ASSIGNMENT

HUMAN01RESOURCES MANAGEMENT – S2CC11

INDUCTIO
B3208

MANUAL
MOHIT JACOB

Submitted to: DR. JAYASRI INDIRAN,

MA. (Social Work), MBA. (HRM), M.Phil.,
PGDHRM., Ph.D

TOPIC 1 : ON DUTY POLICY

TOPIC 2: INNOVATION POLICY
 GENERAL INTRODUCTION TO THE
COMPANY
Company Name: AcademiaSurge Solutions Pvt. Ltd.

Industry: Educational Technology (Edutech)

Employee Size: 350+

Vision: To revolutionize education through the judicious use of

innovative technology solutions that empower learners and educators
worldwide.

Mission: AcademiaSurge Solutions is committed to providing cutting-

edge Edutech tools, fostering a collaborative learning environment, and
enabling access to quality education for all.

Organizational Culture: A culture centred around collaboration, continuous learning, and innovation.

Organizational Values: Integrity, Inclusivity, Innovation, Excellence, and Empowerment.

History:

2015: Foundation
Founding Moment: AcademiaSurge Solutions was born from a visionary collaboration between tech entrepreneurs and seasoned
educators who shared a common goal: to revolutionize education through innovative technology solutions.
Milestone: Conceptualization of the initial platform and the establishment of the company's foundational values emphasizing the
fusion of technology and education.

2016-2017: Early Strides

Product Development: The team finalized the initial prototype of the edutech platform, focusing on user-friendly interfaces and
adaptive learning features.
Expansion: The company moved into its first official office space in Bengaluru, India, marking the beginning of its physical
presence.

2018-2019: Market Penetration

Platform Launch: The official launch of AcademiaSurge's flagship product garnered attention in the edutech market for its
innovative approach to personalized learning and data-driven insights.
Global Outreach: Initial partnerships formed with educational institutions across multiple countries, leading to the establishment
of a global client base.

2020-2021: Innovation & Expansion

Product Enhancement: Significant updates and improvements to the platform, integrating AI-driven features for adaptive learning
paths and enhanced analytics.
India Expansion: With an increased demand for edutech solutions, the company expanded its operations within India, opening
satellite offices in major educational hubs.

2022-Present: Consolidation & Global Impact

Acquisitions & Collaborations: Strategic acquisitions and collaborations with tech startups and educational content providers to
diversify service offerings and content libraries.
Global Recognition: AcademiaSurge Solutions garnered international acclaim, receiving awards for innovation and impact in the
educational technology sector.

Org. Hierarchy:
CEO & Founder: Dr. Maya Singh
Executive Leadership Team:
 Chief Technology Officer (CTO): Rajesh Patel
 Chief Operating Officer (COO): Emily Chen
 Chief Marketing Officer (CMO): Daniel Thompson
 Chief Financial Officer (CFO): Sarah Reynolds
 Chief Human Resources Officer (CHRO): Ananya Desai

Area & Department Structure:

Development & Engineering:
 Head: Dr. Aryan Kapoor
 Teams: Frontend Development, Backend Engineering, AI & Machine Learning
Content Creation & Curriculum Design:
 Head: Dr. Priya Sharma
 Teams: Content Writers, Curriculum Designers, Multimedia Specialists
Data Analytics & Insights:
 Head: Dr. Vikram Joshi
 Teams: Data Analysts, Data Scientists, Research Specialists
Sales & Marketing:
 Head: Alex Miller
 Teams: Sales Executives, Marketing Specialists, Client Relations
Customer Success & Support:
 Head: Samantha Lee
 Teams: Customer Support, Success Managers, Technical Support
Research & Development:
 Head: Dr. Ravi Menon
 Teams: Research Scientists, Innovators, Prototyping

Human Resources (HR):

 Head: Rohan Singh
 Teams: Recruitment & Talent Acquisition, Employee Relations & Engagement, Training & Development
Compensation & Benefits

Overall Organization’s Telephone Directory:

CEO & Founder's Office: +91 98765 43210

Executive Leadership Office:

 CTO Rajesh Patel: +91 98765 43211
 COO Emily Chen: +91 98765 43212
 CMO Daniel Thompson: +91 98765 43213
 CFO Sarah Reynolds: +91 98765 43214
 CHRO Ananya Desai: +91 98765 43215

General Inquiries & Customer Support: +91 98765 43216

IT Helpdesk & Contact Details:

IT Helpdesk (24/7 Support): support@academiasurge.com
Technical Support Line: +91 98765 43217

Business Activities & Services:

Products & Services: Personalized Learning Platforms, Curriculum Customization, Data-Driven Insights, AI Integration,
Learning Management Systems (LMS), Professional Development Programs.
Client Segments: K-12 Education, Higher Education Institutions, Corporate Training Programs, Educational NGOs.

