SAVA

SAVA PAPER
PAPER BAG
BAG PVT.
PVT.
LTD
LTD

HR
HR PLAN
PLAN PRESENTATION
PRESENTATION
PLANT LAYOUT
HR PLAN
HIERARCHY LEVEL
 HR PLAN IS DIVIDED
UNDER PARTS:
• Planning
• Recruitment and Selection
• Orientation
• Training
• Compensation
• Occupational Health and Safety measures
• Career Planning and Development
• Performance Appraisal System
 WORKING HOURS
• The time of work is mention below:-
7:00 AM-3:00 PM
3:00 PM-11:00 PM
11:00 PM-7:00 AM
• 24 gazette holiday in a year
• Monday to Saturday work schedule
• 1 hrs. gap in between work
 DRESS CODE POLICY
 FEMALE EMPLOYEES
• Shalwar Kameez
• Sari / Blouse
• Light makeup and Light jewelry

 MALE EMPLOYEES
• Shirt, pants, Tie with Coat or Sweater
• Dress shoes and socks
• Well-trimmed moustache, hair and beard / “shaved face”
and
• On Saturdays men are allowed to dress jeans and t-shirt.
INTRODUCTION TO HRM
• HRM is a process for staffing the
organization and sustaining high
employee performance.
• HRM can be defined as all the practices,
systems and procedures implemented
to attract, acquire, develop and manage
human resources to achieve the goals of
an organization.
 Importance of
“Human Resource Management”
• Staff is the most important
resource of an
organization.

• Human resource is the key

ingredient to success.

• “Human resource” creates

organizational
accomplishments and
innovations.
COMPONENTS OF A HRM SYSTEM
HUMAN RESOURCE
PLANNING
• Human resource planning is designed
to ensure the future personnel needs
will be constantly and appropriately met.
• The process by which managers ensure
that they have the right number and
kinds of people in the right places, and
at the right times, who are capable of
effectively and efficiently performing
assigned tasks.
It is accomplished through analysis of

Internal factors : Current and expected skill

needs, vacancies and departmental expansions
and reductions.
Environmental factors: Labor markets, use of
computers to build and maintain information
about employees

• Human resource planning must be integrated within

the organizations strategic plans
• Senior management must emphasize the importance
of human resource planning
• Human resource planning must be based on the most
accurate information available.
RECRUITMENT
RECRUITMENT
It is the process of locating, identifying, and
attracting capable applicants.
PROCESS OF RECRUITMENT
 Steps in the Recruitment process:
1. News paper
2. Web based advertising
3. Advertisement of a job vacancy

 Methods of Recruitment process:

1. External Recruitment
2. Internal Recruitment
 EXTERNAL RECRUITMENT

• No candidate under age of eighteen can apply

for the job
• Candidates can’t apply for the job if their blood
relations work in SAVA.
• Heads are responsible for hiring procedures
• Human resources jointly with the department
heads decide the salary range
• Minimum qualification must be a bachelor
degree or higher.
• Candidate are required to successfully complete
any job related selection test given to them.
 INTERNAL RECRUITMENT
• Internal candidates has to be a confirm employees of SAVA of
who have completed a one year of service in their existing
designation.
• Selected candidates are required to join the new job/position
after getting clearance from EXISTING LINE MANAGER and
will be on probation for a period of three months.
• Recruitment is done through human resources Department.
• An Applicant’s knowledge ,skill and aptitude should relate to
the position, Education, Experience, Intelligence test,
Interviews, References, Medical test.
• Initially applicants may submit a hand written/typed
application along with a legal bio-data and 2 passport sized
photograph to HR department
• They are required to fill the standard application from the
Company Application
SELECTION
 SELECTION
The process of assessing candidates and
appointing a post holder to ensure that the
most appropriate candidates are hired.

The scheme used for optimally staffing the

organization
SELECTION CRITERIA
1.Completed Job Applications
2. Interviews:
Types Of Interviews:
Testing
To measure the job and learning skills of the candidate.
Initial Screening
A type of interview in which questions are asked
about experience of the candidate and his salary
expectations
Panel and Serial interviews.
To evaluate a candidate for the job.
3. Background Checks
4. Physical Examination
5. Job Offer
Welcome

Position / title

Authority, duties and responsibilities

Starting date, normal work hours

Starting salary

Benefit package

Other - probationary period, travel, etc.

