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Staff Recruitment and Selection Policy of A Company

Here is Staff Recruitment and Selection Policy of A Company.

 

<COMPANY>

RECRUITMENT AND SELECTION  – POLICY & PROCEDURE

POLICY

 

The recruitment and selection decision is of prime importance as the vehicle for obtaining the best possible person-to-job fit which will, when aggregated, contribute significantly towards <Company>’s effectiveness. It is also becoming increasingly important, as the Company evolves and changes, that new recruits show a willingness to learn, adaptability and ability to work as part of a team. The Recruitment & Selection procedure should help managers to ensure that these criteria are addressed.

This policy ensures our Recruitment and Selection Policy will :

  • be fair and consistent;
  • be non-discriminatory;
  • conform to all  statutory regulations and agreed best practice.

To ensure that these policy aims are achieved, all appointing managers will receive training in effective recruitment and selection.

 

PROCEDURE

 

The Recruitment Process

 

The following procedure will be used when a post is to be filled. The appointing manager must:

Define the job. If it is an existing post –  is an exact replacement required or is this an opportunity to revise the requirements. If it is a newly established post be clear on the exact requirements, draw up a job description and consult the appropriate Director / Human Resources Department in relation to the appropriate grade and / or salary.

Complete a Job Vacancy Form which confirms:

  • details of the post
  • final approval from the appropriate Director;
  • in the event of the job being newly established, the approval of the Chief Executive, and confirmation from the Director of Finance, that funding is available.

Send the Job Vacancy Form to the Human Resources Department / Company Administration Office for processing. No vacancy can be processed without this authorisation.

Ensure the Job Description and Person Specification are up-to-date and offer a true representation of the vacant post, and the person you are looking for to fill this post

Collate an information package appropriate for the post. This package should include:

  • job description and if appropriate, the person specification
  • information on the department
  • information on <Company>
  • terms and conditions of employment including salary

It is important that this pack is carefully put together in order to present a professional image of the Company, therefore out-of date or poorly presented information is not suitable.

Discuss with the Human Resources Department / Admin Office / appropriate Director the most effective means of obtaining suitable permanent candidates. The following options should be explored (in this order):

  • Internal advert within the Company
  • Examination of previous applications, or those held on file within the Human Resources Department / Company Administration Office
  • External advert within the job centre
  • External advert in the local press
  • External advert in the National press
  • External advert in the appropriate technical / professional Journal
  • In senior posts the use of a recruitment agency

Design the advertisement.  All advertisements must contain as much information as possible to ensure the correct recruitment group is targeted and reduce unsuitable applications, while remaining as cost-effective as possible.

External adverts should be submitted to the appropriate Director / senior manager with costings for approval before being placed.

The Selection Process

 

Appropriate selection procedures must be used for each post. Procedures may vary, at its simplest this may involve a straight forward interview and skills testing. For more senior posts psychometric testing, presentations to the interview panel on a chosen topic and/or a series of individual interviews on various topics may be included.

The appointing manager will approach relevant people to assist with shortlisting and interviewing. At least two people should be involved in shortlisting and sit on the Interview Panel.

The application forms received by the closing date will be forwarded to the appointing managers for shortlisting. Applicants must be chosen against the Person Specification. It is the responsibility of the appointing manager at this stage to record (in writing) the reasons why an applicant is not shortlisted. All papers must be returned to the Human Resources Department / Company Administration Office, who will invite the candidates for interview, obtain references and make the necessary housekeeping arrangements for the interview. This will include timetabling the interviews and arranging any pre-employment checks if appropriate. Candidates who have not been shortlisted will also be informed.

At least one week prior to the interview, each panelist will receive an interview pack containing:

  • copies of application forms / cv’s
  • blank interview report forms;
  • a copy of the job advertisement;
  • a copy of the job description;
  • a copy of the person specification

The appointing manager will:

  • decide on the interview format and determine which areas to concentrate on with the questioning;
  • decide on who will chair the Interview Panel;
  • receive the references and pre-employment checks for candidates from the Human Resources Department / Company Administration Offices, and be responsible for ensuring the confidentiality of these, and for their safe return to the Human Resources Department / Company Administration Offices for destruction.

At the interview, the appointing manager will ensure that the Interview Report Form is completed as fully as possible. When interviewing, they will ensure that Equal Opportunities legislation is strictly adhered to, with no discrimination shown on any grounds.

When all candidates have been interviewed, the panel will score them appropriately, and based on this decide on the most suitable person for the post. The appointing manager will arrange to inform the successful candidate as soon as possible, agreeing a commencement date and starting salary.

All interview packs should be returned marked “private & confidential” to the Human Resources Department / Company Administration Offices for filing for future reference if necessary.