Branches & Locations:

Headquarters: AcademiaSurge Solutions Pvt. Ltd., Bengaluru, India
Branches: Bangalore, Delhi, Mumbai, Hyderabad, Chennai
Global Offices: New York (USA), London (UK), Singapore, Sydney (Australia)
 ON DUTY POLICY
Policy Notes, Procedural Guidelines, and Induction Instructions

Topic: On Duty Policy and On Duty Leave Policy for HR Department

Introduction: Developing working relationships with schools, non-governmental organisations, service providers and local
governments is central to the work of AcademiaSurge Solutions. As part of our commitment to collaboration, employees may
need to carrying out on-duty visits. This policy document outlines guidelines and procedures for both On Duty and On Duty
Leave.

On Duty Policy:

Purpose: Allows employees to visit educational institutions, NGOs, and partners for collaboration, workshops, trainings, and
partnerships while still being On Duty as per the records of the employee register for working hours.

Eligibility: Employees involved in partnerships, recruitment, training, or engagement may be required for On Duty visits.
(Declaration of eligibility is the pero)

Approval Process:

Submission of On Duty Request Form:

 Employees must complete the On Duty request form available through the company's internal portal.

 The form should be submitted to the immediate supervisor at least [X days/weeks] before the proposed travel date.

Details in the Request Form:

 Specify the purpose, objectives, and expected outcomes of the visit.

 Clearly state the duration and proposed location of the visit.

 Outline the activities planned during the visit and any specific arrangements required.

Supervisor Approval:

 The immediate supervisor reviews the request form for alignment with company objectives and travel guidelines.

 Supervisor approval is mandatory before any travel arrangements can be made.

Adherence to Company Travel Policies:

 Employees must familiarize themselves with the company's travel policies and procedures before planning any official
visits.

 Ensure compliance with guidelines related to travel bookings, accommodation, transportation, and expense reporting.

Expense Reimbursement:

 Expenses related to travel, accommodation, meals, and other necessary expenditures will be reimbursed based on the
company's travel reimbursement policy.

 Receipts and expense reports must be submitted within [X days] of returning from the trip for timely reimbursement.
Reporting and Documentation:

 Submit a trip report within two working days of return, detailing activities, outcomes, and recommendations.

On Duty Leave Policy:

Purpose: Granted for official visits as part of job responsibilities.

Duration: Determined by the nature and requirements of the visit.

Submission of On Duty Leave Request:

 Employees must apply for On Duty Leave through the company's designated leave management system.

 Requests should be submitted at least 7 days in advance of the planned absence.

Information in Leave Request:

 Specify the purpose and objectives of the official visit requiring leave.

 Clearly state the duration and proposed location of the visit.

 Mention any anticipated impact on ongoing projects and planned workload management during the absence.

Approval Procedure:

 HR or the immediate supervisor reviews the leave request based on its relevance and necessity to company
objectives.

 Approval is granted based on workload management, project deadlines, and the necessity of the visit.

Travel Guidelines for On Duty Leave:

Compliance with Company Travel Policies:

 Adherence to company travel policies is mandatory for any official trip undertaken during the On Duty
Leave period.

 Ensure alignment with guidelines for booking, accommodation, transportation, and expense reporting.

Reimbursement Procedures:

 Similar to the On Duty Policy, expenses incurred during the official visit while on On Duty Leave will be
reimbursed based on the company's travel reimbursement policy.

Compensation: Regular salary and benefits during absence.

Workload Management:

 Plan workload in advance.

 Collaborate with team members for continuity and support.

Induction Instructions for New Inductees:

Orientation: Understand On Duty Policy and On Duty Leave during onboarding.

Training: Familiarize with company's travel guidelines, reporting, and leave systems.

Support: Available guidance to adhere to On Duty policies.

