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For all employees except 2 nd line , form annexure-48 shall be filled and for 2 nd line employees form annexure48A should be filled in. Slips till nowclick here to. Download salary slips till nowclick here to his employees. Those conditions should be added to the receipt of payment that acts as a reminder. For the overall cultural improvement of the organization, this input, at regular interval, across the board is essential. Perkswhat are the employer. Salaries in excel any salary slips till nowclick here.
I Have Attached HR manual and HR policy N. Minda Group of Industries HRM Policy Manual Copy No. Though the attempt has been made to cover and elaborate all possible factors, however, it is not conclusion. This Manual supersedes all earlier amendments or changes communicated from time to time. Broadly, all are expected to follow this strictly and exceptional circumstances demanding any deviation may be taken up with appropriate authority, supported by due justification. Policy Name Policy No. Policy Name Policy No. Unit Designation of Holder 1 Corporate Office Managing Director 2 Corporate Office Corporate Head 3 Corporate Office Corporate Business Head 4 Corporate Office Head — Group HRM 5 Corporate Office Head — Corporate Finance 6 Design Center SBU Head 7 FMAL Division SBU Head 8 FMAL Division Head — HRM 9 FMAL Division Head — Accounts 10 Lighting Division SBU Head 11 Lighting Division Head — HRM 12 Lighting Division Head — Accounts 13 Lighting Division Pune Head-Operation 14 Lighting Division Manesar Head-Operation 15 MFAL Division SBU Head 16 MFAL Division Div. Head 17 MFAL Division Head — HRM 18 MFAL Division Head — Accounts 19 Minda Impco Ltd. SBU Head 20 Minda Impco Ltd. Head — HRM 21 Minda Impco Ltd. Head — Accounts 22 Minda Investment Ltd. Head — HRM 23 Mindarika Pvt. SBU Head 24 Mindarika Pvt. Head — HRM 25 Mindarika Pvt. Head — Accounts 26 Mindarika Pvt. Pune Head-Operation 27 Mindarika Pvt. Pune Head — HRM 28 PT. Minda ASEAN Automotive SBU Head 29 PT. Minda ASEAN Automotive Head — HRM 30 PT. Minda ASEAN Automotive Head — Accounts 31 Switch — Aurangabad Head-Operation 32 Switch — Hosur Head — Operation 33 Switch Division — Delhi Div. Head 34 Switch Division — Delhi Head — HRM 35 Switch Division — Gurgaon SBU Head 36 Switch Division — Gurgaon Head — HRM 37 Switch Division — Gurgaon Head — Accounts 38 Switch Division — Pune Div. Head 39 Switch Division — Pune Head — HRM 40 Switch Division — Pune Head — Accounts This Manual may be borrowed and referred by other concerned Employees as and when required. This Manual can not be reprinted or copied without the written permission of Corporate HRM. § To achieve 3. § To be the pioneers for new technology switches, to maximize product range and be a solutions provider to non-Japanese customers in India § To be the global supplier of TRJ for 15% of their outsourcing requirements § To capture 15% global market share of plunger and panel switches by being the lowest cost producer in the world § To achieve sales of Rs. Each of us succeeds individually … when we, as a team, achieve success. For this, we shall create an environment to encourage all our employees and suppliers to prevent defects and strive for excellence. We shall communicate this policy to all our employees and would make it available to all interested parties and general public. The Safety policy shall be communicated to all employees and made available to all interested parties and to the public. Fundamentally, any person, who does not have experience and is willing to join the company in the capacity of trainee, can be considered for placement in this category. The interview and selection process shall be the same as applicable to relevant levels as the case may be. The career plan as well as the salary structure should be discussed with them and it should be told to them that performance is the only criteria for their growth and if their performance is good, growth shall flow automatically. They will be issued an Appointment Letter Annexure — 03. This training period will be divided into two segments of 4 months and 8 months duration. After confirmation, no probation and will be treated as regular employees. HRM to obtain performance report of each trainee for each phase of training Annexure — 04 from the departmental coordinators of various units. After general training of around 1. Presentation to be given on improvement initiatives completed by trainees to MMC at the end of the year. This is the last phase of training, it is expected that by the time 8 months i. Therefore, as a policy we should plan recruitment of fresh qualified people at certain defined induction levels only. SBU Head can approve vacancy against replacement. Any new vacancy has to be approved by MD only. The table gives the details of the minimum qualifications requirement : PARTICULARS LEVEL IV LEVEL V I TECHNICAL AREAS i. Com with 3 yrs exp. Com with 3 yrs exp. HRM Graduate + Dip. RECEPTIONISTS Graduate — VII. Representative from department where vacancy exist not below Level VI. Short listed candidates will be finally interviewed and approved by the SBU Head. Concerned HOD where vacancy exists. Concerned SBU Head As mentioned above, committee will award marks in the interview evaluation form for Level — VI Annexure — 07 and for Level—VII Annexure — 08 to decide ranking. The short listed candidate will be finally interviewed and approved by SBU Head. Selection committee shall check the suitability of the candidate as per the interview evaluation criteria Annexure — 08. The short listed candidate will be evaluated independently by outside consultant and thereafter meeting with M. However, salary will be finalized by Head HRM. LEVEL X AND ABOVE Special Selection Board will be formed in consultation with MD. Selection committee shall check the suitability of the candidate as per the interview evaluation criteria Annexure — 09 02. Salary break-up should be prepared Annexure — 11 and it should have signature of both Head HRM and the candidate. He should be clearly told about his CTC Cost to Company , which includes car cost, premium of mediclaim and accident insurance, bonus, health check up, mobile phone, residence telephone etc. The inputs during induction training will include following: a. Familiarity with organization structure b. Familiarity with the HRM Policies. Class Room induction for new joinees to be done within the unit. Meeting of all new joinees with SBU Head at the end of one day training. For Head and above, new joinees to meet MD for half an hour during first 15 days of joining. Format to be kept in the personal file of the employee Annexure 18. Corporate HRM to meet new joinees in all units during first three months of their joining. In case such recruitment is done, it should have written approval of MD and direct relation not to work in the same unit. Rules for attending the Interviews 2. Preference should be given to those who have done apprenticeship training after passing ITI. Diploma Engineer can be taken at a Level — III A as operating members. HRM will check the requirement against Manpower Budget. After completion of the test the candidate will be interviewed by departmental head. For skill test, skill machine should be used. Practice is allowed to the candidate for operation of machine for ten minutes. Selection committee to consist of concerned Departmental Head alongwith HRM Head. Finally, recruitment to be approved by the SBU Head. The period of probation will be of 6 months. Department Head may extend the probationary period up to the maximum of three months for two times. This test to be completed before joining the duties. In case of fresher i. This will be the responsibility of the Unit HRM. In case such recruitment is done, it should have the written approval of the MD and direct relation not to work in the same unit. Preferably operator should be appointed with reference of our existing employees 04. Salary for the Temporary operators will be finalized at the time of increments in the month of April every year. Department Head may extend the probationary period up to the maximum of three months at a time. Termination during the period of probation is legally contestable. Should you have any doubt as to the suitability of a person at the time of recruitment, you may initially take him on a temporary basis and later put him on probation if he proves to be suitable. In the long run interests of the Company, it is better to face short-term shortages of manpower than to build up inventories of human deadwood. Every month HRM has to check whether the Contractor has made the payment to his people and has filed the statutory return. No bill will be paid without attaching PF, ESI, etc. DESIGNATIONS LEVELS BUSINESS HEAD IX, X, XI,XII DIVISIONAL HEAD VIII, IX,X,XI HEAD DEPARTMENT VII, VIII,IX,X LEADER DEPARTMENT V, VI, VII,VIII MEMBER DEPARTMENT IV, V, VI 07. Not to be changed during the year. In case change is unavoidable, follow the following sequence : Unit HRM SBU Corp. It is required that confidentiality should be maintained. Therefore, people should give their feedback in an objective manner. Hence employees coming late need not sign in the late coming register. Any late coming beyond four times in a month will be treated as absence for which ½ day leave will be deducted if due, otherwise salary will be deducted. This norm is only a guideline and does not entitle a staff member to have a right to come late. HRM Department can check for his record purpose, the same date from the register the morning. However, persons proceeding on duty during the course of day after having entered on the board, will also sign on the employee outgoing register with details. This is not an entitlement or right to take short leaves every month. These card boards should be fixed near the security gate. He should also mark present in the Muster Roll of the operators. No operator shall