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First step: What is HR? Why we need HR? Book: decision.analysis.for.management.judgment.third.edition, Strategic Management: Recruitment Process: Job Description life cycle of Recruitment First: u should sign Man power requisition form from the concerned person/department/HOD/HR head/ Just senior or team leader. Second: Prepare JD, Post the same in Job Portal, Same time u search the candidate from ur job Portal ( whatever u hv), u can use employee/other reference for the same. Third: Call them ( who has best profile as per your requirement) to take preliminary interview. Fourth: Fix-up their interview (technical/non technical) with the concerned person as per their detail. Make/give offer letter to the final candidate as per ur Comp. norms. After joining, issue the appointment letter. HR staffing strategy: Actively involved in employee relations to generate referrals. Training and Development: Resource Management Manpower planning strategies to address the current and future needs of the business. Ensure effective staffing across SBU - focusing on cost, quality, speed, & customer satisfaction. Manage business approvals of requisitions and develop HR staffing strategy Manage and participate in selection process for Senior and mid & Entry level positions. Alignment of resource skill, project interest & Customer Requirement. Ensure continuous flow of information b/w Team members, Functional heads, Technical

heads, and Prospective candidates. Generating weekly report and monthly data analysis on recruitment. Induction Conducting induction program for new entrants and explaining them the policies and process of the Company Arrangement checks - availability of basics needs before joining of the employee workstation, PC/laptop, I.D. Cards, Visiting Cards, desk phone, CUG, email id, Account opening Issuing the letters of different kinds like Appointment letters, Experience certificate, Address proof and relieving letter etc Training and Development Ensuring proper training plan for new entrants. Conducting quarterly training need analysis and identification of individual training needs vis--vis organizational requirement and placing the same before the top management for approval Preparing and maintaining training calendars, identifying internal and external trainers, Ensuring arrangement of various resources for training Program. Maintaining periodic data of the training details of the employees and updating the same for management's reference (pre and post training evaluation, maintaining skill matrix of employees). Advice and coach managers through the selection process, on frameworks, criteria and potential questions. Designing process improvement and develop performance key performance initiatives. Payroll Management: Handling grievances(Related to Payroll, Increment, overtime, and other Labor problems) of the employees and develop employee relations. Book: Assessment Methods in Recruitment, Selection & Performance A Managers Guide to Psychometric Testing, Interviews and Assessment Centers by: Robert Edonborough Performance Appraisal: Initiating the half yearly reviews and completing the same for all the employees within timeframes. Facilitate and encourage the discussion between the managers and their team members during the half yearly appraisals. Facilitate and conduct session for creating awareness of the Performance Management Systems with existing & New employees Management of Non performers - Developing process improvement plan for Non

performers and continuous review. Generating various reports during appraisal like department wise budget report, eligible and non eligible employees, employee expense report etc. Checking the attendance through time sheet. Employee Engagement Conducting festive celebrations Birthday get-together, Traditional Day, Yellow Day, Independence Day and Annual Celebration. Conducting Sessions on Policy Awareness Planning & implementing reward & recognition program Motivating and Facilitating Share and learn Sessions Conducting Employee Meetings to address employee grievances. Conducting Quarterly Employee Satisfaction Survey Conducting exit interview Employee Separation Streamlining exit process and taking care of full & final settlements. Conducting Exit Interview and preparing analysis report. HR Audit Conducting monthly HR Audit on databases and HR process, to check the deviation and loop holes, accordingly taking preventive action within the limited timeline. Reports and Analysis Preparing monthly management report Preparing quarterly recruitment analysis report Preparing SBU bench analysis report Preparing Quarterly Employee Satisfaction Survey report