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Objectives and Policies of Performance Appraisal

Objectives and policies of performance appraisal

1. Objectives of performance appraisal

• Improve performance effectiveness and feedbacks: the whole company.

• Plan human resources: promotion, especially in management, overtaking.

• Recruitment and selection: Score tabulation allows forecasting employee’s work accomplishment possibility and measuring the effectiveness of tests.

• Development of human resources: Show the demand for training, education and development; identify employee’s imperfections to be corrected.

• Career plan and development: Identify employee’s potential imperfections; help them to carry out the plan.

• Salary and treatment: Decision of salary increase, bonus increase.

• Inferior personnel tie: Promotion, reduction in grade, contract termination, work suspension, transfer.

• Employee potential appraisal: Based on employees’ work accomplishment, examine past activities to forecast future performance. Common mistake is made when one of high professional capacity is promoted lacking leading capacity. The evaluated object needs to be specified so that an objective appraisal is guaranteed.

2. Policies of performance appraisal

Specify in handbook or publicize at meetings. Managers must bring these in their minds.

• Maintaining encouragement of outstanding achievements.

• Maintaining leading quality improvement, bonus increase for those of good performance.

• Creating favorable conditions for employees to get involved in management decisions.

• Encourage employees’ integration and involvement in company’s structure and goals.

• Creating opportunities for employees to excel, demonstrate talent and potential.

• Managers support their employees, labor force.

• No breach of state laws and company’s disciplines, no bias.

Click Here To Download Objectives and Policies of Performance Appraisal

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Posted by Hrformats - July 11, 2011 at 11:22 AM

Categories: Appraisal Overview, Compensation and Benefits, Performance management   Tags: ,

Performance Appraisal Dictionary

Performance appraisal glossary / dictionary / terms

1. Performance appraisal: also known as employee appraisal, is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost and time). Performance appraisal is a part of career development.

2. Paired Comparison Method: Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better Employee of the pair.

3. Forced Distribution Method: Similar to grading on a curve; predetermined percentages of ratees are placed in various categories.

4. Graphic Rating Scale: A scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her performance for each trait.

5. Alternation Ranking Method: Ranking employees from best to worst on a particular trait.

6. Critical Incident Method: Keeping a record of uncommonly good or undesirable examples of an employee’s work-related behavior and reviewing it with the employee at predetermined times.

7. Behaviorally Anchored Rating Scale (BARS): An appraisal method that aims at combining the benefits of narrative and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance.

8. Management By Objectives (MBO): Involves setting specific measurable goals with each employee and then periodically reviewing the progress made.

9. Unclear Performance Standards: An appraisal scale that is too open to interpretation; instead, include descriptive phrases that define each trait and what is meant by standards like “good” or “unsatisfactory.”

10. Halo Effect: In performance appraisal, the problem that occurs when a supervisor’s rating of a subordinate on one trait biases the rating of that person on other traits.

11. Central Tendency: A tendency to rate all employees the same way, avoiding the high and the low ratings.

12. Strictness / Leniency: The problem that occurs when a supervisor has a tendency to rate all subordinates either high or low.

13. Bias: The tendency to allow individual differences such as age, race, and sex to affect the appraisal rates these employees receive.

14. Appraisal Interviews: An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.

Click Here To Download Performance Appraisal Dictionary

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Posted by Hrformats - July 11, 2011 at 8:17 AM

Categories: Appraisal Overview, Compensation and Benefits, Performance management   Tags: , ,

HR Policy for Hotel Industries

Please Find the attachment HR Policy for Hotel Industries.

 

Manpower Planning and Selection

  1. Ensure there is optimal manning of all positions to maximize profitability.
  2. To provide our employee/workman with job enrichment and responsibility in their work assignments and utilize the potential of an individual to the fullest.
  3. Provide scope for growth and development.
  4. All manpower requirements are to be sanctioned by the Hotel Management.
  5. Salary slabs/grades are a must.
  6. Proper sanctions to be taken for filing new requirements, including for filling replacement vacancies.

Recruitment and Selection

  1. Proper process to be followed to ensure the timely availability of high quality manpower at minimal cost.
  2. To employ strictly professional methods in recruitment like personal interviews.
  3. Manpower requirement Advertisement to be released only through HRD.
  4. If walk-in interviews, then HR personnel will conduct preliminary rounds.
  5. Assess the personal details and technical skills.
  6. Verify the references.
  7. Short-list the best candidates.
  8. Short listed candidates to be interviewed by the Department Heads and final candidate to be selected.
  9. Head of HRD/General Manager & Managing Director/see selected candidates before appointment to the respective post.
  10. No person below the age of 18 years is considered for selection.
  11. If any temporary personnel are engaged it must not exceed 30 during a period of one year.
  12. Temporary employees to be paid on daily wages, which will be fixed by the Management.

Remuneration

  1. To offer a competitive salary in order to attract and retain the best talent in the Hotel Industry.
  2. Qualifications and experience form the basis for salary fixation of new entrants.

Induction

  1.  The impressions that a new employee forms during his/her first few days in the organization plays a vital role in determining the overall feeling that he/she develops towards the organization and time duration which employees would get to know their colleagues.
  2. The first part of induction would be generic and would be applicable to all employees irrespective of functional specialty. It would consist an exposure to the organization’s genesis, its mission, objectives, policies, and work systems.
  3.  The second part of individual requirements specific to a particular role or function in order to facilitate effectiveness on the job.
  4. Induction program for new employees are designed by management and coordinated by HRD.

Grooming

  1. To ensure that standards are maintained with in the organization premises while interacting with the customers/guests.
  2. The Guest Relation Executives & Agents will be in uniform according to their position and grade.
  3. No much jewelry to be worn by the staff with in the premises.
  4.   Ladies to have their hair tied and neatly pinned.
  5. Gents must be clean shaved with short hair neatly combed.
  6. Well-redefined language to be spoken with one another and also while interacting with the guests.
  7.  No staff to chew gum or tobacco during the duty hours with in the premises.

Lockers

  1. Workers/Staff will be provided lockers to place uniforms, clothing and necessary belongings.
  2. Lockers to be locked to be locked by the workers/staff using the locker.
  3.  Any thing missing form the lockers will not be the responsible of the management.

Workers/Staff Canteens

  1. Workers/Staff are provided facility of canteens to have their breakfast, lunch and dinner.
  2. Management provides food.
  3. Strict timings to be followed by the workers/staff.
  4. Canteen discipline (area, dinning manner, etc.) to be maintained.

Performance Management

  1. Performance and potential is analyzed by means of an objective and fair Performance and potential appraisal system.
  2. The head of the department must set the base of the performance and potential appraisal system.
  3. The organization expects its employees to extend every effort possible to convert their performance and potential into a reality.

Communication

  1. A free and open flow of communication between employees will enhance overall organizational effectiveness.
  2. Prior information to the management about the employees going on leave etc.

Working hours

  1. The organization has fixed working hours based on the customer’s convenience.
  2.  Working time will vary from department to department based on shift.
  3. Weekly off will also differ from department to department.
  4. The management and respective head of the department will fix information as to work timings and weekly off.

Over Time

  1. Workers/Staff may be required to work over- time only when there is really a need and not as per the wish of the worker/staff.
  2. OT approval has to be taken the concerned head of department with the consent of the Hotel Management.
  3. OT may be compensated in form of cash or compensatory leave.
  4. OT is tabulated only if the hours worked exceeds 2 hours after the duty hours.

Holidays/Leave

  1. Each employee will be given weekly off (not necessary Sunday due to customer convenience and nature of business).
  2. It will help in rejuvenate oneself and take rest.
  3. 10 public holidays will be declared every year.  Not all employees can avail this facility due to the nature of business.  Compensatory off to be given for the employees, as they could not avail the public holiday.
  4. The list of holidays will be put on the notice board.
  5. Employees’ entitlement of causal, sick and Privilege leave will be as per the Organization’s norms.
  6. Leave in advance on a prorata basis is granted only in deserving cases based on the merits of each case.
  7. Leave taken (SL/CL/PL) to be intimated to HRD through leave card to avoid loss of pay.

Permissions

  1. To help employees attend to urgent and unexpected personal work.
  2. Employees are given permission for not more than 2 hours and more than 4 occasions in a month o attend to their work subjective to the approval of Head Department.
  3. Entries to be filled in the permission cards and suitable approvals taken.
  4. Cards to be filed to HRD at the end of the month to avoid loss of working hours.

Medical Facilities

  1. Medical entitlements are given to workers/ staff through ESIC for which the staff and management contribute monthly for the welfare of workers/staff
  2. Non-ESIC staff can avail sick leave subject to providing the medical certificate.

Resignation

  1. Normally management fixes notice period based on the grades.
  2. It is done to prevent disruption of work.
  3. Before final settlement, workers/staff will have to return the uniform, lockers, identity badges (if any) and other facility provided by the organization.
  4. Terminal payment on account of exigencies of work during the notice period.

An exit interview will be conduced by the Head of HRD to take a feedback from the staff who wishes to resign, to elicit frank opinions about the organization and its personnel policies and also to seek suggestions for improvements.

Click Here To Download HR POLICIES FOR HOTEL INDUSTRIES

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Posted by Hrformats - December 5, 2012 at 11:17 AM

Categories: HR   Tags:

Questionnaire on Attrition in BPO/KPO Industry

I have attached Questionnaire on attrition in BPO/KPO industry.

PLEASE FILL The FOLLOWING DETAILS:

1. Name of the organization:

2. Strength of the Organization (Less than 50, 50-100, More than 100):

3. Address of the Organization:

4. Name of the Respondent (Optional):

5. Designation of the Respondent (Compulsory):

 

GUIDELINES:

  1. 1.     This questionnaire is required to be filled only by the employees of the BPO/KPO industry belonging to the level at which there is high Attrition. Please express your opinion without hesitation. Details provided by you will be kept confidential.

 

  1. 2.      If you are using soft copy of this questionnaire, fill the answers in any color other than    black.
  2. 3.      If you are using hard copy, please use any color pen, but not pencil.
  3. 4.       Questionnaire is divided into Part 1 and Part 2
  • Part 1 –The objective is to assess the Attrition level in the organization.
  • Part 2- The objective is to assess the employee satisfaction level with the    organization.
  1. 5.      Q.3 from Part-I is very crucial for the successful accomplishment of the project. Please read and answer it carefully.
  2. 6.       If you want to share any extra information, you can add it at the end.
  3. 7.      Please do not alter any question and options.

 

 

Part-I

 

 

1. What is the Attrition Rate in your Company at an entry level?

 

  1. Between 20%-30%
  2. Between 30%-40%
  3. Between 40%-50%
  4. Between 50%-60%
  5. 60% & above

 

Answer:

 

 

 

2. What is the Attrition rate in your company at the managerial level?

 

  1. Between 20%-30%
  2. Between 30%-40%
  3. 40% &above

 

Answer:

 

 

 

3. There is a high Attrition rate prevailing in your organization due to the following reasons.

(Tick and rank them. Also roughly specify the percentage mix of each of the causes.)

    For e.g. If Stagnation in the career path leads to high rate of Attrition in your company,        

                   Then rank it 1st and percentage say for e.g. 40%.

Sr. No. Causes Ranking Percentages
1. Poaching of employees by other Competitive BPO’s (Attraction for the better Salary Packages elsewhere).
2. Stagnation in career path
3. Long Duty Hours
4. Night Shifts
5. Unfavorable HR policies (policies of termination of employees at regular intervals, at the end of the contract period of employment).
6. Monotonous Work which offers no Challenge.
7. Lack of Promotion
8. Higher Education
9. Insufficient Leave
10. Physical & Psychological strain
11. No personal life
12. Uneasy relationship with Peers and Managers
13. Career in BPO is not viewed as secured in long term basis.
14. No fixed leave (Employees are not entitled for national holidays as the company works with client calendar).
15. No skill up gradation of the employee.
16. Lack of Training provided to deal with the foreign clients.
17. Lack of rewards and benefits provided for better performance.
18 Lack of benefits provided(poor quality of cabs used for drop, poor canteen facilities, unhygienic food)

 

If, according to you there are several other reasons which lead to high Attrition in your company, please mention them at the end without fail.

Part–II

 

  1. How many rounds of interview you went through during your selection process?
  2. One
  3. Two
  4. Three
  5. Four
  6. Five

Answer:

 

  1. Which psychological tests were conducted during your selection process?

 

  1. Aptitude Test
  2. Achievement Test (aims at testing the skills and knowledge acquired from the training programmes and the job experience.)
  3. Personality test
  4. Stress test
  5. If others or additional, please specify.

 

Answer:

 

 

 

  1. How do you find the training provided by your superiors?

 

  1. Good
  2. Average
  3. Bad

 

Answer:

 

 

 

 

 

 

 

  1. Are you satisfied with the working conditions prevailing in your company?

 

  1. Yes
  2. No

Answer:

 

 

 

  1. What are the techniques of job design adopted for you?

 

  1. Job Simplification( One single job is assigned)
  2. Job Rotation(Movement from one job to another)
  3. If others, please Specify

 

Answer:

 

 

 

  1. Are you satisfied with the technique of job design adopted for you?

 

  1. Yes
  2. No

 

Answer:

 

 

 

  1. Are you satisfied with your Current CTC?

 

  1. Yes
  2. No

 

Answer:

 

 

 

 

  1. Is Performance Appraisal done half yearly or yearly?

 

Answer:

 

 

 

  1. Does Performance Appraisal always lead to the hike in your salary?

 

  1. Yes
  2. No

 

Answer:

 

 

 

  1. Are you satisfied with the Performance Appraisal system in your company?

 

  1. Yes
  2. No

 

Answer:

 

 

 

  1. Are you satisfied with the reward and incentive system in your company?

 

  1. Yes
  2. No

 

Answer:

 

 

 

  1. Do you get the required motivation from your superiors?

 

  1. Yes
  2. No

 

Answer:

 

 

 

  1. Are you satisfied with the career planning steps taken by your organization?

 

  1. Yes
  2. No

 

Answer:

 

 

 

 

 

  1. 14.  Any other information you would like to share pertaining to the above questions.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

THANK YOU        

 

Click Here To Download Project On Attrition in BPO KPO Industry

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Posted by Hrformats - August 13, 2012 at 8:01 AM

Categories: HR   Tags: , , , ,

Need and importance of HRP

I have attached the E book on Need and importance of HRP.