Upon return of the Interview Report Form, the Human Resources Department / Company Administration Offices will:

  • telephone all unsuccessful candidates with outcome of interview within one working day, this will be confirmed in writing;
  • write to the appointee, offering the post providing satisfactory references and pre-employment checks have been received
  • initiate a personnel file and computer entry for the new member of staff;
  • notify the Manager if the appointee refuses the offer, or if there are any other details to be cleared.
  • deal with any requirements for removal expenses or the finding of temporary accommodation for the appointee.

The Human Resources Department / Company Administration Offices will arrange, in conjunction with the appointing manager an individual programme of induction for the new start which will be arranged and agreed at least one week before the appointee commences.

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Posted by Hrformats - September 21, 2012 at 9:41 AM

Categories: HR   Tags: , ,

Human Resources Manager Generalist Roles & Responsibility

I have attached Human Resources Manager Generalist Roles & Responsibility.

HR GENERALIST:

Position Description:

The Human Resources Generalist manages the day-to-day operations of the Human Resource office. The HR Generalist manages the administration of the human resources policies, procedures and programs. The HR Generalist carries out responsibilities in the following functional areas: departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development, and employment.

Roles & Responsibilities:

  • recruiting and staffing logistics;
  • organizational and space planning;
  • performance management and improvement systems;
  • organization development;
  • employment and compliance to regulatory concerns and reporting;
  • employee orientation, development, and training;
  • policy development and documentation;
  • employee relations;
  • company-wide committee facilitation;
  • company employee communication;
  • compensation and benefits administration;
  • employee safety, welfare, wellness and health; and
  • employee services and counseling.

 

CORE HUMAN RESOURCES

Roles & Responsibilities:

  • plan and manage recruitment and selection of staff
  • plan and conduct new employee orientation
  • identify and manage training and development needs for employees
  • develop and implement human resources policies and procedures
  • administer HR policies and procedures
  • administer compensation and benefits
  • ensure compensation and benefits are in line with company policies and legislation
  • benchmark compensation and benefits
  • support annual salary review
  • implement and monitor performance management system
  • handle employee complaints, grievances and disputes
  • administer employee discipline processes
  • conduct exit interviews
  • review and update employee rules and regulations
  • maintain the human resource information system and employee database
  • coordinate employee safety, welfare and wellness
  • maintain knowledge of legal requirements and government reporting regulations affecting HR functions.

MIS EXECUTIVE

Roles & Responsibilities:

  • Creating and maintaining reports in Excel & MS SQL Server that allows the company to get information on daily business activities.
  • Preparation of monthly Performance Status Reports to Senior Management
  • Collate, Analyze and Present company performance details quarterly and half yearly.
  • Provide information to management and meet weekly to ensure consistency in data and information across the company.
  •  Generate, maintain, analyze & present daily/ weekly/ monthly Sales, Quality and Client Service reports.
  • Creating MIS/ Dashboard report and presenting it to the concern Department.
  • Make company performance reports and analyzing them from company prospect.
  •  Design reporting formats to provide accurate information in a clear and concise manner.
  •  Produce and support existing reports and processes
  • Review history of current reporting usedKanalyze for time utilization, consistency and accuracy.
  • Monitor implementation of MIS processes and evaluate their effectiveness.
  • Standardize similar reports across clients, departments and teams.
  •  Ad Hoc data collection, analysis and reporting as required. (I. e. Data/ Field Formatting, Data Storage, and report Generation.
  •  Maintain all details of service agreements with clients.
  • Understand requirements, design formats, deploy formats, follow up with Business development Team, Client Services Department, and Quality team and validate data.
  • Prepare Quality dashboards to report progress made through quality initiatives and report overall quality level in the organization.
  •  Measure and develop service level targets against Best in class benchmarks.
  •  Preparing Workflow MIS reports and forecasting workforce availability based on data collected and trend analysis.
  • Undertake Trend Analysis of Data and Automation of reports.
  • Day-to-Day Analysis of MIS Reports

HR EMPLOYEE RELATIONS

Roles & Responsibilities:

  • Support and/or coordinate new hire orientations.
  • Supervise the maintenance of employee personnel records.
  • Initiate and conduct timely investigations, prepare documentation and make recommendations for corrective/disciplinary actions.
  • Represent the management at meetings that involve employee benefits, compensation and discipline issues.

