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HR STRATEGY OF EMAMI LIMITED PRESENTED BY :- SUCHISMITA PAUL OISHI SANYAL SAIKAT BISWAS PALLAB GHOSH
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Page 1: Hr Strategy of Emami Limited 2003

HR STRATEGY OF EMAMI LIMITED

PRESENTED BY :-SUCHISMITA PAUL

OISHI SANYALSAIKAT BISWASPALLAB GHOSH

Page 2: Hr Strategy of Emami Limited 2003

• Emami’s Core Values are:- • Commitment & loyalty to institutional values and

principles• Integrity• Customer orientation• Leadership and innovation• Attention to detail• Teamwork & team environment• Simple living, high thinking• Social responsibility• Environmental safety

Page 3: Hr Strategy of Emami Limited 2003

Compensation Policy Components… 1) Basic

Basic amount is paid to employees on a monthly basis2) House Rent Allowance (HRA) Monthly allowance paid to an employee to help pay for his/her rental expenditure for accommodation3) Transport AssistanceIt is provided to Employees to help them cover the daily expenses incurred on travel between the office and residence4) Medical ReimbursementThis amount is given to support the medical expenses of self and dependants. expenditure on diagnostic tests, medicines, viz. Hearing, Visual, Dental etc., doctor’s fees, expenditure incurred in

the hospital/ nursing homes as an out-patient or as an in-patient excluding food and beverages expenses

Page 4: Hr Strategy of Emami Limited 2003

5) Special Allowance6) Statutory Bonus7) Employee State Insurance8) Meal Coupons Meal Coupons are prepaid vouchers that can be used at select outlets (like most of the departmental stores / supermarkets and restaurant chains) to purchase meal, food items etc. These are not the canteen lunch coupons9) Leave Travel Allowance (LTA)This assistance will be paid to Employees to help facilitate personal holiday travel within India for employees and their dependant family members. LTA can only be claimed for a maximum of two children. LTA will cover only the travel expenses for rail, air (Economy class) and road journeys for the shortest route. It will not cover other expenses like boarding, lodging, etc. In case LTA is not claimed in a year, the LTA entitlement will be carried forward.10) Children’s Education AllowanceThis allowance is provided to meet the cost of the children’s education11) Car Assistance Car assistance will be provided to employees in specific Grades.Benefits are driver,fuel,maintenance

Page 5: Hr Strategy of Emami Limited 2003

LEAVE POLICY

Types of Leave – Definition Privilege Leave (PL)Maternity LeaveLeave without Pay (LWP)ESI Leave

Leave for Trainees & Probationers Employees on Probation will be entitled to 10 days leave for meeting any urgent work, sickness or personal requirements.

 

Page 6: Hr Strategy of Emami Limited 2003

recruitment

Page 7: Hr Strategy of Emami Limited 2003

Policy statement• The company is committed to ensuring that

the recruitment and selection of staff is conducted in a manner

• Professional advise and support is available at all stages of the recruitment process from the HR advisors

Page 8: Hr Strategy of Emami Limited 2003

principles• General principles• Preparation stage:- it should not be

commence until a full evaluation of the need for the role against the area’s strategic plans and budget has been complete• Obtaining candidate:- as a minimum all

positions will normally be advertised internally

Page 9: Hr Strategy of Emami Limited 2003

• Selection process:- should be transparent, timely and cost effective, equitable, free from conflict of interest• The employment contract:-all records must be

handed to the HR functions

Page 10: Hr Strategy of Emami Limited 2003

Monitoring effectiveness• In order to monitor compliance with and the

effectiveness of the company’s recruitment process a periodical audit will be carried out

Page 11: Hr Strategy of Emami Limited 2003

TRAVEL POLICY for CORPORATE OFFICE

The eligibility for for local conveyance for official purpose Employees travelling in their own vehicle for business purpose will be entitled to reimbursement

TRAVEL POLICY FOR SALES DEPARTMENTAir,Rail,Local coveyence like auto rikshaw,taxi etc

Page 12: Hr Strategy of Emami Limited 2003

Induction Policy• Objectives :

A . Familiar with the organizationB . Induction gives new employees the taste

of the culture of the organizationC. Acquire and use the knowledge, skills,

attitude and attributes.D. Reducing the time to adjust in new work

environment

Page 13: Hr Strategy of Emami Limited 2003

Process• Planning an Induction Program :

A . Management or HR involvement will provide orientation for new employees.

B . Orientation to work area, including the requirements of the job and developing workplace relationship.

Page 14: Hr Strategy of Emami Limited 2003

Document Induction Plan Structure of Induction Plan TableDate/ Time Topic Location Method Instructor

When What Where How Who

For each employees there will be dedicated manager to track the induction in a prescribe evaluation, feedback sheet.

Page 15: Hr Strategy of Emami Limited 2003

Plan for Individual needs• If performance gaps have been identified with a

new employee during the selection process, then it must be discussed with the person at the early stage. It may be something such as a failure to receive or understand certain information given out during the recruitment stages, in which case induction may close the gap.

• There may be gaps in knowledge and skills required for performance. These will need to be addressed with training or coaching after the initial induction period.

Page 16: Hr Strategy of Emami Limited 2003

Review of Impact of Induction Plan

- There will be joint review HOD & HR to evaluate the impact so as to ensure quality induction plan.

Page 17: Hr Strategy of Emami Limited 2003

TRANSFER & RELOCATION POLICY

An employee may be transferred from one location to another or from one Department to another within Emami Limited, anywhere in India or abroad.

Employees will be entitled to reimbursement of one trip (to & fro) from the current location of work to new location to which he has been transferred,for joining and settling down (search of a house, school etc). The employee shall also be entitled to another trip along with family members may from the current location to the new locationThe Company will pay for the cost of travel (3 trips for the employee and 1 trip for the immediate family) as per the travel entitlement policy

Page 18: Hr Strategy of Emami Limited 2003

MANPOWER PLANNING POLICY OBJECTIVE

The objective of manpower planning policy is to determine manpower requirement for a given period.1.Projecting systematically manpower requirements on realistic basis.2.Removing occupational imbalances3.Removing competencies/skill obsolesces

Page 19: Hr Strategy of Emami Limited 2003

POLICY

1.To review periodically manpower position of the units in respect of permanent graded staff.

2.Changing business environment of the company.

3.Consider indent for sanitation of employee.

4.Examine the implications of any new project.

5.To review periodically evaluation of job

Page 20: Hr Strategy of Emami Limited 2003

POLICY

6.The user department should keep multi skilling, flexibility while determining the manpower.

7.Investigate properly the need of requirement can be met without further recruitment i.e. byreorganisation,redistribution of work.

Page 21: Hr Strategy of Emami Limited 2003

PROBATION AND CONFIRMATION Probation Period

Employees will be on probation for a period of 6 months from the date of their appointment in the Company or as mentioned in their Appointment Letters

Confirmation The employee on probation will be communicated on his confirmation by the HR Department through a “Confirmation Letter”. In case of extension of probation, the same will be communicated through the “Probation Extension Letter.

Page 22: Hr Strategy of Emami Limited 2003

THANK YOU