This professional synopsis summarizes an HR professional's experience and qualifications. They have 6 years of experience in HR for IT and consulting sectors, including recruitment, performance management, compensation, and employee engagement. They possess expertise in key HR areas like recruitment, training, performance evaluation, and compensation. Education includes postgraduate degrees in management and business information systems. Professional achievements demonstrate success in reducing attrition and employee dissatisfaction rates.
This document discusses employee induction and orientation. It begins by introducing the author and then outlines the contents to be covered, which include the objectives, types, people involved, and how to conduct induction successfully. It notes that orientation introduces employees to their jobs, coworkers, and organization. The document also discusses the problems that can arise and how to make induction effective. It emphasizes that induction plays an important role in helping new employees adjust and perform better in their new roles.
The document provides a summary of Thorat Manish Rangnath's professional experience and qualifications. He has over 20 years of experience in strategic human resources management, organization development, recruitment, performance management, training and development, employee relations, and industrial relations. Currently, he works as the Regional IR Head for Reliance Jio Infocomm Ltd. in Maharashtra, leading a team of 9 people and handling IR operations for 750 employees. Previously he has worked in senior HR roles for various companies managing teams of 5-15 people and HR operations for employee bases of 400-3500.
Vikram Kumar is a seasoned human resources professional with over 14 years of experience in strategic HR, recruitment, training, compensation, and cultural transformation. He is currently a Deputy Manager at Path Infotech Ltd. where he has worked in various HR roles since 2006, developing and implementing HR programs, policies, and initiatives. He holds a PGDHRM degree from Symbiosis, Pune and a B.Com from Delhi University.
This document contains a summary of Neeraj Trivedi's resume. It outlines his objective of seeking a managerial position, lists his HR skills and experience as an Assistant Manager and Assistant HR at various companies. It also provides his educational qualifications including an MBA and details on languages, date of birth and contact information.
The document provides an overview of employee orientation, including:
1) The definition and purpose of orientation is to introduce new employees to their jobs, coworkers, and organization to reduce costs and turnover through developing realistic expectations.
2) An effective orientation program should provide information on the company's history, policies, jobs, and benefits over multiple sessions to prevent overload and allow interaction.
3) Common problems include providing too much information at once, a lack of evaluation of the program's effectiveness, and not ensuring employees understand their job requirements.
Elliot J. Gamble is an experienced HR Business Partner with over 8 years of experience in human resources roles of increasing responsibility. He has worked in various industries including biotechnology. Currently he is an HR Business Partner at Medimmune where he supports manufacturing sites and distribution centers in areas like talent acquisition, employee relations, and performance management. Previously he held HR leadership roles at companies like Dendreon and Owens Corning where he guided HR strategies and operations. He aims to align HR with business objectives and support employees.
The document discusses employee orientation and induction. It is designed to introduce new employees to their jobs, coworkers, and organization. The orientation process provides employees with necessary information to feel comfortable and effective in their roles. It aims to reduce costs, anxiety, and turnover by developing realistic expectations and job satisfaction. The orientation should cover company history, policies, benefits, procedures, and job responsibilities through a planned process rather than a one-time event.
Rethish Kumar has over 13 years of experience in human resources. He is currently a senior manager of HR at Saksham Training & Facility Management Pvt Ltd, where he is responsible for tasks like recruitment, performance management, training, employee relations, and ensuring compliance with labor laws. Prior to this role, he held HR positions at companies like Rane Engine Valves Limited and The Akshayapatra Foundation, where he handled operations, talent acquisition, and employee development. He has expertise in areas like payroll management, performance appraisals, and statutory compliances.
The 'People Management' induction program introduces company policies and procedures, supports effective team management, demonstrates tools and best practices, explains common business language, and allows networking. It consists of seven core modules that are mandatory for all line managers, both new hires and those stepping into a management role, to complete within six months through twice monthly classroom workshops and an employee relations masterclass delivered across London hotels. The program aims to provide line managers with the tools to effectively manage their teams by the communicated deadlines.