 

NEED & IMPORTANCE OF HRP

Forecast future personnel needs: To avoid the situations of surplus or deficiency of manpower in future, it is important to plan your manpower in advance. For this purpose a proper forecasting of futures business needs helps you to ascertain our future manpower needs. From this angle, HRP plays an important role to predict the right size of manpower in the organization.
Cope with change: HRP enables an enterprise to cope with changes in competitive forces, markets, technology, products and government regulations. Such changes generate changes in job content, skills demands and number of human resources required.
Creating highly talented personnel: Since jobs are becoming highly intellectual and incumbents getting vastly professionalized, HRP helps prevent shortages of labor caused by attritions. Further technology changes would further upgrade or degrade jobs and create manpower shortages. In these situations only accurate human resource planning can help to meet the resource requirements. Further HRP is also an answer to the problems of succession planning.
Protection of weaker sections: A well-conceived personnel planning would also help to protect the interests of the SC/ST, physically handicapped, children of socially oppressed and backward classes who enjoy a certain percentage of employments notwithstanding the constitutional provisions of equal opportunity for all.
International strategies: International expansion strategies largely depend upon effective HRP. With growing trends towards global operations, the need for HRP further becomes more important as the need to integrate HRP more closely into the organization keeps growing. This is also because the process of meeting staffing needs from foreign countries grows in a complex manner. Foundation of personnel functions: HRP provides essential information for designing and implementing personnel functions such as recruitment, selection, personnel development, training and development etc.
Increasing investments in HR: Another importance is the investment that an organization makes in human capital. It is important that employees are used effectively throughout their careers. Because human assets can increase the organization value tremendously as opposed to physical assets

Resistance to change & move: The growing resistance towards change and move, self evaluation, loyalty and dedication making it more difficult to assume that organization can move its employees everywhere. Here HRP becomes very important and needs the resources to be planned carefully.
Other benefits: Following are the other benefits of HRP.
1. Upper management has a better view of HR dimensions of business
2. Management can anticipate imbalances before they become unmanageable and expensive.
3. More time is provided to locate talent
4. Better opportunities exists to include women and minorities in future growth plans
5. Better planning of assignments to develop managers
6. Major and successful demands on local labor markets can be made.
HRP SYSTEM
HRP System as such includes following elements or sets for planning Overall Organization Objectives Business Environment Forecasting Manpower Needs Assessing Manpower Supply Matching Manpower Demand-Supply factors
Based on these elements we can draw “HRP System Architecture” as under.

 

Business Environment

Organization Objectives & Goals

Manpower Forecast                                       Manpower Supply Assessment

Manpower Programming

Manpower Implementation

Control & Manpower Evaluation

Surplus Manpower                                                     Shortage of Manpower

HRP PROCESS

Organizational Objectives & Policies: –

The objectives of HR plan must be derived from organizational objectives like specific requirements of numbers and characteristics of employees etc. HRP needs to sub-serve the overall objectives by ensuring availability and utilization of human resources. Specific policies need to be formulated to address the following decisions.

  • Internal Hiring or External Hiring?
  • Training & Development plans
  • Union Constraints
  • Job enrichment issues
  • Rightsizing organization
  • Automation needs
  • Continuous availability of adaptive and flexible workforce

Manpower Demand Forecasting: –

It is the process of estimating the future quantity and quality of people required.The basis should be annual budget and long term corporate plans
Demand forecasting should be based on following factors.

Internal Factors: –

  • Budget constraints
  • Production levels
  • New products and services
  • Organizational structure
  • Employee separation

External Factors: –

  • Competition environment
  • Economic climate
  • Laws and regulatory bodies
  • Technology changes
  • Social Factors

Reasons for Manpower Demand Forecasting: –

  • To quantify jobs
  • To determine the Staff-mix
  • To assess staffing levels and avoid unnecessary costs
  • Prevent shortages of people
  • Monitor compliances of legal requirements with regards to reservations

Manpower Forecasting Techniques: –

Management Judgment:  In this techniques managers across all the levels decide the forecast on their own judgment. This can be bottom-up or top-down approach and judgments can be reviewed across departments, divisions and top management can conclude on final numbers of manpower required.
Ration-Trend Analysis: This technique involves studying past ratios, and forecasting future ratios making some allowance for changes in the organization or its methods.
Work Study Techniques: It is possible when work measurement to calculate the length of operations and the amount of manpower required. The starting point can be production budget, followed by standard hours, output per hour; man-hours required etc could be computed.
Delphi Techniques: This technique solicits estimates from a group of experts, and HRP experts normally act as intermediaries, summarizes various responses and report the findings back to experts.
Flow Models: This technique involves the flow of following components. Determine the time required, Establish categories, Count annual movements, Estimate probable transitions. Here demand is a function of replacing those who make a transition.

Manpower Supply Forecasting: –

This process measures the number of people likely to be available from within and outside the organization after making allowance for absenteeism, internal movements and promotions, wastages, changes in hours and other conditions of work.

Reasons for Manpower Supply Forecasting:

  • Clarify Staff-mixes exist in the future
  • Assess existing staff levels
  • Prevent shortages
  • Monitor expected future compliance of legal requirements of job reservations

Supply Analysis covers:

Existing Human Resources: HR Audits facilitate analysis of existing employees with skills and abilities. The existing employees can be categorized as skills inventories (non-managers) and managerial inventories (managers)Skill inventory would include the following;

  • Personal data
  • Skills
  • Special Qualifications
  • Salary
  • Job History
  • Company data
  • Capabilities
  • Special preferences

Management inventories would include the following

  • Work History
  • Strengths
  • Weaknesses
  • Promotion Potential
  • Career Goals
  • Personal Data
  • Number and Types of Subordinates
  • Total Budget Managed
  • Previous Management Duties

Internal Supply: –

 

  • Internal supply techniques help to assess the following
  • Inflows and outflows (transfers, promotions, separations, resignations, retirements etc.)
  • Turnover rate (No. Of separations p.a. / Average employees p.a. X 100)
  • Conditions of work (working hours, overtime, etc.)
  • Absenteeism (leaves, absences)
  • Productivity level
  • Job movements (Job rotations or cross functional utilization)

External Supply: –

External sources are required for following reasons

  • New blood,
  • New experiences
  • Replenish lost personnel
  • Organizational growth
  • Diversification

External sources can be colleges and universities, consultants, competitors and unsolicited applications.
HR Plan Implementation: –
A series of action programs are initiated as a part of HR plan implementation as under.
Recruitment & Selection: Employees are hired against the job vacancies. Based on the manpower demand and supply forecasts made, hiring of employees is initiated based on supply forecasts. For this internal and external sources of manpower are utilized. A formal selection board is established to interview and select the best of the candidates for the required vacancies. Finally the selected employees also need to be placed on proper jobs. Here some companies recruit employees for specific jobs
while others recruit fresh trainees in large number and train them for future manpower needs.
Training and Development: The training and development program is charted out to cover the number of trainees, existing staff etc. The programs also cover the identification of resource personnel for conducting development program, frequency of training and development programs and budget allocation.
Retraining and Redeployment; New skills are to be imparted to existing staff when technology changes or product line discontinued. Employees need to be redeployed to other departments where they could be gainfully employed.
Retention Plan: Retention plans cover actions, which would reduce avoidable separations of employees. Using compensation plans, performance appraisals, avoiding conflicts, providing green pastures etc, can do this.
Downsizing plans: Where there is surplus workforce trimming of labor force will be necessary. For these identifying and managing redundancies is very essential.
Managerial Succession Planning; Methods of managerial succession plans may vary. Most successful programs seem to include top managements involvement and commitment, high-level review of succession plans, formal performance assessment and potential assessment and written development plans for individuals. A typical succession planning involves following activities.

  • Analysis of demand for managers and professionals
  • Audit of existing executives
  • Projection of future likely supply from internal and external sources
  • Individual career path planning
  • Career counseling
  • Accelerated promotions
  • Performance related training and development
  • Strategic recruitment

Control & Evaluation of HRP: –

HR Plan must also clarify responsibilities for control and establish reporting procedures, which will enable achievements to be monitored against the plan. The HR Plan should include budgets, targets and standards. These plans may simply be reports on the numbers employed, recruited against targets etc

Click Here To Download Human Resources Planing

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Posted by Hrformats - August 6, 2012 at 9:24 AM

Categories: HR   Tags: , ,

Internal Customer Satisfaction Survey Questionnaire

 I have done my preliminary search & attached a handful of material including link between Internal Consumer Satisfaction & TQM.Infact.


However I am looking for any additional information which may add value to this questionnaire.

 

CUSTOMER SATISFACTION SURVEY

 Manager Name___________________Title: ____________________

Department: ____________________Location: _________________

Frequency of Interaction with HR department

Daily                              Weekly                             Monthly                            Annually

 

Each of the 11 HR service areas is broken down into service components. Please rate each item and then provide an overall rating.

Poor Adequate Excellent

1 2 3 4 5 6 7

1. HUMAN RESOURCES DEPARTMENT ORGANISATION

The human resource function is structured and organized to meet current departmental and organisational needs.

a. Rate the HR department’s understanding of the organisation’s mission.

b. Rate how well HR’s functions and services are aligned with organisation objectives.

c. Rate how clearly defined and communicated HR functions and services are.

d. Rate how well the HR department reflects a balance of organisational needs and employee needs and acts as effective intermediary for both.

e. Rate the competency and expertise of the HR staff based on the quality of consulting they provide.

f. How accessible is the HR staff for support and assistance?

g. How responsive is the HR staff to your needs?

h. How well does the HR staff work as a team?

i. Rate the working relationship between the HR Department and other departments in the organisation.

j. Rate the HR Department on being results-oriented (measuring and communicating the effectiveness of its services and programmes).

k. Rate the HR staff’s customer service attitude.

Considering all the above, how do you rate the HR department’s current structure for meeting the needs of the organisation and your department?

2. HUMAN RESOURCES PLANNING/ORGANISATIONAL DEVELOPMENT

Identifying and fulfilling your department’s and the organisation’s development and human resource needs, and planning for anticipated needs.

a. Rate the HR department’s ability to plan ahead and satisfy workforce requirements (e.g., job skills, knowledge level, ability and education).

b. How well does HR coordinate projected workforce availability, workforce makeup (e.g., gender, minority) and the need for a more diverse workforce?

c. Rate how well HR conducts analyses of internal human resources (skills, knowledge, ability and education) and how well they link these to projected needs.

d. Rate the HR team’s ability to factor in changing technology, work processes, products and services when analyzing the organisation’s work force needs.

e. How well do career counseling, career planning and developmental programmes match the organisation’s needs with employee’s career needs?

f. How well does HR evaluate the feasibility of cost effective alternatives for satisfying workforce requirements (outsourcing and contracting)?

g. Rate HR’s assistance in identifying in-house management potential and providing management development programmes to meet future management needs.

h. Rate HR’s instructional methods and training programmes for meeting changing organisational and cultural needs.

Considering all the above, how would you rate the HR department’s current level of human resources planning and organisational development activities?

3. RECRUITMENT AND SELECTION

Provides timely recruitment, selection and placement of highly qualified employees.

a. Rate the timeliness of recruitment and placement process.

b. Rate how well HR provides an adequate pool of quality applicants.

c. How clearly are position objectives, requirements and candidate specifications defined?

d. How well are the organisation’s affirmative action needs clarified and supported in the selection process?

e. Rate how well HR maintains an adequate pool of quality “protected class” applicants.

f. Rate the effectiveness of the interviewing process and other selection instruments, such as testing.

g. How well does the HR team act as a consultant to enhance the quality of the applicant pre-screening process?

h. How well does HR train hiring managers to make the best hiring decisions?

i. Are applicants treated fairly and with the same courtesy as customers?

j. Rate how well HR finds good candidates from non-traditional sources when necessary.

Considering all the above, how would you rate the HR department’s performance in recruitment and selection?

4. COMPENSATION

Develops and administers a job evaluation and compensation system that attracts, retains and motivates employees to accomplish organisation goals.

a. Rate the compensation group’s surveys of compensation (wages and salaries) by organisations in your recruitment market.

b. How internally equitable and job worth-based is the current compensation system (wage and salary programmes)?

c. How well does the pay plan demonstrate a relationship between pay and job performance?

d. How well does the pay system reward and motivate both individual and group contributions to organisational goals?

e. How clearly defined and understood are job expectations and performance measurement criteria?

f. How well are pay increase criteria communicated and administered for consistency among all departments?

g. Rate the performance appraisal training provided to managers and employees.

h. Considering all the above, how would you rate the Human Resources Department’s performance in administering the compensation programme?

Considering all the above, how would you rate the effectiveness of the organisation’s compensation programme?

5. EMPLOYEE BENEFITS

Develops and administers noncash compensation programmes that attract, retain and motivate employees to accomplish organisation objectives.

a. How do this organisation’s benefits compare to those offered by other organisations in your recruitment market?

b. How well do medical and health care benefits meet employee needs?

c. How well are employees informed of their benefit choices and options?

d. Rate the fairness and consistency in granting employee benefits.

e. How accessible is the HR department in answering benefit questions?

f. How well are benefits and their value communicated to all employees.

g. Rate how well HR takes appropriate cost containment measures while providing and administering quality health care coverage.

h. Considering all the above, how would you rate the Human Resources Department’s performance in administering benefit programmes?

Considering all the above, how would you rate the effectiveness of the organisation’s employee benefit programmes?

6. EMPLOYEE RELATIONS AND COMMUNICATIONS

Institutes and administers programmes and processes governing employee treatment, communications, support systems and services which promote employment conditions conducive to high levels of employee satisfaction, motivation and productivity.

a. Rate how well employee relation policies are published and clearly communicated, and how well they help managers in their working relationships with employees.

b. How well do the employee handbooks, which are provided to all employees cover the most commonly asked questions about personnel procedures, benefits and conditions of employment?

c. Rate the new employee orientation programme.

d. How accessible is the HR department to employees who feel the need to discuss work issues outside the chain of command?

e. Rate how well employee communication forums allow for open discussions about the organisation’s performance and objectives, the workplace and other employee concerns.

f. Rate how well HR initiates and oversees programmes and processes for addressing employee satisfaction and morale (for example, conducting and following up on employee opinion surveys).

g. Rate how well HR initiates personal development programmes and encourages promotion from within the organisation.

h. How well does the current process allow employees to express their complaints and grievances and have them resolved?

