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Human Resources
Sub : Human Resources Policy Manual I am pleased to present to you a fully revamped and updated version of our staff manual. This is a comprehensive collection of all our people practices governing the entire spectrum of employeremployee relationship. This supersedes all other versions of policies. Several new policies have been added with this release. To distinguish them from the old, these have been marked as Revision-0, while the existing policies bears the mark Revision-1. Whenever an existing policy has undergone a change, the same has been identified with the (1) sign in the right hand side border against the corresponding changed part. We acknowledge that human situations are unique and it is impossible to anticipate every scenario. It will be our endeavor to review these policies on an on going basis to ensure it always reflects current business requirements and practices. For a wider circulation of the policies, we have uploaded them on our intranet in the SPARK section. Limited copies have been circulated in print, and changes from time to time will be mailed to them for keeping the manual up to date. We would like all employees to use these entitlements with a sense of responsibility, and not as a matter of Right. The higher the entitlement, the higher is this responsibility. The Staff manual contents are not confidential to the employees, however it is not permitted to share it externally without prior approval. The Management reserves the right to make any changes as and when required, or even withdraw any of the schemes without prior notice. All the policies contained herein apply to employees in staff grades only unless specified otherwise. Best Regards,
Varghese Mathew
Chief People Officer
HR Policy Manual
CONTENTS
Rev Nos. Page Nos.
C TALENT ACQUISITION
C.1.0 Recruitment & Selection Policy ........................................................... 1................ C-1 C.1.1 Selection Committee . ............................................................................ 1................. C-2 C.1.2 Interview Travel Expenses Reimbursement ... ................... 0................. C-4 C.1.3 Training in Selection Skills ................. 0................. C-4 C.1.4 Use of Psychometric Tests ........................ 0................. C-4 C.1.5 Salary Fixation .................................................................................... 1................. C-5 C.1.6 Reference Check . ................ 1................. C-5 C.1.7 Offer / Appointment Letters ................................................................... 0................. C-5 C.1.8 Medical Examination . ............................................................................ 1................. C-6 C.1.9 Engaging of Recruitment Consultants .................................................... 0................. C-6 C.2.0 Recruitment of Freshers . .................................................................... 1.............. C-11 C.2.1 Trainee Induction Program ..................................................................... 1............... C-12 C.2.2 Absorption in Service ............................................................................. 1............... C-13 C.2.3 Mentoring ............................................................................................. 1............... C-13 C.3.0 Employee Referral Scheme .......................... 1.............. C-14 C.4.0 Vocational Training . ........................................................................... 1.............. C-16 C.5.0 Appointment of Directors Relatives ....................... 1.............. C-17 C.6.0 Engaging of Retainers ........................... 1.............. C-17 C.7.0 Recruitment of Temporary / Project Based Employees . ................. 1.............. C-17 C.8.0 Internal Redeployment Policy ............................................................. 1.............. C-18
CONTENTS
HR Policy Manual
Rev Nos.
Page Nos.
HR Policy Manual
CONTENTS
Rev Nos. Page Nos.
F.4.0 F.5.0
H WORK ETHICS
H.1.0 Equal Opportunity Policy .................................................................... 0................ H-1 H.2.0 Professional Integrity & Confidentiality of company information ....... 0................ H-2 H.3.0 Whistle Blower Policy ......................................................................... 0................ H-3 H.4.0 Serious Incident Reporting ................................................................. 0................ H-5
COMMUNICATION
I.1.0 I.2.0 I.3.0 I.4.0 SPARK ................................................................................................. 1................. I-1 ERP ..................................................................................................... 1................. I-2 Communication with Media / External World ..................................... 1................. I-2 We@SP - Corporate Quarterly Magazine ............................................ 1................. I-3
CONTENTS
HR Policy Manual
Rev Nos.
Page Nos.
