...N.K.Minda Group of Industries HRM Policy Manual Copy No. : Revision No. : 04 Effective Date : 01.04.2006 Next Review Date : 01.04.2007 FOREWARD This manual intends to keep employees abreast with the HRM policies and practices. Though the attempt has been made to cover and elaborate all possible factors, however, it is not conclusion. This Manual supersedes all earlier amendments or changes communicated from time to time. Any amendment or new thing that may arise from time to time shall be processed and communicated to all concerned for additions / deletions. Broadly, all are expected to follow this strictly and exceptional circumstances demanding any deviation may be taken up with appropriate authority, supported by due justification. ********** INDEX |S.No. |Policy Name |Policy No. |Page No. | |1 |Amendment Record |-- |5 | |2 |Distribution List |-- |6 | |3 |Mission |-- |7 | |4 |Vision |-- |8 | |5 ...
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...1. 1. Introduction ICM Communication PLC is an organization that provides creative solutions for developmental, governmental, non-governmental organizations and UN agencies. The organization is a private limited company registered under the Ethiopian business law on March 2011. Although a fairly young organization, ICM has made its name in brand development, graphic design, creation of promotional materials and printing in the Addis Ababa and Ethiopia market. ICM utilizes sustainable communication methods when providing services to clients. Sustainable communication is about making the best possible use of people and money to deliver maximum impact from minimum resources. It is the Perfect approach to take any organization cares about people, is concerned about climate change and wants to get the best possible return for investment. ICM collaborates with our clients to develop breakthrough insights, strategies, and tactics that communicate, engage and inspire, ultimately making a lasting social impact. ICM Communication Plc believes that to address social and behavioral change, communication initiatives should be supported both at community and institutional levels, as cross cutting strategies to establish common platforms for multiple communication objectives. This will improve the enabling environment, increase access to essential hardware and commodities, strengthen the capacities of service providers and stimulate demand for services, promote adoption of appropriate...
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...HR policy: HR policy is the strategic deployment of plans that the human resource department introduce in the organizations. The focus of such policies is to enable the organization cope up with the changing conditions and better comprehend the business and trade mechanism by hiring and maintaining highly professional employees in the panel of workers. It is very necessary that effective human resource policy is deployed by the organization in order to run it effectively. In other word, Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning. Each company has a different set of circumstances, and so develops an individual set of human resource policies Purposes of HR policies: HR policies allow an organization to be clear with employees on: • The nature of the organization • What they should expect from the organization • What the organization expects of them • How policies and procedures work • What is acceptable and unacceptable behavior • The consequences of unacceptable behavior The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance. For example, in order to dismiss an employee in accordance with employment law requirements, amongst...
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...Human resources policies are a set of practices and procures used to manage interactions between the employer and employee. In general, human resource is primarily focused on employee management, which includes recruitment, hiring, managing, and termination. All companies have human resources policies, as they are typically required by law. In the United States, the Labor Standards Act provides a list of required procedures for all employers. These procedures cover all the major life events for an employee and are mandatory. (Jucious, 1963). There are four generic areas of human resources policies: recruitment, employment standards, discipline, and termination. The Labor Standards Act provides a basic framework, on which all human resource policies are built. The purpose of human resources policy is to clearly communicate the company’s internal procedures, requirements, and consequences. It is worth noting that almost half of all civil lawsuits are a result of a dispute surrounding human resources issues. In recruitment, there are four common human resources policies. When a position is vacant, the length of time applications will be accepted and who can apply is provided in policy. Prioritization of applicants and the granting of preferential status during the application process are common in both union and non-union environments. Non-discriminatory hiring practices based on race, religion, and gender is standard. Checking of references as part of a condition of employment...
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...superintendence and direction of the Bank's affairs Reserve Bank of India regional office, Delhi entrance with the Yakshini sculpture depicting "Prosperity through agriculture".[25] The central bank till now was governed by 21 governors . The 22nd, Current Governor of Reserve Bank of India is D. Subbarao The regional offices of GPO (in white) and RBI (in sandstone) at Dalhousie Square, Kolkata. delhi bangalore Functions [edit] Monetary authority The Reserve Bank of India is the main monetary authority of the country and beside that the central bank acts as the bank of the national and state governments. It formulates, implements and monitors the monetary policy as well as it has to ensure an adequate flow of credit to productive sectors. Objectives are...
