yrs in a company,
then he is eligi!le for gratuity under this Act. And employee should !e on rolls
#permanent'.
*f not paid, penal charges and advocate charges incurred !y the employee can !e claimed
from the employer.
0ratuit) 1 Wa"es ,ast dra+n E (6@45D E No- o# )rs
*f the employee is associated 8ith the company on contract !asis for 2 yrs, he can also
claim the gratuity fund as per "ontract /a!or Act.
!T&TUT*R/ C*MP.I&NCE!
EMP.*/EE PR*<I$ENT FUN$ &CT7 6G@5
Co)erage: *f an esta!lishment covers )@ employees at any point of time in a calendar
year then it should !e covered under &P- Act.
Applica*ility: Permanent, temporary, casual, daily 8age, contract employees.
Eligi*ility: &mployee 8ho dra8s up to 4,2@@1, i.e. $asic 1 #$asicO3A' are eligi!le for
&P- and is compulsory.
*f an employee dra8s more than 4,2@@1, it is optional.
Contri*ution:
&mployerEs contri!ution 1)> on $asic salary
&mployeeEs contri!ution 1)> on $asic salary
.orms to *e su*mitted at P.C:
5hile an employee <oining 8e have to let him fill the Form 5 (re'ised in order to get
mem!ership from the P-"-(Nomination = $ec,aration #orm
To inform that an employee left the organiBation 8e have to su!mit Form 6? to P-".
To inform that an employee has <oined the organiBation 8e have to su!mit Form @ to
P-"
Form G is the register of employee P- A1".
ont!ly Returns: Form 65&(R sho8s the total contri!ution of employer and employee
to8ards &P-.
$efore )@
th
of every month 8e have to pay the amount in the form of chalan #a
9uadruplicate copy' at &P-" along 8ith %onthly Returns, -orm 2 and -orm 1@.
C!alan: 5e have to maintain 2 types of accounts.
A1" 1, ), 1@, )1 L )).
&4C 6 sho8s the employeeEs share to8ards &P- i.e. 1)> and employerEs share to8ards
&P- i.e. +.4H>.
&mployers "ontri!ution 1)> is shared as
=.++> to8ards Pension -und A1" 1@
+.4H> to8ards &P- A1" 1
1)>
&4C 5 sho8s Admin "harges on employee contri!ution to8ards &P- i.e. 1.1>.
&4C 56 sho8s Admin "harges on employer contri!ution to8ards Pension -und i.e. @.2>
&4C 55 sho8s the employer contri!ution to8ards &mployee 3eposit /in;ed *nsurance
i.e. @.@1>.
Form I&(Re'ised% At the end of the every financial year i.e. %arch +1, 8e have to
su!mit this form at P-". *t contains the information #contri!utions' of single employee
for every month from the starting of financial year to end of the financial year.
Form D&% This sho8s the information of contri!utions 8hich is calculated per year for
all employees and to !e su!mitted at the end of the financial year.
Form 6?C 4 6?$ is to !e filled for claiming 8ithdra8al !enefit of &mployee Provident
Scheme.
Form 6G is to !e filled for claiming 8ithdra8al !enefits of &P- 8hen an employee
retires.
Form 6I (Re'ised is the application for transfer of &P- Account.
Form I6 is the application to !e filled in order to ta;e advance form the fund.
EMP.*/EE !T&TE IN!UR&NCE &CT7 6GJK
&S* 6ospitals 1 3ispensaries are !uilt and maintained !y the State ?ovt. $ut the
contri!ution may !e either from State 1 "entral ?ovt.
&mployees of &S* are appointed !y the "entral ?ovt.
Co)erage: *f an esta!lishment has )@ or more employees and if that area is covered under
&S* then the esta!lishment should cover under &S* Act.
3irector 8ill issue the notification 8hether that esta!lishment has to cover or not. -or
every 4;m radius a hospital1dispensary has to !e maintained.
Eligi*ility: The employee 8ho is dra8ing 1@,@@@ or less as gross he has to cover under
this Act.
E+emption: #1@,@@@ O 8ashing allo8ance' is e.empted to cover under &S*.
Contri*ution:
&mployeeEs contri!ution 1.H2> on ?ross salary
&mployerEs contri!ution 0.H2> on ?ross salary
.orms to *e su*mitted:
-or every 4 months 8e have to su!mit the returns at local office, &S*" and !an;.
"halan 8e need to su!mit every month.
Form I% *t is a 3eclaration form 8hich contains emp name, esta!lishment code, 3:,
Address #Permanent, Temporary', esta!lishment address, -amily mem!ers details,
signature of the employee, employer signature, photographs.
:nce the employee <oins 8ith in 1@ days 8e have to su!mit at the local office and 8e
have to ta;e the ac;no8ledgement. And 8ith in + days of su!mission the &S*" provides
temporary *3 card and is allotted to the employee.
Form H Register of &mployees
S.(o &S* (o &mp (ame an -e! %ar
(o of
days
Sal
paid
&S*" empr
contri!ution
&S*" emple
contri!ution

Total 5ages
&mployee "ontri!ution
&mployer "ontri!ution
3ate 8hen &S* chalan 8as paid
6alf Mearly returns April to Septem!er, :cto!er to %arch Form D along 8ith chalan-
@? L of the salary is paid !y the &S* if the person is on &S* leave.
