Questionnaire for measuring the effectiveness of the participative FORA at NTPC
I have attached Questionnaire on WPM in NTPC.
QUESTIONNAIRE FOR MEASURING THE EFFECTIVENESS OF THE PARTICIPATIVE FORA AT NTPC, UNCHAHAR
1.Are you satisfied with the functioning of participative fora in NTPC, Unchahar?
YES NO NA
2.Does the functioning of participative fora enhances the efficiency of the employee and the productivity of the plant?
YES NO NA
3. .Does the participative fora ensure the proper flow of two-way communication between the management and the employee?
YES NO NA
4.Are you satisfied with the functioning of union/association nominated members in the participative fora?
YES NO NA
5. Are you satisfied with the general health, welfare, safety measures taken for employees?
YES NO NA
6.Does participative fora helps to increase the efficiency of accommodation, motivation and commitment to employees?
YES NO NA
7.Has participative fora built up the better employer-employee relationship in the NTPC?
YES NO NA
8.As the company emphasis on productivity, cost reduction and safety. Does the participative fora laid emphasis on these factors?
YES NO NA
9.Are you satisfied with the level of attendance in the meetings of participative fora?
YES NO NA
10. Are you satisfied with the issues discussed during the meetings of participative forum meet?
YES NO NA
11. Are you satisfied with the involvement of team members in the meetings?
YES NO NA
12. If you have a opportunity, in which of the participative fora would you like to be nominated?
SLC-I SLC-II SLC III
SLC-IV PLC TADC
CMC HAC SAFETY
Any Suggestions: ————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————-
Notification of Maharashtra Minimum Wages
I have attached Notification of Maharashtra Minimum wages revision wef 01/07/2012 to 31/12/2012. (Revision in Special Allowance).
Click Here To Download Minimum Wages Revision in Maharashtra wef 01.07.2012
Categories: HR Tags: 01/07/2012, In, Maharashtra, Minimum, revision, WAGES, wef
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. 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.
- 2. If you are using soft copy of this questionnaire, fill the answers in any color other than black.
- 3. If you are using hard copy, please use any color pen, but not pencil.
- 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.
- 5. Q.3 from Part-I is very crucial for the successful accomplishment of the project. Please read and answer it carefully.
- 6. If you want to share any extra information, you can add it at the end.
- 7. Please do not alter any question and options.
Part-I
1. What is the Attrition Rate in your Company at an entry level?
- Between 20%-30%
- Between 30%-40%
- Between 40%-50%
- Between 50%-60%
- 60% & above
Answer:
2. What is the Attrition rate in your company at the managerial level?
- Between 20%-30%
- Between 30%-40%
- 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
- How many rounds of interview you went through during your selection process?
- One
- Two
- Three
- Four
- Five
Answer:
- Which psychological tests were conducted during your selection process?
- Aptitude Test
- Achievement Test (aims at testing the skills and knowledge acquired from the training programmes and the job experience.)
- Personality test
- Stress test
- If others or additional, please specify.
Answer:
- How do you find the training provided by your superiors?
- Good
- Average
- Bad
Answer:
- Are you satisfied with the working conditions prevailing in your company?
- Yes
- No
Answer:
- What are the techniques of job design adopted for you?
- Job Simplification( One single job is assigned)
- Job Rotation(Movement from one job to another)
- If others, please Specify
Answer:
- Are you satisfied with the technique of job design adopted for you?
- Yes
- No
Answer:
- Are you satisfied with your Current CTC?
- Yes
- No
Answer:
- Is Performance Appraisal done half yearly or yearly?
Answer:
- Does Performance Appraisal always lead to the hike in your salary?
- Yes
- No
Answer:
- Are you satisfied with the Performance Appraisal system in your company?
- Yes
- No
Answer:
- Are you satisfied with the reward and incentive system in your company?
- Yes
- No
Answer:
- Do you get the required motivation from your superiors?
- Yes
- No
Answer:
- Are you satisfied with the career planning steps taken by your organization?
- Yes
- No
Answer:
- 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
Knowledge Management Questionnaire
I have attached Knowledge management questionnaire.
Knowledge Management in Industries
I am XXX XXX pursuing Ph.D. in Pondicherry University on “KNOWLEDGE MANAGEMENT PRACTICES” in industries. I request you to please fill in the questionnaire to facilitate the completion of the same.