K TRAVEL POLICY
K.1.0 Domestic Travel Policy ........................................................................ 1.................K-1 K.2.0 Foreign Travel Policy ........................................................................... 1.................K-5
M WELFARE MEASURES
M.1.0 Death Benevolent Scheme .................................................................. 1............... M-1 M.2.0 Corporate Social Responsibility (CSR) ................................................. 0............... M-4
N.3.0 Guidelines to Employees on Withdrawal of PF / Family Pension Accumulations ..................................................... 1................ N-8 N.4.0 Retirement & Separation Rules ........................................................... 1................ N-9 N.5.0 Full & Final Settlement Process ........................................................... 1.............. N-10
HR Policy Manual
A.1.0
ORGANIZATIONAL HISTORY
Shapoorji Pallonji & Co. Ltd. (SPCL) is one of the leading construction companies in India. It also has a significant presence in the overseas markets, especially in Middle East and Africa. It had a modest beginning as Littlewood Pallonji & Co. in 1865 and its first project was the reservoir at Malabar Hills, Mumbai, which went on to fulfill the water supply needs of the city for the next 100 years and more. Over the years, the companys expertise has been repeatedly showcased through projects which invoked innovation and state-of-the art technology and of size beyond the capacity of most others, with the essential objective of customer satisfaction. SPCLs repertoire includes civil and structural engineering masterpieces like factories, nuclear establishments, scientific & research establishments, stadia & auditoria, airports, hotels, hospitals, multi-storied towers, housing complexes, townships, water treatment plants, roads & expressways, power plants, and IT Parks. Its Domestic operations are managed through a well-knit country wide network of Regional Offices and enjoy a Pan-India presence. Today, SPCL employs over 5,500 dedicated and qualified workforce. Its major achievements include many firsts, such as : The first Indian construction company to enter the Middle East in the early 1970s to construct the palace for the Sultan of Oman. The first Indian construction company to earn the ISO 9001: 2008 Certification from Bureau Veritas India Ltd. The first Indian company to construct two, sixty-storied residential towers (The Imperial) in Mumbai. Construction of the countrys largest township for the economically weaker sections of society, in Kolkata, spread over 150 acres of land. The first Indian Construction Company to implement a fully integrated ERP system.
Contracting Construction is the major Business line for the Company. The Company has grown and expanded at an unparalleled pace in the last century to its present status. Construction Business also has a major presence in the Overseas markets. It operates in Dubai, Abu Dhabi, Qatar, Bahrain, Saudi Arabia, Kenya, Algeria, Ghana, Gambia etc through a network of Companies registered in each country, and managed by the holding Company SP International, head quartered in Dubai. The Company has accelerated the momentum of its growth by diversifying into the related areas of Real Estate, Interiors and EPC business. Each of these Divisions of SPCL are today major players in their area.
A-1
HR Policy Manual
Real Estate Division (SP - RE) is associated with promoting & developing a number of prestigious projects across India. From the luxurious and tallest residential towers in India (60-storeyed, twin towers, Mumbai) to the largest Mass Housing Project in Asia (20,000 dwelling units in Kolkata), a series of large, integrated IT Parks in Pune, Chennai, Delhi, Kolkata, etc under the brand SP Infocity; and several housing and commercial property development, the offering has a wide range. SP - EPC : With the vast experience gained over a long period of time in executing classical Buildings to Industrial projects to Power Plants and Design & Build Projects, the Company has forayed into the EPC arena. This Division focuses on delivery of Iron & Steel Plants and Allied Industrial Plants like Material Handling, Ore Beneficiation, Coal washeries; and Power Plants of varying capacities on Engineering, Procurement & Construction basis. SP - CMG : A full-fledged, large scale business of providing world-class interiors and accessories is handled through the Construction Materials Group.
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HR Policy Manual
The SP Group today is a conglomerate of several organizations, operating in a variety of fields and technologies, and continues its strive towards perfection, quality and commitment virtues. Some of the key group companies are:
Infrastructure Projects
Inbound and outbound tours, tailor-made tours for Corporate Sector and ticketing. Water Treatment / Water Purifiers / Desalination Plants / Security Systems / Air Purifiers / Vacuum Cleaners Electromechanical, MEP Systems / DG Sets. Facades, Cladding & Exterior Coatings Textiles / Yarns
Sterling & Wilson Ltd / Sterling Generators Pvt. Ltd SP Fabricators Pvt. Ltd.
Publishing
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HR Policy Manual
A.2.0
Vision Statement
Fostering an environment that helps in the creation of knowledge and its application to work. We seek to excel in all our business activities and strive to build Shapoorji Pallonji into a Creative Organization.
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A.3.0
Mission Statement
Shapoorji Pallonji & Co. Ltd will be the company of first choice In the Construction Industry. We shall be driven by our commitment to Customer Satisfaction.