The document outlines Jose Luis Perez Mendieta's presentation on the role of HR Business Partners. It discusses how HR should support business goals by attracting and retaining top talent. It defines the profile of an HR Business Partner as someone who builds organizational culture in alignment with business strategy. It also lists key behavioral competencies for HR Business Partners like change leadership, business acumen, and impact/influence. Finally, it discusses new contexts for human capital competencies and a total rewards strategy approach.
The document discusses employee orientation, including:
1) Defining orientation as introducing new employees to their jobs, coworkers, and organization.
2) The purposes of orientation which are to remove fears, provide valuable information, create a good impression, and encourage positive attitudes.
3) Typical elements of an orientation program including company history, structure, policies, and employee benefits.
4) Factors that contribute to effective versus ineffective orientation, such as proper planning, avoiding information overload, and follow up activities.
Employee retention involves keeping employees within an organization for as long as possible or until projects are complete. Common reasons for employee turnover include jobs not meeting expectations, overwork stress, lack of growth opportunities, insufficient appreciation, lack of trust and support, and compensation issues. Organizations can improve retention by hiring the right people, empowering and supporting employees, providing feedback, appreciation, and a healthy work environment to boost morale. Failure to retain employees results in costs like losing company knowledge, interrupting customer service, and damaging company goodwill and efficiency. Effective retention strategies aim to increase employee satisfaction.
This chapter discusses performance management practices including job analysis, selection devices, training and development programs, career development responsibilities, performance evaluation purposes and methods, providing performance feedback, union impacts, and managing diversity. It outlines learning objectives and covers topics such as contrasting job descriptions with specifications, comparing selection tests, defining skill categories, and describing changes to career planning.
The document discusses performance appraisal, which is defined as a systematic and objective evaluation of an employee's job performance and abilities. It outlines several methods for conducting performance appraisals, including traditional methods like ranking, grading, and checklists as well as modern methods like management by objectives and 360-degree feedback. The purposes of performance appraisal are identified as determining pay, improving job performance, identifying training needs, and making promotion and termination decisions. Limitations and ethical considerations are also discussed.
This document provides a summary of the candidate's experience in human resources management spanning over 27 years. The candidate has extensive experience in talent acquisition, performance management, compensation, and developing and implementing HR policies and processes. Some of their key responsibilities have included developing recruitment and succession plans, managing employee performance reviews, coordinating training programs, and ensuring compliance with HR policies and regulations. The candidate demonstrates strong skills in strategic HR, employee development, and maintaining positive employee relations.
Rajendra Prasad Pendam has over 5 years of experience in human resources and recruitment. He is currently working as the Personnel Officer at Vinuthna Fertilizers in Hyderabad, where he handles all HR activities including recruitment, employee welfare, benefits administration, and performance management. Prior to this, he worked as a Sales Executive at HDFC Bank. He has an LLB, MBA, and bachelor's degree. He is seeking a middle-level career-enriching assignment with a leading organization.
Orientation is a systematic introduction of new employees to their jobs, coworkers, and organization. It conveys general work information, company history and policies, and employee benefits. Orientation programs can be formal or informal, individual or collective, and serial or disjunctive. Placement refers to allocating people to jobs and addressing changing work ethics around diversity and meaningful careers. Common placement problems include independent, sequential, and pooled jobs.
The document discusses the purpose and cornerstones of a company's personnel policy. It aims to cover business goals, ensure continuity through skilled employees, and offer working conditions that motivate people to develop themselves and the company. The key cornerstones include human resource planning, development, employee structures, and organizational development. The document also provides guidelines for developing a personnel policy, including establishing goals and actions, scheduling, monitoring results, and assigning responsibilities.