be allowed to enter the premises who so ever is late after 30 minutes. Any discrepancy identified during this process should be highlighted on the same day to the Production In-charge as well as security man and corrective action be taken. Likewise he would mark the attendance card for night shift purpose in the similar process. The same procedure as of staff attendance i. This is not an entitlement or right to take short leaves every month. MONTH OF JOINING CL ENTITLEMENT FOR THE YEAR JANUARY 16 th to 31 st 6. Balance CL will be clubbed with EL. CL earned in the 1 st month can be availed from 2 nd month onwards. However, in case of extreme circumstances when person is unable to apply for CL in advance, leave card duly approved by superior for the same must be given immediately on resuming duty. Employees joining any time during the leave year will have pro-rata SL for that year of joining as per the details given above similar to CL. For the purpose of computing 240 days, period of LWP, unauthorized absence, all period of legal lockout, strike and closures, inclusive of intervening, succeeding and preceding Sundays and holidays shall be excluded, however, sanctioned leave can be counted as working days. Similarly employees leaving the service shall be given a credit of EL on pro-rata basis. However, those employees, who are covered under ESI and not eligible for S. The Basic salary as on 31 st December shall be the basis for the encashment of EL. Example : Balance EL as on 31 st Dec. The last drawn basic salary shall be the basis for the encashment of EL. The HRM Department shall see that the leave card is received back within 24 hours of its issue. However, this shall become adjustable against the next year EL and recoverable if the employee leaves the company before the completion of one year of service. MONTH OF JOINING CL ENTITLEMENT OF THE YEAR JANUARY 16 th to 31 st 6. The Basic Salary as on 31 st December shall be the basis for encashment of CL. However, in case of extreme circumstances when person is unable to apply for CL in advance, leave card duly approved by superior for the same must be given immediately on resuming duty. Employees joining any time during the leave year will have pro-rata SL for that year of joining as per the details given above similar to CL. For computing 240 days, actual working days + Earned Leaves availed shall be considered. Similarly employees leaving the service shall be given a credit of EL on pro-rata basis. The HRM Department shall see that the leave card is received back within 24 hours of its issue. However compensatory off for higher levels is allowed at the discretion of SBU Head. If not availed within the time period of 1 month, the compensatory off shall automatically be lapsed. Each Operators has to write authorization letter to Company for the transfer of Wages in their bank account Annexure-61. The same letter will be filed in personal files of operators. The eligibility criteria will be effective as per the salary limit notified by ESIC. However, Efficiency Loss Compensation will be paid to security Guards over and above 8 hrs of job and also Efficiency Loss Compensation shall be paid for working on off days. The first copy of this be sent to Security Guard for checking and the second copy to be sent to HRM for calculation purpose. There should not be any Efficiency Loss Compensation for any other category. OF HOURS OF EFFICIENCY LOSS COMPENSATION SHOULD BE MORE THAN 50 IN A QUARTER FOR EACH OPERATOR. But this should be rare. If used frequently it will be considered as negative point. Following steps may be taken to have operations in each shift. The telephone numbers and addresses of the Doctors to be contacted for emergency need should also be available. Unit HRM to ensure the legal compliance under the Laws. Alternatively employees can stay in a paid accommodation i. Hotel, Guest house, Rest house, Circuit house etc. Wherever full fare is paid, should be approved by SBU Head. The bill in respect of train bookings will be handed over to the concerned person alongwith the ticket. The concerned person will claim the same alongwith his travel expenses. Faridabad, Ghaziabad, Gurgaon, etc. Upto 70% of total DA can be claimed with supporting bills. Partial DA will be calculated as per inland travel norms. Telephone, fax expenses can be claimed by producing cash receipts. Airport tax will be borne by the company. The above such affirmation shall form a part of the Director Report on Corporate Governance, to be prepared alongwith the Annual Report. In those cases following policy is framed : 29. If the employee serves the company for more than 3 years, then the telephone connection becomes the property of the individual. The total Mail will be placed in a bag, which will go to Horn Division, Delhi everyday by Company vehicle. The vehicle driver will deliver the same at Switch Manesar reception. The receptionist will segregate the mail for respective Units and the concern