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HR Policy Manual
A.4.0
S. P. MISTRY
(Managing Director)
C. P. MISTRY
(Managing Director)
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HR Policy Manual
A.5.0
CUSTOMER ORIENTATION
The Company depends for its survival on its Customers. The Company believes that everyone can contribute to customer satisfaction. This policy lays down expectations in this regard from all employees.
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A.6.0
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A.7.0
BEHAVIOURAL NORMS
Objective :
An organisation is very often judged by the outside world on the basis of the behaviour of a single employee. Each employee is an SPCL ambassador; and thus has a responsibility to ensure that all his / her actions contribute to enhancing the Companys image. Hence it is necessary to spell out a few essential behavioural norms.
Norms :
Personal integrity is of paramount importance to us. We would like all our employees to totally dissociate themselves with dishonest dealings of all kinds. We will not tolerate personal gratification of any kind on the part of our employees from vendors, contractors or any other persons who have or who propose to have business dealings with SPCL other than customary small value gifts and articles during festive season. It is expected that criticism about a person or a section of the organization is shared only with people concerned, with a view to resolving the issue and not aired publicly to outsiders, customers, suppliers etc, as this is likely to undermine peoples faith in the Company. The supervisor must hold final responsibility for the failure of his / her subordinates in delegated tasks and not make them scapegoats for his / her personal protection. Sensitive and strategic information, to which an employee has access, must be shared with discretion so that it is not used against the overall interest of the organization. All entitlements permitted under the Company policy are expected to be used with a sense of responsibility and not as a matter of right, irrespective of need. The higher the entitlement, the higher is this responsibility. We are not against social drinking, but when it is done at Company functions or in Company transit houses or other Company premises, it is essential that sobriety is maintained. Lack of concern in this regard can cause unpleasantness and tarnish the Companys image. The list of norms mentioned above is not exhaustive. In every situation all employees are expected to use their own discretion in deciding on a course of action which would enhance SPCLs image as a responsive and responsible organization.
A-9
HR Policy Manual
B.1.0
B.1.1
Joining Kit :
HR will keep the Joining Kit ready along with the copy of the offer letter made to the new employee. The Joining Kit will consist of the following documents : Joining Report Form (In triplicate) (HR#B.1.1 / F1) Check List for Induction (HR#B.1.1 / F2) Employee Data Form (HR#B.1.1 / F3) Provident Fund & Pension Scheme Membership Form (HR#B.1.1 / F4) ESI Membership Form (If applicable) (HR#B.1.1 / F5) Gratuity Nomination Form (HR#B.1.1 / F6) Payment of Wages Nomination Form (HR#B.1.1 / F7) Group Mediclaim Policy Nomination Form (HR#B.1.1 / F8) Bank Account opening Form (Available with Accounts) Superannuation Application Form (HR#B.1.1 / F9) Undertaking Confidential information (HR#B.1.1 / F10) (1)
The HR / Associate, on the day of joining itself will ensure that all joining formalities are completed by the new employee. All the fields in the Joining Report and the details in the Joining Kit are mandatory and must be filled in, completely. Every new employee will fill the Joining Report Form in triplicate, which will be used by the HR Associate to generate the ERP No. for the new employee. This form has to be signed by the employee, HOD of the new employee, the concerned HR head and the HO HR Head before it is sent to Accounts for inclusion in the Payroll.
B-1
HR#B.1.1 / F1
Previous Companys Provident Fund A/c No: ________________________________________________ Previous Companys Family Pension Fund A/c No: ___________________________________________ Salary Transfer: All employees will be required to open a Bank Account with IDBI (only) for the purpose of Salary transfer. If you are not an Account Holder in IDBI please fill up the Account Opening form, and forward it to your Regional Accountant. Employees From Mumbai Region should fill up the A/c Opening form and attach with this report. IDBI BANK A/c No.: In case of Transfer, (Region to Region), Please fill up the following: (*Employees transferred from one Region to another shall give the date of joining at the new Region & not the original date of joining the Company) 1. 2. 3. Region from where transferred: Project / Location from where transferred: Last Date attended in the previous location: Name & Signature
EMPLOYEE
PM/RGM/HOD
RO - HR 1 of 1
HO - HR
HO - ACCOUNTS
HR#B.1.1 / F2
3.
