Hi Everyone.. I am pursuing my MBA in HRM through correspondence.i am in third semester. But side by side luckily i have got a job as an HR in an IT firm in a SEZ. Can anyone advice me how to start with. I mean for the documents and records to be prepared and other formalities, as there is no previous record and the employees doesn't seems convinced with the leave policy and bonus policies been followed by the company.
Pls advice.
Thanks
Meenakshi
From India, Faridabad
Pls advice.
Thanks
Meenakshi
From India, Faridabad
Hi Ms. Meenakshi
In that case you have to start preparing the employee personnel files which includes their resume, educational qualification certificates, experience certificates etc, joining formalities, application form, appointment letter, induction letter, joining intimation form etc...
Also you have to ensure the statutory requirements for your organisation such as ESI, PF, PT etc... and should check the relevant certificates etc....
You may have to start initiating the policies such as recruitment policy, attendance policy, dress code policy etc...
then slowly you can implement further activities
From India, Bangalore
604In that case you have to start preparing the employee personnel files which includes their resume, educational qualification certificates, experience certificates etc, joining formalities, application form, appointment letter, induction letter, joining intimation form etc...
Also you have to ensure the statutory requirements for your organisation such as ESI, PF, PT etc... and should check the relevant certificates etc....
You may have to start initiating the policies such as recruitment policy, attendance policy, dress code policy etc...
then slowly you can implement further activities
From India, Bangalore
SEZ is a special economic zone in which place all the companies or firms situated for providing services and which located at national borders within country .
From India, Delhi
From India, Delhi
Thanks Jeevarathnam,
can you pls also advice me for few things..here employees do not want the PF to be deducted from their salary...so no deduction for PF...but still their are many other issues as follows...fi you can suggest for
1. the bonus to be provided on diwali is deducted each month from employee's salary...how far is it OK
2. the value of an earned leave-EL, the amount equivalent i mean, is deducted each month from salary..at at the ear end the balance for the EL not availed is refunded back..HOW is it an EL then..
3. the TDS is deducted each month...that i think is OK..
but because of above reasons the salary received by employee each month is far less than what was offered at the time of joining...n so they are feeling cheated..pls advice what shall i tell them...how far is company right with their procedure.
Also i need to know for leaves..as apart from sat sun off..there are only 8 leaves...and the conditional ELs(as explained above)...even CLs are also treated as EL seldom.
From India, Faridabad
can you pls also advice me for few things..here employees do not want the PF to be deducted from their salary...so no deduction for PF...but still their are many other issues as follows...fi you can suggest for
1. the bonus to be provided on diwali is deducted each month from employee's salary...how far is it OK
2. the value of an earned leave-EL, the amount equivalent i mean, is deducted each month from salary..at at the ear end the balance for the EL not availed is refunded back..HOW is it an EL then..
3. the TDS is deducted each month...that i think is OK..
but because of above reasons the salary received by employee each month is far less than what was offered at the time of joining...n so they are feeling cheated..pls advice what shall i tell them...how far is company right with their procedure.
Also i need to know for leaves..as apart from sat sun off..there are only 8 leaves...and the conditional ELs(as explained above)...even CLs are also treated as EL seldom.
From India, Faridabad
Dear Meenakshi
Looks like you have a tough job ahead of convincing not only employees but also Management on the HR practices to follow. You really need to get acquainted and interact frequently with your fraternity to understand what are regular practices in other companies within your industry and outside.
For your earlier post,
1. It is not Bonus if it gets deducted from your salary. It is simply a deferred payment of an allowance. Bonus can be part of annual compensation (what we call CTC) but it should not be deducted from monthly salary. Employer needs to make provision taking into account the CTC.
2. I personally have not come across any company policy that deducts value of EL (although our Finance heads will be happy :) anyways) This again is a benefit which is provided to the employee an company needs to make provision for EL encashment as per the policy and time of payout. This should not be deducted from employee as in effect you are paying your company to provide you leaves which is incorrect.
3. TDS will always be a reality of life but does the company take into account individual investment for tax saving?
Do reflect on these. You have come to the right space and can seek advise from others and explore the site to know more details on various HR practices.
Regards,
Nayana
From India, Kolkata
Looks like you have a tough job ahead of convincing not only employees but also Management on the HR practices to follow. You really need to get acquainted and interact frequently with your fraternity to understand what are regular practices in other companies within your industry and outside.
For your earlier post,
1. It is not Bonus if it gets deducted from your salary. It is simply a deferred payment of an allowance. Bonus can be part of annual compensation (what we call CTC) but it should not be deducted from monthly salary. Employer needs to make provision taking into account the CTC.
2. I personally have not come across any company policy that deducts value of EL (although our Finance heads will be happy :) anyways) This again is a benefit which is provided to the employee an company needs to make provision for EL encashment as per the policy and time of payout. This should not be deducted from employee as in effect you are paying your company to provide you leaves which is incorrect.
3. TDS will always be a reality of life but does the company take into account individual investment for tax saving?
Do reflect on these. You have come to the right space and can seek advise from others and explore the site to know more details on various HR practices.
Regards,
Nayana
From India, Kolkata
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