hr strategy of emami limited 2003

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HR STRATEGY OF EMAMI LIMITED

PRESENTED BY :SUCHISMITA PAUL OISHI SANYAL SAIKAT BISWAS PALLAB GHOSH

MISSION VISSION AND CORE VALUESCorporate VisionMaking people healthy and beautiful, naturally

Corporate Mission We would strive To contribute whole heartedly towards the environment and society integrating all our stakeholders into the Emami family To make Emami synonymous with natural beauty and health in the consumers mind To effectively manage talents by building a learning organization To strengthen and foster in the employees, strong emotive feelings of oneness with the company through commitment to their future To drive growth through quality and innovation in products and services To uphold the principles of corporate governance To encourage decision making ability at all levels of the organization

Emami s Core Values are: Commitment & loyalty to institutional values and principles Integrity Customer orientation Leadership and innovation Attention to detail Teamwork & team environment Simple living, high thinking Social responsibility Environmental safety

COMPENSATION POLICYHead HR in consultation with the MD and the CEO & ED is responsible for framing the salary structure, employee benefits & salary administration procedures with the approval of the Joint Chairmen. Changes in Compensation of an employee may happen through: - Increments - Promotion - Other special circumstances becoming applicable

Compensation Policy Components1) Basic Basic amount is paid to employees on a monthly basis 2) House Rent Allowance (HRA) Monthly allowance paid to an employee to help pay for his/her rental expenditure for accommodation 3) Transport Assistance It is provided to Employees to help them cover the daily expenses incurred on travel between the office and residence 4) Medical Reimbursement This amount is given to support the medical expenses of self and dependants. expenditure on diagnostic tests, medicines, viz. Hearing, Visual, Dental etc., doctor s fees, expenditure incurred in the hospital/ nursing homes as an out-patient or as an in-patient excluding food and beverages expenses

5) Special Allowance6) Statutory Bonus 7) Employee State Insurance 8) Meal Coupons Meal Coupons are prepaid vouchers that can be used at select outlets (like most of the departmental stores / supermarkets and restaurant chains) to purchase meal, food items etc. These are not the canteen lunch coupons 9) Leave Travel Allowance (LTA) This assistance will be paid to Employees to help facilitate personal holiday travel within India for employees and their dependant family members. LTA can only be claimed for a maximum of two children. LTA will cover only the travel expenses for rail, air (Economy class) and road journeys for the shortest route. It will not cover other expenses like boarding, lodging, etc. In case LTA is not claimed in a year, the LTA entitlement will be carried forward. 10) Children s Education Allowance This allowance is provided to meet the cost of the children s education 11) Car Assistance Car assistance will be provided to employees in specific Grades.Benefits are driver,fuel,maintenance

LEAVE POLICYTypes of Leave Definition Privilege Leave (PL) Maternity Leave Leave without Pay (LWP) ESI Leave Leave for Trainees & Probationers Employees on Probation will be entitled to 10 days leave for meeting any urgent work, sickness or personal requirements.

recruitment

Policy statement The company is committed to ensuring that the recruitment and selection of staff is conducted in a manner

Professional advise and support is available at all stages of the recruitment process from the HR advisors

principles General principles Preparation stage:- it should not be commence until a full evaluation of the need for the role against the area s strategic plans and budget has been complete Obtaining candidate:- as a minimum all positions will normally be advertised internally

Selection process:- should be transparent, timely and cost effective, equitable, free from conflict of interest The employment contract:-all records must be handed to the HR functions

Monitoring effectiveness In order to monitor compliance with and the effectiveness of the company s recruitment process a periodical audit will be carried out

TRAVEL POLICY for CORPORATE OFFICEThe eligibility for for local conveyance for official purpose Employees travelling in their own vehicle for business purpose will be entitled to reimbursement TRAVEL POLICY FOR SALES DEPARTMENT Air,Rail,Local coveyence like auto rikshaw,taxi etc

Induction Policy Objectives :

A . Familiar with the organization B . Induction gives new employees the taste of the culture of the organization C. Acquire and use the knowledge, skills, attitude and attributes. D. Reducing the time to adjust in new work environment

Process Planning an Induction Program : A . Management or HR involvement will provide orientation for new employees.

B . Orientation to work area, including the requirements of the job and developing workplace relationship.

Document Induction PlanDate/ Time When Topic WhatStructure of Induction Plan Table

Location

Method

Instructor Who

Where

How

For each employees there will be dedicated manager to track the induction in a prescribe evaluation, feedback sheet.

Plan for Individual needs If performance gaps have been identified with a new employee during the selection process, then it must be discussed with the person at the early stage. It may be something such as a failure to receive or understand certain information given out during the recruitment stages, in which case induction may close the gap. There may be gaps in knowledge and skills required for performance. These will need to be addressed with training or coaching after the initial induction period.

Review of Impact of Induction Plan- There will be joint review HOD & HR to evaluate the impact so as to ensure quality induction plan.

TRANSFER & RELOCATION POLICYAn employee may be transferred from one location to another or from one Department to another within Emami Limited, anywhere in India or abroad.

Employees will be entitled to reimbursement of one trip (to & fro) from the current location of work to new location to which he has been transferred,for joining and settling down (search of a house, school etc). The employee shall also be entitled to another trip along with family members may from the current location to the new location The Company will pay for the cost of travel (3 trips for the employee and 1 trip for the immediate family) as per the travel entitlement policy

MANPOWER PLANNING POLICYOBJECTIVE The objective of manpower planning policy is to determine manpower requirement for a given period. 1.Projecting systematically manpower requirements on realistic basis. 2.Removing occupational imbalances 3.Removing competencies/skill obsolesces

POLICY1.To review periodically manpower position of the units in respect of permanent graded staff. 2.Changing business company. environment of the

3.Consider indent for sanitation of employee. 4.Examine the implications of project. any new

5.To review periodically evaluation of job

POLICY6.The user department should keep multi skilling, flexibility while determining the manpower. 7.Investigate properly the need of requirement can be met without further recruitment i.e. by reorganisation,redistribution of work.

PROBATION AND CONFIRMATIONProbation Period Employees will be on probation for a period of 6 months from the date of their appointment in the Company or as mentioned in their Appointment Letters Confirmation The employee on probation will be communicated on his confirmation by the HR Department through a Confirmation Letter . In case of extension of probation, the same will be communicated through the Probation Extension Letter.

TRANSFER & RELOCATION POLICYAn employee may be transferred from one location to another or from one Department to another within Emami Limited, anywhere in India or abroad.

Employees will be entitled to reimbursement of one trip (to & fro) from the current location of work to new location to which he has been transferred,for joining and settling down (search of a house, school etc). The employee shall also be entitled to another trip along with family members may from the current location to the new location The Company will pay for the cost of travel (3 trips for the employee and 1 trip for the immediate family) as per the travel entitlement policy

PROBATION AND CONFIRMATIONProbation Period Employees will be on probation for a period of 6 months from the date of their appointment in the Company or as mentioned in their Appointment Letters Confirmation The employee on probation will be communicated on his confirmation by the HR Department through a Confirmation Letter . In case of extension of probation, the same will be communicated through the Probation Extension Letter.

TRAVEL POLICY for CORPORATE OFFICEThe eligibility for for local conveyance for official purpose Employees travelling in their own vehicle for business purpose will be entitled to reimbursement TRAVEL POLICY FOR SALES DEPARTMENT Air,Rail,Local coveyence like auto rikshaw,taxi etc

THANK YOU

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