4.
5. 6. 7.
EMPLOYEES SIGNATURE
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1000GF08009
HR#B.1.1 / F3
PH
PH
TO
RA
PERSONAL DATA Note : To be filled by the Employee in his / her own handwriting Surname Sex M/F Date of Birth DD MM YY Passport Expiry Date Countries Travelled LANGUAGE KNOWN Major illness/operation undergone (Indicate Language whether in last 3 yrs. fluent, fair or poor; underline Date of Operation mother tongue) No.of days Hospitalized Speak Read Write First name Marital status Middle name Religion Nationality Previous name, If any Tick the category you belong to : OBC/BC/SC/ST/NT Passport No. MEDICAL DETAILS Blood Group Height (cm) Weight (kg) Power of Lens Left Eye Right Eye ADDRESS DETAILS Present Address Permanent Address OPEN OTHERS ___________
State Pincode Tel / Cell E-mail Emergency Contact Name Relationship Tel / Cell E-mail Name Relationship Father Mother Spouse Son / Daughter Son / Daughter Son / Daughter
State Occupation
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PREVIOUS EXPERIENCE DETAILS Industry Type * On joining On leaving From Date Industry Classification (@) Function Designation Reporting to on leaving Name & Designation Duration of Service To Date
Company
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* Industrial - Factories, Power Stations, Treatment Plants, Buildings - Commercial, IT, Malls, Residential, Hospitality, Health Care, Roads & Infrastructure Projects; Others.
PROFESSIONAL MEMBERSHIP Institute Name Status of Membership for positions held if any From Duration To
GENERAL INFORMATION Have you ever been employed by us or any of our Subsidiary / Associate Companies? If yes, give details:
Name
Position / Company.
Declaration under Section 314 of the Companies Act 1956 as amended 1974 hereby declare that I am not connected with any of the Directors of the company as his partner or his relative as defined under Section 6 of the Companies Act 1956. OR I hereby declare that I am Partner/Relative of Mr/Ms. _________________________ a Director of the Company. I declare that the information given above is true to the best of my knowledge. Any false or incorrect information furnished above will result in disciplinary action being taken against me including removal from the service.
________________________ Place
Signature : Name:
Signature : Name:
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HR#B.1.1 / F4
Note : THIS ENTIRE FORM SHOULD BE FILLED IN BLOCK LETTERS EXCEPT FOR SIGNATURES * Address means Residential Address and not the Address of the Place of Work. ** Here mention the name of Provident Fund in which the applicant is a member of any Provident Fund before joining SHAPOORJI PALLONJI & CO. LTD. 1 of 2
FORM NO. 9 ( FPF ) (For Exempted Establishments Only) Declaration by a person taking up employment in an establishment in which the Employees Pension Scheme is in force I _____________________________________________________ son/wife/daughter of ___________________ (Name) do hereby solemnly declare that (a) I was last employed in __________________________________________________________________ __________________________________________________________________ __________________________________________________________________ (Name & full address of the establishment ) * and left service on ______________________________ (b) I was member of ________________________________________________________________ Provident fund *and also of the Family Pension Fund 1971 From ______________________ to ______________________ *but also Pension Fund 1995 From ______________________ to ______________________
and my account number was / were ___________________/___________________/___________________ (c) I have/have not withdrawn the benefit accuring from the Family Pension Fund 1971 Pension Fund 1995 (d) I have never been a member of any Provident Fund nor Family Pension Fund 1971 Pension Fund 1995 Date : _________________________
_______________________________ Signature or right / left hand thumb impression of the employee * Strike out whichever is not applicable Note : The principal employer should have this form filled up even in respect of employees to be employed by or through a contractor.