Introduction:Knowledge management is the systematic process of finding, selecting, organizing, distilling and presenting information. This project is to find the KM practices used in industries, Benefits and challenges faced in the implementation of KM practices.
QUESTIONNAIRE
Name : _________________ Designation : ________________
Organisation : _________________ Place : ________________
- What is the type of industry?
i) Manufacturing ii)Service iii) IT & ITES iv) Others
2) How old is the company?
i) < 2 years ii) 2- 5 years iii) 5-10 years iv) >10years
3) What is the size of your company? (number of employees)
i) < 50 ii)51-100 iii) 100 -250 iv) > 250
4)Describe your business model:
i) Business 2 Business ii) Business to Consumer iii) Other
Please put a mark in the appropriate box wherever required.
5) What do you think of Knowledge Management (KM)?
a) Never heard of it. [ ]
b) Something they are already doing but not under the same name. [ ]
c) It is just a management fad. [ ]
d) It is strategic part of their business. [ ]
e) Something that could be beneficial for the organisation. [ ]
f) If any other, please specify __________________________________________
6) According to you, what is knowledge management?
1.a technological concept: ‘the use of information technology to capture data
and information in order to manage knowledge’ [ ]
2. a business-focused approach: ‘the collection of processes that govern the
creation, dissemination, and utilisation of knowledge to fulfil organisational
objectives’ [ ]
3. a situation where no visible processes are used but it is ’simply the ability to
manage “knowledge’’ ’ [ ]
4. about intellectual assets: ‘taking the form of documents and information
bases’. [ ]
7) Does your organization recognize knowledge as a part of their asset base?
a) Yes [ ] b) No [ ] c) Can’t say [ ]
8) Does your firm or organisation
- Has a written knowledge management policy or strategy
- Has a values system or culture intended to promote knowledge sharing
- Has policies or programs intended to improve worker retention
- Uses partnerships or strategic alliances to acquire knowledge
9) What is the attitude of senior management w.r.t. KM in your organization ?
a) Sees it as very important and provides full support. [ ]
b) Sees it as very important but hardly supports it. [ ]
c) Sees it as a waste and hardly bothers. [ ]
d) Was very supportive in the beginning but now lost interest. [ ]
10) Indicate which sources triggered your firm or organisation to put into effect the knowledge Management practices that you currently use. (Select whichever is applicable)
| Internal Mgt Non –mgt workers union active in the workplace | |
| External i)Firm or organisation with which you have a strategic Alliance, joint venture or consortium
ii)Universities, technical colleges, public labs or business school iii)Professional, trade or industrial associations or federations
|
iv)Competitors
v) Consultants
vi) Suppliers
vii) Customers or clients |
Knowledge Sharing / Knowledge acquisition / knowledge capture
12) Which technologies have you implemented in your organisation?
(please tick whichever is applicable)
a) Internet [ ] b) Data warehousing [ ]
c) Intranet [ ] d) Knowledge management software [ ]
e) Extranet [ ] f) Decision support system [ ]
g) Groupware [ ] h) Data management system [ ]
i) E Commerce [ ] j) Automated Manufacturing [ ]
k) Quality circles [ ] l) “Communities of Practice*(CoP’s) [ ]
* An informal, self-organising group of people in the organisation, brought together by common interest who share expertise and solve problems together.
14) Which Knowledge management methodologies are used in your firm?