ORIENTATION
 ORIENTATION
• Introduction of a new employee to his/her job
and the organization.
• A program designed to help employees fit
smoothly into an organization; also called
socialization.
• Orientation or socialization is designed to
provide new employees with the information
needed to function comfortably and effectively
in the organization.
It conveys three types of information:
1. General information about daily work
routine.
2. Review of organization’s history ,purpose
operations, and products or services and
contribution of employee’s job to the
organization’s needs.
3. Presentation of organization’s policies, work
rules and employee benefit.
• Objective- To inform all new employees with
the basic structure and rules of SAVA.
• Human resource Department is responsible for
orientation
• Within 30 days of employment all new
employees attend a formal orientation program
which includes:
1. Nature of business
2. History-philosophy and structure of company
3. Structure chain command within the company
4. Company benefit plans
5. Layout and facilities offered by the company .
TRAINING
TRAINING PROGRAMS

A process designed to maintain or improve

current job performance.

Most training is directed at upgrading and

improving an employee’s abilities or skills.
TYPES OF TRAINING
There are two types of training provided by SAVA:
• Soft skill training
• Technical training
 SOFT SKILL TRAINING
• Helping employees to develop a stronger base
of knowledge
• Types of soft training:
 Conflict management training
 People management training
 Communication skills
 Time management training
 Teamwork training etc.
 TECHNICAL TRAINING
• Direct effect on the job of the employee.
• Specific skills are focused and developed
accordingly.
Types are:
1. Machine handling related training

2. Customer Services training

3. Sales related training

4. Marketing and technology

TRAINING METHODS
1) Most training takes place on the job because
this approach is simple and inexpensive.

2) Some skill training is too complex to learn on

the job. in such cases it should take place
outside the work setting.
• The human resource department conducts a
meeting with department heads at the end of the
training program.
• The purpose of this meting is to focus on the
individual discipline and performance during the
training program.
• Then on the basis of their performance they give
them advance jobs.
EMPLOYEE PERFORMANCE
MANAGEMENT
 OBJECTIVES
• To measure work performance
• To identify employees with high potential for
advancement
• To identify employees training and development
• To provide a solid path for career planning for
each individual
• To provide objective information for making
decisions on salary increases, promotions, bonus
and transfers.
 RULES
• Performance appraisal is done on an annual
basis.
• Department Heads & Managers involved in
performance appraisals.
• 360 Degree Evaluation will be conducted at the
time of the Performance Evaluation.
COMPENSATION AND
BENEFITS
 SALARIES
For Higher level- 30,000-40,000 and above
For Middle level-10,000-20,000.
For Lower level-4000-8000.
• TA for lower level only for sales executive is 10 %;
middle level is 20% and 30 % for higher level and
HA only available for middle and higher level.
• All employers and employee open a/c default in
Union Bank of India.
• The employee will receive his / her salary within
10 of every month.
 OTHER BENEFITS
1. Medical care
2. Life insurance
3. Vacations
4. Relocation
5. Club Policy Travel
6. Education assistance policy
7. Mobile phone
CAREER DEVELOPMENT
CAREER DEVELOPMENT

SAVA supports the development of its

employee’s skills and abilities with an aim to
achieve their potential.
PROCEDURE FOR CAREER
DEVELOPMENT
• All vacancies for Positions of grade level
“Assistant Manager” and above are announced
internally or displayed on notice board.
• One year experience of work in SAVA
company
• Selected person ensure to meet all requirements
and will join the new job after getting clearance
from department head for probation period.
• Submission of application to HR department
• Candidates are evaluated and assessed through
test.
• Performance appraisal System provides basis
for decisions regarding confirmation,
promotion and annual increment of SAVA.
• Results of performance appraisal is increments,
salary adjustments and promotions showing the
last three years inclination of company after
obtaining approval from the president
OCCUPATIONAL HEALTH AND
SAFETY MEASURES
 OBJECTIVES

• Aware the worker with the real risk

• How to take safety measures if any one get
injured
• Consistent with the Health and Safety Policy
 AN ORGANIZATION CONSIDER
• Its legal and other requirements Hazards and
risks
• Its technological options
• Its financial, operational and
• Business requirements
THANK YOU