units will collect the same from Switch Manesar reception. For delivery of mails to Delhi the same procedures will be followed. If any mail is received at security gate, the security person at gate shall immediately forward it to HRM department. B Official Mail — Others than above 32. The Office boys from HRM department shall distribute the personal mail to various staff members and the mail of operator category shall be kept along with Employee entrance gate. The envelopes of government mail should be attached to the mail. Letters must be entered in Mail Register. The mail should have the distinct address and mention of Regd. Courier mail details shall be recorded in a separate register. The HRM Department will enter the postage charges in Outward Mail Register and attach the slip with the respective page for records. The Courier should be advised to raise monthly bills only those documents, for which POD has been received. Minimum one security guard of our appointment during night and day must be available in the Plant, even if the security is contracted outside. The guards should be competent to read and write and be alert and be available at all times at the gate. He should also ensure that the men and material crossing the gate go in the right direction to the right place rather than loitering around. This activity has to be swift and thorough. Security guard has to be polite while checking. However, this is a broad gambit of vigilance which a HRM man should train a security guard. Since, it can not be defined in individuals but is legitimately an ongoing demand on a security guard. As a company safety norm for 24 hours permanent there should be minimum four persons available in the company. He should ensure that no visitor go to any other place except Reception. This box should be locked and lock should be properly sealed by an employee not less than Level V. The authorized person under whose supervision the factory premise are to be opened should ensure that the seal of the key box is intact. Sweepers should not be allowed to enter the premises unless an authorized person is present. It should be refused and politely be conveyed directly or indirectly to the outside party. The following systems will be followed : 34. If still any outside party visits the residence, it should be viewed negatively and respective employee should deposit the gift in the HRM or keep his SBU Head informed as to nature of such gift, who between them can decide appropriate use of it. Depending on the gravity of the situation, SBU Head can take decision to put the information on the notice board. Certain cases where adequate supporting data is available, SBU Head can consider making a Police Case. It should not be based on hearsay but should have adequate supporting information or data. On case to case basis SBU Head, may nominate a senior person to go into the details and where it is concluded that Department Head was also negligent — this will go in his personal file also. If he so desires he may call the concerned complainant as well as his superior and communicate his decision. If it is not possible for him to take a decision, he may discuss the matter with the SBU Head. After that he will approach the reception. Permission from HRM Head will be required. This shall be the responsibility of HRM. Then transferee Unit HRM department will give its comments and send the said format to the Unit where the transfer is to be effected for the approval of their SBU Head after getting the confirmation from the concerned SBU Head. Unit HRM will issue the transfer orders. It is desirable that the date of transfer should be first day of the month to avoid administrative inconvenience. The HRM department should parallel close the leave and other entitlements balance, like PF, Gratuity, Superannuation as of transfer date and send the consolidated statement to the new division in two days of the transfer along with the personal file as per Annexure — 38. And thereafter new Company will take care of these liabilities. The transferee company will complete the formalities of transfer of Gratuity, Superannuation. The transferee company will provide all the details to transferred company. The notice period for release shall be as follows:- 41. The notice period shall be on either side. The payroll for the employee should be tagged and payment should be made along with final settlement. Unit HRM will issue the acceptance of resignation Annexure-60. It would be done by HRM department, if the employee is not present and has requested release of his dues by post. Accounts department to compute preferably with witnesses present. Any separation upto Member level should have SBU Head specific approval through Unit HRM. Basic of Staff means Basic only and for operator Basic means Basic + HRA. The pay for this shall be treated as Basic Salary of an employee. HRM would conduct the exit interview to know the strength and weaknesses of the organization and also have