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HR#B.1.1 / F4
FORM 2 (REVISED)
NOMINATION AND DECLARATION FORM FOR UNEXEMPTED/EXEMPTED ESTABLISHMENTS Declaration and Nomination Form under the Employees Provident Funds & Employees Pension Scheme (Paragraph 33 & 61(1) of the Employees Provident Fund Scheme, 1952 & paragraph 18 of the Employees Pension. Scheme, 1995)
For Office use only Inward No. ___________________ Group No..___________________ Office At _____________________
1. Name (In Block letters) ________________________________________________________________________ 2. Fathers/Husbands Name ______________________________________________________________________ 3. Date of Birth : _____________________________________________ 4. Sex: ___________________________ (Male/Female) 5. Marital Status: __________________________ 6. Provident Fund A/c. No.MH/19844/EXM./ _______________
(married/unmarried/widow/widower)
7. Address : Permanent
______________________________________________________________________________ ______________________________________________________________________________
Temporary
______________________________________________________________________________ ______________________________________________________________________________
PART-A (EPF)
I hereby nominate the person(s)/cancel the nomination made by me previously and nominate the person(s), mentioned below to receive the amount standing to my credit in the Employees Provident Fund, in the event of my death :
Total amount or share of accumulations in Provident Fund to be paid to each nominee 5 If the nominee is a minor, name & relationship & address of the guardian who may receive the amount during the minority of nominee 6
Address
Date of Birth
1. *Certified that I have no family as defined in para 2(g) of the Employees Provident Fund Scheme, 1952 and should I acquire a family hereafter the above nomination should be deemed as cancelled. 2. *Certified that my father/mother is/are dependent upon me.
PART-B (EPS) Para 18 I hereby furnish below particulars of the members of my family who would be eligible to receive widow/children Pension in the event of my death.
Sr. No. 1 Name 2 Name & Address of the family member Address 3 Date of Birth 4 Relationship with member 5
*Certified that I have no family, as defined in para 2 (vii) of the Employees Pension Scheme, 1995 and should I acquire a family hereafter I shall furnish particulars thereon in the above form. I hereby nominate the following person for receiving the monthly widow pension (admissible under para 16 (2) (a) (i) & (ii)) in the event of my death without leaving any eligible family member for receiving pension.
Name & Address of the nominee 1 Date of Birth 2 Relationship with the member 3
Date _____________________
CERTIFICATE BY EMPLOYER Certified that the above declaration and nomination has been signed/thumb impressed before me by Shri/Smt./Kum. _________________________________________________________________________________________________ employed in my establishment after he/she has read the entries/entries have been read over to him/her by me and got confirmed by him/her.
Place ________________________
Designation ___________________________ Name & Address of the Factory/Establishment or Rubber Stamp thereof.
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HR#B.1.1 / F5
ESIC MEMBERSHIP FORM EMPLOYMENT DETAILS Name Date of Joining ERP No Location
PERSONAL DETAILS Date of Birth Marital Status Gender Are you Disabled? (Y/N) Residence Number Mobile Number
Present Address
Permanent Address
State
Pin Code
E-mail ID
FAMILY DETAILS Name Whether Relationship residing with Date of Birth with the the employee Employee (Y/N) If NO, state the place of residence
DETAILS OF NOMINEE Name Relationship with the Employee Address State & Pin Code Mobile Number Tel Number
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HR#B.1.1 / F6
Form F
Nomination Form under the Payment of Gratuity To, The Head HR, Shapoorji Pallonji & Co. Ltd., Corporate HR Dept, Gresham House, 4th Floor, Sir PM Road, Fort. Mumbai 400 001
ERP No.
I hereby nominate the person mentioned below to receive the Gratuity payable after my death as also the Gratuity standing to my credit in the event of my death before that amount has become payable or having become payable has not been paid and direct that the said amount of Gratuity shall be paid to the nominee I hereby certify that that the person nominated is a member of my family within the meaning of clause (h) of Section 2 of the Payment of Gratuity Act 1972. I hereby declare that I have no family within the meaning of clause (h) of Section 2 of the said Act (a) My Father / Mother / parents is / are not dependent on me. (b) My husbands father / mother / parents is / are not dependent on me.
1 have excluded my husband from my family by a notice dated to the Controlling Authority in the terms of the proviso to clause (h) of Section 2 of the said Act.. Nomination made herein invalidates my previous nominations
NOMINEEs Details Name of the Nominee Relationship with the employee Date of Birth / Age Proportion by which the Gratuity will be shared STATEMENT Name of the Employee Sex Marital Status Permanent Address Date of Appointment Religion 100%
Place - Mumbai Date Witnesses The Nomination signed before me No. 1 2 Name Mr. Mr. 1 of 1 Signature
HR#B.1.1 / F7
Form 1
Nomination and Declaration under the Payment of Wages Rules 2009 Name of the Employee Date of Birth Marital Status Permanent Address Temporary Address Mr./Ms. ERP No Sex
Pin Code :
Pin Code :
I hereby nominate the person mentioned below to receive any amount due to me from the employer, in the event of my death.