Considering all the above, how would you rate the Human Resources Department’s performance in the area of employee relations and communications?

7. PERSONNEL POLICIES/WORKPLACE RULES

Personnel policies are developed to help managers make decisions and provide guidance for meeting the organisation’s requirements and objectives.

a. Rate how well personnel policies and procedures are published and communicated.

b. Rate how well existing policies and procedures support managers in doing their jobs.

c. How helpful and accessible is the HR department in handling questions about personnel policies and work rules?

d. How well are policies and work rules serving as guidelines for helping managers make good decisions?

e. How easy to interpret and up-to-date are policies and work rules?

f. How well do policies and work rules represent the organisation’s position on how employees should be treated with regard to pay, benefits and conditions of employment?

g. Rate how well policies and work rules provide guidelines for the expected behaviours of both management and employees.

h. Rate how well policies and work rules balance providing the staff with sufficient authority with adequate controls to ensure achievement of the organisation’s mission and objectives.

Considering all the above, how would you rate the effectiveness of the organisation’s personnel policies and work rules?

8. EMPLOYMENT EQUITY AND OTHER GOVERNMENTAL REGULATIONS

Ensures adherence to employment equity legislation and exercises appropriate oversight to ensure employees are treated equally and with consistency regarding: employment, compensation, benefits, promotion, work rules, transfer, termination, discipline and termination.

a. Rate organisational compliance to all laws and regulations governing employment and personnel actions.

b. How well are all laws and regulations related to the management and treatment of employees communicated and explained?

c. How effectively are the organisation’s employment equity and affirmative action responsibilities communicated and implemented?

d. Rate the training of supervisors on non-discrimination, equal employment and harassment-free workplace issues.

e. How well does HR assist in helping managers in equal employment opportunity and affirmative action matters?

f. Rate the training and assistance managers receive in compliance and enforcement of smoking, drug- and alcohol-free workplace rules.

g. Rate the training and assistance managers receive in compliance to and enforcement of codes of conduct contained in the Employment Equity Act (1998).

Considering all the above, how would you rate the HR department’s performance as a resource for compliance with equity, equal employment opportunity, affirmative action and related governmental regulations?

9. TRAINING AND DEVELOPMENT

Ensures that adequate employee training and development programmes are in place to meet organisational objectives.

a. Rate how well training and development programmes meet the organisation’s and your department’s needs.

b. Rate the assistance provided to managers for identifying training needs and developing training programmes.

c. How well are training programmes related to organisational objectives?

d. How well are available training opportunities communicated to all employees?

e. How clear are the behaviour objectives of training programmes and how well are these objectives measured and communicated?

f. Rate the training programmes in terms of producing maximum gain most cost-efficiently     .

g. How well are the cost/benefits and results of training programmes measured?

Considering all the above, how would you rate the HR department’s performance in the area of employee training and development?

10. LABOUR RELATIONS

Ensures and oversees an effective and fair collective bargaining process with unions representing employees, and fosters positive labour relations designed to achieve organisational objectives.

a. Rate the effectiveness of HR in planning and overseeing labour relations strategies, which address the near term and future interests of both the organisation and its employees prior to contract negotiation.

b. Rate the interaction of labour and management groups to address issues of mutual concern (e.g., labour-management committee meetings and other participative forums).

c. Rate the efforts made in contract negotiations to enhance work force flexibility and protect management’s right to manage its human resources to keep the organisation competitive.

d. Rate the training of the management negotiation team in negotiation skills before bargaining begins.

e. Rate the assistance provided to managers in contract administration, grievance handling and people management skills.

f. Rate the efforts to promote a spirit of union/management cooperation (e.g., joint efforts to achieve common objectives and reducing grievances and length of time to settle them).

Considering all the above, how would you rate the HR department’s performance in the area of labour relations?

11. SAFETY, HEALTH AND WELLNESS

Develops and maintains policies, practices and programmes for contributing to and demonstrating concern for employee safety, health and well-being.

a. Rate how well the safety function complies with OSHA regulations.

b. Rate how well HR communicates and demonstrates the importance of and its commitment to the safety, health and wellness of employees.

c. Rate HR’s assistance to managers in identifying potential safety hazards and taking corrective action to maintain a safe working environment.

d. How well does HR train managers in occupational health, safety and accident prevention issues and help them to organize appropriate safety awareness and incentive programmes?

e. How well does HR recognise and reward safe behaviours?

f. How well does the employee wellness programme help reduce health claims and address other business issues such as absenteeism, health care costs and productivity?

g. Rate how adequately the employee assistance programme is being used by employees.

h. Rate HR’s cost benefit analyses of health and employee wellness programmes and their communication of the results of these programmes.

Considering all the above, rate the HR department’s performance in the areas of employee safety, health and wellness.

 

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Posted by Hrformats - July 19, 2012 at 6:57 AM

Categories: HR   Tags: , ,

Sample Human Resource Manual & Employee Handbook

I have attached Sample Human Resource Manual & Employee Handbook.

 

1.HR MANUAL

IS A GUIDELINE FOR LINE MANAGERS HOW TO MANAGE THEIR
HUMAN RESOURCES.
———————————————
2. EMPLOYEE HANDBOOK IS A GUIDELINE FOR STAFF –WHAT /HOW

TO MANAGE THEIR RESPONSIBILITIES.
—————————————————————– —–
3. POLICIES ARE GUIDELINES WRITTEN IN THE MANUAL.
—————————————————————– ———
EMPLOYEE HANDBOOK IS AN INTEGRAL PART OF HR MANUAL.

============================================
I AM OUTLINING HEREBELOW, WHAT GOES INTO HR MANUAL
AND EMPLOYEE HANDBOOK.

HR MANAGEMENT MANUAL

Human Resources Policies, Procedures and Forms

Table of Contents

ADMINISTRATION

ADM.101 Personnel Records
Activities
1.0 Employee Information
2.0 HR Personnel Records
3.0 Contents of Personnel Files
4.0 Employee’s Personnel Records Review
5.0 Management Review of Personnel Files
6.0 Company Release Of Employee Information
7.0 Record Retention and Long-Term Storage
8.0 Record Destruction

Forms
Ex1 Personnel Records Access Log
Ex2 HR Records Retention Periods
—————————————————————– ——————————–

ADM.102 Form Development
Activities
1.0 Form Development and Format
2.0 Authorization and Printing
3.0 Form Numbering and Placement
4.0 Forms Index and Manual
Forms
Ex1 Form Printing Request

—————————————————————– ——————————-
ADM.103 Document Control
Activities
1.0 Document Distribution
2.0 Document Revision
3.0 Document
4.0 Temporary Changes
Forms
103 Ex1 Request For Document Change (RDC)
—————————————————————– ——————————–
ADM. 104 Mail & Express Services
Activities
1.0 General Mail Usage
2.0 Addressing Mail
3.0 Express Mail
4.0 Overnight Packages
5.0 Additional Information Resources
Forms
104 Ex1 Outgoing Mail Register

—————————————————————– —————————–
ADM. 105 Telephone Answering
Activities
1.0 Answering Techniques and Etiquette
2.0 Answering and Directing Calls
3.0 Taking Messages
4.0 Telephone User’s Guide
Forms
105 Ex1 Important Message

—————————————————————– ————————–
ADM.106 Property & Access Control
Activities
1.0 Background Checks
2.0 Physical Access Controls
3.0 Key Controls
4.0 Proprietary Information Controls
5.0 Collection Of Access Controls
6.0 Visitors & Guests

Forms
ADM106 Ex1 Key Issue Policy
ADM106 Ex2 Visitor Log

—————————————————————– —————————
ADM.107 Separation
Activities
1.0 Resignations
2.0 Involuntary Terminations And Layoffs
3.0 Terminations For Cause
4.0 Termination Meeting
5.0 Additional Information Resources

Forms
107 Ex1 Exit Interview Checklist
107 Ex2 Exit References Authorization

—————————————————————– ————————–
ADM.108 Workplace Rules & Guidelines
Activities
1.0 Alcohol And Drugs
2.0 Breaks And Lunch Time
3.0 Company Property
4.0 Grievances And Complaints
5.0 Inclement Weather
6.0 Parking
7.0 Personal Telephone Calls
8.0 Smoking
9.0 Solicitations
10.0 Suggestions
11.0 Visitors

Forms
108 Ex1 Suggestion Form

—————————————————————– ——————————-
ADM.109 Human Resources Reports
Activities
1.0 Preparation Guidelines
2.0 Occupational Health & Safety Reports
3.0 Equal Opportunity Reports
4.0 Training Plan
5.0 Hiring Status Report
6.0 Compensation Summary

Forms
109 EX1 Human Resource Reporting Summary
109 EX2 HR Hiring Status Report

—————————————————————– —————————–
ADM.110 Dress Code
Activities
1.0 Dress Code
1.1 Business Attire
1.2 Business Casual Attire
1.3 Casual Attire
1.4 Uniformed Attire
1.5 Safety Attire
1.6 Formal Attire
1.7 Inappropriate Attire
1.8 Business Situations
1.9 Recreation & Parties
2.0 Dinners & Receptions

3.0 Personal Hygiene

4.0 Disciplinary Action
—————————————————————– ——————————–
HIRING PROCEDURES

HRG.101 Employee Hiring
Activities
1.0 Needs Analysis
2.0 Personnel Requisition
3.0 Job Posting & Screening
4.0 Interviewing
5.0 Pre-Employment Screening & Testing
6.0 Background Investigation
7.0 Hiring And Employee Offers
8.0 Motor Vehicle And Equipment Operation
9.0 Applicant Files
10.0 Additional Information Resources

Forms
HRG101 Ex1 Personnel Requisition
HRG101 Ex2 Offer Letter
HRG101 Ex3 Personnel Change Notice
HRG101 Ex4 New Employee Hiring Checklist
HRG101 Employment Eligibility Verification .
HRG101 Employee’s Withholding Allowance Certificate.
—————————————————————– —————————–

HRG102 Job Descriptions
Activities
1.0 Job Description Preparation
2.0 Format And Content
2.1 Job Title
2.2 Effective Date
2.3 Department
2.4 Summary Of Functions
2.5 Essential Duties And Responsibilities
2.6 Organizational Relationships
2.7 Qualifications
2.8 Physical Demands
2.9 Work Environment
3.0 Job Description Approval & Distribution

Forms
HRG102 Ex1 Job Description Format
—————————————————————– —————————-

HRG103 Employment Applications
Activities
1.0 Application For Employment
2.0 Application Information
2.1 Personal Information
2.2 Employment Interest
2.3 Education & Training
2.4 Employment History
2.5 Military Service Record
2.6 References
3.0 Compliance Information

Forms
HRG103 Ex1 Employment Application
HRG103 Ex2 Employment Application Supplement

—————————————————————– —————————–
HRG104 Interviewing Applicants
Activities

1.0 Interviewing Objectives
2.0 Resume Examination
3.0 Telephone Interviews
4.0 E-Mail Interviews
5.0 In-Person Interviews

Forms
HRG104 Ex1 Employment Interview Questions
HRG104 Ex2 Interview Form

—————————————————————– ————————–
HRG105 Background Investigations
Activities
1.0 Background And Hiring
2.0 Investigative Consumer Reporting
3.0 Employee Reference Checks
4.0 Motor Vehicle Record (MVR) Inquiry

Forms
HRG105 Ex1 Employee Investigation Checklist
HRG105 Ex2 Employee Background Authorization
HRG105 Ex3 New References Authorization
HRG105 Ex4 Reference Check Survey
—————————————————————– —————————
Compensation Procedures

COM101 Payroll
Activities
1.0 Payroll Records
2.0 Timesheets
3.0 Payroll Deductions
3.1 Worker’s Compensation Insurance
3.2 Social Security & Medicare
3.3 State Income Tax
3.4 Earnings Tax
3.5 Tax Withholding Payments
4.0 Payroll Adjustments
4.1 Advances
4.2 Garnishments
5.0 Paychecks
5.1 Direct Deposit
5.2 Lost Paychecks
5.3 Final Paychecks
6.0 Vacation Pay
7.0 Additional Information Resources

Forms
COM101 Ex1 Monthly Time Sheet
COM101 Ex2 Central Govt. Tax Calendar
COM101 Ex3 Electronic Funds Transfer Authorization

—————————————————————– ————————
COM102 Paid & Unpaid Leave
Activities

1.0 Paid Time Off
2.0 Unpaid Time Off
3.0 Absence Request And Notification
4.0 Holidays
5.0 Vacation Eligibility
5.1 Vacation Schedules
5.2 Vacation Over Holidays
6.0 Additional Information Resources

Forms
COM102 Ex1 Absence Request Form
—————————————————————– ————————
COM103 Insurance Benefits
Activities
1.0 Life Insurance
2.0 Long Term Disability Insurance
3.0 Social Security
4.0 Workers’ Compensation
5.0 Wage Continuation
6.0 Unemployment Compensation
7.0 Health Insurance
8.0 Additional Information Resources

—————————————————————– ———————–
COM104 Healthcare Benefits
Activities

1.0 Cost And Premiums
2.0 Eligibility
3.0 Enrollment
4.0 Coverage
5.0 Filing A Claim
6.0 Termination And Conversion Of Coverage
7.0 Additional Information Resources

Forms
COM104 Ex1 Benefits Enrollment/Change Form

—————————————————————– ———————-
COM105 Employee Retirement Income Security
Activities
1.0 Plan Administration
1.1 Investment Policy Statement
1.2 Fidelity Bond
1.3 Fiduciary Liability Insurance
1.4 Employer Matching
1.5 In-Service Loans And Withdrawals
2.0 Employee Participation
3.0 Notice Procedures
3.1 Initial Notice
3.2 Annual Notices
4.0 Additional Information Resources

—————————————————————– ————–
COM106 Consolidated Budget Reconciliation
Activities
1.0 Plan Administration
2.0 Qualifying Events
3.0 Notice Procedure
4.0 Benefits Protection
6.0 Enforcement
7.0 Additional Information Resources

—————————————————————– —————-
Development Procedures

DEV101 Development Management
Activities
1.0 Development Planning
2.0 Training Effectiveness
3.0 Training Records
4.0 Training Courses
5.0 Performance Evaluations
6.0 Additional Information Resources