a) Training [ ]
b) Attending workshops, conferences [ ]
c) Exit Interviews [ ]
d) Mentoring [ ]
e) Documentation [ ]
f) Retiree programs [ ]
g) Coaching [ ]
h) Rotational assignments [ ]
i) Collaborations with R & D centres, Educational institutions,
Technological agreements etc. [ ]
j) Active R & D department [ ]
15. Your firm or organisation regularly
- captures and uses knowledge obtained from other industry sources such as industrial associations, competitors, clients and suppliers [ ]
- captures and uses knowledge obtained from public research institutions including universities and government laboratories [ ]
- dedicates resources to detecting and obtaining external knowledge and communicating it within your firm or organisation [ ]
- encourages workers to participate in project teams with external experts [ ]
Training and mentoring
16. Your firm or organisation
- Provides formal training related to knowledge management practices [ ]
- Provides informal training related to knowledge management [ ]
- Uses formal mentoring practices including apprenticeships [ ]
- Encourages experienced workers to transfer their knowledge to new or less experienced workers [ ]
- Encourages workers to continue their education by reimbursing tuition fees for successfully comleted work-related courses [ ]
- Offers off-site training to workers in order to keep skills current [ ]
Communication
17. In your firm or organisation workers share knowledge or information by
- Regularly updating databases of good work practices, lessons learned or listings of experts
- Preparing written documentation such as lessons learned, training manuals, good work practices, articles for publication, etc. (ORganisational memory)
- Facilitating collaborative work by projects teams that are physically separated (Virtual teams)
Knowledge organisation and retrieval
18. The extent to which knowledge is shared within the organization and assess whether knowledge information is easily accessed.
| Knowledge Shared |
To a Great Extent |
To Some Extent |
Not Shared |
Don’t know |
I Know Where to Access this Information |
| Information about key customers |
|
|
|
|
|
| Information about customer satisfaction | |||||
| Information about competitors | |||||
| Information about future plans | |||||
| Information about senior management decisions | |||||
| Information about the use of technology | |||||
| Information about processes | |||||
| Information about new initiatives | |||||
| Information about other business functions | |||||
| Information about training and development opportunities |
|||||
| Information about team and individual successes |
19. How much time does it take for an employee to get the relevant knowledge document in your organization ?
a) A few minutes [ ] c) A few days [ ]
b) A few hours [ ] d) Week or more [ ]
Reasons for KM Practices
| Critically important | Important | Somehwat important | Not much | Not at all important | |
| To improve the compeititve advantage of your firm or organsiation | |||||
| To help integrate knowledge within your firm or organisation | |||||
| To improve the capture and use of knowledge from sources outside your firm or organization | |||||
| To improve sharing or transferring of knowledge with partners in strategic alliances, joint ventures or consortia | |||||
| To increase efficiency by using knowledge to improve production processes | |||||
| To protect your firm or organsiation from loss of knowledge due to worker’s departures | |||||
| To train workers to meet strategic objectives of your firm or organisation | |||||
| To increase worker acceptance of innovations | |||||
| To increase worker acceptance innovations |
20. Reasons knowledge management practices are used in your firm or organisation
Benefits of Using Knowledge Management Practices
22.Effectiveness of results of using knowledge management practices (Very effective, effective, somewhat effective, not effective)
| Very effective | effective | Neutral | Not muchEffective | Not at all effective | |
| Increased our knowledge sharing horizontally(across departments, functions or business units) | |||||
| Increased our knowledge sharing vertically (Up the organizational hierarchy) | |||||
| Improved worker efficiency and/or productivity | |||||
| Improved skills and knowledge of workers | |||||
| Increased our number of markets (more geographic locations) | |||||
| Improved client or customer relations | |||||
| Helped us add new products or services | |||||
| Increased our adaptation of products or services to client requirements | |||||
| Increased flexibility in production and innovation | |||||
| Prevented duplicate research and development | |||||
| Improved our corporate or organizational memory | |||||
| Increased our ability to capture knowledge from public research institutions including universities and government laboratories | |||||
| Increased our ability to capture knowledge from other business enterprises, industrial associations, technical literature etc. | |||||
| Improved involvement of workers in the workplace activities |
Spending on kM practices
23. So the KM practices currently in use in your firm or organisation have dedicated budgets or spending?
If yes, what percentage of expenditure is dedicated to Knowledge Management Practices?
i)<5 % ii)5-10% iii)10 – 20% iv) >20%
Knowledge Retention
24.What do you think are the factors influencing Knowledge retention in your organization ? (Rank the factors given below from 1 – 5 on your choice of preference)
a) Employees leaving for a better job elsewhere [ ]
b) Retirement [ ]
c) Promotion [ ]
d) Relocation [ ]
e) Downsizing and external factors [ ]
25.What are the problems faced by you in using IT for Knowledge Management?