The document outlines the experience and qualifications of Amit Singh, including over 14 years of experience in human resource management roles with a focus on talent acquisition, employee engagement, performance management, and statutory compliance. It details his accomplishments in developing HR strategies and systems, managing large employee bases, and achieving business goals across various industries. The profile highlights his expertise in areas such as recruitment, organizational development, policy development, and HR budgeting and systems.
Inderjeet Singh has over 10 years of experience in human resources management. He is currently the Assistant Manager of HR at Groz-Beckert Asia Pvt. Ltd. in Chandigarh, where he handles recruitment, training and development, performance management, administration, and liaison with government departments. Previously he held roles of increasing responsibility in personnel management at various companies. He has expertise in all areas of HR including talent acquisition, compensation, and employee relations.
M.B. Singh is seeking a mid-level or senior-level position in human resources management. He has over 25 years of experience in talent management, including recruitment, performance management, training and development, employee relations, and statutory compliance. He possesses strong communication, problem-solving, and organizational skills. His career includes roles as an HR manager, general manager of HR, and DGM of HR at various companies.
Lubna Tawakkul has over 15 years of experience in human resources and administration. She has experience developing HR policies, procedures, and systems for organizations with over 2,000 employees. Her experiences includes recruitment, training, compensation and benefits administration, and employee relations. She is seeking a challenging position to apply her strategic skills and experience developing and managing HR functions.
Mohammed Nadeem Ahmed is seeking a position in human resources with over 4 years of experience in HR generalist and business partner roles. He has experience managing the full employee lifecycle including recruitment, onboarding, payroll, benefits administration, performance management, and employee relations. Currently working as an HR Generalist at Annapurna International School of Film & Media, his responsibilities include recruitment, training, compensation, and employee engagement. He has a postgraduate degree in Finance and HR and is proficient in Microsoft Office.
Umesh is seeking a mid-level HR role in a growth-oriented organization. He has 7+ years of experience in HR functions like recruitment, payroll, statutory compliance, compensation and benefits administration, performance management, training and development, employee engagement, and general administration. Currently he is the Deputy Manager of HR and Welfare at MCT Cards and Tech Pvt Ltd, handling the full gamut of HR activities for their workforce of around 800 employees across Karnataka.
This document contains the resume of Chandrashekar L, who has over 11 years of experience in Human Resource Management. He is currently working as a Senior Executive in HR at Golden Gate Group in Bangalore. Previously he worked as an Executive in HR at Integrated Electric Co Pvt Ltd. He has expertise in areas like payroll management, recruitment, performance management, training, and employee welfare. He is seeking new opportunities in HR management with a growth-oriented organization.
Profile of Senior Human Resources Professional with 19 yrs. experience in Hos...Bharathwaj Rajamani
R. Bharathwaj has over 19 years of experience in human resources management. He is currently the Manager of Human Resources at Adyar Ananda Bhavan Sweets India Pvt. Ltd., where he oversees HR functions for 1,800 employees across 55 outlets. Previously, he held HR leadership roles at several other companies in industries such as catering, airlines, and software. Bharathwaj has expertise in recruitment, compensation, training, performance management, employee engagement, and compliance. His career demonstrates a proven ability to successfully manage the full scope of HR responsibilities for large employee bases.
Satheesh V Kumar has over 5 years of experience in human resources with a focus on generalist work, employee relations, and organizational development. He holds an MBA with a dual specialization in human resources and finance from Anna University. Currently he works as a senior executive of human resources at Verizon Data Services, where he is responsible for all aspects of the employee lifecycle for a staff of over 800.
Praveen Kumar Kodi has over 15 years of experience in human resources roles spanning talent acquisition, performance management, compensation and benefits, and employee relations. He is currently the Manager of HR at XIUS, a mobile technology company, where he oversees HR operations for 350 employees globally. Prior to his current role, Kodi held HR leadership positions at companies such as WNS, Deloitte, and Tata Consultancy Services.