HR ADMIN

Roles & Responsibilities:

  • Conducting with and advising management and supervising human resource issues; investigating human resource related problems and making recommendations to the organization.
  • Ensuring the execution of criminal record checks fully in a timely effective manner.
  • Providing HR advice and support to line managers and employees, explaining procedures and policies in a timely effective manner.
  • Assisting in the development of human resource procedures and policies.
  • Contributing to HR projects like introducing an induction program.
  • Administering the performance of management system.
  • Entering data into the database or HR system for maintaining accurate records.
  • Providing data for and preparing management information reports and documents.
  • Liaising with payroll, absence recording, and holiday recording systems.
  • Administering the probationary review time periods.
  • Maintaining and developing the filing system of personnel.
  • Assisting the human resource officer with the maintenance and development of human resource procedures and policies.
  • Advising staff regarding personnel, benefits, and pay issues.
  • Administering staff benefits, programs, and events.
  • Counseling applicants and employees on rules, policies, benefits, procedures and job opportunities.
  • Supporting in completion of job application materials and documents, and preparation of employment interviews and tests.
  • Performing or supervising payroll processing, developing, and implementing procedures and applications.
  • Establishing, organizing and supervising the maintenance of department records, ensuring complete accuracy and confidentiality.
  • Evaluating risks and giving advices for risk management procedures, processes, policies, and practices.
  • Preparing, reviewing, interpreting, analyzing and approving a variety of data, information and reports, and making recommendations depending on findings.

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Posted by Hrformats - August 13, 2012 at 8:04 AM

Categories: HR   Tags: , , , , ,

Job Applicant Data And Comparison Table

 I have Attached Job Applicant Data And Comparison Table

Applicant Data
Last Name First Name M.I. Position Applied For Status of Application Mailing Address Preferred Phone Alternate Phone E-Mail Address Source of Application Date Resume Received Recruiter Name Recruiter Notes

 

Click Here To Download Job Applicant Data And Comparison Table

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Posted by Hrformats - August 3, 2012 at 9:01 AM

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Experience or Relieving Letter Format

I have attached two sample format of relieving Letter or Experience Letter.


                                                 Experience Certificate

 

 

June 31st, 2008

 

                           To Whomsoever It May Concern

 

 

This is to certify that Ms. A was employed with our Company (Company name) from___   to __ as an Executive-Back Office for a period of ____yrs.

 

Her major responsibilities included working on Human Resource like Joining & Separation formalities, Attendance Management, Induction Programs, Appointment Letter & Confirmation, Job Portals, Administration, Maintaining Personal files of Employees, Employee Relation.

 

Her Exposure in these areas is very good. During her tenure with us, she ably handled major responsibilities and found her to be hardworking and very productive.

 

We have found her to be self starter who is motivated, duty bound, and a highly committed team player with strong conceptual knowledge.

 

We at (Company Name). Wish her all success in his future endeavors.

 

For (Company Name).

 

 

 

Name

Manager {Human Resource}

 

                                          Experience Certificate

 

To Whom So Ever It May Concern

 

Ms. A was a good employee of our organization .She had been working with us for one year as

An Executive- Back Office. During this period she devoted her valuable time to contribute to the team of

(Company name)

Ms. A performed her duties up to her best with great stamina during her tenure of work. She

Bears lot of responsibilities and did them without making errors on time.

Not only that she was a well organized and hard working employee. She was very co-operative and always

Conducted good communication style in our organization.

 

As a HR Manager of (Company Name) I recommend Ms. Archana Dua to any organization

Without heaving any hesitation.

I wish her all success.

For (Company name).

Name

Manager

Human Resource

 

May 31st, 2008
Ms. A

Executive- Back Office

Relieving Letter

                            

                      TO WHOM SO EVER IT MAY CONCERN
Dear Ms. Dua,

This has reference to your letter of resignation dated May 19, 2008, wherein you have requested to be relieved from the services of the company on 4th June, 2008.
We would like to inform you that your resignation is hereby accepted and you are being relieved from the services of the company after serving one month notice period, with effect from closing office hours of June 4th, 2008.
We also certify that your full and final settlement of account has been cleared with the organization.

Your contributions to the organization and its success will always be appreciated.

We at (Company name). wish you all the best in your future endeavors.
For (company name)
Yours Sincerely,
Name

Manager

Human Resource

 Click Here to Download Experience And Relevance letter

 

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Posted by Hrformats - July 24, 2012 at 9:16 AM

Categories: HR   Tags: , , ,

Employee Office in And Out Time Excel Sheet

I have Attached Employee Office in And Out Time Excel Sheet 

Note –  when employee come office, put cursor in related employee office in time cell and click on  red “office in time button” when employee left office , put cursor in related employee office out time cell and click on  blue “office out time button”

Sr No Name Of Employee Office In Time   Office Out Time 1 PATEL JITENDRA 10:37:34 PM   10:39:09 PM 2 PATEL NIRAJ 10:43:39 PM   10:44:08 PM 3 RAVAL JAIVIK 10:47:56 PM   10:48:13 PM 4 SONI SACHIN       5         6         7

 

Click Here To Download Employee Office in And Out Time Excel Sheet

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Posted by Hrformats - July 17, 2012 at 4:31 AM

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Performance Improvement Plan Example

I have attached Model format for Performance Improvement Plan in worksheet format.