(Rank the factors given below from 1 – 8 on your choice of preference)
a) Lack of training. [ ]
b) System too much complicated. [ ]
c) Lack of identifying the proper IT tool [ ]
d) Lack of time to learn. [ ]
e) Lack of user uptake due to insufficient communication. [ ]
f) Every day use did not integrate into normal working practice. [ ]
g) Unsuccessful due to technical problems. [ ]
h) If any other ,please specify ___________________________________________
Challenges in implementing KM practices
26. What are the problems faced by you in using IT for Knowledge Management?
(Rank the factors given below from 1 – 8 on your choice of preference)
a) Lack of training. [ ]
b) System too much complicated. [ ]
c) Lack of identifying the proper IT tool [ ]
d) Lack of time to learn. [ ]
e) Lack of user uptake due to insufficient communication. [ ]
f) Every day use did not integrate into normal working practice. [ ]
g) Unsuccessful due to technical problems. [ ]
27. What is the biggest hurdle in effective implementation of KM in your organization ?
1.Changing people’s behaviour from knowledge hoarding to knowledge sharing. [ ]
2.Lack of understanding of KM and its benefits. [ ]
3.Determining what kind of knowledge to be managed & making it available. [ ]
4.justifying the use of scarce resources for KM. [ ]
5.Lack of top management commitment to KM. [ ]
6.Overcoming technological limitations. [ ]
7.Attracting & retaining talented people. [ ]
28. Please mention your perception on the satisfaction level of the strategy does your organisation use for KM?
(Rank the factors given below as VS – Very Suitable, S – Suitable, M – Medium, NS – Not Suitable, NAS – Not at all suitable on your choice of preference)
a) KM as a business strategy. [ ]
b) Transfer of knowledge & best practices. [ ]
c) Customer focused knowledge. [ ]
d) Personal responsibility for knowledge. [ ]
e) Innovation and knowledge creation. [ ]
f) If any other, please specify ___________________________________________
Responsibility for knowledge management practices
32. Which of the following groups is responsible for the knowledge management practices Currently in use in your firm or organization?
- HR [ ]
- IT [ ]
- Knowledge management unit [ ]
- Library / documentation centre [ ]
- Executive management team [ ]
- Don’t know [ ]
33. Are there any knowledge management practices that your firm or or oraganisation uses that we have not included in the survey?
- No
- Yes, Please specify
Click Here To Download Questionnaire in Knowledge Management
Categories: HR Tags: In, Knowledge, Management, Questionnaire
HR Policies in New Companies
I have Attached HR Policies in New Companies
HERE ARE SOME USEFUL GUIDELINES TO SET UP HR DEPARTMENT.
STAGE 1
Review the current practices/policies [ if any]
Audit all hr activities that are performed [ even the crude format]
HERE ARE THE CORE HR KRAs [ key result areas]
KRA 1 : Recruitment/Selection
KRA 2 : Workforce Planning and Diversity
KRA 3 : Performance Management
KRA 4 : Reward Management
KRA 5 : Workplace Management and Relations
KRA 6 : A Safe and Healthy Workplace
KRA 7 : Building Capabilities and Organisational Learning
KRA 8 : Effective HR Management Systems, Support and Monitoring
STAGE 2
- Understand the organization
- Understand the organization structure
- Understand the organization systems
- Understand the organization politics/influential people
- Understand the organization/individual roles
- Understand the organization/positions
- Understand the individual job descriptions
- Understand the job/ job specifications etc…
STAGE 3
- Discuss the values/beliefs with senior management/CEO and the need for HR department.
- Discuss the expectations from HR department -short/medium/long term.
- Discuss with CEO, the organization’s corporate objectives/strategies and how HR can contribute to the corporate objectives.
- Discuss / seek consensus on organization structure / management process.
- Discuss the current organization culture with senior management.
- Discuss with CEO/senior management the core activities/competences and business drivers of the organization.
TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED THESE INFORMATIONS TO START YOUR WORK ON HR DEPT.
GET A COPY OF CORPORATE PLAN, WHICH OUTLINES THE COMPANY’S
- VISION
- MISSION
- CORPORATE OBJECTIVES
- CORPORATE STRATEGIES
etc…
HR dept. is a support unit and hence must work closely with other depts.
STAGE 4
Even though there is currently no HR department, there are a number of HR activities are being carried out now.
YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING CARRIED OUT / BY WHOM.
TO COLLECT AND CONSOLIDATE THESE, YOU NEED TO A QUICK HR AUDIT OF THE PRESENT SITUATION.