Nominees Details
Name Relationship Date of Birth Nominees Address Amount of Share 100%
1. Certified that I have no family and should I acquire a family hereafter, the above nomination shall be deemed as cancelled. 2. Certified that my father / mother is / are dependent upon me. 3. Strike out whichever is not applicable. Date : Signature of the Employee
HR ASSOCIATE
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HR#B.1.1 / F8
Only Spouse & Two Children upto the age of 21 years are covered in this policy. Parents coverage is applicable from Cadre E003 and above. Maximum entry Age limit: 90 years.
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HR#B.1.1 / F9
Date:
FOR USE OF TRUSTEES The application is approved / not approved and the applicant be admitted / not admitted to the Scheme from ____________________________________________________________________.
Date:
____________________ Trustee/s
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________________________ Signature ef Member Witnessed By : 1. 2. 3. Signature Name Address : : : ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________
1. 2. 3.
: : :
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ERP NO. :
LOCATION :
HR Policy Manual
B.1.2
One copy of each of these documents, after verifying with the original and duly certified by the concerned HR Manager shall be retained in the Personnel folder of the employee.
B.1.3
B.1.4
B.1.5
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B.1.6
Personnel File :
The HR Associate who is doing the joining formalities will be responsible to ensure that the following documents are available for preparing the personnel file of the employee : Updated CV of the employee Employee Data Form Interview Rating Form Recruitment Recommendation Summary Applicant Summary Copy of Appointment letter duly accepted by the employee Medical Report Three passport size photos All scanned document copies as listed in the joining kit Reference check reports
B.1.7
B.1.8
B.1.9
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B.1.10
E-mail Facility :
The HR Associate will arrange for creation of e-mail id for all new employees after generating the ERP no. through the IT Department, as applicable and intimate the same to the employee. The new employee upon creation of his / her e-mail id will be able to get SPARK access.
B.1.11
Visiting Cards :
HR / Departmental representative will arrange for Visiting cards, wherever applicable, for the new employee and make the cards available at the earliest. Employees who have to represent the company to outside world will be eligible.
B.1.12
Office Stationery :
HR / Departmental representative will arrange for the essential stationery for the new employee on the day of his / her joining such as stapler, staple pins, pen, pencils, eraser, sharpener, etc.
B.1.13
B.1.14
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B.2.0
INDUCTION PROCESS
Initial Induction :
The HR Associate will organize the initial Induction of every new employee and will arrange to get access to e-induction package. The employee will be able to get an exposure to company, organization structure, history, HR policies / procedure, entitlements, etc. To facilitate this process, all employees will join in established offices of the company, rather than directly at project sites. He / she will be given an overall orientation to the Company / RO / Dept, as well as a brief about the nature of the project, roles & responsibilities before being posted to project sites. The job related induction will be coordinated in consultation with the HOD. For levels of General Managers and above, a formal announcement will be made across the organization with a brief introduction of the new employee by the Business Head. This will be co-ordinated by HR.
(1)
Group Induction :
After the Departmental / Regional induction, but within a period of two months, all employees joined at a particular RO / location will undergo a Group Induction. The focus will be more on Organizational level inputs with emphasis on our Organisation Culture, Beliefs, History & Evolution, Business Philosophy, People, Process capabilities, Opportunities, Future plans, etc. HR will ensure that Group Induction is done in all locations every two month. Induction is a very important and valuable entry process and is a big step in building a lasting and effective relationship.
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B.3.0
Policy :
Probation is a period of joint learning for the new employee and the organization. Ideas, suggestions and observations are to be mutually exchanged during this period. The departmental head, peers and others need to be sensitive and supportive to the new member of the team. The probationer must be constantly encouraged to learn and the immediate superior must keep in regular touch with him. Soon after the formal induction, the HOD will set targets for the new employee in consultation with him, and in achieving the same emphasis will be laid on team effort and collaboration which will over-ride competition.