This document is an HR professional's resume summarizing over 20 years of experience in HR and administration roles in the Middle East and India. The resume highlights the professional's experience managing HR functions such as recruitment, compensation, performance management, training, and employee relations for various companies in Saudi Arabia, the UAE, and India. It also lists the professional's qualifications including a master's degree in history and experience implementing HR systems like SAP. The resume is seeking an HR management or administration role for a growth-oriented organization.
Mohamed Adel Nagi has over 10 years of experience in human resources management. He has held roles such as HR Project Manager, HR Section Head, and HR Specialist. He has a strong academic background including an MBA and certificates in areas such as compensation management, HR management, and legal translation. He is skilled in strategic planning, recruitment, training, and other HR functions.
This document provides a summary of Stephanie Samuels' qualifications and experience. She has over 6 years of experience in project management, quality assurance, and health and safety. Her most recent role was as an ISO 9001:2015 Lead at Paragon Law, where she was responsible for quality auditing and improving operational systems and processes. She has a degree in Housing Professional Studies and various qualifications in quality management, leadership, auditing, and healthcare.
This document provides a summary of Stephanie Samuels' contact information, qualifications, and professional experience. She has over 6 years of experience in project management, quality compliance, and lean management in both the public and private sectors. Her most recent role was as an ISO 9001:2015 Lead for Paragon Law, where her responsibilities included improving operational systems and processes, managing support services like HR and administration, and contributing to long-term planning. She has also held roles as a Project Manager/Lead Auditor Coordinator for EMQC and undertaken clinical leadership training through the Open University.
General human resources manager updated 05 14-2016 Elena Ounis
Skills: Organization, Multitasking, Dealing with Grey, Negotiation, Communication, Discrete and Ethical, Dual Focus, Conflict Management and Problem Solving, and Change Management.
Established goals and objectives in the areas of Hiring, Employee Retainment, Training, Orientation, Compensation, Benefits, Safety, Discipline, EEO, Workers Compensation, Employee Relations and Payroll. Plan, organize, and implement programs, policies, and procedures to achieve established goals and objectives. Administration of discipline systems. Conduct job analyses to prepare accurate job descriptions and specifications. Preparation of the Payroll.
Brandi Shelton has over 15 years of experience in business and human resources. She has worked in HR generalist, manager, and consulting roles across multiple industries. Shelton has skills in areas such as employee recruitment and retention, benefits administration, training, and regulatory compliance. She aims to align business practices with organizational goals and values.
This document outlines the key responsibilities of a human resources professional. The responsibilities include: handling various HR functions like recruitment, compensation, performance management, and training; ensuring statutory compliance; onboarding new employees; developing and implementing HR policies; managing compensation and benefits; overseeing performance management; engaging employees through training, events, and visual management; maintaining HR records and reporting; and general HR administration and operations. The professional has extensive experience in strategic talent planning, recruitment, developing HR strategies, and maintaining compliance.
Priyanka Sinha is seeking a position in HRD & HRM that allows her to continue developing her skills and contributing to organizational growth. She has over 4 years of experience in HR functions like policy development, recruitment, training, and employee engagement. Her expertise lies in staffing, developing training programs, and handling administrative tasks. She is proficient in Microsoft Office and has strong communication, analytical, and problem-solving abilities.
Vishal Pandya over 6.5 Years Exeperience in HR ProfessionVishal Pandya
Vishal Pandya has over 6.5 years of experience in human resource management. He is currently an Assistant Manager of Human Resources at Videocon Industries, where he is responsible for talent acquisition, induction and orientation, review processes, employee engagement, and statutory compliance. Previously he held HR roles at Telenor Communication Services and Abellon Agrisciences. He has expertise in recruitment, payroll management, performance management, and employee relations.
Vijay Yadav is an experienced HR professional with over 15 years of experience in talent acquisition, organizational development, learning and development, performance management, and strategic HR. He has helped design and implement HR systems, policies, and programs at various organizations. These include performance management systems, training programs, employee engagement initiatives, and an employment-linked skill development project. He is seeking new opportunities to apply his multi-faceted HR skills and project management experience.