AFTER you gather all the informations and summarized, you should sit down with your boss [ CEO] and discuss and prioritize the items, as follows
- URGENT / IMPORTANT
- URGENT/ NOT IMPORTANT
- NOT URGENT/ IMPORTANT
- NOT URGENT / NOT IMPORTANT , BUT NEEDED DOWN THE LINE.
STAGE 5
Please REVIEW the HR MANUAL , as listed below.
Pick points out of it , as per your need, based on your discussion / audit results.
You may want to start up with
- HR department OBJECTIVES.
- HR DEPARTMENT STRATEGIES
- Draft on Recruitment / Selection Procedure /PROCESS
- Draft on organization / structure
- Draft on jobs’ analyses/ job descriptions/ job specifications/competences
- Draft on payroll / compensation / administration
- Appointment /confirmation / Termination / resignation /PROCEDURES/PROCESS
- Induction program
- Orientation program
- Employee communications
- Training & development of the employees
- Performance Appraisals / management
Once you have the preliminary draft ready, you can start with your EMPLOYEE HANDBOOK [LIST PROVIDED BELOW]
STAGE 6
REVIEW THE HRM PROCESSES, MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.
HRM PROCESSES
- HR AUDITING
- HR BUDGETING
- Strategic HRM Planning
- HR Strategies and Policies.
- HR and change management.
- Competency-based HR
- Knowledge management
JOB DEVELOPMENT
- Job analysis
- Job Role
- Job Description.
- Job specifications
- Job enrichment
- Job rotation
RECRUITMENT/SELECTION
- Recruitment
- Selection
- Induction
- Orientation
ORGANIZATIONAL BEHAVIOR PROGRAMS
- Employee engagement
- Motivation
- Organization culture
- Organization development
ORGANIZATION
- Org. designing
- Org. structuring
- Org. development
- Job / role structuring
HUMAN RESOURCING
- HR planning
- Manpower planning
- Succession planning
- Talent management
PERFORMANCE MANAGEMENT
- Performance appraisals
- Performance managing the processes.
HR DEVELOPMENT
- Org. learning
- Training
- Education
- Development
- Training evaluation
- E-learning
- Management development
- Career planning /development.
REWARD MANAGEMENT
- Job evaluation
- Managing reward process
- Administration of rewards
- Benefits
EMPLOYEE RELATIONS
- Organization communications
- Employee communications.
- Staff amenities
HEALTH AND SAFETY.
- OHS
HUMAN RESOURCE INFORMATION SYSTEM.
STAGE 7
REVIEW THE HRM SYSTEMS , MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.
HR SYSTEMS
- HR strategic planning system
- Human resource planning system
- Manpower planning system
- Job profiling system
- Recruitment &selection system
- Performance appraisal system
- Performance management system
- People development systems
- Career planning and development system
- Succession planning system
- Job enrichment system
- Compensation planning and packaging system
THIS is just a common list.
AFTER STAGE 1,2,3,4,5,6,7 MAKE A REPORT
- What is the current situation
- What kind of HR DEPARTMENT is required.
- What you think are your priorities
- What is your action plan
- What is time schedule.
MAKE A TEMPORARY HR DEPARTMENT
- ONE HR MANAGER [YOURSELF]
- ONE TRAINING MANAGER
- ONE SALARY ADMINISTRATION MANAGER
- ONE RECRUITMENT /SELECTION MANAGER
DISCUSS THIS WITH THE SENIOR MANAGEMENT, SEEK THEIR APPROVAL/ BLESSINGS /SUPPORT
- TO IMPLEMENT YOUR PLAN.
- To win confidence/trust, you need to show credibility/functional knowledge level.
- Initially, please do not rush with too many things. Take one thing at a time and do a thorough job. Everything must be done right at the first time.
PREPARING A HR MANUAL IS IMPORTANT. NOT ALL THAT IS LISTED HERE MAY BE NECESSARY AT FIRST.
DISCUSSING WITH SENIOR MANAGEMENT AND IDENTIFY THE PRIORITY ONES AND WORK ON THEM.