Procedure :
The probation period is normally for a period of 6 months from the date of joining. Those who join between the 1st and 14th will be confirmed effective 1st and those who join between the 15th and the last day of the month, will be confirmed effective 15th. The same appraisal forms as in Annual appraisal will be used for confirmation appraisal also. The HR Associate will study the appraisals and will revert to the HOD and to the employee wherever necessary. The HR Associate will also be available for joint counseling, if necessary. The appraisal discussions and the related documents form essential parts of the process of confirmation. While HR will ensure appraisals and confirmation in time, it cannot be done without the involvement of the HODs and the employee. Confirmation will not be automatic. Engineer Trainees, Management Trainees who have spent one year of successful training with us will be considered for direct confirmation on absorption.
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HR Policy Manual
The probation period may be extended by 3 months at a time upto a maximum of 6 months through the issue of a letter under any of the following circumstances: a. Mutual adjustment between the probationer and the members of the team he has joined is not yet complete. b. The performance of the probationer is not upto the expected level. c. A mis-match between probationers values and organizational values. The confirmation letter will be handed over personally by the HOD along with the immediate superior. After getting a reasonable opportunity and feedback, if the probationer is found unpromising, the services will be terminated.
B.3.1
CONFIRMATION INCREMENT
All confirmations between April and December will be administered an increment, subject to following performance ratings: A, A+ A++ (Exceptional) 5% of CTC Upto 10% of CTC
(1)
Those getting confirmed during January to March will be covered for revision along with the annual revision due effective 1st April.
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TALENT ACQUISITION
HR Policy Manual
TALENT ACQUISITION
C.1.0
(1)
C-1
TALENT ACQUISITION
HR Policy Manual
In respect of new entrants selected for posting outside RO, a short orientation program may be organized during such trips. Candidates referred by clients, government officials and employees of the company will be called for interviews and considered on merit only. Any exception in this regard will be decided by Head HR and Corporate. Based on our experience on expenditure of time versus value added, we may subcontract the preliminary recruitment process to a professional agency outside. The extent of outsourcing will depend on feasibility and expediency. However, an outside agency involvement will be an HR decision.
C.1.1
Selection Committee :
The selection process will involve HODs / Regional Heads (where vacancy needs to be filled) and HR. In some cases HR may involve representatives of other related regions / functions. Interview panels will normally consist of not more than 3 members. We value the interview findings of each panel member. An assessment form will be provided to record the findings (sample copy attached). The panel members shall document their findings as part of the discipline which the system demands. Each Region has nominated few of their senior Managers to constitute a Regional Selection Committee. They have also been given specific training in selection skills. At least one member of the selection committee and HR will meet every shortlisted candidate before final selection. The panel will consist of members from at least one grade higher than the position being filled up, except for the HR manager. If a candidate is interviewed by two panels, care is to be taken to see that the second panel is not influenced by the opinions of the first one unless a specific second opinion is being sought. In case of a differing opinion between the panel members, HR will take the responsibility of resolving the same by bringing together all panel members before the final decision is taken. At least three candidates should be considered for each position. The interviews are to be a two-way process, in which not only the organization selects a candidate but also the candidate selects the organization to work for. In every case, a decision will be conveyed to the candidate within 4 weeks of interview. All employees are recruited as SP employees. As and when need arises, they may be transferred to any Region or subsidiary. Before transferring, a dialogue with employee will take place. It is our intention to provide informal and personalized attention to the candidates during the process of selection.
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HR Policy Manual
TALENT ACQUISITION
In co-ordination with the panelists, the HR will ensure that the interviews are held on time, and that candidates are not made to wait inordinately. In fact, HR would commit themselves not to make any candidate wait beyond a certain time limit. Candidates will go back with a highly positive image of the organization if the interview is held at the time scheduled.