an informal discussion on the improvement. HRM would keep the SBU Head informed about the feedback received. Sometimes organization has to give additional knowledge and skill if the employee is fresh from Institute, sometimes it is needed because there are certain changes in the organization. But it can be divided into two broad segments. MANAGERIAL TRAINING :Those inputs, which are designed to improve the overall competence of the employees. OPERATIONAL TRAINING : Those inputs, which prepare the employee to upgrade his technical competency. For the overall cultural improvement of the organization, this input, at regular interval, across the board is essential. Training is effective, if internal data, related to the topic, is shared. Internal data should include, without hesitation, our success stories, our failures, etc. SPECIFIC TRAINING RELATED TO UNIT, IS THE RESPONSIBILITY OF UNIT HRM. However, it is possible to get a feel if the efforts are in correct direction or not. The mechanism of this feed back will need action from both HRM department and also from the respective Head of the Department. During this discussion certain action plan is identified and recorded. Departmental Head ensures that necessary support is extended to help the employee in achieving the action plan. It is difficult to attribute improvement or deterioration on above parameters only due to Training interventions. But these are simple, basic parameters, which do reflect the Organizational Health. However, effectiveness and success will depend on the involvement and support of all Members. Unit HRM can identify internal faculty and should plan the training identified by unit concerned. Only after approval of MD, the employee can proceed for Foreign Training. In addition, following will also constitute training visits : 45. After discontinuation of the bond period, the notice period will changed as per the designation of the person. To this effect he has to sign an amendment in the terms of appointment as per Annexure — 45. The subsequent bond s will be concurrent to the first one so that the employee serves the differential periods, after the completion of minimum service stipulated in the first Indemnity Bond. Necessary noting will be made in the personal file of the employee. He will take minimum 6 training sessions in a year. The training imparted by him to be considered in his performance appraisal. On his return from training, he will send proposed training schedule to HRM for approval and co-ordination. Similarly for human beings cost of non-conformance is extremely high. Annual Appraisal is one tool to define the performance level of each employee and it should be monitored regularly. Through annual appraisal, we set individual targets tasks and finally evaluate individual performance against these mutually agreed criteria. Clear target and regular feedback on performance can keep an employee charged. The ratings will be also done for half yearly appraisal. For the appraisal, following break-up of marks shall be followed : MPCP BEHAVIOUR EXHIBITED BEST Commitment Rating 40 20 20 20 46. April of previous year as an arrear. Corporate HRM to define each year parameters and release the schedule for affecting the increments. For all employees except 2 nd line , form annexure-48 shall be filled and for 2 nd line employees form annexure48A should be filled in. For Half yearly appraisal form annexure47 to be filled and rating will also be given. After filling the above, he should approach his superior for getting himself appraised. This should be signed by the concerned employee as well as by the appraiser. It should be said to him that he can definitely look forward to have better increment and promotion provided there is an improvement in his performance. This must be arranged in an informal and cordial atmosphere. These key employees should be recognized at various forums i. MMC meetings, annual days etc. Unit HRM to prepare career growth plan for consistent OS employee. It also helps organization to fill higher level vacancies through internal resources. Through promotions, an employee gets a feedback that his contribution to organization is not going unnoticed. Thus four factors would be considered: i. Development of his Second in Command ii. Performance in the existing level iv. This exception is restricted to only first promotion, after considering the relevance of past experience and initial fitment. It is important to link performance rating with promotion. Only then they will recommend to MD for approval. These cases will be put up before the committee consisting of Business Head, Corporate Head, Corporate Business Head for approval as per Annexure — 49. No case will be reviewed during the year. Promotion letter will be issued as per Annexure — 50 to level IV and above, which will be signed by concerned authority and this letter shall be issued in person by the Departmental Head.
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