Forms
DEV101 Ex1 Training Plan

—————————————————————– —————–
DEV102 Training Reimbursement
Activities
1.0 Eligibility
2.0 Approved Programs
3.0 Reimbursement
Forms
DEV102 Ex 1 Request For Training
—————————————————————– ————

DEV103 Computer User & Staff Training
Activities
1.0 MIS Training And Certification
2.0 MIS/LAN User Training
3.0 E-Mail Training
4.0 Software Applications

—————————————————————– ———-
DEV104 Internet & E-Mail Acceptable Use
Activities
1.0 Acceptable Use
2.0 Inappropriate Use
3.0 Internet And E-Mail Etiquette
4.0 Security
5.0 User Compliance
6.0 Additional Information Resources
Forms
DEV104 Ex1 Computer And Internet Usage Policy

—————————————————————– ———-
DEV105 Performance Appraisals
Activities

1.0 Performance Appraisal Guidelines
2.0 Appraisal Preparation
3.0 Appraisal Discussion
4.0 Salary Adjustments
5.0 Appraisal Conclusion
6.0 Additional Information Resources

Forms
DEV105 Ex1 Self Appraisal Form
DEV105 Ex2 Performance Appraisal Form

—————————————————————– ——–
DEV106 Employee Discipline
Activities
1.0 Introduction To Misconduct
2.0 Responses To Misconduct
2.1 Verbal Warning
2.2 Written Warning
2.3 Suspension
2.4 Termination
3.0 Serious Misconduct
4.0 Very Serious Misconduct
5.0 Inexcusable Misconduct
6.0 Misconduct Investigations

DEV106 Ex1 Disciplinary Notice

—————————————————————– ———————————–
Compliance Procedures

CMP101 Workplace Safety
Activities
1.0 Worksite Analysis
2.0 Hazard Prevention And Control
2.1 Safe Work Procedures
2.2 Protective Equipment
2.3 Fire Prevention
3.0 Hazard Communication Program
4.0 Medical Emergencies
5.0 Workplace Safety Training
6.0 Reporting And Record Keeping
7.0 Additional Information Resources

Forms
CMP101 Ex1 Safety Suggestion Sheet
CMP101 Ex2 Workplace Safety Self-Inspection Checklist
CMP101 Ex3 Workplace Safety Action Plan
CMP101 Ex4 Workplace Safety Rules
CMP101 Ex5 Index of Hazardous Chemicals
CMP101 PDF Material Safety Data Sheet
CMP101 PDF Injuries and Illness Log
CMP101 PDF Summary of Injuries and Illness
CMP101 PDF Injuries and Illness Incident Report
CMP101 PDF Instructions for for OSHA Forms
—————————————————————– ———————

CMP102 People With Disabilities
Activities

1.0 Background
2.0 Who Is Covered?
3.0 Employment Issues
4.0 Public Accommodations
5.0 Enforcement Of The Act
6.0 Additional Information Resources

—————————————————————– ——————-
CMP103 Annual And Medical Leave
Activities

1.0 Reasons For Taking Leave
2.0 Advance Notice And Medical Certification
3.0 Job Benefits And Protection
4.0 Unlawful Acts
5.0 Enforcement
6.0 Employer Notices
7.0 Additional Information Resources
Forms
CMP103 Ex 1 Certification Of Healthcare Provider
CMP103 Ex 2 Employer Response To Employee Request

—————————————————————– ———————–
CMP104 Drug Free Workplace
Activities

1.0 General
2.0 Prohibitions
3.0 Authorized Use Of Prescription Medicine
4.0 Drug Awareness Program
5.0 Disciplinary Actions
6.0 Additional Information Resources

—————————————————————– ————————
CMP105 Health Insurance Portability And Accountability
Activities

1.0 Management
1.1 Privacy Standards
2.0 Medical Records Maintenance
3.0 Medical Records Access
4.0 Additional Information Resources
Forms
CMP105 HIPAA Authorization Form

—————————————————————– ———————–
CMP106 Harassment & Discrimination
Activities

1.0 Unacceptable Behavior
2.0 Complaint
3.0 Corrective Measures
4.0 Enforcement
5.0 Additional Information Resources

—————————————————————– ——————
Job Descriptions Tab
WRITING JOB DESCRIPTIONS

INTRODUCTION
PURPOSE
SCOPE

WRITTEN COMMUNICATION
Non-discriminatory language
Active voice
Action verbs Plain English

FORMAT AND CONTENT
Effective Date
Department
Summary Of Functions
Essential Duties And Responsibilities
Grouping Several Tasks Into A Single Responsibility
Responsibility Statements
Delegated Responsibilities
Organizational Relationships
Reporting Relationships
The Organization’s Environment
Qualifications
Mandatory Requirements
Key Selection Criteria
Physical Demands
Work Environment
Job Performance
Job Descriptions
Reasonable Accommodation
Accessibility

APPENDIX 2 SAMPLE JOB DESCRIPTIONS
Accounting Manager
Credit Manager
Customer Service Manager
Data Processing Technician
Computer Programmer
Director Of Quality Assurance
Graphic Illustrator

Employee Handbook

SECTION 1 INTRODUCTION
1.0 The Company Philosophy

1.1 The Company Mission

1.2 Equal Employment Opportunity Policy and Affirmative Action Plan

1.3 Employment-At-Will

1.4 Sexual Harassment

1.5 Safety
1.5.1 Safety Rules
1.5.2 Hazardous Wastes
1.5.3 Reporting Injuries and Accidents

1.6 Drug Free Workplace
1.6.1 Prohibitions
1.6.2 Drug Awareness Program
1.6.3 Disciplinary Actions

SECTION 2 EMPLOYMENT
2.0 Personnel Administration

2.1 HR Personnel Records
2.1.1 Contents of Personnel Files
2.1.2 Employee Information
2.1.3 Employee’s Request for Review of Personnel Records
2.1.4 Management Review of Personnel Files

2.2 Service
2.2.1 Employee Categories
2.2.2 Job Posting Procedures
2.2.3 Employment of Relatives
2.2.4 Employment of Minors
2.2.5 Promotions
2.2.6 Transfer of Employees
2.2.7 Separation of Employment
2.2.8 Work force Reductions
2.2.9 Probationary Period
2.2.10 Extra Income

2.3 Process Improvement
2.3.1 Employee-Management Forums
2.3.2 Employee Suggestion Program

SECTION 3 COMPENSATION & BENEFITS
3.0 Benefit Eligibility

3.1 Payroll Information
3.1.1 Time Records
3.1.2 Pay Periods
3.1.3 Salary Compensation for Partial Pay Period
3.1.4 Pay Rate Schedule – Hourly Paid Employees
3.1.5 Payroll Deductions
3.1.6 Overtime
3.1.7 Payroll Errors
3.1.8 Garnishment of Employee Wages
3.1.9 Authorized Check Pickup
3.1.10 Pay at Time of Separation

3.2 Attendance & Leave
3.2.1 Medical Leave Policy
3.2.2 Sick Leave Credit Limit
3.2.3 Sick Leave Policy – Usage
3.2.4 Medical, Dental and Optical Appointments

3.2.5 Exhaustion of Accumulated Sick Leave
3.2.6 Pallbearer, Funeral, Emergency Leave
3.2.7 Civic Leave or Jury Duty
3.2.8 Voting
3.2.9 Military Leave
3.2.10 Maternity Leave
3.2.11 Parental Leave
3.2.12 Leave of Absence

3.3 Insurance
3.3.1 Hospitalization and Medical Insurance
3.3.2 Continuation of Group Health Insurance
3.3.3 Life Insurance
3.3.4 Long Term Disability Insurance
3.3.5 Social Security
3.3.6 Workers’ Compensation
3.3.7 Unemployment Compensation

3.4 Savings Plan

3.5 Break Room

3.6 Employee Discounts

3.7 Educational Assistance

SECTION 4 EMPLOYEE RESPONSIBILITIES

4.1 Work Schedules
4.1.1 Working Hours
4.1.2 Salary Employees
4.1.3 Hourly Employees
4.1.4 Clean Work-Place

4.2 Legal & Ethical Conduct
4.2.1 Ethical Standards
4.2.2 Conflicts of Interest
4.2.3 Personal Conduct
4.2.4 Confidentiality
4.2.5 Bribes, Kickbacks and Illegal Payments
4.2.6 Patents and Copyrights

4.3 Misconduct
4.3.1 Serious Misconduct
4.3.2 Very Serious Misconduct
4.3.3 Inexcusable Misconduct
4.3.3 Misconduct Investigations

4.4 Transportation & Travel
4.4.1 Company Owned Vehicles
4.4.2 Personal Vehicles
4.4.3 Living Expense Allowance
4.4.4 Other Travel Expenses
4.4.5 Expense Records
4.4.6 Travel Advances
4.4.7 Expense Reimbursement – Third Party
4.4.8 Expense Policies – Violations
4.4.9 Company Credit Cards

4.5 Appearance & Belongings
4.5.1 Personal Appearance
4.5.2 Business Attire
4.5.3 Casual Attire
4.5.4 Inappropriate Attire
4.5.5 Personal Belongings
4.5.6 Alcohol and Drugs
4.5.7 Medication
4.5.8 Smoking Policy

4.6 Equipment & Facilities
4.6.1 Parking
4.6.2 Telephone Use
4.6.3 Motor Vehicle and Workplace Equipment Operation
4.6.4 Safety Equipment
4.6.5 Company Tools
4.6.6 Waste Prevention
4.6.7 Solicitation and/or Distribution
4.6.8 Security
4.6.9 Bulletin Board

EMPLOYEE HANDBOOK FORMS

Acknowledgement Of Receipt And Understanding
Statement Of Legal And Ethical Business Conduct
Drug-Free Workplace Policy Employee Acknowledgement
Job Related Accident

Click Here To Download HR Manual & Employee Handbook

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Posted by Hrformats - June 6, 2012 at 5:13 AM

Categories: HR   Tags: , , ,

MBA HRM FAQs or HR Interview Questions

I have Attached MBA HRM FAQs or HR Interview Questions

Organizational development and change

 

6 marks

 

  1. write short notes on  forces stimulating change
  2. what are the factors treated as individual factors influences the resistance of changes
  3. how the change program should be effectively designed to manage the changes
  4. explain the phases of organizational development
  5. how the process of intervention is important in O.D
  6. what do you understand by the concept of learning organization. Give any two examples
  7. what is planned change?
  8. write short notes on survey feedback
  9. identify the agents influencing the changes
  10. what are the organizational factors effects the resistance of changes
  11. write a short note on job redesign
  12. identify the basic values of organizational development
  13. explain the importance of  feedback in organizational development process
  14. write short note on sensitivity training
  15. how the concept of innovations can be utilized for organization development
  16. write short note on technological interventions.
  17. explain kurt lewin’s three phases of change
  18. discuss the role of group dynamics to overcome the resistance to change
  19. bring out the effectiveness of change programs
  20. discuss the role of diagnosis in understanding the problem of the organization
  21. what is the role of grid organizational development. Describe its various phases
  22. narrate the dimensions of planned change
  23. discuss the techniques to overcome change
  24. what is job redesigning. Discuss its impact on work order of an organization.
  25. what is called as change. What are the sources for changes
  26. how to plan for the unplanned changes in change management
  27. identify the organizational and individual factors for the resistance of change
  28. explain the methods to implement changes
  29. how to evaluate and terminate the change plan
  30. write short note on sensitivity training
  31. how to develop a inter group development in a organization

 

10 marks

 

  1. explain the lewin’s three step model
  2. How the organizational manager should manage the planned and unplanned change. Give suitable illustration
  3. explain the need and importance of socio-technical system approach for change management
  4. How the human process interventions can be utilized as an effective tool for organization development  interventions. What are the pitfalls can arise in the involvement of human interventions
  5. Structure and strategy interventions most of the time gets failure result. Justify
  6. Regular manager will not have same vision like the OD manager.  Comment
  7. elucidate job redesign
  8. discuss the role of inter group development in organizational intervention
  9. explain lewin’s three step model
  10. how manager can make a better change agent. Discuss
  11. why people resist change. What are the different  causes for resistance to change
  12. explain the different models of organizational change
  13. change is the only event, which cannot be stopped in the organization. Critically comment
  14. discuss about the reasons and factors influencing the resistance for changes. Give suitable illustrations
  15. how to measure the effectiveness of change programs. If not so correct. How to redesign the change programs.
  16. how the organizational diagnosis should be done for OD? What are the do’s and don’ts to be followed in organizational diagnosis
  17. explain the methodology to be adopted in survey feedback for organizational development. What are the pitfalls occur in survey feedback method
  18. inter-group development is more difficult than a process of OD. comment
  19.  OD should not be the one time process it is a continuous process. Justify
  20. why do people generally resist to change? Do personality factors play a role in this process
  21. narrate the efforts at the individual level to overcome the resistance to change
  22. what is OD? Bring out its characteristics
  23. what do you mean OD intervention. Explain sensitivity training in this regard.
  24. discuss the process involved and strategy followed in planned change
  25. discuss the lawin’s three step model in change management
  26. any changes will not be a permanent one, the next change will replace previous change- in this situation how the organization should plan for managing these changes
  27. explain the steps involved in change process. How to encounter the problems arises during the challenges in the change implementation
  28. discuss the OD intervention techniques with its merits and demerits
  29. explain the role of process consultation and survey feedback in the organization development
  30. how the intergroup development can be developed in a organization. What are the advantages of inter group development
  31. explain the role of consultants in the process and plan of organizational development,

 

Human Resource Accounting

 

6 marks

 

  1. explain the modern market investment theory in HRA
  2. how the human resources is treated as capital in the industry
  3. explain the various approaches to human resource accounting
  4. what are the different types of depreciations involved in human resource accounting
  5. what are the informations to be presented in human resource accounting reporting
  6. why is HRA important for managers and HR professionals
  7. write a brief note on human capital investment
  8. compare organizational behavior vs. turnover
  9. what do we understand by the human resource accounting. How it is useful to HR manager
  10. explain the quality focus approach in work force and in organization
  11. explain the steps involved in human resource planning
  12.  what is called as human value. What are the mechanics involved in designing human value
  13. write short note on “ relationship between organization behavior and productivity”
  14. how to design a management control structure and process
  15. what is known as non-value adds in the management of human resources. How to control it
  16. define human resource accounting. Bring out its importance
  17. explain human capital in detail
  18. enumerate the investments made on human resources
  19. what are non value adds is the management of human resources. How will you measure them
  20. discuss the behavioral aspects of management control
  21. how costs are classified in human resource accounting
  22. identify the areas in which HR auditing can be conducted
  23. explain how responsibility accounting assist management control
  24.  who are HRA managers and HR professionals
  25. what are the objectives of HRA and mention different approach to it in short
  26. explain human capital and productivity
  27. explain the HR values, concepts and its methods
  28. determine the changes in human resource variables
  29. explain the HR accounting and its design
  30. what are the different classification of costs in HRA