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...EVALUATION OF THE HR POLICY OF THE WORLD BANK | | COURSE CODE AND TITLE: HUM 501 (HUMAN RESOURCE MANAGEMENT) | REGISTRATION NUMBER: SB/MHR/11/0004DATE: 14TH OCTOBER, 2011 | UNIVERSITY OF CAPE COAST SCHOOL OF BUSINESS UNIVERSITY OF CAPE COAST SCHOOL OF BUSINESS TOPIC WHAT IS A HUMAN RESOURCE POLICY? Generally, a policy, according to the Oxford Advanced Learner’s Dictionary, 7th edition (2007), is a plan of action agreed on or chosen by a political party, a business, etc. en.wikipedia.org describes policy as a principle or rule to guide decisions and achieve rational outcome(s). From these definitions, one can therefore deduce that policies are plans of action, principles, or rules which are meant to serve as guidelines to decision making in order to achieve a rational outcome. Policies are generally adopted by the Board of or senior governance body within an organization. That is to say that adopting the policies of any company does not lie with just anybody because policies serve more or less as guidelines as to what should be done and why they should be done; therefore they should come from the senior governing members of an organisation. Policies can be formulated to serve specific people or situations, depending on the purpose for which it must serve. They can come from either the government of a country, board of governors of a company or even an international control body. Human resource policy is a typical example of policies. “Human Resource Policies are continuing...
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...Topic(s): Human Resource Policies and Practices, Organizational Change and Stress Management References: Croasdell, D., Kuechler, B., & Wawdo, S. (2013). EXAMINING RESISTANCE TO INFORMATION SYSTEM IMPLEMENTATION. Journal of Information Technology Case and Application Research, 15(3), 3-24. Retrieved from https://ezproxy.uwrf.edu/login?url=http://search.proquest.com/docview/1475042160?accountid=9576 Robbins, S. P., & Judge, T. A. (2013). Human Resource Policies and Practices. Organizational Behavior (15th ed., pp. 542-568). Upper Saddle River: Pearson Education, Inc.. Robbins, S. P., & Judge, T. A. (2013). Organizational Change and Stress Management. Organizational Behavior (15th ed., pp. 576-608). Upper Saddle River: Pearson Education, Inc.. Synthesis of readings for the week: HR policies and practices really can have a significant impact on the organization’s effectiveness. The selection process begins by people filling out applications and some companies even start with background checks. This is the rough beginning and anyone who doesn’t qualify is automatically ruled out. Next is substantive selection where anyone who made it through the first round is subject to written tests and interviews to further see if they qualify. If you make it through this round you are among the best qualified and all you need to do is make it through contingent selection, which is basically drug test and background checks, and then you are offered the position. HR is also responsible...
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...Attachment 2 North East Victorian Regional Waste Management Group HUMAN RESOURCE POLICY AND PROCEDURES Revision No. 2 Revision Date 1st May 2007 Adoption Date 10th May 2007 Table of contents 1 Introduction 1.1 1.2 1.3 1.4 2 3 Our Vision Our Mission Our Objectives Your role 1 1 1 1 2 2 3 3 3 3 4 6 6 7 7 8 8 8 8 8 9 9 9 9 10 10 10 10 11 12 12 Recruitment and selection Harassment and discrimination 3.1 3.2 3.3 3.4 3.5 3.6 NevRwaste commitment Application of this Policy What is discrimination? What is harassment? Victimisation Complaints Resolution Process 4 Electronic Mail 4.1 4.2 4.3 Appropriate use of electronic mail Receipt of Messages Record sizes 5 Internet policy 5.1 5.2 5.3 Introduction Use of the internet Information Gathering 6 Smoking, drugs and alcohol 6.1 6.2 6.3 Smoke-free workplace Prohibited drugs and alcohol Prescription medication 7 8 9 10 11 12 Use of NevRwaste vehicles First Aid Kit Building Safety and Emergency procedures Conflict of interest and duty Confidential information Outside interests 1 Introduction The North East Victorian Regional Waste Management Group (NevRwaste) develops and applies regional strategies and initiatives in the context of State policy, through the “Growing Victoria Together” strategy and more specifically through the State’s regional waste management framework. That framework, established under the Environment Protection Act 1970, defines the powers, duties and functions under which...