*f the case of death of an employee, then they 8ill get pension from &S*".
PR*FE!I*N&. T&M
Since 8e are 8or;ing and using all the amenities from the ?ovt !odies li;e %unicipal
"orporation 8e have to pay the ta..
&uthorit)%
A"T: #Assistant "ommercial Ta. :fficer'
3"T: #3eputy "ommercial Ta. :fficer'
This is not universal, differs from state to state. The director of the company has to pay
)2@ per year.
-orm 27
(o of employees D amount
1)D4@ C H)@
1@@D=@C=@@@
Pay !y 33 or Pay :rder 1 "heque in favour of Assistant "ommercial Ta. :fficer.
According to the area, A"T: 8ill have circles at that place 8e have to pay this amount.
*ncome Ta. e.emption is availa!le for PT.
$y 12
th
of every month 8e need to clear.
(e#ore 3anuar) 5??K +-e-# 6
st
3anuar) 5??G
12@1 )@@@ 14 12@1 )@@@ @
)@@1 +@@@ )2 )@@1 +@@@ @
+@@1 0@@@ +2 +@@1 0@@@ @
0@@1 2@@@ 02 0@@1 2@@@ @
2@@1 4@@@ 4@ 2@@1 4@@@ 4@
4@@1 1@@@@ =@ 4@@1 1@@@@ =@
1@@@1 12@@@ 1@@ 1@@@1 12@@@ 1@@
12@@1 )@@@@ 12@ 12@@1 )@@@@ 12@
A!ove )@@@@ )@@ A!ove )@@@@ )@@
Pro#essiona, Char"es%
Professional charges mean the amount 8hich the company has to !e paid to the
Professional trainer after deducting the service charge i.e. 1)> 8hen it hires him1her
from a consultancy 1 in temporary !asis for fe8 days training programme to develop their
employeeEs s;ills.
PERF*RM&NCE &PPR&I!&. = M&N&0EMENT
1. 3esign the appraisal system as per the organiBational needs?
). Revie8 the employee performance on frequent time intervals
+. At the end of the year all the revie8 results should !e account for <udging
employee performance
Compan) Name
&ppraisa, Period From 8888-To88888
Name% Emp Code%
$esi"nation% $ept%
Head Nuarters% $i'ision%
Reportin" Mana"er% $esi"nation%
(rie#,) descri9e )our >o9 responsi9i,it)
;e) Resu,t &reas
N6
N5 NI NJ !e,#
Ratin"
Mana"erCs
Ratin"
;R&6
;R&5
;R&I
;R&J
;R&@
Ratin"s%
2 &.cellent #&.ceeding &.pectations'
0 Nery ?ood #Reached &.pectations'
+ ?ood #Average'
) $elo8 the &.pectation
1 Poor
Emp,o)ee !i"nature Re'ie+erCs !i"nature
&ssessment N6
&ssessment N5
&ssessment NI
&ssessment NJ
Note% $ehavioral Traits cannot !e <udged ourselves, the third person #immediate manger'
should <udge.
(eha'ioura, Traits% : "ommunication s;ills, *nitiation, Team 5or;ing, Punctuality,
/eadership.
TR&ININ0 &N$ $E<E.*PMENT
1. *dentifying the training needs #throug< training needs analysis questionnaire'
Name% $ept%
$esi"nation%
$*3%
$riefly descri!e a!out <o! responsi!ilities
5hat are the gaps you feel that is hindering his performance?
#a'
#!'
#c'
Trainings you suggest
). "ompiling the *nformation
Emp Name 0aps Trainin" su""ested
6
5
I
+. Training "alendar for the Mear
!-No Trainin"
Pro"ram
$uration From8To8- No- o#
Emp,o)ees
Facu,t)4Trainer
0. /etter has to !e sent to 6ead of the 3ept for the nomination of employees under
him.
2. Post training feed!ac; has to !e ta;en from the 6:3 #*t ta;es + months time to
find the gaps'
Note% : A copy of Training Record has to !e ;ept in personal file.
*9>ecti'e% : (um!er of hours to !e trained to each employee is =@10@1+) hrs.

EMP.*/EE RE.&TI*N!%
To ;eep the employees retained company has to ma;e the employees happy. There
should not !e any ;ind of gap !et8een the departments. To ma;e this 8e arrange many
programmes li;e
&vent %anagement games
?et together
Picnics
6oliday Parties
"ommon lunch
"ommunication should !e made continuously 8ith employees in order to understand the
grievances and addressing them.
EMIT INTER<IEW!%
5hen the employee su!mits his resignation 8e conduct e.it intervie8 in order to ;no8
the gaps and reasons of resigning.
-eed!ac; should !e given to the management, so that they can ma;e changes in the
policy if necessary.
&.it intervie8 should !e ta;en !efore )0 hrs of his leaving 1 in the last day of his <o!.
5e should give 9uestionnaire to the employee 8ho is resigning to fill.
6R 3epartment is responsi!le to ta;e care of these things.