Dear Yes, until unless you are not authorised to sign by concerned authority you cant sign these documents
From India, Jaipur
From India, Jaipur
Please note that to sign papers of appointment(appointing authority) or any other papers which has legal entity & can be questioned in courts should be supported by Board's Meeting Resolution & the concern should have the power of attorney to exercise the same. The Head-HR necessarily may not have the same powers to do as well.
Hope this is clear
From India, Patna
2Hope this is clear
From India, Patna
Hi All Thanks for your input, realy appreciated. Please can you forward me a Job description for HR and Admin manager as in my organization , I am handling both . Thanks
From India, New Delhi
From India, New Delhi
Shweta, Just check with search tab in citehr.com, for you may find much more information than you expect in regards to the job profile...
From India, Bangalore
From India, Bangalore
Progressive and Professional organizations have a document mentioning the authorities, powers and limits of each designation. Anybody occupying that particular designation has those powers and authorities. This document is reviewed and amended from time to time as per needs and circumstances.
This document can be very exhaustive and detail. Just to give you example:
Who can sign cheques ( there could be sub limits Upto Rs. 10000, upto Rs. 50000 etc.)
Who can sign Purchase Order
Who can authorize Plant Shut Down for maintenance etc.
.
.
.
Who can sign and approve leave/s
You can introduce such document in your company. If not for entire company, at least for HR Dept.
Point is you will have to take initiative to introduce and implement systems and processes if they are not in place. There is no harm and nothing wrong if Asst. Manager signs important documents but make sure that he is formally given that authority and everyone in the organization is aware of this thru the authentic document approved by management.
From India, Pune
This document can be very exhaustive and detail. Just to give you example:
Who can sign cheques ( there could be sub limits Upto Rs. 10000, upto Rs. 50000 etc.)
Who can sign Purchase Order
Who can authorize Plant Shut Down for maintenance etc.
.
.
.
Who can sign and approve leave/s
You can introduce such document in your company. If not for entire company, at least for HR Dept.
Point is you will have to take initiative to introduce and implement systems and processes if they are not in place. There is no harm and nothing wrong if Asst. Manager signs important documents but make sure that he is formally given that authority and everyone in the organization is aware of this thru the authentic document approved by management.
From India, Pune
I agree with vkokamthankar.
"DELEGATIONS OF POWER" is an important document, and it is approved by the Board of Directors.
It also defines the "Competent Authority" in respect of so many activities.
unfortunately, many small or new companies do not have such good and standard practices. They are run in ad-hoc manner.
Please do not get carried away by verbal instructions, as these can not be proved later on. Companies are bound by Companies Act and several other Acts. You may have to represent the Company or be answerable for everything on which you sign.
Better to restrict yourself or your signatures on subjects which are within the powers and jurisdiction of Astt. Manager; unless you have a specific written approval.
Failing this, you may find yourself in deep trouble in future.
From India, Delhi
"DELEGATIONS OF POWER" is an important document, and it is approved by the Board of Directors.
It also defines the "Competent Authority" in respect of so many activities.
unfortunately, many small or new companies do not have such good and standard practices. They are run in ad-hoc manner.
Please do not get carried away by verbal instructions, as these can not be proved later on. Companies are bound by Companies Act and several other Acts. You may have to represent the Company or be answerable for everything on which you sign.
Better to restrict yourself or your signatures on subjects which are within the powers and jurisdiction of Astt. Manager; unless you have a specific written approval.
Failing this, you may find yourself in deep trouble in future.
From India, Delhi
Guys Guys...shweta has not made it clear if she wants to sign it on behalf of someone superior OR she wants to sign the letter herself out of conviction. Obviously if there is no greater superior in your HR, then you can ofcourse sign the letter subject to an intimation to your reporting superior (director, CEO or Proprierot etc etc) about the same. Taking persmission for signing is required only when you are not authorized to sign it. Signing is a formality that follows behind intimation of the action that you plan to undertake to all concerned parties..................rgrds
From India, Mumbai
From India, Mumbai
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