 

10 marks

 

  1. human capital is a vital component than a investment capital. Justify with suitable illustrations
  2. discuss about the process of human value addition into money value calculation. Give suitable illustrations
  3. recruitment costs and training costs is an investment not an expenditure. Critically comment
  4. behaviour of the organization and individual is a variable factor in the organizational turnover. Comment
  5. explain the do’s and don’ts to be followed in the preparation of PSL accounts and balance sheet in reporting human resource accounting process
  6. human resource is a continuous process, it should be accounted periodically, not at one time. Justify
  7. elucidate the significance of human capital productivity
  8. discuss the measures and prevention of non value adds in the management of human resources
  9. describe management control structures and process
  10. explain HRA software
  11. write about efficient use of workforce and organizations performance
  12. describe the management of human value addition into money value
  13. discuss the meaning and importance of human resource accounting in organization. How this HRA will improve the performance of organization
  14. explain the modern market investment theory and its involvement in calculating HR assets
  15. Accounting the human resources is not so easy as like other management and financial accounting – justify this statement. How would you suggest to do these best HR accounting.
  16. explain the types of approaches in human resource investment . what are the different methods of HR values in corporated in HR investment
  17. narrate  the role of HR sub system and its contribution in designing HR accounting process
  18. how to prepare a HRA oriented reporting process including P and L accounts and balance sheet. Give examples
  19. forecast the future scenarios of human resource accounting in India
  20. explain the soft skills and hard skills required for HR accounting manager in a organizations
  21. explain quality of work force. How organizations performance can be improved through it
  22. what is human resource accounting. Discuss its objectives and explain problems
  23. explain HR cost accounting and HR value accounting. How do they differ
  24. what do you mean by human assets. Discuss the different types of human assets and their relevance in an organization
  25. how wil you determine the changes in human resources variables
  26. enumerate the reporting process for HR accounting
  27. state the advantages of HR accounting and difficulties in implementing it
  28. discuss the software packages available for HR accounting
  29. how HRA concept developed and discuss historical score card
  30. how will you calculate market value of assets and explain the term marketable assets
  31. what are the approaches to HRA
  32. what is HRD and human capital investment
  33. explain the term “ recruitment and training cost” and what is its rate of return
  34. what are non value adds in the management of human resource
  35. explain the management control structure and its process
  36. design the HR procedures for “induction and training”

 

 

 

Compensation Management

6 Marks

 

  1. what do you understand by performance appraisal
  2. discuss the need for rewards for sales personnel
  3. distinguish between pay and commission
  4. discuss the advantages of job evaluation
  5. what are the  essentials of sound ppraisal system
  6. what is meant by commission
  7. what is meant by performance based pay system
  8. elucidate pay commissions
  9. discuss the limitations of traditional method of performance appraisal
  10. why the job evaluation is important for compensation management
  11. write basic applications of performance appraisal systems
  12. explain the classifications of compensation
  13. distinguish the basic features between wage and salary
  14. how a wage is fixed in India
  15. who are all the members in wage boards
  16. how the pay commission in summarizing the data for pay fixation
  17. define job evaluation. Distinguish it from performance appraisal
  18. what to you mean by incentive system. Discuss its features
  19. discuss balance method of wage payment
  20. what is commission salary plan. Bring out its merits and demerits
  21. how the compensation management is dealt in multinational organizations
  22. explain performance appraisal. Enumerate the trends in it
  23. discuss the measures to make a fringe benefit programme effective
  24. bring out the features of a good rewards system for sales personnel
  25. explain the traditional and new technique in job evaluation
  26. how to set a performance standard? Can we alter the performance standard frequently?
  27. explain the classifications of compensation
  28. how the wages are fixed up
  29. differentiate between pay and commission, which factors decides the decision of pay and commission
  30. write short note on “ rewards for sales personnel”
  31. list out the objectives of pay commissions
  32. how the wage board play a note in employee welfare
  33. explain ranking method of job evaluation. Bring out its merits and demerits
  34. what do you mean by incentive system. Discuss its features
  35. how will you calculate living wage and fair wage
  36. bring out the features of a good rewards for sales personnel
  37. examine the main provisions of minimum wage legislations in India
  38. discuss the performance standards of the employees in an organization
  39. what is profit sharing scheme. What types of problems do emerge in profit sharing scheme
  40. enumerate the requisites for the success of wage incentive paln

10 Marks

 

  1. explain the procedure of job evaluation
  2. how are the compensation classified. Explain
  3. discuss various theories of wages.
  4. describe executives compensation plan.
  5. elucidate the importance of pay commissions
  6. describe wage payment
  7. explain ranking method of evaluation. Discuss its merits and demerits
  8. discuss about the modern methods of performance appraisal
  9. explain salary administration
  10. discuss the need for incentives for sales personnel
  11. explain the importance of wage boards
  12. elucidate the need for compensation management in multinational organizations
  13. how managers can make a choice of performance appraisal system.
  14. discuss the new techniques involved in the job evaluation in the present scenario. What are the difficulties faced by the job evaluation during job evaluation
  15. explain the role and responsibilities of the performance appraiser at the time of performance appraisal process
  16. “ fringe benefits are normally used as a informal way rather than a ethical motivation in a company” critically evaluate
  17. “ salary administration in India is not so flexible, it is more static than dynamism” – comment
  18. discuss about the executive compensation plan and packages in India
  19. “ pay and commission are the tools equally powerful, it should be used as a double edged sword. If one is exceeding the other it will be a demotivating factor” . how do you foresee the above statement. Give suitable examples.
  20. compare and contrast the compensation management system in India companies and in multinational companies
  21. critically evaluate the functional role of pay commissions in India
  22. explain behaviorally anchored rating scales (BARS) method of performance appraisal. Bring out its steps involved and evaluation
  23. what do you mean by employees welfare and social security. What are the benefits that are provided under these schemes
  24. explain time wage method. Discuss its merits and demerits
  25. discuss the executive compensation plans and packages
  26. examine critically the role played by wage boards in the development of a wage policy for the industrial sector of the Indian economy
  27.  what do you mean by appraisal results? How does it work
  28. how will you formulate a good incentive system.
  29. describe the evolution of wage policy in India. How far wages have been standardized in India
  30. job evaluation must be case by case and industry by industry-justify this statement , how these concept of job evaluation should be practiced in each industry
  31. discuss the types and methods of incentives and fringe benefits in IT industry
  32. explain the wage and salary administration method in India
  33. how the wage fixation is implemented and  designed by the government in India. What are the pitfalls in the wage and salary administration in India
  34. explain the methods and procedures involved in executives compensation plan. How this compensation plan should be a motivation tool to the executives
  35. discuss the methods of compensation management is multinational organizations
  36. critically evaluate the role of pay commission in India
  37. Performance appraisal system in India is not much focused towards the employee orientation – agree (or) disagree. Give suitable support for your arguments
  38. explain point method of job evaluation. Discuss its merits and demerits
  39. what is cafeteria compensation plan. Discuss the situations in which this plan is more effective
  40. explain piece wage method. Bring out its merits and conditions where it can be followed effectively
  41. enumerate the incentives offered to sales personnel
  42. examine critically the role played by pay commission in compensating employees
  43. discuss the factors affecting wages
  44. what do you mean by straight salary plan? Bring out its merits and demerits
  45. what  do you mean by wage structure? What is minimum wages? How will you calculate minimum wages?

 

 

 

Human Resource information system

6 Marks

 

  1. what are the sources of data.
  2. what is the need for oracles financials
  3. what is meant by data storage and retrieval
  4. distinguish between data and information
  5. describe the module on PA system
  6. how does HRIS help in authority and responsibility flows
  7. elucidate the role of HRIS in communication process
  8. discuss about the orientation and training module for HR
  9. trace out the difficulties faced by HR manager doesn’t have technology back ground
  10. how data storage and retrieval helps the HR manager for his functions
  11. identify some software called as standard software and customized software used for human resource information system
  12. explain the modules of MPP
  13. identify how the information system support the planning and control in HRIS
  14. explain how the organization structure is a factor in the HR management process
  15. describe the essential communication process involved in the human resource management
  16. what are the role of ITES in human resource management
  17. give the meaning of ERP and what are the object ERP and HRIS
  18. what do you mean by SAP? Why is it important in information system
  19. point out the characteristics features of Indian management for HRIS
  20. distinguish between standards software and customized software in HRIS
  21. what do you understand by MPP? Why is it essential for HRIS modules
  22. outline the salient features of organization structure in HRIS
  23. what are the security of data and operations of HRIS modules
  24. what type of data and information needed for a HR manager
  25. explain the HR software packages used in current HR practices
  26. how do the system of office automation facilitates the HR management function
  27. how the HR manager is responsible for HR decision making
  28. explain the module on pay and related dimension in HR applications
  29. write short note on : organization culture and power”
  30. write short note on “ communication process in organization”
  31. explain the styles of organization
  32. what are the data and information needed for the HR manager
  33. HRIS in ERP and SAP
  34. explain data formats, entry procedure and process
  35. HRM needs in an organization
  36. differentiate HR management process and HRIS
  37. what are the information systems support for planning and control
  38. what are the behavioral patterns of HR
  39. what is responsibility flows and communication process

10 Marks

  1. discuss the importance of IT for managers
  2. elucidate the relevance of decision making concepts for information system design
  3. describe about standard software and customized software
  4. discuss the behavioral patterns of  HR managers in information processing for decision making
  5. how are common problems during IT adoption efforts and processes overcome
  6. explain the applications of ovacles financials and ramco’s marshal in HRIS
  7. design an HRIS for  an 100 bed hospital management consists of 50 doctors 50 technical staff
  8. “ human resource management needs HRIS for a well functioning so HRIS is not an expenditure it is an investment” comment
  9. how the HR modules to be developed for training? Develop a model which suits for the company like manufacturing industry
  10. discuss about the role and responsibility of the HRIS manager to be followed in HRIS management
  11. “ data security and data operations is a key issue in HRIS management” critically evaluate the importance of this statement
  12. discuss about the types of orientation and training modules for HR and other functionaries to be given for HRIS management
  13. discuss the human resource management practices that may be applied for survey of software packages of HRIS
  14.  examine the various software packages and ramco marshal formulae that may be applied in HRIS
  15. what do you mean by information processing and control function? How it can be brought about in a HRIS
  16. examine the process of HR management in PA system module
  17. describe the behavioral patterns of HR of other managers in HRIS
  18. evaluate the ITES personnel and explain he employs legislation in HRIS
  19. how the human resource information system are effectively adoption of substance in HRM
  20. what are the common problems faced by the IT industry. Suggest you remedial measures to overcome the problems?
  21. discuss the role of information technology and information technology enabled services in HRM
  22. explain the applications of ERP and SAP software’s for HR functions
  23.  how to plan for a design of HRIS? What are the difficulties faced by the HR manager in HRIS planning
  24. discuss the scope of the module development to be used for training and development in a organization
  25. discuss the influences of organization structure design and flow of authority and responsibility in developing HRIS in organizations
  26. discuss the role of HR manager in relating the HRIS and employee legislation
  27. discuss the chance of winning and loosing opportunities in implementing HRIS by the organizations
  28. the investment made on HRIS will have a scope to get a return by a productivity and performance of a organization – comment on this statement
  29.  discuss the role of ITES in HRM and IT for HR-managers
  30. explain a) SAP b) ERP  c) oracles finance in relation with HRIS
  31. explain information processing and control function
  32. give some standard software and customized software of HRIS and explain the investment procedures for it
  33. explain the following module :

a)      PA system

b)      7 and D

c)      pay and related dimensions

 

  1. what are the information systems support for planning and control
  2. explain organizational structures and related management process
  3. how will you capture data and flow will you monitor and review it

Global Human Resource Practices

 

6 Marks

 

  1. discuss the use of balanced score card
  2. what do you mean by motivation? What are its types
  3. explain the need for change in management of models
  4. what are the universal quality standards
  5. what are the advantages of international business
  6. differentiate between HR practices followed by domestic and MNC’s
  7. what are the factors responsible for stress in an organization
  8. what do you understand by change management
  9. explain stress free orientation
  10. what is balanced score card
  11. what are the human resource career options in international business
  12. what is the role of technology in today’s organization
  13. what is proactive mechanism of grievance handling
  14. what should be the human resource policy frame in a global setting
  15. what are the challenges posed by the globalization to human resource department
  16. what are the objectives of globalization in human resource perspective
  17.  explain the ethical and social responsible behavior
  18. explain the various compensation packages
  19. state the functions if human resource manager
  20. state the steps involved in man power planning
  21. state the methods of performance appraisal
  22. describe coaching and mentoring
  23. what are the use of balanced score card
  24. what is the equity theory of job motivation
  25. what is HRIS
  26. list out the various dimensions of HRP
  27. who is a protégé
  28. what is quality of work life
  29. explain job enrichment
  30. what do you mean by feed forward control
  31. motivation and motivators can be compared to the carrot and the stick. Explain
  32. how is the international trade pave way for globalization
  33. what are the operational objectives of globalization
  34. what are the uses of balanced score card
  35. in what ways global business are helpful for HR
  36. how is HR helpful for creating linkage among nations
  37. what do you understand about reactive mechanism
  38. how is motivation helpful for HR development
  39. “ analysis is a must for introducing change in organization” discuss
  40. explain balanced score card
  41. explain socially responsible behavior
  42. enumerate the distinctive features of organizing at global level
  43. what is meant by industry analysis
  44. explain EFQM
  45. what  is meant by ISO 9000
  46. what is meant by motivation
  47. give and explain four careers in international business

10 Marks

 