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
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
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
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
Ex1 Key Issue Policy
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
Ex1 Exit Interview Checklist
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
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
EX1 Human Resource Reporting Summary
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
Ex1 Personnel Requisition
Ex2 Offer Letter
Ex3 Personnel Change Notice
Ex4 New Employee Hiring Checklist
Ex5 Employment Eligibility Verification .
Ex6 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
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
Ex1 Employment Application
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
Ex1 Employment Interview Questions
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
Ex1 Employee Investigation Checklist
Ex2 Employee Background Authorization
Ex3 New References Authorization
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
Ex1 Monthly Time Sheet
Ex2 Central Govt. Tax Calendar
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
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
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
Ex1 Training Plan
DEV102 Training Reimbursement Activities
1.0 Eligibility
2.0 Approved Programs
3.0 Reimbursement
Forms
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
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
Ex1 Self Appraisal Form
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
Forms
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
Ex1 Safety Suggestion Sheet
Ex2 Workplace Safety Self-Inspection Checklist
Ex3 Workplace Safety Action Plan
Ex4 Workplace Safety Rules
Ex5 Index of Hazardous Chemicals
Doc Material Safety Data Sheet
Doc Injuries and Illness Log
Doc Summary of Injuries and Illness
Doc Injuries and Illness Incident Report
Doc Instructions 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
Ex 1 Certification Of Healthcare Provider
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
Ex1 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
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
a) Acknowledgement Of Receipt And Understanding
b) Statement Of Legal And Ethical Business Conduct
c) Drug-Free Workplace Policy Employee Acknowledgement
d) Job Related Accident
HR MANUAL
- HR MANUAL is the total guidelines for the managers in the organization on the subject of HUMAN RESOURCE.
- The real work of managing people [human resource] is the responsibility of the line managers. The HR department acts as a coordinator / advisory body to the line managers, in addition to, its own administrative work.
- Employee handbook is a major element of the HR manual. It is part of the HR MANUAL.
- The copy of HR MANUAL [ including the employee handbook] is given to the managers only.
- The copy of the EMPLOYEE handbook is given to the employees.
- The TOTAL HR MANUAL development is a never ending assignment. It needs updating every six months.
- At the initial stage, it could take up to six months at least to complete the manual/ handbook for a full time person, even if you employ an outside expert.
Once you have formed the HR manual list, you should sit with your boss
- Analyse the list
- Set the priority [ 1st. lot, 2nd. lot, 3rd. lot etc ]
- Discuss the need for HO material, to uniform the approach
- Discuss the need for local expert
- Etc…
Your priorities could be
- Personnel records
- Various forms required
- Access control
- Workplace rules
- Employee hiring
- Job descriptions
- Employment applications
- Interviewing applicants
- Payroll administration
- Training [ induction / orientation/development]
- Employee handbook
You/Your senior management should agree to the priority list.
NOW YOU ARE READY FOR THE HARD WORK
Pay Roll Software in Excel
This Excel based Pay Roll software is more useful to all West Bengal Govt employees or West Bengal Govt Concerned who are prepared the Pay Bill as manually. This Excel Based Pay Roll Software can Prepare at a time the Employees Pay Inner Sheet + Pay Outer Sheet + GPF Schedule + Bill Extract + all the Papers as required by the Treasury Office for payment of Salary of Govt Employees.
Click Here To Download Pay Roll Software in Excel for W.B.Govt Employees
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
Invitation Letter to Participant in Training Programme
I have attached invitation letter to Participant in training programme.
Sub: Seminar on________(TRAINING PROGRAMMES)
We are in receipt of an invitation from ____________ wherein they have invited us to attend ________programmes. The details are as under:
1. Subject matter:
2. Day, date,
time and venue:
3. Fees:
We may if approved, send the following to attend the same:
_______________________(employees)
_______________________
Submitted please.
