Weekly Vacancy

Tracker
1
 Weekly vacancy tracker should reach HO each
8
7

Friday.

 The Tracker should

1 have the following details:
11
8 8
11 1 8 8 3
5 5 71 4 0 1
0 51 8 9
1
1
 Recruitment consultant involved
1
6
 Name and DOJ of the shortlisted candidate
 Timelines to be mentioned in the respective timeline column

 Objective:

 To track Standard/ Actual manning with open vacancies.

 Focus on filling up critical vacancies.
 Monthly Attrition
 Tracker
Should reach HO by 3 of every month.
rd

 The tracker should have the following details:

 Reasons of leaving
 Exit Interview Form is a must.

 Objective:

 Analyze previous attrition rate with current.

 To identify the departments having high attrition rate.
 To analyze the reasons, so that policies can be
formulated to minimize the same.
 New Joinees/Transfer In &
t  Should reach by 3 of every month
rd

at HO.

 Objective:
 HR Database at HO
 To track internal movements
Payrolls & Employee
Grievances
Timelines:
 First cut of payroll should reach the zonal payroll team by
16th
of every month.
 Draft register to be validated and reverted on same day.

Data captured must include the following:

 Band with category i.e.1A,1B,2A.
 For all new joinees bank account nos to be given without
which salary will not be processed.
 PAN no is compulsory for employees falling under tax
bracket.
 If attendance is sent in excess/less days in a month, then
reason should be mentioned in remarks column.
 For inserting dates DD/MM/YY format to be followed.
Employee grievances should be handled well in
time

Objective:

 To run error free payroll

 Timely payouts.
NAMASTE