 INNOVATION POLICY
Your learnings from the class discussion and the faculty input

The HR-led Innovation Policy carefully fosters an inventive culture that drives AcademiaSurge Solutions. Fundamentally, HR is
the sparkplug that ignites a culture that is driven by innovative concepts and creative problem-solving. This policy presents a
comprehensive strategy that starts with talent acquisition tactics that are refined to draw in a wide range of perspectives and
expertise. HR actively looks for people that have a creative flare and embrace fresh viewpoints that spur innovation throughout the
company. After integration, workers are immersed in a dynamic ecosystem where lifelong learning is valued above all else. HR
promotes an environment where ideas flow freely by holding workshops, cross-departmental brainstorming sessions, and
collaboration platforms.

HR promotes risk-taking in general and views setbacks as necessary steps toward success. Workers are encouraged to try new
things and question the status quo since they are aware that taking risks can lead to innovative ideas. In order to support this
culture, HR has carefully integrated recognition systems throughout the business to make sure that creative thinkers are
acknowledged and rewarded. Additionally, HR works closely with the leadership team to guarantee that innovation is
incorporated into every choice, coordinating the organizational vision with a dedication to leading innovations in the field of
educational technology. With this all-encompassing approach, AcademiaSurge Solutions is positioned as a leader in innovation,
and HR's commitment to creating a culture that encourages innovation and gives people power propels the business toward
unmatched expansion and game-changing discoveries.

Moreover, the HR-driven Innovation Policy of AcademiaSurge Solutions goes beyond talent acquisition and ideation. It creates an
atmosphere in which creative thought is woven into the routine of daily activities. HR carefully designs training courses and
programs to improve employees' skills so they stay up to date on the newest developments in technology and trends. This
dedication to ongoing development encourages people to realize their biggest dreams and creates a vibrant environment where
innovation is a steady flame rather than a sporadic spark. Additionally, HR fosters a culture of accountability and ownership by
empowering groups to lead creative projects from inception to completion.

Human resources integrate innovation with the organization's values to make sure that each worker feels motivated and equipped
to make a significant contribution to the company's innovative endeavors. The fruits of these labors are seen in AcademiaSurge
Solutions' innovative developments, which have cemented the company's leadership in the field, established standards, and
changed the face of educational technology. The foundation of the company's strategy is its unwavering dedication to innovation,
led by HR, which is guiding it toward a future characterized by ground-breaking solutions and transformative impact.
 What, Why, Where, Who & How of Innovation:

What (Innovation):

 Definition: Innovation is the process of introducing new ideas, methods, products, or services that bring about positive change,
improvement, or value addition.

Why (Importance of Innovation):

 Enhanced Value Proposition: Innovation allows companies to stand out by offering unique solutions or products that cater better
to market needs.

 Competitive Edge: It enables staying ahead by constantly evolving, keeping pace with or surpassing competitors' offerings.

 Efficiency and Growth: Innovations streamline processes, boost productivity, and foster growth by addressing emerging trends
and customer demands.

Where (Application of Innovation):

 Applied across industries and sectors, from technology and healthcare to education and finance.

 Implementation ranges from product development and customer service enhancements to internal process improvements.

Who (Innovation Contributors):

 Innovators come from diverse backgrounds, including R&D teams, creative thinkers, customers providing feedback, and cross-
disciplinary collaborations.

 Leaders and decision-makers play a pivotal role in fostering a culture that values and encourages innovation.

How (Implementing Innovation):

 Through research, experimentation, investment in R&D, fostering a culture that encourages creativity, and supporting risk-taking.

 Embracing emerging technologies and trends, learning from failures, and agile adaptation to market dynamics.

What-not (Misconceptions about Innovation):

 Innovation is not limited to just groundbreaking inventions; it includes incremental improvements and process optimizations.

Why-not (Potential Hindrances to Innovation):

 Resistance to change, fear of failure, lack of resources, rigid organizational structures, and short-term focus can hinder innovation
initiatives.

Where-not (Areas where Innovation is Overlooked):

 Organizations might overlook innovation in routine processes, assuming they are optimized, missing potential areas for
improvement.

Who-not (Potential Barriers to Innovators):

 Exclusion of diverse perspectives, siloed thinking, or centralized decision-making might stifle innovation from various quarters
within an organization.
 How-not (Common Mistakes in Implementing Innovation):

 Overemphasizing immediate ROI, ignoring customer feedback, reluctance to take calculated risks, or a failure to adapt to evolving
market trends.

In essence, embracing innovation allows AcademiaSurge Solutions not just to stay relevant but also to lead the pack by constantly
iterating, improving, and introducing novel solutions that outpace competitors' offerings. It's a continuous journey that demands
open-mindedness, adaptability, and a commitment to delivering exceptional value to customers.