1. Professional Synopsis
A versatile, Solution focussed, Enthusiastic HR professional with 6 years of experience in
IT/Consulting Sectors broadly Recruitment& selection, Performance Appraisal, Compensation&
Benefits , Training & Development, Employee Relations & Engagement, Policies & Procedures,
New Start-ups, General Administration and statutory Compliances.
Proficient in executing HR best practices to align the objectives of the organization while
maximizing employee potential by fostering a
positive work environment that
promotes Employee morale by developing
interpersonal relationships within all levels of
the organization utilizing attentiveness, trust,
and respect..
Key Expertise
Recruitment & Resourcing
Training & Development
Performance Evaluation
Compensation & Reward Program
Employee Relations & Engagement
Payroll Management
Policies & Procedures
Statutory compliances
Academic Qualifications
Post Graduation Diploma in
Management Studies from South west college,
London, UK
Advance Diploma in Business
Information System from LSOB ,London, UK
B.E in Electrical & Electronics from
Andhra university, INDIA
Professional Achievements
Decreased overall attrition rate by
approximately 30% in 6 months.
Effectively brought down the rate of
employee dissatisfaction in a period of 3
months.
Implemented results oriented action
plan to reduce turnover from 150% to 75% in
6months & transferred mid- volume to high-
volume in recruitment.
VINOD KUMAR KALIGATLA
k.vinod1985@gmail.com
Contact:
Mobile
7842169803, 7702123210
E-mail :k.vinod1985@gmail.com
HR Generalist with 6 Years of Experience in all aspects of HR.
Plot no:74,Flat no :102,Snehapuri colony, Motinagar,
Hyderabad-500018.
Core Competencies:
Human Resource Operations: Developing plan on
employee satisfaction; implementing communication
matrix; developing & administering performance
management programmes; conducting periodic
performance reviews and appraisals for all staff
members; supporting HR related operational services
including transfers, leaves, attendance, loans &
advances and insurance.
Recruitment & Resourcing: Managing the complete
recruitment life-cycle; identifying manpower
requirements; sourcing best talent from diverse
sources; conducting selection interviews of candidates;
managing staffing, recruitment, induction programme,
contract negotiations, discipline, policy and separation
programme for employees.
Training & Development: Designing & conducting
training programs; developing long term business
directions for ensuring maximum profitability in line with
corporate strategies; analysing effectiveness of the
development program and providing feedback for the
trainers; implementing corporate policies & strategies;
maintaining personnel database; formulating promotion
guidelines for staff.
Compensation and Benefits: Develop, manage and
implement market led compensation and benefits
strategies for the org;Assessment of global competitive
compensation practices vis-à-vis the company’s
competitive position; Recommends actions and/or
programs to improve compensation programs and
strategies
2. Professional Experience:
WAVE9 IT SOLUTIONS PVT LTD HYDERABAD
HR MANAGER 2012 to till date
EPOS GURU PVT LTD HYDERABAD
ASSISTANT MANAGER HR 2010 to 2012
TOP GEAR RECRUITMENT UNITED KINGDOM
ONSITE CONTRACT MANAGER 2009 to 2010
TOP GEAR RECRUITMENT UNITED KINGDOM
ONSITE RECRUITMENT CONSULTANT (PART TIME) 2007 to 2009
KEY HR Activities:
Talent
Acquisition
Recruitment & Resourcing:
Understanding business strategy, manpower planning, drive the recruitment processes,
develop and execute sourcing strategies in order to ensure top talent attraction, managing
the progress of the job searches, the candidate experience, data management and all the
related duties.
Lead and mentoring the team of recruiters to ensure the delivery of these targets in terms of
service and quality, client and candidate satisfaction, financials and continuous
improvement.
