Process Manual HR

Process%20Manual-HR

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Page 1 of 8 Rev.:00, Dt.
EPATHUSA
PROCESS MANUAL – HUMAN RESOURCES
Issue No: 01 Date: xxxx
Revision/Version: 00 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
DOC No
Version Status
0
1
2
3
4
5
QUALITY SYSTEM PROCEDURES
Process Manual – Human resources
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1
QSP/EPATHUSA/HR/
01
•
2
QSP/EPATHUSA/HR/
02
•
DOCUMENTS
3
DOC/EPATHUSA/HR/
01
•
FORMATS
4
QF/EPATHUSA/HR/0
1
•
5
QF/EPATHUSA/HR/0
2
•
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QF/EPATHUSA/HR/0
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Process Manual – Human resources
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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
Process Manual – Human resources
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❖ Activity / Responsibility Matrix
NO
ACTIVITY
MD
SDH
MGR HR
01
Approval Resource Request
R
R
02
Maintaining the resume database
R
03
Organizing interviews
R
04
Approving Appointment Letter
R
R
05
Identifying Trainings
R
I
06
Conducting Training Programs
I
R
R – Responsible; I - Involved
Process Manual – Human resources
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❖ 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
Approval of resource request by MD
INPUT
• Resource Requirement for New Projects
• Resource request from SDH/PM / Functional Heads
Find candidates from sources
OUTPUT
• Interview Assessment Form
• Appointment letters
If passed
• Existing Database
• Searching in Job Sites
• Through Referral
• Advertisements
• Through consulting company’s
Written Test
Reject and inform to candidates
If Failed
Issuing Appointment letter
If Selected
HR Round
Technical Round (First)
Technical Round (Second)
If Selected
If Selected
If Not
If Not
Process Manual – Human resources
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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
- FIABLES HR Policy Document
❖ Documents
- 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
Process Manual – Human resources
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❖ 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
Identify Training in TRAINING IDENTIFICATION FORM
(QF/ISPL/HR/04) based on Competence Analysis Record / Personal
Appraisal Forms
Training Requests from
All the Departments through
mail / IOM
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
Repeat the Training by
Following above
Process
If Found Satisfied
If Not Satisfied
OUTPUT
❖ Training Records
❖ Training Analysis for Review in
MRM
Process Manual – Human resources
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❖ 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

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