Procedure :
On receipt of the Manpower requisition, HR will take the following steps on elimination basis to identify potential candidates: a. Explore possibilities of inter-regional redeployment or relocation, by releasing an internal advertisement. b. Scrutinize data-bank jointly with the Indenter. c. Contact established recruitment agencies to identify and shortlist suitable candidates. d. Release an appointment advertisement in relevant dailies / periodicals with prior approval for the cost involved. Prior to raising a manpower requisition or initiating a recruitment, the indenter is expected to thoroughly examine all possibilities of internal redeployment within the Region / Department. Only after exhausting all options, a fresh recruitment will be resorted to. HR will organize preliminary interviews of potential candidates. The panel will consist of the immediate Manager concerned, and an HR Associate. Shortlisting and selection of candidates will be based on consensus of the panel members. The HR Associate will facilitate a consensus. The final interview (when there is more than one interview) will be conducted by the Regional Head / HOD, a Selection Committee member, and HR. At the final interview, the interviewers will communicate the expectations of the job and of the Organization to the candidate, and simultaneously discuss the expectations of the candidate. This process will help clarify issues and increase understanding, thereby facilitating an appropriate decision by both parties. HR will discuss the job and salary offer with the selected candidate. While discussing the offer, care will be taken to explain details of benefits and the compensation stack-up. Speedy antecedent verification and reference checks will be done by HR prior to issuing a formal appointment letter in all grades. On issuing the appointment letter, HR will communicate the same to the Regional Head / HOD, to prepare for the entrants welcome and induction.
C-3
TALENT ACQUISITION
HR Policy Manual
C.1.2
(1)
C.1.3
(1)
C.1.4
(1)
C-4
HR Policy Manual
TALENT ACQUISITION
C.1.5
SALARY FIXATION
In all cases, any commitment on Grade and Salary will be communicated by HR only. HR will generate the salary proposal keeping in mind the following guidelines: Maintaining internal parity by comparing qualification, age, experience and compensation with existing employees. Verifying the details given by the candidate of his / her existing remuneration. Any exception for fitment will require the approval of Head HR.
C.1.6
REFERENCE CHECK
At the time of interview when the candidate is filling the Applicant Summary Form, HR must ensure that the candidate provides at least two references, with telephone number, e-mail id and postal address. HR will conduct a reference check with them, and the offer shall be made subject to receiving favorable feedback from the referees. In the event of selection of any candidate, earlier worked either in SPCL or any of our Group Companies, a specific reference check on his / her performance, reasons for leaving, integrity, etc will be carried out prior to appointment / job offer. A favourable feedback is a pre-requisite for all appointments. This will be recorded on the Interview Rating Form. (1)
C.1.7
(1)
C-5
TALENT ACQUISITION
HR Policy Manual
C.1.8
MEDICAL EXAMINATION
Once the candidate has accepted the offer letter, HR shall give a letter to the candidate to undergo pre-employment medical examination preferably from a doctor empanelled by us.
C.1.9
Regional HR may forward to Corporate HR empanelment requests of local agencies, if any, after assessing their expertise. All payments to the recruitment agencies will be centrally made from HO, after Regional / Corporate HR approvals. The respective Regional share will be debited subsequently.
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HR#C.1.0 / F1
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HR#C.1.0 / F2
RECRUITMENT RECOMMENDATION SUMMARY Position Details Name : Position Offered : Location / Region : Cadre : Expected Date of Joining : New (N) or Replacement (R) (If Replacement give Details) Site : CTC p.a.
Internal Parity Details: (Please give minimum 2 internal Equivalents) Name Designation Qualification / YOP Total Exp. Exp. in SPCL CTC p.a.
Please confirm whether you have verified all the Qualification, Experience Certificates & Testimonials Please confirm whether you have verified the Salary declared with latest salary slip / Form 16.
Yes Yes
No No
What Is the Current Revenue Per Staff & other Productivity Norms? Name & Signature
RO-HR Date:
HO-HR
Head-HR
Business Head
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HR#C.1.0 / F3
APPLICANT SUMMARY
Kindly fill up this form as accurately and comprehensively as possible. Post Applied for: Source: Please Specify: Personal Details Full Name: Date of Birth: Telephone No: Mobile No: Email Id: Nationality: Mailing Address (with Postal Code) Qualification Details Exam Passed Specialization Year of Passing College/Institute University/Board Grade/ Percentage *F/P/C/D Age: Marital Status Gender Class PAN No: Single Male SC/ST Married Female OBC Open Widowed Separated Referral Consultant Advertisement Direct Job Sites Please affix recent photograph here.
*F-Full time, P-Part Time, C-Correspondence, D-Distance Learning Employment History (Please start with your most recent employment) Designation Employers Name & Location Function On Start On Leaving Period of Service (dd/mm/yy) From To
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Reporting Structure and Job Responsibility of your Current Role. Reporting Structure
(Please draw two levels above & below your position, where applicable)
Your Position