REVIEW POST PERFORMANCE IMPROVEMENT PLAN
Name :____________________________________________ Project :________________________________________
Designation :  ______________________________________ Reporting Manager: _____________________________
                                             PIP Duration : ________________________________________________
Rating Description
0 Not Exhibited
1 Meets requirements with assistance
2 Satisfactory
3 Effective
4 Good
5 Outstanding
Sl # Task To Be Completed Weightage Progress Report Average
Week I Week II Week III Week IV
Performance Rating Performance Rating Performance Rating Performance Rating
1 Task A #DIV/0!
2 Task B #DIV/0!
3 Task C #DIV/0!
4 Task D #DIV/0!
5 Task E #DIV/0!
6 Task E #DIV/0!
Superior Review of His/Her Performance:
NOTE : Please attach the data for each week’s progress in the sheets attached.

 

Click Here To Download Performance Improvement Plan Policy and Format

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Posted by Hrformats - June 22, 2012 at 5:50 AM

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Application Form and Resume Format

I have attached application form and resume format.

Resume Format

 

 

 Discipline:         

 

 

 

Name                                      :

 

 

 

 

Date of birth                           :

 

 

 

 

 

Address                                  :

 

 

 

 

 

 

 

Tel                                           :

 

 

 

 

E-mail                                     :

 

 

Professional Qualification :

Examination

University

Main Subject

Year of passing

Percentage obtained

  

 

 

       
  

 

 

       
  

 

 

       

 

 

Computer Knowledge            :

 

 

 

 

 

 

 

Work Experience:

Company Name

From

To

No of Years

Nature of work (40 Words only)
 

 

 

 

Rs.

Present Remuneration           :

 

Rs.

Salary Expectation                 :

 

 

 

Area of Specialization:                                               Rating 1-10

 

 

 

Area of interest

in technical field                     :

 

 

 

 

Notice Period required: (Please tick the appropriate column)

Immediate

7 days

15 days

     

 

Encl: 1) Copies of all the relevant certificates.

2)    2 pass port size photographs.

 

 

 

 

Place:                                                                                      Signature :                         

 

 Click Here To Download Application Form and Resume Format

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Posted by Hrformats - June 19, 2012 at 5:17 AM

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Format of Training and Placement

I have attached word file format of training and placement.

 

Date

 

 

Mr. Name

Add

 

 

Dear ….

 

 

This is with reference to the discussion that we had in respect of ‘Learning and Training Placement’ sought by you with the Company.

 

In this connection, we are pleased to inform you that we have organized  a ‘Learning and Training Placement’ for you for a period of six months commencing from DOJ.

 

For this placement, you will be paid a stipend of Rs. ……/- (Rupees ….. only) per month.

 

You will be working under the guidance of  Name -Designation.

 

During this placement, you will be governed by the rules of the company as are applicable to Trainees.

 

 

Yours faithfully,

For Company Name

 

 

 

Signatory Authority

Designation

Click Here To Download Format Training And Placement

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Posted by Hrformats - June 5, 2012 at 4:46 AM

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Format Training And Placement

I have Attached Format Training And Placement

Date

 

 

Mr. Name

Add

 

 

Dear ….

 

 

This is with reference to the discussion that we had in respect of ‘Learning and Training Placement’ sought by you with the Company.

 

In this connection, we are pleased to inform you that we have organized  a ‘Learning and Training Placement’ for you for a period of six months commencing from DOJ.

 

For this placement, you will be paid a stipend of Rs. ……/- (Rupees ….. only) per month.

 

You will be working under the guidance of  Name -Designation.

 

During this placement, you will be governed by the rules of the company as are applicable to Trainees.

 

 

Yours faithfully,

For Company Name

 

 

 

Signatory Authority

Designation

Click Here To Download Format Training And Placement

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Posted by Hrformats - May 22, 2012 at 6:56 AM

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Job Applicant Data And Comparison Table

I have Attached Job Applicant Data And Comparison Table

Applicant Data
Last Name First Name M.I. Position Applied For Status of Application Mailing Address Preferred Phone Alternate Phone E-Mail Address Source of Application Date Resume Received Recruiter Name Recruiter Notes

 

Click Here To Download Job Applicant Data And Comparison Table

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Posted by Hrformats - May 18, 2012 at 6:18 AM

Categories: HR   Tags: , , , , ,

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