  1. what is globalization? What are its objectives
  2. explain the HR challenges faced by MNCs
  3. explain the HR functions
  4. explain reactive and proactive mechanism
  5. what do you mean by appreciating change. Bring out its advantages
  6. discuss the thoughts of sri Aurobindo
  7. “people sometimes resists to change for the sake of resistance” comment
  8. explain the steps followed by HR manager while recruiting people for MNC’s
  9.  discuss the HR perspective in the context of growth of international business
  10. how will you link the people, strategy and performance
  11. what are the HR challenges and opportunities when national differences arise
  12. what are the distinctive features of HR functions in a global set up
  13. suggest HR practices for compensation package and grievance handling
  14. explain the role of leadership in taking up change management
  15. how will you ensure quality in knowledge based organization
  16. explain the views of sri Aurobindo with regard to quality and commitment
  17. what are the distinctive features of human functions
  18. explain the eastern management thought for global management with illustrations
  19. state the human resource management in multi nation companies
  20. what are the motivational systems available in the human resource management because of globalization
  21. explain the universal quality standard in human performance
  22. what are the issues involved in compensation management
  23. what are the recent changes in the leadership qualities
  24. what are the sources of grievances? Explain grievance redressal machinery
  25. explain the need for motivational system in HR practices. Also explain the various need theories of motivation
  26. what are the various financial and non-financial incentives. Discuss
  27. what are the main HR operational functions. Explain in detail
  28. it has been argued that firms have an obligation to train and develop all employees with managerial potential. Do you aggress? Why, or why not
  29. what is an expert system, and how it helps managers make decision?
  30. to what extent and how is money an effective motivator
  31. explain why the managerial grid has been as popular as a training device in the MNCs
  32. how do  you choose an international strategy for thriving at the national level
  33. what is LPG. How do you interrelate these in international business
  34. are you think that the ethical and social concept in India have eroded after the introduction of globalization in India
  35. what are the challenges faced by HR at international level
  36. give the distinctive functions of HR in global setup
  37. give the distinctive functions of HR in global setup
  38. write a note on incentive and compensation packages available for HR at global level
  39. explain the role of leadership in executive change in an organization
  40. discuss the thoughts and practice of  shri Aurobindo
  41. discuss the factors influencing international competitive strategy
  42. explain how cultural differences between countries influence HR practices
  43. distinguish  between control internally and internationally
  44. explain the concept of change management and enumerate the steps in executive change
  45. explain Aurobindo’s writings on commitment, quality and stress free orientation
  46. examine the role of technology in global HR practices
  47. is there any difference in offering compensation package and incentive management at national and international levels. If so explain
  48. discuss the operational objectives of globalization

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Posted by Hrformats - May 28, 2012 at 4:44 AM

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HR Manual & Employee Handbook

 I have Attached HR Manual & Employee Handbook

1.HR MANUAL

IS A GUIDELINE FOR LINE MANAGERS HOW TO MANAGE THEIR
HUMAN RESOURCES.
———————————————
2. EMPLOYEE HANDBOOK IS A GUIDELINE FOR STAFF –WHAT /HOW

TO MANAGE THEIR RESPONSIBILITIES.
—————————————————————– —–
3. POLICIES ARE GUIDELINES WRITTEN IN THE MANUAL.
—————————————————————– ———
EMPLOYEE HANDBOOK IS AN INTEGRAL PART OF HR MANUAL.

============================================
I AM OUTLINING HEREBELOW, WHAT GOES INTO HR MANUAL
AND EMPLOYEE HANDBOOK.

HR MANAGEMENT MANUAL

Human Resources Policies, Procedures and Forms

Table of Contents

ADMINISTRATION

ADM.101 Personnel Records
Activities
1.0 Employee Information
2.0 HR Personnel Records
3.0 Contents of Personnel Files
4.0 Employee’s Personnel Records Review
5.0 Management Review of Personnel Files
6.0 Company Release Of Employee Information
7.0 Record Retention and Long-Term Storage
8.0 Record Destruction

Forms
Ex1 Personnel Records Access Log
Ex2 HR Records Retention Periods
—————————————————————– ——————————–

ADM.102 Form Development
Activities
1.0 Form Development and Format
2.0 Authorization and Printing
3.0 Form Numbering and Placement
4.0 Forms Index and Manual
Forms
Ex1 Form Printing Request

—————————————————————– ——————————-
ADM.103 Document Control
Activities
1.0 Document Distribution
2.0 Document Revision
3.0 Document
4.0 Temporary Changes
Forms
103 Ex1 Request For Document Change (RDC)
—————————————————————– ——————————–
ADM. 104 Mail & Express Services
Activities
1.0 General Mail Usage
2.0 Addressing Mail
3.0 Express Mail
4.0 Overnight Packages
5.0 Additional Information Resources
Forms
104 Ex1 Outgoing Mail Register

—————————————————————– —————————–
ADM. 105 Telephone Answering
Activities
1.0 Answering Techniques and Etiquette
2.0 Answering and Directing Calls
3.0 Taking Messages
4.0 Telephone User’s Guide
Forms
105 Ex1 Important Message

—————————————————————– ————————–
ADM.106 Property & Access Control
Activities
1.0 Background Checks
2.0 Physical Access Controls
3.0 Key Controls
4.0 Proprietary Information Controls
5.0 Collection Of Access Controls
6.0 Visitors & Guests

Forms
ADM106 Ex1 Key Issue Policy
ADM106 Ex2 Visitor Log

—————————————————————– —————————
ADM.107 Separation
Activities
1.0 Resignations
2.0 Involuntary Terminations And Layoffs
3.0 Terminations For Cause
4.0 Termination Meeting
5.0 Additional Information Resources

Forms
107 Ex1 Exit Interview Checklist
107 Ex2 Exit References Authorization

—————————————————————– ————————–
ADM.108 Workplace Rules & Guidelines
Activities
1.0 Alcohol And Drugs
2.0 Breaks And Lunch Time
3.0 Company Property
4.0 Grievances And Complaints
5.0 Inclement Weather
6.0 Parking
7.0 Personal Telephone Calls
8.0 Smoking
9.0 Solicitations
10.0 Suggestions
11.0 Visitors

Forms
108 Ex1 Suggestion Form

—————————————————————– ——————————-
ADM.109 Human Resources Reports
Activities
1.0 Preparation Guidelines
2.0 Occupational Health & Safety Reports
3.0 Equal Opportunity Reports
4.0 Training Plan
5.0 Hiring Status Report
6.0 Compensation Summary

Forms
109 EX1 Human Resource Reporting Summary
109 EX2 HR Hiring Status Report

—————————————————————– —————————–
ADM.110 Dress Code
Activities
1.0 Dress Code
1.1 Business Attire
1.2 Business Casual Attire
1.3 Casual Attire
1.4 Uniformed Attire
1.5 Safety Attire
1.6 Formal Attire
1.7 Inappropriate Attire
1.8 Business Situations
1.9 Recreation & Parties
2.0 Dinners & Receptions

3.0 Personal Hygiene

4.0 Disciplinary Action
—————————————————————– ——————————–
HIRING PROCEDURES

HRG.101 Employee Hiring
Activities
1.0 Needs Analysis
2.0 Personnel Requisition
3.0 Job Posting & Screening
4.0 Interviewing
5.0 Pre-Employment Screening & Testing
6.0 Background Investigation
7.0 Hiring And Employee Offers
8.0 Motor Vehicle And Equipment Operation
9.0 Applicant Files
10.0 Additional Information Resources

Forms
HRG101 Ex1 Personnel Requisition
HRG101 Ex2 Offer Letter
HRG101 Ex3 Personnel Change Notice
HRG101 Ex4 New Employee Hiring Checklist
HRG101 Employment Eligibility Verification .
HRG101 Employee’s Withholding Allowance Certificate.
—————————————————————– —————————–

HRG102 Job Descriptions
Activities
1.0 Job Description Preparation
2.0 Format And Content
2.1 Job Title
2.2 Effective Date
2.3 Department
2.4 Summary Of Functions
2.5 Essential Duties And Responsibilities
2.6 Organizational Relationships
2.7 Qualifications
2.8 Physical Demands
2.9 Work Environment
3.0 Job Description Approval & Distribution

Forms
HRG102 Ex1 Job Description Format
—————————————————————– —————————-

HRG103 Employment Applications
Activities
1.0 Application For Employment
2.0 Application Information
2.1 Personal Information
2.2 Employment Interest
2.3 Education & Training
2.4 Employment History
2.5 Military Service Record
2.6 References
3.0 Compliance Information

Forms
HRG103 Ex1 Employment Application
HRG103 Ex2 Employment Application Supplement

—————————————————————– —————————–
HRG104 Interviewing Applicants
Activities

1.0 Interviewing Objectives
2.0 Resume Examination
3.0 Telephone Interviews
4.0 E-Mail Interviews
5.0 In-Person Interviews

Forms
HRG104 Ex1 Employment Interview Questions
HRG104 Ex2 Interview Form

—————————————————————– ————————–
HRG105 Background Investigations
Activities
1.0 Background And Hiring
2.0 Investigative Consumer Reporting
3.0 Employee Reference Checks
4.0 Motor Vehicle Record (MVR) Inquiry

Forms
HRG105 Ex1 Employee Investigation Checklist
HRG105 Ex2 Employee Background Authorization
HRG105 Ex3 New References Authorization
HRG105 Ex4 Reference Check Survey
—————————————————————– —————————
Compensation Procedures

COM101 Payroll
Activities
1.0 Payroll Records
2.0 Timesheets
3.0 Payroll Deductions
3.1 Worker’s Compensation Insurance
3.2 Social Security & Medicare
3.3 State Income Tax
3.4 Earnings Tax
3.5 Tax Withholding Payments
4.0 Payroll Adjustments
4.1 Advances
4.2 Garnishments
5.0 Paychecks
5.1 Direct Deposit
5.2 Lost Paychecks
5.3 Final Paychecks
6.0 Vacation Pay
7.0 Additional Information Resources

Forms
COM101 Ex1 Monthly Time Sheet
COM101 Ex2 Central Govt. Tax Calendar
COM101 Ex3 Electronic Funds Transfer Authorization

—————————————————————– ————————
COM102 Paid & Unpaid Leave
Activities

1.0 Paid Time Off
2.0 Unpaid Time Off
3.0 Absence Request And Notification
4.0 Holidays
5.0 Vacation Eligibility
5.1 Vacation Schedules
5.2 Vacation Over Holidays
6.0 Additional Information Resources

Forms
COM102 Ex1 Absence Request Form
—————————————————————– ————————
COM103 Insurance Benefits
Activities
1.0 Life Insurance
2.0 Long Term Disability Insurance
3.0 Social Security
4.0 Workers’ Compensation
5.0 Wage Continuation
6.0 Unemployment Compensation
7.0 Health Insurance
8.0 Additional Information Resources

—————————————————————– ———————–
COM104 Healthcare Benefits
Activities

1.0 Cost And Premiums
2.0 Eligibility
3.0 Enrollment
4.0 Coverage
5.0 Filing A Claim
6.0 Termination And Conversion Of Coverage
7.0 Additional Information Resources

Forms
COM104 Ex1 Benefits Enrollment/Change Form

—————————————————————– ———————-
COM105 Employee Retirement Income Security
Activities
1.0 Plan Administration
1.1 Investment Policy Statement
1.2 Fidelity Bond
1.3 Fiduciary Liability Insurance
1.4 Employer Matching
1.5 In-Service Loans And Withdrawals
2.0 Employee Participation
3.0 Notice Procedures
3.1 Initial Notice
3.2 Annual Notices
4.0 Additional Information Resources

—————————————————————– ————–
COM106 Consolidated Budget Reconciliation
Activities
1.0 Plan Administration
2.0 Qualifying Events
3.0 Notice Procedure
4.0 Benefits Protection
6.0 Enforcement
7.0 Additional Information Resources

—————————————————————– —————-
Development Procedures

DEV101 Development Management
Activities
1.0 Development Planning
2.0 Training Effectiveness
3.0 Training Records
4.0 Training Courses
5.0 Performance Evaluations
6.0 Additional Information Resources

Forms
DEV101 Ex1 Training Plan

—————————————————————– —————–
DEV102 Training Reimbursement
Activities
1.0 Eligibility
2.0 Approved Programs
3.0 Reimbursement
Forms
DEV102 Ex 1 Request For Training
—————————————————————– ————

DEV103 Computer User & Staff Training
Activities
1.0 MIS Training And Certification
2.0 MIS/LAN User Training
3.0 E-Mail Training
4.0 Software Applications

—————————————————————– ———-
DEV104 Internet & E-Mail Acceptable Use
Activities
1.0 Acceptable Use
2.0 Inappropriate Use
3.0 Internet And E-Mail Etiquette
4.0 Security
5.0 User Compliance
6.0 Additional Information Resources
Forms
DEV104 Ex1 Computer And Internet Usage Policy

—————————————————————– ———-
DEV105 Performance Appraisals
Activities

1.0 Performance Appraisal Guidelines
2.0 Appraisal Preparation
3.0 Appraisal Discussion
4.0 Salary Adjustments
5.0 Appraisal Conclusion
6.0 Additional Information Resources

Forms
DEV105 Ex1 Self Appraisal Form
DEV105 Ex2 Performance Appraisal Form

—————————————————————– ——–
DEV106 Employee Discipline
Activities
1.0 Introduction To Misconduct
2.0 Responses To Misconduct
2.1 Verbal Warning
2.2 Written Warning
2.3 Suspension
2.4 Termination
3.0 Serious Misconduct
4.0 Very Serious Misconduct
5.0 Inexcusable Misconduct
6.0 Misconduct Investigations

DEV106 Ex1 Disciplinary Notice

—————————————————————– ———————————–
Compliance Procedures

CMP101 Workplace Safety
Activities
1.0 Worksite Analysis
2.0 Hazard Prevention And Control
2.1 Safe Work Procedures
2.2 Protective Equipment
2.3 Fire Prevention
3.0 Hazard Communication Program
4.0 Medical Emergencies
5.0 Workplace Safety Training
6.0 Reporting And Record Keeping
7.0 Additional Information Resources

Forms
CMP101 Ex1 Safety Suggestion Sheet
CMP101 Ex2 Workplace Safety Self-Inspection Checklist
CMP101 Ex3 Workplace Safety Action Plan
CMP101 Ex4 Workplace Safety Rules
CMP101 Ex5 Index of Hazardous Chemicals
CMP101 PDF Material Safety Data Sheet
CMP101 PDF Injuries and Illness Log
CMP101 PDF Summary of Injuries and Illness
CMP101 PDF Injuries and Illness Incident Report
CMP101 PDF Instructions for for OSHA Forms
—————————————————————– ———————

