The HER department and the supply chain department make the question papers and conduct the exam.
Both the HER department and the supply chain department check the exam scripts. ; The selected candidates from the written exam are called for an interview with the HER department and the supply chain department. Before going for the interview candidates fill a management application form with their arsenal information and salary expectations. ; Sometimes the salary negotiation is done at the interview. The candidates selected from this interview are formally of selected for the job. After that the selected candidates are sent for a medical check up. If everything is fine in the medical report then the appointment letter is given to the candidates with a set of instructions about the code of conduct of the organization. Induction and Probation Period for New Employees Induction refers to the process of helping people to make the transition into a ewe workplace, a new role or area of responsibility.
It is considered to be a continuous process which generally starts with contact prior to taking up employment and proceeds through arrival, first days/weeks on the job and generally up to the third month of employment.Induction is essential for all staff regard idles of cat Gregory or con tit ones of employ Yemen t. In KIRKS induction is the process of introducing the new employee to the organization.
The HER department takes the initiative to introduce the new employee to all the departments of KIRKS. A presentation is conducted by the department to et the new employee know about KIRKS in detail. Along with this an orientation program continues for 7-10 days to be familiar and linked with all the departments. From six months after joining the employee goes through a probation period.
Within this time training is given to the employee.The employee tries to learn about his job. After six months an evaluation of this employee is conducted by the HEAD Of reporting Department.
If the result is not satisfactory then the probation period is extended to another three months. After three months again a performance evaluation takes place. Then if the result is satisfactory the employee becomes permanent.
But if the result is not satisfactory the employee’s job is terminated by the respective department through HER manager. JOB DESCRIPTION A job description is a list of tasks, duties, and responsibilities that a job entails.Job descriptions are supposed to describe duties and performance standards that are directly linked to organizational success factors established by the leadership, and for which it is willing to pay a salary. Thus it works as a guideline for an employee to accomplish his job activities effectively. It also provides a standard for the supervisor of the employee to evaluate the employee’s performance. TRAINING: Training is a planned effort to facilitate the learning of jobs related knowledge, skills and behavior by employees.In KIRKS arranges for a training program. Training takes place here in different forms.
These are induction training & classroom training off the job training & on the job training. Employee Development Development is the acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in client and customer demands. There are several methods for employee development such as, formal education program, job enlargement, job enrichment, job rotation, transfer, promotions, etc.But in KIRKS there are no such employee development processes. The employees are given promotions on the basis of their performance at the end of the year.
There are no opportunities for the employees to have job enlargement, job enrichment, rotation, etc. Thus they cannot learn anything more than their own job activities and developing a career. Performance Appraisal Performance appraisal is the process through which an organization gets information on how well an employee is doing his or her job.The central feature of any performance appraisal system is the establishment of objectives against which any assessment of the performance of the individual is based. The departments Of KIRKS conducts the performance appraisal for all the employees of the department. The HER department helps in this process.
At first the employees are given the opportunity of self-evaluation. Later on the employees are evaluated by their reporting boss and the person supervising his boss. Thus all the employees including the GM and DEAD are valuated. The MD evaluates the Idea’s performance.
For this evaluation purpose there is a specific performance appraisal form. Then the GM, DEAD and MD sit together to take decisions based on the employee evaluation. If any employee’s performance is not satisfactory then they decide about how the performance of that employee can be improved. If any employee’s performance is outstanding then he gets a promotion.
Reward and Compensation System The reward system of an organization includes anything that an employee may value and desire and that the employer is able or willing to offer in exchange for employee contributions.The reward system consists of a compensation and non-compensation system. Compensation refers to all forms of financial returns and tangible services and benefits employees receive as part Of an employment relationship. Pay Structure Pay structure is the relative pay of different jobs (job structure) and how much they are paid (pay level) (None et al. , 2006). The pay structure for the employees of KIRKS is shown below. Basic Salary + Home Rent + Transport + Medical Allowance Concluding Remarks Employees are the most important assets for any organization.
So the organization must ensure that the right person is hired for the right position at the right time and he is trained and developed properly to accomplish his job activities effectively. Now the organization culture is rapidly changing with some new characteristics. Now employees work in a friendly and positive environment, their performance is highly recognized by the management, they are motivated with different types of non-monetary incentives. In fact non- monetary incentives work better than monetary incentives to motivate the employees.
The gap between the top-level management and the Employees is diminishing day by day and work is becoming more team oriented with all levels of employees from different functional departments of the organization. Besides these, technology is also playing an important role in changing the organization culture by eliminating the distance and time difference. Comparing all these I have some recommendations for KIRKS For effective human resource planning Karma’s HER department can introduce some methods for labor demand forecasting and determining the labor supply.
They can develop an application form for all the candidates who want to apply.