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...India's Economic Reforms Montek S Ahluwalia* The past three years have seen major changes in India's economic policies marking a new phase in India's development strategy. The broad thrust of the new policies is not very different from the changes being implemented in other developing countries and also all over the erstwhile socialist world. They aim at reducing the extent of Government controls over various aspects of the domestic economy, increasing the role of the private sector, redirecting scarce public sector resources to areas where the private sector is unlikely to enter, and opening up the economy to trade and foreign investment. These changes have been accompanied by a lively debate in India and have also attracted interest abroad. International opinion has typically welcomed the reforms and generally urged a much faster pace of implementation, especially in view of changes taking place in other countries. Within India, opinion has been more varied. There are some who question the very direction of reform, but this is definitely a minority opinion. More generally, the broad direction of reform has met with wide approval, but there are differences of view on what should be the pace and sequencing of reforms. While there is widespread support for the elimination of bureaucratic controls over domestic producers, there are differences on such issues as the speed at which protection to domestic industry should be reduced, the extent to which domestic industry...
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...Employment………………………………………….. 2. Working hours……………………………………………………. 3. Duty Station………………………………………………………. 4. Confidentiality……………………………………………………. 2. RECRUITMENT AND SELECTION POLICY 1. Introduction………………………………………………………. 2. Objectives………………………………………………………… 3. Recruitment Authorisation Procedure……………………………. 4. Newly Created or Restructured Positions 5. Employment Procedure…………………………………………… 6. Employment Interview Panel……………………………………... 7. Age………………………………………………………………... 8. Appointment………………………………………………………. 9. Personal Data……………………………………………………… 10. Staff Transfer……………………………………………………… 11. Induction………………………………………………………….. 3. PERFORMANCE MANAGEMENT POLICY 1. Introduction……………………………………………………….. 2. Objectives…………………………………………………………. 3. Responsibilities of Manager/Supervisors…………………………. 4. The Performance Management Process 3.4.1 Performance Planning ……………………………………… 3.4.2 Monitoring..………………………………………………….. 3.4.3 Performance Summary……………………………………… 3.4.4 Recognition………………………………………………….. 4. TRAINING AND DEVELOPMENT POLICY 4.1 Introduction………………………………………………………….. 4.2 Objectives…………………………………………………………… 4.3 Process and Criteria…………………………………………………. 5. LEAVE POLICY 6. DICIPLINARY CODE 1. Introduction………………………………………………………….. 2. Procedure and Documentation………………………………………. 3. Special Cases………………………………………………………… 4. Classification...
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...Retention of HR and other related records The legal position There is a substantial and complex amount of EU and UK legislation which has an impact upon the retention of HR and other related records. Examples of legislation dealing with particular categories of records are provided in the boxes below. Other important statutes, statutory instruments, EU Directives, and further provisions and proposals include the following: Acts Limitation Act 1980 Data Protection Act 1998 Freedom of Information Act 2000 The Regulation of Investigatory Powers Act 2000 Anti-Terrorism, Crime and Security Act 2001 Statutory instruments Privacy and Electronic Communications (EC Directive) Regulations 2003 (SI 2003/2426) The Regulation of Investigatory Powers (Acquisition and Disclosure of Communications Data: Code of Practice) Order 2007 (SI 2007/2197) The Data Retention (EC Directive) Regulations 2009 (SI 2009/859) Directives Data Protection Directive 95/46/EC Privacy and electronic communications Directive 2002/58/EC Further special provisions may arise affecting the retention of or access to data, for example: In the context of the criminal law, the Anti Terrorism, Crime and Security Act 2001 Part 11 provides a lengthy code of practice for voluntary retention of communications data. To provide security services with a reliable log of mobile and fixed phone calls, telecommunication companies must keep telephone call logs for one year. Internet...
