hr strategy of emami limited 2003
TRANSCRIPT
HR STRATEGY OF EMAMI LIMITED
PRESENTED BY :-SUCHISMITA PAUL
OISHI SANYALSAIKAT BISWASPALLAB GHOSH
• 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 Policy Components… 1) Basic
Basic amount is paid to employees on a monthly basis2) House Rent Allowance (HRA) Monthly allowance paid to an employee to help pay for his/her rental expenditure for accommodation3) Transport AssistanceIt is provided to Employees to help them cover the daily expenses incurred on travel between the office and residence4) Medical ReimbursementThis 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 Bonus7) Employee State Insurance8) 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 coupons9) 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 AllowanceThis allowance is provided to meet the cost of the children’s education11) Car Assistance Car assistance will be provided to employees in specific Grades.Benefits are driver,fuel,maintenance
LEAVE POLICY
Types of Leave – Definition Privilege Leave (PL)Maternity LeaveLeave 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 OFFICE
The 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 DEPARTMENTAir,Rail,Local coveyence like auto rikshaw,taxi etc
Induction Policy• Objectives :
A . Familiar with the organizationB . Induction gives new employees the taste
of the culture of the organizationC. 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 Plan Structure of Induction Plan TableDate/ Time Topic Location Method Instructor
When What Where How Who
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 POLICY
An 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 locationThe 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 POLICY OBJECTIVE
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 imbalances3.Removing competencies/skill obsolesces
POLICY
1.To review periodically manpower position of the units in respect of permanent graded staff.
2.Changing business environment of the company.
3.Consider indent for sanitation of employee.
4.Examine the implications of any new project.
5.To review periodically evaluation of job
POLICY
6.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. byreorganisation,redistribution of work.
PROBATION AND CONFIRMATION Probation 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.
THANK YOU