CMP102 People With Disabilities
Activities

1.0 Background
2.0 Who Is Covered?
3.0 Employment Issues
4.0 Public Accommodations
5.0 Enforcement Of The Act
6.0 Additional Information Resources

—————————————————————– ——————-
CMP103 Annual And Medical Leave
Activities

1.0 Reasons For Taking Leave
2.0 Advance Notice And Medical Certification
3.0 Job Benefits And Protection
4.0 Unlawful Acts
5.0 Enforcement
6.0 Employer Notices
7.0 Additional Information Resources
Forms
CMP103 Ex 1 Certification Of Healthcare Provider
CMP103 Ex 2 Employer Response To Employee Request

—————————————————————– ———————–
CMP104 Drug Free Workplace
Activities

1.0 General
2.0 Prohibitions
3.0 Authorized Use Of Prescription Medicine
4.0 Drug Awareness Program
5.0 Disciplinary Actions
6.0 Additional Information Resources

—————————————————————– ————————
CMP105 Health Insurance Portability And Accountability
Activities

1.0 Management
1.1 Privacy Standards
2.0 Medical Records Maintenance
3.0 Medical Records Access
4.0 Additional Information Resources
Forms
CMP105 HIPAA Authorization Form

—————————————————————– ———————–
CMP106 Harassment & Discrimination
Activities

1.0 Unacceptable Behavior
2.0 Complaint
3.0 Corrective Measures
4.0 Enforcement
5.0 Additional Information Resources

—————————————————————– ——————
Job Descriptions Tab
WRITING JOB DESCRIPTIONS

INTRODUCTION
PURPOSE
SCOPE

WRITTEN COMMUNICATION
Non-discriminatory language
Active voice
Action verbs Plain English

FORMAT AND CONTENT
Effective Date
Department
Summary Of Functions
Essential Duties And Responsibilities
Grouping Several Tasks Into A Single Responsibility
Responsibility Statements
Delegated Responsibilities
Organizational Relationships
Reporting Relationships
The Organization’s Environment
Qualifications
Mandatory Requirements
Key Selection Criteria
Physical Demands
Work Environment
Job Performance
Job Descriptions
Reasonable Accommodation
Accessibility

APPENDIX 2 SAMPLE JOB DESCRIPTIONS
Accounting Manager
Credit Manager
Customer Service Manager
Data Processing Technician
Computer Programmer
Director Of Quality Assurance
Graphic Illustrator

Employee Handbook

SECTION 1 INTRODUCTION
1.0 The Company Philosophy

1.1 The Company Mission

1.2 Equal Employment Opportunity Policy and Affirmative Action Plan

1.3 Employment-At-Will

1.4 Sexual Harassment

1.5 Safety
1.5.1 Safety Rules
1.5.2 Hazardous Wastes
1.5.3 Reporting Injuries and Accidents

1.6 Drug Free Workplace
1.6.1 Prohibitions
1.6.2 Drug Awareness Program
1.6.3 Disciplinary Actions

SECTION 2 EMPLOYMENT
2.0 Personnel Administration

2.1 HR Personnel Records
2.1.1 Contents of Personnel Files
2.1.2 Employee Information
2.1.3 Employee’s Request for Review of Personnel Records
2.1.4 Management Review of Personnel Files

2.2 Service
2.2.1 Employee Categories
2.2.2 Job Posting Procedures
2.2.3 Employment of Relatives
2.2.4 Employment of Minors
2.2.5 Promotions
2.2.6 Transfer of Employees
2.2.7 Separation of Employment
2.2.8 Work force Reductions
2.2.9 Probationary Period
2.2.10 Extra Income

2.3 Process Improvement
2.3.1 Employee-Management Forums
2.3.2 Employee Suggestion Program

SECTION 3 COMPENSATION & BENEFITS
3.0 Benefit Eligibility

3.1 Payroll Information
3.1.1 Time Records
3.1.2 Pay Periods
3.1.3 Salary Compensation for Partial Pay Period
3.1.4 Pay Rate Schedule – Hourly Paid Employees
3.1.5 Payroll Deductions
3.1.6 Overtime
3.1.7 Payroll Errors
3.1.8 Garnishment of Employee Wages
3.1.9 Authorized Check Pickup
3.1.10 Pay at Time of Separation

3.2 Attendance & Leave
3.2.1 Medical Leave Policy
3.2.2 Sick Leave Credit Limit
3.2.3 Sick Leave Policy – Usage
3.2.4 Medical, Dental and Optical Appointments

3.2.5 Exhaustion of Accumulated Sick Leave
3.2.6 Pallbearer, Funeral, Emergency Leave
3.2.7 Civic Leave or Jury Duty
3.2.8 Voting
3.2.9 Military Leave
3.2.10 Maternity Leave
3.2.11 Parental Leave
3.2.12 Leave of Absence

3.3 Insurance
3.3.1 Hospitalization and Medical Insurance
3.3.2 Continuation of Group Health Insurance
3.3.3 Life Insurance
3.3.4 Long Term Disability Insurance
3.3.5 Social Security
3.3.6 Workers’ Compensation
3.3.7 Unemployment Compensation

3.4 Savings Plan

3.5 Break Room

3.6 Employee Discounts

3.7 Educational Assistance

SECTION 4 EMPLOYEE RESPONSIBILITIES

4.1 Work Schedules
4.1.1 Working Hours
4.1.2 Salary Employees
4.1.3 Hourly Employees
4.1.4 Clean Work-Place

4.2 Legal & Ethical Conduct
4.2.1 Ethical Standards
4.2.2 Conflicts of Interest
4.2.3 Personal Conduct
4.2.4 Confidentiality
4.2.5 Bribes, Kickbacks and Illegal Payments
4.2.6 Patents and Copyrights

4.3 Misconduct
4.3.1 Serious Misconduct
4.3.2 Very Serious Misconduct
4.3.3 Inexcusable Misconduct
4.3.3 Misconduct Investigations

4.4 Transportation & Travel
4.4.1 Company Owned Vehicles
4.4.2 Personal Vehicles
4.4.3 Living Expense Allowance
4.4.4 Other Travel Expenses
4.4.5 Expense Records
4.4.6 Travel Advances
4.4.7 Expense Reimbursement – Third Party
4.4.8 Expense Policies – Violations
4.4.9 Company Credit Cards

4.5 Appearance & Belongings
4.5.1 Personal Appearance
4.5.2 Business Attire
4.5.3 Casual Attire
4.5.4 Inappropriate Attire
4.5.5 Personal Belongings
4.5.6 Alcohol and Drugs
4.5.7 Medication
4.5.8 Smoking Policy

4.6 Equipment & Facilities
4.6.1 Parking
4.6.2 Telephone Use
4.6.3 Motor Vehicle and Workplace Equipment Operation
4.6.4 Safety Equipment
4.6.5 Company Tools
4.6.6 Waste Prevention
4.6.7 Solicitation and/or Distribution
4.6.8 Security
4.6.9 Bulletin Board

EMPLOYEE HANDBOOK FORMS

Acknowledgement Of Receipt And Understanding
Statement Of Legal And Ethical Business Conduct
Drug-Free Workplace Policy Employee Acknowledgement
Job Related Accident

 

Click Here To Download HR Manual & Employee Handbook

6 comments - What do you think?
Posted by Hrformats - April 23, 2012 at 6:50 AM

Categories: HR   Tags: , , ,

Mba Hrm Faqs

 I have Attached Mba Hrm Faqs

Organizational development and change

 

6 marks

 

  1. write short notes on  forces stimulating change
  2. what are the factors treated as individual factors influences the resistance of changes
  3. how the change program should be effectively designed to manage the changes
  4. explain the phases of organizational development
  5. how the process of intervention is important in O.D
  6. what do you understand by the concept of learning organization. Give any two examples
  7. what is planned change?
  8. write short notes on survey feedback
  9. identify the agents influencing the changes
  10. what are the organizational factors effects the resistance of changes
  11. write a short note on job redesign
  12. identify the basic values of organizational development
  13. explain the importance of  feedback in organizational development process
  14. write short note on sensitivity training
  15. how the concept of innovations can be utilized for organization development
  16. write short note on technological interventions.
  17. explain kurt lewin’s three phases of change
  18. discuss the role of group dynamics to overcome the resistance to change
  19. bring out the effectiveness of change programs
  20. discuss the role of diagnosis in understanding the problem of the organization
  21. what is the role of grid organizational development. Describe its various phases
  22. narrate the dimensions of planned change
  23. discuss the techniques to overcome change
  24. what is job redesigning. Discuss its impact on work order of an organization.
  25. what is called as change. What are the sources for changes
  26. how to plan for the unplanned changes in change management
  27. identify the organizational and individual factors for the resistance of change
  28. explain the methods to implement changes
  29. how to evaluate and terminate the change plan
  30. write short note on sensitivity training
  31. how to develop a inter group development in a organization

 

10 marks

 

  1. explain the lewin’s three step model
  2. How the organizational manager should manage the planned and unplanned change. Give suitable illustration
  3. explain the need and importance of socio-technical system approach for change management
  4. How the human process interventions can be utilized as an effective tool for organization development  interventions. What are the pitfalls can arise in the involvement of human interventions
  5. Structure and strategy interventions most of the time gets failure result. Justify
  6. Regular manager will not have same vision like the OD manager.  Comment
  7. elucidate job redesign
  8. discuss the role of inter group development in organizational intervention
  9. explain lewin’s three step model
  10. how manager can make a better change agent. Discuss
  11. why people resist change. What are the different  causes for resistance to change
  12. explain the different models of organizational change
  13. change is the only event, which cannot be stopped in the organization. Critically comment
  14. discuss about the reasons and factors influencing the resistance for changes. Give suitable illustrations
  15. how to measure the effectiveness of change programs. If not so correct. How to redesign the change programs.
  16. how the organizational diagnosis should be done for OD? What are the do’s and don’ts to be followed in organizational diagnosis
  17. explain the methodology to be adopted in survey feedback for organizational development. What are the pitfalls occur in survey feedback method
  18. inter-group development is more difficult than a process of OD. comment
  19.  OD should not be the one time process it is a continuous process. Justify
  20. why do people generally resist to change? Do personality factors play a role in this process
  21. narrate the efforts at the individual level to overcome the resistance to change
  22. what is OD? Bring out its characteristics
  23. what do you mean OD intervention. Explain sensitivity training in this regard.
  24. discuss the process involved and strategy followed in planned change
  25. discuss the lawin’s three step model in change management
  26. any changes will not be a permanent one, the next change will replace previous change- in this situation how the organization should plan for managing these changes
  27. explain the steps involved in change process. How to encounter the problems arises during the challenges in the change implementation
  28. discuss the OD intervention techniques with its merits and demerits
  29. explain the role of process consultation and survey feedback in the organization development
  30. how the intergroup development can be developed in a organization. What are the advantages of inter group development
  31. explain the role of consultants in the process and plan of organizational development,

 

Human Resource Accounting

 

6 marks

 

  1. explain the modern market investment theory in HRA
  2. how the human resources is treated as capital in the industry
  3. explain the various approaches to human resource accounting
  4. what are the different types of depreciations involved in human resource accounting
  5. what are the informations to be presented in human resource accounting reporting
  6. why is HRA important for managers and HR professionals
  7. write a brief note on human capital investment
  8. compare organizational behavior vs. turnover
  9. what do we understand by the human resource accounting. How it is useful to HR manager
  10. explain the quality focus approach in work force and in organization
  11. explain the steps involved in human resource planning
  12.  what is called as human value. What are the mechanics involved in designing human value
  13. write short note on “ relationship between organization behavior and productivity”
  14. how to design a management control structure and process
  15. what is known as non-value adds in the management of human resources. How to control it
  16. define human resource accounting. Bring out its importance
  17. explain human capital in detail
  18. enumerate the investments made on human resources
  19. what are non value adds is the management of human resources. How will you measure them
  20. discuss the behavioral aspects of management control
  21. how costs are classified in human resource accounting
  22. identify the areas in which HR auditing can be conducted
  23. explain how responsibility accounting assist management control
  24.  who are HRA managers and HR professionals
  25. what are the objectives of HRA and mention different approach to it in short
  26. explain human capital and productivity
  27. explain the HR values, concepts and its methods
  28. determine the changes in human resource variables
  29. explain the HR accounting and its design
  30. what are the different classification of costs in HRA

 

10 marks

 

  1. human capital is a vital component than a investment capital. Justify with suitable illustrations
  2. discuss about the process of human value addition into money value calculation. Give suitable illustrations
  3. recruitment costs and training costs is an investment not an expenditure. Critically comment
  4. behaviour of the organization and individual is a variable factor in the organizational turnover. Comment
  5. explain the do’s and don’ts to be followed in the preparation of PSL accounts and balance sheet in reporting human resource accounting process
  6. human resource is a continuous process, it should be accounted periodically, not at one time. Justify
  7. elucidate the significance of human capital productivity
  8. discuss the measures and prevention of non value adds in the management of human resources
  9. describe management control structures and process
  10. explain HRA software
  11. write about efficient use of workforce and organizations performance
  12. describe the management of human value addition into money value
  13. discuss the meaning and importance of human resource accounting in organization. How this HRA will improve the performance of organization
  14. explain the modern market investment theory and its involvement in calculating HR assets
  15. Accounting the human resources is not so easy as like other management and financial accounting – justify this statement. How would you suggest to do these best HR accounting.
  16. explain the types of approaches in human resource investment . what are the different methods of HR values in corporated in HR investment
  17. narrate  the role of HR sub system and its contribution in designing HR accounting process
  18. how to prepare a HRA oriented reporting process including P and L accounts and balance sheet. Give examples
  19. forecast the future scenarios of human resource accounting in India
  20. explain the soft skills and hard skills required for HR accounting manager in a organizations
  21. explain quality of work force. How organizations performance can be improved through it
  22. what is human resource accounting. Discuss its objectives and explain problems
  23. explain HR cost accounting and HR value accounting. How do they differ
  24. what do you mean by human assets. Discuss the different types of human assets and their relevance in an organization
  25. how wil you determine the changes in human resources variables
  26. enumerate the reporting process for HR accounting
  27. state the advantages of HR accounting and difficulties in implementing it
  28. discuss the software packages available for HR accounting
  29. how HRA concept developed and discuss historical score card
  30. how will you calculate market value of assets and explain the term marketable assets
  31. what are the approaches to HRA
  32. what is HRD and human capital investment
  33. explain the term “ recruitment and training cost” and what is its rate of return
  34. what are non value adds in the management of human resource
  35. explain the management control structure and its process
  36. design the HR procedures for “induction and training”