Educate and guide team members in the successful utilization of various recruiting
methodologies, e.g. database, cold calls, referrals, networking.
Manage & train recruiters to make sure the submission rate is maintained with good quality
profiles.
Distributing the requirements to the team based on their criticality and strengths of team
members
Conducting periodic conference calls, regular team meetings and 1-on-1 meetings with the
recruiters to discuss current recruitment strategies, opportunities for improvement in
efficiency, time/cost-saving techniques to enhance performance.
Monitoring and Managing job postings, submittals, contract changes, extensions and
terminations.
Identify best practice recruitment solution that can make a real difference to clients on
recruitment process.
Working with all level recruitment and selection process for internal requirements as well as
external clients with help of various sourcing techniques of recruitment.
Conducting competency based interviews, assessment design, selection tools and techniques.
Implemented results –oriented action plan to reduce turnover from 150% to 75% in six
months
Responsible for meeting the new Domestic clients/International and get the contract
agreement with them and daily interacting with the hiring manager for requirements &
feedback.
To provide accurate and relevant management information to enable the organization to
make informed decisions relating to resource and retention of employees.
Monitor and log market salary information for identified skill areas.
Accountable for the Team Performance, Team Targets and Revenue Generation.
Coach, mentor, motivate and lead the recruiters, team leaders & business development
managers.
Expertise in handling Mass Volume, High End and Critical Requirements in Internal,
Outsourced and Project based requirements.
Recruitment through multiple sources including Advertisements, Walk-in Interviews,
Consultants, Executive Search, Campus Selection, Employee Referrals and Data Banks, at
various levels and functions within optimum time, quality and cost.
Maintain employee number as per the budget and track it on a monthly basis
Plans and conducts new employee orientation to foster positive attitude toward Company
3. goals.
Prepares employees for assignments by establishing and conducting orientation and training
programs
Conducting R & S Evaluation(Quality, Quantity, Yield Ratio and Costs Vs Benefits).
Analysis.
Preparing the daily /weekly /monthly /yearly reports
Employee
Management
Employee Engagement:
Conducting level and degree of Employee Engagement in an org using GallupQ12, Hewitt
methods.
Conducting Employee Satisfaction Survey (ESAT).
Benchmarking Employee Engagement using Pareto Principle (the 80/20 rule).
Conducting open discussion & voice out with employees regarding the changes that can be
implemented within the org and sharing of the org future plans.
Monitoring employee movements and showing appreciations for the tasks performed by
the employees by applauding their performance and providing them with rewards
recognition schemes and career advancement opportunities and development.
Giving powerful induction and orientation program that helps to understand the org
objectives and also making new joiners feel valued by personal touch and help merge in
teams smoothly.
Fun at Work initiatives - festivals celebrations, monthly birthday parties, sports day, health
day, annual day etc.
Conducting Fun and Interaction Ice-breaker games ,such as Popcorn handshake, Funny
Gestures ,Rope Push , Traffic Jam ,Speed Pass, Tag Knee, Gems, Cotton & Water, . Make
alphabet, Search by Sound, etc.
Conducting Camp Games (Team Building Games) ,such as Fanuary, Categories, People to
People, etc.
Leading and developing a high performing team by Conducting Physical & Mental Team
building activities, such as Bonding Belt, Being There, All Together Game, Circle of
Questions, etc.
Issues Handling:
Responsible for handling Employee concerns and grievances related to day to day
operations, Team Policies, Management, leaves/ attendance, reimbursements,
Compensation & Payroll, PMS, infrastructural issues, disciplinary / statutory issues etc.
Review and analyze trends to develop or refine diversity, work-life, or other HR programs
Investigate and respond to internal and external complaints & charges.
Partnering with internal and external legal support as appropriate.
Provide counsel and resolve employee relation issues, including manager/employee
situation, policies and procedures, terminations, etc.
Monitor company disciplinary actions to ensure the consistent and fair application of
company policies and procedures.