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...The Big Idea The Age of Customer Capitalism For three decades, executives have made maximizing shareholder value their top priority. But evidence suggests that shareholders actually do better when firms put the customer first. by Roger Martin 58 Harvard Business Review January–February 2010 HBR.ORG Roger Martin (martin@ rotman.utoronto.ca) is the dean of the Rotman School of Management at the University of Toronto. M ILLUSTRATION: GEORGE BATES odern capitalism can be broken down into two major eras. The first, managerial capitalism, began in 1932 and was defined by the then radical notion that firms ought to have professional management. The second, shareholder value capitalism, began in 1976. Its governing premise is that the purpose of every corporation should be to maximize shareholders’ wealth. If firms pursue this goal, the thinking goes, both shareholders and society will benefit. This is a tragically flawed premise, and it is time we abandoned it and made the shift to a third era: customer-driven capitalism. January–February 2010 Harvard Business Review 59 THE BIG IDEA THE AGE OF CUSTOMER CAPITALISM TWO MILESTONES IN MANAGEMENT In 1932, Adolf A. Berle (above) and Gardiner C. Means published their treatise The Modern Corporation and Private Property, endorsing the revolutionary idea that owners ought to turn companies over to professional managers. After Michael C. Jensen and William H. Meckling published “Theory of the Firm: Managerial Behavior...
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...Abstract Purpose: The purpose of this report is to study the HR Policies and practices in Stock broking Firms in Investment financial Sector. Methodology: in this study, we intended to assess the HR policies and practices in stock broking companies. Primary data based on three stock broking firms and secondary data based on 10 research paper were analyzed to assess HR policies and practices by stock broking firms. For this study, many factors are consider for further analyzed like recruitment, selection, induction, learning & development, performance appraisal, career progression, rewards, employee recreation. The sample analysis analyzed is constituted of stock broking companies listed on the one of the stock exchange in India. Findings: In stock broking firms, they are used pre-define structure for recruitment and selection. They are also followed all the HR practices and policies which applicable in finance industry as well as other industry. Research limitation: This report is only focused on one sector (investment) and in investment sector only considered 3 stock broking firms for this study. Most of head of the HR manager were in Mumbai, so the collected of the data from subordinate HR managers or rather HR executives. Introduction: HRM contributes to organizational performance in different ways: through sound functional basics, through effective realignment when the external environment changes; and by building an organizational context to that the...
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...HR Objectives * To initiate & institutionalize globally competitive HR practices in the Bank in our pursuit to become a Bank of international standards and to become an employer of preferred choice; * To put in place relevant HRD strategies and use modern methodologies to undertake organizational renewal; identify and nurture talent, bring about marked changes in the mindset of employees at all levels so as to enhance HR Quality; * To create a performance-driven culture and an exciting workplace for the employees * To create a pool of entrepreneurial managers and business leaders for future; * To inculcate a strong and effective sales and service culture across levels in the organization in order to generate strong stakeholder affiliation; * To create a learning organization for employees’ intellectual growth and creativity; and to re-skill the workforce to operate in digitally enabled modern core banking environment. HR Business Model * The Strategic HR Business Model adopted by Bank of Baroda incorporates its HR Mission and Philosophy and is focused towards attainment of long-term organizational goals. A very strong Organizational Leadership at different levels forms the key link in the Model. These are: * Strategic Leadership - Corporate level * Business Leadership - Zonal & Regional level * Operational Leadership - Business unit level i.e. branch * The two vital Human Resource sub-systems i.e. HR Planning & Management...
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...A PROJECT REPORT ON “HR POLICIES AND ITS IMPLEMENTATION” AT “HERITAGE FOODS INDIA LIMITED” PREFACE Human resource management is concerned with people element in management. Since every organization is made up of people, acquiring their services, developing their skills/ motivating to high level of performances and ensuring that they continue to maintain their commitments to the organization which are essential to achieve organizational objectives. This project is meant to know the Human Resource Policies in the organization. The HR Policies are a tool to achieve employee satisfaction and thus highly motivated employees. The main objective of various HR Policies is to increase efficiency by increasing motivation and thus fulfill organizational goals and objectives. The objective is to provide the reader with a framework of the HR Policy Manual and the various objectives that the different policies aim to achieve. The main focus was on the managerial levels of employees in HERITAGE FOODS INDIA LIMITED. ACKNOWLEDGEMENT This report is an outstanding prospect to convey my gratefulness to those many people whose timely help and guidance went a long way in finishing this project work from commencement to achievement. I would like to express my sincere thanks to Mr. Nitin V Asalkar (Sr. Manager-Human Resource and Administration) for giving me an opportunity to explore the practical knowledge practiced by...
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