MGR HR
COO for approval please
Click Here To Download Invitation letter to Participant in Training Programme
Categories: HR Tags: In, Invitation, Letter, Participant, to, Training Programme
FIFO Formula in Excel Sheet for Inventory Valuation
Attached herewith Inventory valuation done in FIFO in excel sheet.
| BALANCE | |||||||
| Sl.No. | Qty. | Rates | Rs. | QTY | Rs. | ||
| 1 | 0 | 6 | 0 | TOTAL Balance | 250 | 1875 | |
| 2 | 0 | 7 | 0 | ||||
| 3 | 0 | 8 | 0 | ||||
| 4 | 250 | 7.5 | 1875 | ||||
| 5 | 0 | 0 | 0 | ||||
| 6 | 0 | 0 | 0 | ||||
| 7 | 0 | 0 | 0 | ||||
| 8 | 0 | 0 | 0 | ||||
| 9 | 0 | 0 | 0 | ||||
| 10 | 0 | 0 | 0 | ||||
| 11 | 0 | 0 | 0 | ||||
| 12 | 0 | 0 | 0 | ||||
| 13 | 0 | 0 | 0 | ||||
| 14 | 0 | 0 | 0 | ||||
| 15 | 0 | 0 | 0 | ||||
| 16 | 0 | 0 | 0 | ||||
| 17 | 0 | 0 | 0 | ||||
| 18 | 0 | 0 | 0 | ||||
| 19 | 0 | 0 | 0 | ||||
| 20 | 0 | 0 | 0 | ||||
HR Audit Sheet or Audit Questions
Audits help determine the effectiveness of an HR department and/or HR systems. They are asystematic, objective tool to assess regulatory or policy compliance in the workplace.
HR Audit Questions
- What was total revenue for the business unit for the most recently completed fiscal year?
- What were total assets for the business unit for the most recently completed fiscal year?
- How many locations exist within the business unit? (Include all operating and administrative locations which perform HR activities.)
- Is the business unit a publicly-held or a privately-held entity?
- What was the pre-tax income for the business unit for the last fiscal year-end?
- What is the company business strategy?
- Does the company business strategy link to Human Resources (HR)? Please describe.
- What is your company’s HR Strategy? Is the HR strategy aligned with the company’s strategy?
- Who develop the HR Strategy? Do you assemble a cross-functional team to develop the HR strategy?
- What does HR do in supporting the implementation of organization’s strategy?
- Determine how the human resources department will support strategic goal and impact organization performance?
- Do you perform a gap analysis of current versus desired organizational behavior and performance, and develop strategy to close the gap?
- Outline the HR department’s present role, list its function and evaluate its effectiveness?
1. Please describe the Human Resources Policies of the company. If possible, please specify the policies for each HR function (recruitment & placement, training & development, performance appraisal, etc)
2. How and to what extent do the policies support the HR department in executing the strategy?
3. Please describe the Human Resources Program of your company.
4. Do these programs align with your Human Resources Policies?
1. Are your workforce formation fits the company’s business objectives?
2. Does the company have manpower plan?
3. How do you create a manpower plan?
4. Do you develop a competency-based approach to staffing?
5. Does every position have competency/requirement?
6. Do every employee understand competency/requirement needed to perform a job/position?
7. Does this company have a clear job description for each job/position? And does each have clear competency ‘map’?
8. What is the total number of all employees (headcount) at the business unit?
- managerial level :
- supervisory level :
- staff/operator level :
- total :
8. What is the total number of employees (headcount)for the human resources department?
number
- managerial
- supervisory
- staff
- total
1. Answer the following in relation to the job offer cycle:
a. What was the total number of offers made in most recent
complete fiscal year?
b. What was the total number of offers accepted in
most recent complete fiscal year?
c. What was the average time (in days) from
job requisition to extension of job offer?
2. Please complete the following question with the number of entry and non-entry level positions filled
internally and externally during the most recent complete fiscal year:
internal external
a. Entry
b. Non-entry
3. What were your total recruiting costs for internal external
the previous year?
4. How many positions (job titles) exist across the organization?
5. How is the recruitment process?
6. Does it eliminate unsuitable applicants early and focus on promising candidates ?
7. How is the recruitment methodology? Does it attract desirable workers? Does it match capabilities of candidates with competency requirement for positions?