Analyse employee relations trends, identify root causes, and recommends appropriate and
creative resolutions.
Participate in the development and facilitation of Employee Relations and Performance
Improvement training and education of managers to ensure they understand and follow
appropriate steps of the disciplinary process.
Prepares employee separation notices and related documentation, and conducts exit
interviews to determine reasons behind separations.
Responsible for Full & Final Settlement such as PF, Gratuity, etc of all resigned employees
in time.
Code of conduct implementation - To ensure each employee follows the code of conduct of
the organization.
Designing Penalties pertaining to Duty Hours, work System and workers Behaviour.
4. PERFORMANCE
MANAGEMENT
SYSTEM
Performance Evaluation:
Managing periodic, systematic performance management process in all the internal
departments within the firm.
Compile all data needed for the annual salary review, and the annual performance
appraisal analysis and timely provide feedback / recommendations to the management.
Administers performance review program to ensure effectiveness, compliance, and equity
within organization.
Coordinating with the team and facilitate the timely PMS implementation through various
stages likeKPI creation, finalization of employee performance ratings and facilitating
feedback with 100% compliance to PMS policy.
Assisting managers and supervisors in establishing, maintaining, and monitoring effective
performance management program.
Initiate and monitor the process of identification and development of staff with potential.
Researches and designs appropriate organization-wide performance and quality training
Coordinates performance management and quality improvement capacity building for all
levels of management and employees
Establishes a continuous performance and quality improvement effort and monitoring and
reporting system.
Regularly reports the status of performance and quality improvement efforts and impacts.
Training and Development:
Planning , Developing, and organizing training and employee development programs
based on both the organization’s and individual needs ,using most appropriate method of
delivery such as classroom training, demonstrations, on-the-job training, meetings,
conferences, and workshops.
Actively contribute in the design and execution of training programs for associates
and managerial cadre.
Facilitate training need identification process based on projected deliverables, competition,
and developmental needs.
Develop/upgrade new training programs or modify and improve existing programs.
Prepare, roll out and implement Training calendar month on month for the entire year
(Soft Skills, Awareness, and Behavioral & Product).
Coordinate the local resources, schedule, and monitor the training sessions,.
Streamline the trainer’s database by capturing and maintaining all relevant information.
Develop testing and evaluation procedures for both trainers and training programs and
provide feed-back to tutor and optimize where necessary.
Track adherence to the planned calendar by team; Review participant attendance and
feedback reports; Analyze feedback reports and provide developmental inputs to improve
feedback scores.
Considering the costs of planned programmes and keeping it within budgets; assessing
and responsible for ROI(Return of investment) of the Trainings imparted.
Conducting periodic feedback sessions with employees/ participants to capture highlights
of a training program.
PAYROLL & TIME
MANAGEMENT
Attendance and Payroll Administration:
To supervise employee attendance, payroll and salary administration, handling ESI, PF,
gratuity, bonus and other statutory compliances.
Taking care joining formalities, induction program of new hires.
Maintaining employee records Offer Letter, Appointment Letter and their Confirmation
Maintaining of the time sheets and attendance of each and every employee and reviewing
attendance & leave records for all employees as per the leave policy of the company
Responsible for smooth processing & running of payroll activities and timely disbursement of
salaries.
Looking after – New Employee Additions, Deletions, Increments, Promotions, Designation
Changes, Salary Deductions, Holding Salaries... etc.,
Monitoring the attendance System and Uploading employee attendance records to Focus
Payroll Software. Uploading, Generating & auditing the reports.
Leave record maintenance. Scrutiny of employees loans, advances, deductions / recoveries,
calculation of total LOP, reimbursements like LTA, Medical etc.,
Handling Payroll Team effectively, looking after the payroll compliance, Income Tax & other
statutory deductions from salaries & timely payment of statutory dues subject to the changes as
per the directives from state & central Government of India, time to time
Preparing the Admin MIS Reports