HR policies

Recruitment and selection ‡ ‡ Recruitment policy ‡ Employment category ‡ Sexual harassment policy ‡ Probation policy ‡ Equal employment opportunity policy .

Coaching.Training and Development ‡ ‡ ‡ ‡ ‡ ‡ Learning and development policy On-the-job training. Classroom training Self trainings Team Trainings .

of every month. Salary is to be treated as confidential information and no communication is to be done with colleagues and other staff ‡ .Compensation and benefits ‡ ‡ Leave policy ‡ Paternity Leave policy ‡ Maternity leave policy ‡ Loan policy ‡ Working time policy ‡ Vacation policy ‡ Holiday policy ‡ Sick leave policy ‡ Overtime policy Salary is paid on .

. Health and safety ‡ ‡ Health and safety policy ‡ Smoking policy ‡ Visitor policy ‡ Corporate security policy ‡ Alcohol and drug policy ‡ Discipline policy ‡ Computer policy ‡ Email policy ‡ Internet use policy ‡ Cell phone policy ‡ Grievance policy .

Employee relations ‡ ‡ Communication policy ‡ Problem resolution policy ‡ Personal appearance policy ‡ Conflicts of interest policy .

Induction HR Department .

.Vision & Mission (TATA POWER) Vision ³To be the most admired Integrated Power and Energy Company delivering sustainable value to all stakeholders.´ Mission Providing world class energy solutions that exceed customer expectations.

Specific responsibilities of HR Dept include ± ± ± ± ± ± ± ± ± ± Defining positions and related Roles Defining HR Policies and Guidelines Hiring and Recruitment Payroll Employee Career Management Employee Training Salary & Compensation Employee recreation Motivational Activities .HR Functions The human resources (HR) department serves as a link between management and employees.

It draws its strength from the values:  Integrity  Understanding  Excellence  Unity  Responsibility .Code of Conduct   It is fountainhead of the corporate governance.

HR Policies ‡ ‡ ‡ ‡ ‡ ‡ Leave Policy Attendance Policy Performance appraisals Trainings Compensation & Salary Employee Recreation .

subordinates.Appraisals ‡ The performance review is done bi-yearly in the organization How do we Access You ? The promotions in the organization are usually governed by the following factors: ± How well an employee performed in his / her present job. ± How much potential an employee has for future responsibilities. ability to get along with the team. . work habits. personal contribution to the success of the company determines his / her competence for promotion. leadership qualities. attitude towards self and others. peers and the customers. ± Personal attribute. ± How much additional knowledge he / she have acquired for further advancement. ± Feedback given by all those who work with the employee such as his / her superiors.

Work Culture ‡ ‡ ‡ ‡ ‡ ‡ ‡ Dress Code Language Employee Addressing Email Utilization Feedback Culture Working Days Mobile use .

Employee Recreation Birthdays ± ‡ Birthdays are celebrated on last day of the month. arrangements of birthday celebrations are done by the HR department all cost bear by the company. Picnics ± Any other you can add .

.Redundancy ‡ " Redundancy is a situation where the position of employment of an employee is or will become surplus to the requirements of the Employer's business".

or ‡ the fact that the requirements of that business for staff members to carry out work of a particular kind have ceased or diminished or are expected to cease or diminish.139 (i) of the Employment Rights Act 1996.‡ [Redundancy is defined in s. . The definition as it applies to the company provides that an employee who is dismissed shall be taken to be dismissed by reason of redundancy if the dismissal is wholly or mainly attributable to:‡ the fact that the company has ceased or intends to cease to carry on the business for the purposes of which the staff member was employed by thecompany.

Outplacement .

which will help you improve the employee¶s performance if this is at all possible. ‡ If the employee fails to improve as the result of progressive discipline. ‡ You can do this through progressive discipline. . you will have built up enough of a case to fire the employee without risk of facing a lawsuit.Outplacement ‡ The first step you must take when terminating employees is to build your case.

‡ The employee is not entitled to gratuity in this case. ‡ Termination of employment means the end of the relationship between the employee and the employee. .Dismissal ‡ Dismissal of an employee is to remove the employees name from the rolls of the organization and is a punishment. ‡ The termination may happen by resignation of employee or removal from service by employer after giving notice or money as provided for in the contract of employment.

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