Draft of charge-sheet for general purpose
Draft of charge-sheet for general purpose.
Date:
To Shri
You are working in the Factory/Office/Establishment as a _____________________ On ___ (please write date ) you were on duty from ____________ to (please write time with lunch break).
(Note : Please describe the incident which is a misconduct with the details such as time, place and actual incident and ensure that all the details of incident should be given in such a way as if the incident can be visualised by the reader. In this regard you are requested to see some of the charge-sheets)
The aforesaid acts and/or omissions amount to misconduct on your part under Model Standing Orders/ Certified Standing Orders / Rules / Regulations as applicable.
1.
2.
3.
4.
5.
You are, hereby, called upon to file your written explanation, as to why action should not be taken against you. An enquiry into the above charges will be held by an enquiry officer (for appointment of enquiry officer please refer the notes.) The date, time, place and name of the enquiry officer will be intimated to you separately.
OR
An enquiry into the above charges will be held by an enquiry officer Shri ___________ on__________ at ___________.
In the said enquiry you will be permitted to appear/ to defend yourself or shall be permitted to be defended by a co-workman working in the same department as yourself in the Factory/ office/ establishment or by any office bearer of the trade union of which you are a member or as per law/ advocate (Please refer the notes as who can be the person to defend the workman/ employee.)
In the enquiry you will be given an opportunity to cross-examine the witnesses on whose evidence the charge rests. You will also be allowed to examine yourself as well as you can examine your witnesses at the time of the enquiry in support of your case. You are required to submit your written explanation within 48 hours on receipt hereof.
Please note that if you fail to attend the enquiry, the enquiry officer may hold the enquiry in absentia. You are suspended pending enquiry with immediate effect and during the suspension period you will be paid suspension allowance as per law. (Please refer the notes regarding payment of suspension allowance.)
Signature of the Competent Authority
Contents read over translated
and explained in language understood by the workman
in presence of:
Click Here To Download Draft of Charge sheet
Journal to Balance Sheet in Excel
Useful for Accounting people to explore the wonders of excel formulas.
Date | Debit particulars (DR.) |
Credit particulars (CR.) |
L.F. | Debit-Rs. | Credit-Rs | Narration |
|
2 | Enter Ledger account name | |||||||||
JOURNAL ENTRIES | Date | Debit particulars (DR.) |
Credit particulars (CR.) |
Folio | Debit-Rs. | Credit-Rs | Balance-Rs. | Narration | ||||||||||
cash A/c | capital A/c | 50000 | 50000 | capital introduce in the business | furniture A/c | Bank A/c | 0 | 10000 | 10000 | furniture purchased against cheque | ||||||||
Bank A/c | cash A/c | 35000 | 35000 | opened bank account | depreciation A/c | furniture A/c | 0 | 200 | 9800 | depreciate furniture@2% | ||||||||
Purchases A/c | ajay A/c | 20000 | 20000 | goods purchased on credit | 9800 | |||||||||||||
vijay A/c | Sales A/c | 14000 | 14000 | sold good on credit | 9800 | |||||||||||||
ajay A/c | Bank A/c | 19500 | 19500 | paid ajay in full settlement | 9800 | |||||||||||||
ajay A/c | Discount A/c | 500 | 500 | paid ajay in full settlement | 9800 | |||||||||||||
Bank A/c | vijay A/c | 13000 | 13000 | received in full settlement | 9800 | |||||||||||||
Discount A/c | vijay A/c | 1000 | 1000 | received in full settlement | 9800 | |||||||||||||
furniture A/c | Bank A/c | 10000 | 10000 | furniture purchased against cheque | 9800 | |||||||||||||
Travelling & conveyance expenses A/c | cash A/c | 3000 | 3000 | paid for travelling expenses | 9800 | |||||||||||||
cash A/c | Sales A/c | 10000 | 10000 | sold goods for cash | 9800 | |||||||||||||
Purchases A/c | cash A/c | 8000 | 8000 | goods purchased for cash | 9800 | |||||||||||||
Bank A/c | cash A/c | 5000 | 5000 | cash deposited in bank | 9800 | |||||||||||||
capital A/c | Bank A/c | 3000 | 3000 | withdrawn for personal use | 9800 | |||||||||||||
salary A/c | cash A/c | 2000 | 2000 | paid salary in cash | 9800 | |||||||||||||
telephone expenses A/c | outstanding expenses A/c | 1500 | 1500 | telephone expenses were unpaid | 9800 | |||||||||||||
depreciation A/c | furniture A/c | 200 | 200 | depreciate furniture@2% | 9800 | |||||||||||||
9800 |
Personnel Log Sheet
I have Attached Personnel Log Sheet
Employee Name : Employee No. :
Designation : Deptt. :
Date of Joining :
Academic Qualifications :
Details of Training / Experience prior to joining
Area of Work / Training/Skills | Length of experience / training |
|
Details of Experience at Current Company
Period | Deptt. | Designation | Length of Service | Area of Work/skills | |
From | To | ||||
|
Training Details at Current company name
Training Need Identified | Training Period | Name of Trainer/ Institute | Remarks | Signature
M.R. |
|
From | To | ||||
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Training Details (Contd.)