 

 

 

Compensation Management

6 Marks

 

  1. what do you understand by performance appraisal
  2. discuss the need for rewards for sales personnel
  3. distinguish between pay and commission
  4. discuss the advantages of job evaluation
  5. what are the  essentials of sound ppraisal system
  6. what is meant by commission
  7. what is meant by performance based pay system
  8. elucidate pay commissions
  9. discuss the limitations of traditional method of performance appraisal
  10. why the job evaluation is important for compensation management
  11. write basic applications of performance appraisal systems
  12. explain the classifications of compensation
  13. distinguish the basic features between wage and salary
  14. how a wage is fixed in India
  15. who are all the members in wage boards
  16. how the pay commission in summarizing the data for pay fixation
  17. define job evaluation. Distinguish it from performance appraisal
  18. what to you mean by incentive system. Discuss its features
  19. discuss balance method of wage payment
  20. what is commission salary plan. Bring out its merits and demerits
  21. how the compensation management is dealt in multinational organizations
  22. explain performance appraisal. Enumerate the trends in it
  23. discuss the measures to make a fringe benefit programme effective
  24. bring out the features of a good rewards system for sales personnel
  25. explain the traditional and new technique in job evaluation
  26. how to set a performance standard? Can we alter the performance standard frequently?
  27. explain the classifications of compensation
  28. how the wages are fixed up
  29. differentiate between pay and commission, which factors decides the decision of pay and commission
  30. write short note on “ rewards for sales personnel”
  31. list out the objectives of pay commissions
  32. how the wage board play a note in employee welfare
  33. explain ranking method of job evaluation. Bring out its merits and demerits
  34. what do you mean by incentive system. Discuss its features
  35. how will you calculate living wage and fair wage
  36. bring out the features of a good rewards for sales personnel
  37. examine the main provisions of minimum wage legislations in India
  38. discuss the performance standards of the employees in an organization
  39. what is profit sharing scheme. What types of problems do emerge in profit sharing scheme
  40. enumerate the requisites for the success of wage incentive paln

10 Marks

 

  1. explain the procedure of job evaluation
  2. how are the compensation classified. Explain
  3. discuss various theories of wages.
  4. describe executives compensation plan.
  5. elucidate the importance of pay commissions
  6. describe wage payment
  7. explain ranking method of evaluation. Discuss its merits and demerits
  8. discuss about the modern methods of performance appraisal
  9. explain salary administration
  10. discuss the need for incentives for sales personnel
  11. explain the importance of wage boards
  12. elucidate the need for compensation management in multinational organizations
  13. how managers can make a choice of performance appraisal system.
  14. discuss the new techniques involved in the job evaluation in the present scenario. What are the difficulties faced by the job evaluation during job evaluation
  15. explain the role and responsibilities of the performance appraiser at the time of performance appraisal process
  16. “ fringe benefits are normally used as a informal way rather than a ethical motivation in a company” critically evaluate
  17. “ salary administration in India is not so flexible, it is more static than dynamism” – comment
  18. discuss about the executive compensation plan and packages in India
  19. “ pay and commission are the tools equally powerful, it should be used as a double edged sword. If one is exceeding the other it will be a demotivating factor” . how do you foresee the above statement. Give suitable examples.
  20. compare and contrast the compensation management system in India companies and in multinational companies
  21. critically evaluate the functional role of pay commissions in India
  22. explain behaviorally anchored rating scales (BARS) method of performance appraisal. Bring out its steps involved and evaluation
  23. what do you mean by employees welfare and social security. What are the benefits that are provided under these schemes
  24. explain time wage method. Discuss its merits and demerits
  25. discuss the executive compensation plans and packages
  26. examine critically the role played by wage boards in the development of a wage policy for the industrial sector of the Indian economy
  27.  what do you mean by appraisal results? How does it work
  28. how will you formulate a good incentive system.
  29. describe the evolution of wage policy in India. How far wages have been standardized in India
  30. job evaluation must be case by case and industry by industry-justify this statement , how these concept of job evaluation should be practiced in each industry
  31. discuss the types and methods of incentives and fringe benefits in IT industry
  32. explain the wage and salary administration method in India
  33. how the wage fixation is implemented and  designed by the government in India. What are the pitfalls in the wage and salary administration in India
  34. explain the methods and procedures involved in executives compensation plan. How this compensation plan should be a motivation tool to the executives
  35. discuss the methods of compensation management is multinational organizations
  36. critically evaluate the role of pay commission in India
  37. Performance appraisal system in India is not much focused towards the employee orientation – agree (or) disagree. Give suitable support for your arguments
  38. explain point method of job evaluation. Discuss its merits and demerits
  39. what is cafeteria compensation plan. Discuss the situations in which this plan is more effective
  40. explain piece wage method. Bring out its merits and conditions where it can be followed effectively
  41. enumerate the incentives offered to sales personnel
  42. examine critically the role played by pay commission in compensating employees
  43. discuss the factors affecting wages
  44. what do you mean by straight salary plan? Bring out its merits and demerits
  45. what  do you mean by wage structure? What is minimum wages? How will you calculate minimum wages?

 

 

 

Human Resource information system

6 Marks

 

  1. what are the sources of data.
  2. what is the need for oracles financials
  3. what is meant by data storage and retrieval
  4. distinguish between data and information
  5. describe the module on PA system
  6. how does HRIS help in authority and responsibility flows
  7. elucidate the role of HRIS in communication process
  8. discuss about the orientation and training module for HR
  9. trace out the difficulties faced by HR manager doesn’t have technology back ground
  10. how data storage and retrieval helps the HR manager for his functions
  11. identify some software called as standard software and customized software used for human resource information system
  12. explain the modules of MPP
  13. identify how the information system support the planning and control in HRIS
  14. explain how the organization structure is a factor in the HR management process
  15. describe the essential communication process involved in the human resource management
  16. what are the role of ITES in human resource management
  17. give the meaning of ERP and what are the object ERP and HRIS
  18. what do you mean by SAP? Why is it important in information system
  19. point out the characteristics features of Indian management for HRIS
  20. distinguish between standards software and customized software in HRIS
  21. what do you understand by MPP? Why is it essential for HRIS modules
  22. outline the salient features of organization structure in HRIS
  23. what are the security of data and operations of HRIS modules
  24. what type of data and information needed for a HR manager
  25. explain the HR software packages used in current HR practices
  26. how do the system of office automation facilitates the HR management function
  27. how the HR manager is responsible for HR decision making
  28. explain the module on pay and related dimension in HR applications
  29. write short note on : organization culture and power”
  30. write short note on “ communication process in organization”
  31. explain the styles of organization
  32. what are the data and information needed for the HR manager
  33. HRIS in ERP and SAP
  34. explain data formats, entry procedure and process
  35. HRM needs in an organization
  36. differentiate HR management process and HRIS
  37. what are the information systems support for planning and control
  38. what are the behavioral patterns of HR
  39. what is responsibility flows and communication process

10 Marks

 

  1. discuss the importance of IT for managers
  2. elucidate the relevance of decision making concepts for information system design
  3. describe about standard software and customized software
  4. discuss the behavioral patterns of  HR managers in information processing for decision making
  5. how are common problems during IT adoption efforts and processes overcome
  6. explain the applications of ovacles financials and ramco’s marshal in HRIS
  7. design an HRIS for  an 100 bed hospital management consists of 50 doctors 50 technical staff
  8. “ human resource management needs HRIS for a well functioning so HRIS is not an expenditure it is an investment” comment
  9. how the HR modules to be developed for training? Develop a model which suits for the company like manufacturing industry
  10. discuss about the role and responsibility of the HRIS manager to be followed in HRIS management
  11. “ data security and data operations is a key issue in HRIS management” critically evaluate the importance of this statement
  12. discuss about the types of orientation and training modules for HR and other functionaries to be given for HRIS management
  13. discuss the human resource management practices that may be applied for survey of software packages of HRIS
  14.  examine the various software packages and ramco marshal formulae that may be applied in HRIS
  15. what do you mean by information processing and control function? How it can be brought about in a HRIS
  16. examine the process of HR management in PA system module
  17. describe the behavioral patterns of HR of other managers in HRIS
  18. evaluate the ITES personnel and explain he employs legislation in HRIS
  19. how the human resource information system are effectively adoption of substance in HRM
  20. what are the common problems faced by the IT industry. Suggest you remedial measures to overcome the problems?
  21. discuss the role of information technology and information technology enabled services in HRM
  22. explain the applications of ERP and SAP software’s for HR functions
  23.  how to plan for a design of HRIS? What are the difficulties faced by the HR manager in HRIS planning
  24. discuss the scope of the module development to be used for training and development in a organization
  25. discuss the influences of organization structure design and flow of authority and responsibility in developing HRIS in organizations
  26. discuss the role of HR manager in relating the HRIS and employee legislation
  27. discuss the chance of winning and loosing opportunities in implementing HRIS by the organizations
  28. the investment made on HRIS will have a scope to get a return by a productivity and performance of a organization – comment on this statement
  29.  discuss the role of ITES in HRM and IT for HR-managers
  30. explain a) SAP b) ERP  c) oracles finance in relation with HRIS
  31. explain information processing and control function
  32. give some standard software and customized software of HRIS and explain the investment procedures for it
  33. explain the following module :

a)      PA system

b)      7 and D

c)      pay and related dimensions

 

  1. what are the information systems support for planning and control
  2. explain organizational structures and related management process
  3. how will you capture data and flow will you monitor and review it

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Global Human Resource Practices

 

6 Marks

 

  1. discuss the use of balanced score card
  2. what do you mean by motivation? What are its types
  3. explain the need for change in management of models
  4. what are the universal quality standards
  5. what are the advantages of international business
  6. differentiate between HR practices followed by domestic and MNC’s
  7. what are the factors responsible for stress in an organization
  8. what do you understand by change management
  9. explain stress free orientation
  10. what is balanced score card
  11. what are the human resource career options in international business
  12. what is the role of technology in today’s organization
  13. what is proactive mechanism of grievance handling
  14. what should be the human resource policy frame in a global setting
  15. what are the challenges posed by the globalization to human resource department
  16. what are the objectives of globalization in human resource perspective
  17.  explain the ethical and social responsible behavior
  18. explain the various compensation packages
  19. state the functions if human resource manager
  20. state the steps involved in man power planning
  21. state the methods of performance appraisal
  22. describe coaching and mentoring
  23. what are the use of balanced score card
  24. what is the equity theory of job motivation
  25. what is HRIS
  26. list out the various dimensions of HRP
  27. who is a protégé
  28. what is quality of work life
  29. explain job enrichment
  30. what do you mean by feed forward control
  31. motivation and motivators can be compared to the carrot and the stick. Explain
  32. how is the international trade pave way for globalization
  33. what are the operational objectives of globalization
  34. what are the uses of balanced score card
  35. in what ways global business are helpful for HR
  36. how is HR helpful for creating linkage among nations
  37. what do you understand about reactive mechanism
  38. how is motivation helpful for HR development
  39. “ analysis is a must for introducing change in organization” discuss
  40. explain balanced score card
  41. explain socially responsible behavior
  42. enumerate the distinctive features of organizing at global level
  43. what is meant by industry analysis
  44. explain EFQM
  45. what  is meant by ISO 9000
  46. what is meant by motivation
  47. give and explain four careers in international business

 

 

 

 

10 Marks

 

  1. what is globalization? What are its objectives
  2. explain the HR challenges faced by MNCs
  3. explain the HR functions
  4. explain reactive and proactive mechanism
  5. what do you mean by appreciating change. Bring out its advantages
  6. discuss the thoughts of sri Aurobindo
  7. “people sometimes resists to change for the sake of resistance” comment
  8. explain the steps followed by HR manager while recruiting people for MNC’s
  9.  discuss the HR perspective in the context of growth of international business
  10. how will you link the people, strategy and performance
  11. what are the HR challenges and opportunities when national differences arise
  12. what are the distinctive features of HR functions in a global set up
  13. suggest HR practices for compensation package and grievance handling
  14. explain the role of leadership in taking up change management
  15. how will you ensure quality in knowledge based organization
  16. explain the views of sri Aurobindo with regard to quality and commitment
  17. what are the distinctive features of human functions
  18. explain the eastern management thought for global management with illustrations
  19. state the human resource management in multi nation companies
  20. what are the motivational systems available in the human resource management because of globalization
  21. explain the universal quality standard in human performance
  22. what are the issues involved in compensation management
  23. what are the recent changes in the leadership qualities
  24. what are the sources of grievances? Explain grievance redressal machinery
  25. explain the need for motivational system in HR practices. Also explain the various need theories of motivation
  26. what are the various financial and non-financial incentives. Discuss
  27. what are the main HR operational functions. Explain in detail
  28. it has been argued that firms have an obligation to train and develop all employees with managerial potential. Do you aggress? Why, or why not
  29. what is an expert system, and how it helps managers make decision?
  30. to what extent and how is money an effective motivator
  31. explain why the managerial grid has been as popular as a training device in the MNCs
  32. how do  you choose an international strategy for thriving at the national level
  33. what is LPG. How do you interrelate these in international business
  34. are you think that the ethical and social concept in India have eroded after the introduction of globalization in India
  35. what are the challenges faced by HR at international level
  36. give the distinctive functions of HR in global setup
  37. give the distinctive functions of HR in global setup
  38. write a note on incentive and compensation packages available for HR at global level
  39. explain the role of leadership in executive change in an organization
  40. discuss the thoughts and practice of  shri Aurobindo
  41. discuss the factors influencing international competitive strategy
  42. explain how cultural differences between countries influence HR practices
  43. distinguish  between control internally and internationally
  44. explain the concept of change management and enumerate the steps in executive change
  45. explain Aurobindo’s writings on commitment, quality and stress free orientation
  46. examine the role of technology in global HR practices
  47. is there any difference in offering compensation package and incentive management at national and international levels. If so explain
  48. discuss the operational objectives of globalization

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Posted by Hrformats - April 23, 2012 at 6:42 AM

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