8. Do you use executive search services to help you in the recruitment area?
9. How do you describe the qualification requirements for the vacant positions?
10. Who makes the hiring decision?
1. What kind of programs does exist for employee retention? Are they sufficient?
2. Does the company develop attractive benefit program that can retain employees?
3. Do you track your staff turnover? What is your turn over rate this fiscal year?
1. Does the company have a clear development or training plan/strategy ?
2. What is the current training and development system for employees?
3. What was the total number of training hours in the previous year for all employees?
Managerial :
Supervisory :
Staff :
4. Of the total amount of training hours offered, what percentage was:
Percentage
a. Formal classroom
b. Computer-based
c. On-the-job
d. Self-study
e. Off-site
5. What was the total cost for training in the previous year?
6. How do you conduct Training Need Analysis (TNA)?
7. How do you translate the TNA into a Training Program?
8. What kind of training programs offered to employees?
9. Do managers and employees find the training program relevant to their needs?
10. How do you evaluate training effectiveness?
11. Does each employees have Individual Development Plan(IDP)? How are individual development plans and needs identified?
12. Does IDP work effectively? If it doesn’t work effectively, what is the cause of it?
1. What types of performance management systems do you use? Please describe.
2. Does it work effectively? If not, why?
3. Do you give constructive feedback to increase employee’s performance?
4. Do you include a customer satisfaction element in performance evaluations?
1. What is the current compensation system in your company? Please describe
2. Do you offer compensation plans that provide a stable base with variables linked to performance?
3. Do you develop compensation plan that support strategic goals?
4. Who design the current compensation system? Does the BOD / HR Department involve in formulating pay strategy?
5. Is the compensation system reviewed periodically? How do you evaluate your pay structure and compensation policy at least annually and adjust it when needed?
6. Do you compare the company’s compensation programs with the market rates? Does the current compensation system competitive?
7. Do you set up procedures that ensure company compliance with all applicable payroll laws needed?
8. Please describe the current benefit and allowance system of your company? (describe in detail if there is differences among upper / middle / lower level of management / staff?)
9. For all employees in the organization (include both part-time and full-time employees in all departments), what is the:
a. Total base pay
b. Total overtime pay
c. Total variable pay
d. Total payroll cost
10. What is the total benefits cost (not including benefits administrations costs) for all employees in the organization? (Include both part- and full-time employees in all departments)?
1. What is the current system for Career Development in your company? Please describe.
2. Does it work based on meritocracy and fairness?
3. How does this current system apply to the employee individually?
4. What is the current system of succession planning?
5. Do succession plan exist for all critical positions?
6. What percentage of management positions at the following levels has succession plans in place?
percent
a. Executives
b. Senior mgt.
c. Middle mgt.
7. What are the criteria for the successors?
8. Does the succession planning system work effectively? If not, why?
1. Do you build a culture of inclusion that promotes labor and management as partner in business success? How?
2. What problems does the company encounter in labor relation issues? Do you have labor union? Does the labor union represent the employees well?
3. How do you solve labor relation (LR) issues?
4. Do employees give feedback to solve IR issues? Do you design grievance procedure for resolving employees problem?
5. Do the company actively communicate LR / IR procedure to all employees?
6. Do you encourage employees to play a proactive role in improving the labor-management relationship?
1. What IT systems and infrastructure do you use to support your HRIS? Does it work effectively?
2. How can the IT system be used to support the HR Strategy?
3. How many human resource information databases your company have?
1. What is the current retirement policy?
2. Does your company have Pre-Retirement Preparation Program for their employees?
3. Please indicate the number of employees participating in retirement plans.
Managerial :
Supervisory :
Staff :
4. Please indicate the total contribution (in terms of percentage of total compensation) into retirement plans as outlined below:
managerial supervisory staff
a. By employee
b. By the organization
1. Do you create an environment of open communication between employees and management.
2. How do managers and employees perceive the effectiveness and integrity of current communication culture?
3. Do you capture the creative insight of employees by soliciting their ideas for improvement?
4. Do you create environment to delegate decision making to the lowest level possible?
5. What kind of media your organization uses to communicate to the entire workforce on a regular basis?
6. What mechanisms do you have for obtaining employee feedback on a regular basis?
1. How much the cost for the following items:
- Human resources department direct labor cost (Wages, overtime, and benefits.)
- Human resources department operating expenses (Supplies, training, and other locally controllable expenses not including rent, depreciation, or allocated overhead expenses.)
- Outsourcing fees, if any (Contract fees including annual fees and monthly operating charges.)
- Contracted services cost (Temporary and contract labor).
- Data processing equipment and facilities to support the human resources department (Include the cost of providing computer processing, software, hardware, )
- Total human resources department cost (Total of questions 1 through 5)