Training Need Identified | Training Period | Name of Trainer/ Institute | Remarks | Signature
H.R. |
|
From | To | ||||
|
Hr audit sheet in Word Format
I have Attached Hr audit sheet in Word Format
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 desirables 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?
4.
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)
Hr Audit Sheet in Excel
I have Attached Hr Audit Sheet in Excel
HR AUDIT – Process Chart | |||||
Sr.No | Detail | Content | Obtain Marks | Total Marks | Remark |
1 | Appointment Letter | Designation | 2 | ||
Date of Joining | 2 | ||||
CTC | 2 | ||||
2 | Offer Letter | Date of Joining | 2 | ||
Offered Designation | 2 | ||||
3 | Interview Evaluation Sheet | Interview Panall | 2 | ||
Approval | 2 | ||||
CTC Offer | 2 | ||||
4 | Qualification certificate | Last Degree | 3 | ||
Certificate | 2 | ||||
Addi. Qualification | 2 | ||||
5 | Experience related certificate | Experience Letter | 2 | ||
Relieving Letter | 2 | ||||
Last Salary Slip | 3 | ||||
6 | Confirmation Letter(If Confirm Or Completed Six month) | Date of Confirmation | 5 | ||
7 | Salary Increment letter(If Applicable) | Approval for Increment | 5 | ||
8 | Office Order(If Applicable) | Office order | 2 | ||
9 | HRMS Entry | Personal Detail | 5 | ||
Professional Detail | 5 | ||||
Educational Detail | 5 | ||||
Leave Balance | 5 | ||||
10 | Attendance Process/ Register | Bio Matrix Attendance | 5 | ||
Register (On-Roll) | 2 | ||||
Register (Off-Roll) | 2 | ||||
11 | Leave Process & Record | Leave Form | 5 | ||
Approved Authority | 5 | ||||
Signature | 2 | ||||
Balance | 2 | ||||
12 | HR System At Unit Level | Actual HR System At Unit level | 3 | ||
Way of work for HR | 3 | ||||
Day to Day activity | 3 | ||||
13 | Salary Discrepancy | Last Salary Sheet | 2 | ||
Salary Discrepancy | 2 | ||||
Approval of HOD | 2 | ||||
Any other issue related to Salary | 2 | ||||
14 | Salary File | Month Wise | 5 | ||
All Documents as per check list | 5 | ||||
Compny wise Salary File (i.e.NLL, CHHPL, TDPL) | 5 | ||||
15 | Meeting with HOD | Meeting with HOD during Morning Meeting in Unit. | 2 | ||
Take feedback and suggestion to improve HR System. | 2 | ||||
Give instruction to Follow HR Process. | 2 | ||||
Update HR System | 2 | ||||
16 | Observation | Work Process | 5 | ||
Work Environment | 5 | ||||
Attitute/Behavior of HOD | 5 | ||||
17 | MIS – HR | Employee Detail | 2 | ||
New Joinee Detail – Monthly | 5 | ||||
Left Emloyee Detail – Monthly | 5 | ||||
Full & Final Status of Left Employee | 5 | ||||
18 | Legal Compliances | ESIC Sub Code (If Applicable) | 5 | ||
ESIC No. of all employee | 3 | ||||
Form – 2 for PF Nomination | 3 | ||||
Form – F for Gratuity Nomination | 3 | ||||
Monthly ESIC Chalan Copy | 3 | ||||
Form – 5 & Form – 10 | 3 | ||||
All Required Register | 3 | ||||
Total |
Employee Information Sheet
I have Attached Employee Information Sheet
Sr. No | Employee code | Employee Full Name | Date of Joining | Date of Confirmation | Employee Category | Designation | Department / Division | Company E-mail ID | Reporting To | Bank account number | Bank name | Bank Branch name | PF Number | Confirmation Date | Years of Experience Prior to Xecom | Experience in XecomIT | Total Experience |
Categories: HR Tags: Employee, Information, Sheet
Log Sheet For Drivers
I have Attached Log Sheet For Drivers
Dear Anuja
Please make it simple
Print your company’s Name in top centre
Give Caption “LOG SHEET”
Regn No_______________ Vehicle Name ______________________
Driver Name ________________________ Date _________________
and Make some columns for making entry
Start Time Start Km Close Time Close Km Place visited User Name User Sign
Daily you collect the Log sheet to avoid mass corruption.
Check the user details and if the entry made is genuine please accept if there is any wrong thing please get clarified from driver and from User.
If you make regular entry it will be easy for you to make bills also on monthly basis.
With warm regards
S. Bhaskar
Salary Calculation Sheet in Excel
I have Attached Salary Calculation Sheet in Excel
Categories: HR Tags: Calculation, Excel, Salary, Sheet
Salary Calculation Sheet in Excel
I have Attached Salary Calculation Sheet in Excel
Categories: HR Tags: Calculation, Excel, Salary, Sheet
Salary Sheet Format
I have Attached Salary Sheet Format
COMPANY NAME | ||
MONTH : | ||
DATE: | ||
S. No | EMPLOYEE NAME | NET SALARY |
1 | YYYYYYYY | 4230 |
2 | BBBBBBB | 7020 |
3 | YUUUUUUU | 6141 |
4 | ABCDEFG | 4486 |
21876 |