Process Manual HR
Process%20Manual-HR
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EPATHUSA PROCESS MANUAL – HUMAN RESOURCES Issue No: 01 Revision/Version: 00 Date: xxxx Date: xxx Approval Details Prepared By Issued & Controlled By Approved By Designation Signature Copy Holders / File Access Authority Copy No Copy Holder 1 Management Representative (Master Copy) 2 Manager - HR CONTENTS Sl. No Procedure Name DOC No 0 Version Status 1 2 3 4 5 QUALITY SYSTEM PROCEDURES Page 1 of 8 Rev.:00, Dt. Process Manual – Human resources 1 QSP for Recruitment Process 2 QSP for Training 3 DOCUMENTS Competence Requirements QSP/EPATHUSA/HR/ 01 QSP/EPATHUSA/HR/ 02 • DOC/EPATHUSA/HR/ 01 • QF/EPATHUSA/HR/0 1 QF/EPATHUSA/HR/0 2 QF/EPATHUSA/HR/0 3 QF/EPATHUSA/HR/0 4 QF/EPATHUSA/HR/0 5 QF/EPATHUSA/HR/0 6 QF/EPATHUSA/HR/0 7 QF/EPATHUSA/HR/0 8 QF/EPATHUSA/HR/0 9 QF/EPATHUSA/HR/1 0 • • FORMATS 4 Interview Assessment Form 5 Exit Interview Form 7 Skill Set Review Matrix 8 Training Identification Form 9 Training Calendar 10 Attendance Sheet 11 Performance Appraisal 12 Training Effectiveness Form 13 Employee Record 14 Check List for New Employee Page 2 of 8 • • • • • • • • Rev.:1.0, Dt: March 15, 2018 Process Manual – Human resources Version History DCR No ❖ Date Nature of Change Brief Reason for Change Page / Section Where Changes Made New Version No Definitions and Acronyms ACRONYM/ TERM DEFINITION/ DESCRIPTION HR Human Resource MD Managing Director SDH Solution Delivery Head PM Project Manager QF Quality Format Page 3 of 8 Rev.:1.0, Dt: March 15, 2018 Process Manual – Human resources ❖ Activity / Responsibility Matrix NO 01 ACTIVITY Approval Resource Request 02 03 04 05 06 Maintaining the resume database Organizing interviews Approving Appointment Letter Identifying Trainings Conducting Training Programs MD R SDH R R R I MGR HR R R R I R R – Responsible; I - Involved Page 4 of 8 Rev.:1.0, Dt: March 15, 2018 Process Manual – Human resources ❖ Purpose To ensure recruitment plant is made and competent candidates are recruited ❖ Scope This procedure is applicable all the recruitments in EPATHUSA ❖ Responsibility Manager - HR is responsible to ensure that this procedure is implemented & maintained Action & Method Process Flow Diagram ❖ INPUT • Resource Requirement for New Projects • Resource request from SDH/PM / Functional Heads Approval of resource request by MD • • • • • Find candidates from sources Existing Database Searching in Job Sites Through Referral Advertisements Through consulting company’s Written Test If passed If Failed Technical Round (First) If Selected Reject and inform to candidates If Not Technical Round (Second) If Selected If Not HR Round If Selected Issuing Appointment letter OUTPUT • • Interview Assessment Form Appointment letters Page 5 of 8 Rev.:00, Dt. Process Manual – Human resources Procedure for Exit Interview: When ever employee leaving the company, HR Manager shall conduct Exit interview using Exit interview form (QF/EPATHUSA/HR/02). Detailed survey also conducted on various parameters about the organization. Once filled form is received, Manger HR analyses the feedback given by employee and submits the same to MD for review and take necessary actions. ❖ References ❖ Documents ❖ FIABLES HR Policy Document Competence Requirements – DOC/EPATHUSA/HR/01 Formats and Records - Mails form Departments on Resource Requests Interview Assessment Form – QF/EPATHUSA/HR/01 Exit Interview form - QF/EPATHUSA/HR/02 Page 6 of 8 Rev.:00, Dt. Process Manual – Human resources ❖ Purpose To identify Competencies of the employees both technical & non-technical, and address them through training programs ❖ Scope This document covers the process evaluating competency levels based on the roles and address limitations through varied competency evaluation programs ❖ ❖ Responsibility Manager - HR is responsible to ensure that this procedure is implemented & maintained Action & Method Process Flow Diagram • • Input Competence Requirements (DOC/ Puyenpa/HR/01) Project Requirements Provide Induction Training to new joiners Analyze Competence Level of Each Employee through SKILL GAP ANALYSIS RECORD (QF/ Puyenpa /HR/03) Once in a Year, PERSONAL APPRAISAL (QF/ Puyenpa/HR/07) to be prepared by Reporting Authority for all the employees working under position Training Requests from All the Departments through mail / IOM Identify Training in TRAINING IDENTIFICATION FORM (QF/ISPL/HR/04) based on Competence Analysis Record / Personal Appraisal Forms Prepare TRAINING CALENDAR (QF/ Puyenpa/HR/05) Provide Training as Per Training Calendar and take signature of participants in ATTENDANCE SHEET (QF/ Puyenpa/HR/06) Review Training Effectiveness after 3 months from the date of training Whether Training provided by faculty is followed by trainee or not Improvement in skills of participant If it is on job training, observe for specific period based on subject of training If Not Satisfied Repeat the Training by Following above Process If Found Satisfied OUTPUT Page 7 of 8 ❖ Training Records ❖ Training Analysis for Review in MRM Rev.:1.0, Dt: March 15, 2018 Process Manual – Human resources ❖ Induction Training Manager HR / respective department heads shall ensure the following points are explained to new employees before they really involved in their regular duties and report is collected from employee authorized by Head of the department • About Company and Its activities • Job Responsibilities • Reporting Authority • Documents / Instructions to be Followed • Records to be Maintained • Quality Policy and Objectives • ISO 9001 Awareness • Quality Documentation Awareness • Safety Guidelines • Special Instructions if any ❖ References ❖ ❖ Competence Requirements – DOC/EPATHUSA/HR/01 Documents Nil Formats and Records ➢ Skill Gap Analysis Record – QF/EPATHUSA/HR/03 ➢ Training Identification Form – QF/EPATHUSA/HR/04 ➢ Training Calendar - QF/EPATHUSA/HR/05 ➢ Attendance Sheet - QF/EPATHUSA/HR/06 ➢ Performance Appraisal- QF/EPATHUSA/HR/07 Page 8 of 8 Rev.:1.0, Dt: March 15, 2018
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