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HR Forum topics Started by Santosh Kumar Gupta

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02-05-2009
By: Ashutosh

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29-04-2009
By: Priyanka

HR Forum Replies by Santosh Kumar Gupta

Replied to "Caught while sleeping on the job???" in Humor!!
04-05-2009.
Hi Rohit,

You can add some more to this :

" I was not sleeping sir, I always try to find solution to a problem with closed eyes only"

"I was just thinking hw this problem can be fixed"


Nice posting .

Santosh Gupta
Ha Ha,

very honest tranlation.

keep on posting such topics.


Santosh Gupta
Gussa nahi karta re....

lekin ye to batane ka na .. kaun se park gayela hai dono..

bechara log kab se pada hoyenga...

abhi gaadi le ke udhar jaane ka aur unko lift dene ka...

bapu be bola tha na , hamesh dusaron ki madad karane ka...
All the Bare Acts you can get on google, simply type the name of the laws get the full act.

Santosh Gupta
Hi Geeta,

Whenever you you are providing "Maternity Benefits" to female employees in your organisation , you are paying her full salary for the period of benfits. So as per the provision of the Provident Fund & Miscellaneous Provisions Act, 1952, you have to deduct the PF amount from the wages to be paid and accordingly similar contribution by the Employer is to be deposited in the PF account of individual.

Santosh Gupta
Replied to "HR Policy" in Human Resource Management!!
22-04-2009.
Hi Renuka,

HR Policy is nothing but the Organisationsal rules which will be applicable to all the employees of your organisations right from the date of joining till retirement.

These Policies (rules ) should be documented and communicated to all the employees.

You can also refer the Employement Standing Orders Act,1946.
The HR Policy may provide information on :
1, General Rules of the company
2. Employee classification
3. Grades applicable in the company
4. Different Pay scales
5.Schemes perative in the company
6. Entitlements of employees
etc etc.....
Whatever rules you want to be followed in your organisation you can make them as a part of your HR policy , get the policy approved by your Board and then implement it in your organisation.

Santosh Gupta
Hi Priyanka,

You are correct it's very confusing whether Payroll is a part of Finance of HR.

Strictly speaking it;s a prt of HR only. You have to see the entire Payroll process ... what it is ?

An employee has to be paid his/her salaries for the number of days he has worked in the organisation along with other pay commponents which varies from organisations to Orgaisations.

What components are to be paid, How much is to be paid, When to be paid, how to be paid id being decided and formulated by HR for the whole organisation. The people who are disbursing the payments and maitaining the record are from the Finance Department , so the confusion is there.

Take the example of SAP - HR Module. The HCM (Human Capital Management) Module of SAP inclueds payroll also.

It is also true that in most of the organisations, payroll is part of Fianance deparmtnet. So if in some CV your are finding Payroll as their job, no problem... they may be HR People given the job of Payroll also as it invlolves the work of time office also.

So you can decide yourself whether in your organisation Payroll should be a part of Finance or HR.

Santosh Gupta

Hi Satya,

What you were doing earlier is not clear. Earned Leave @ Gross Salary and Maternity Leave @ Full Salary. First tell whether there is any difference between Gross Salary & Full Salary.

Whatever the case may be, what changes you hace brought is in is not correct as er law.

(i) Leave Encashment : As per Factories Act 1948, an employee (worker) will be entitleld for Leave with wages for each completed 20 days of work. Leave with wages means the Basic Pay and the DA. (Basic pay may included any other component also like Personal Pay,Dearness Pay,Stagnation Pay which are applicable in case of PSUs). So when you are allowing your employees for encashement of Earned Leaves it should be paid on the basis of Basic Pay Plus DA (as he /she would have been paid on normal working day)

(ii) Ragarding Maternity Leave all the benefits for the period of Maternity Leave is to ba paid to employee. It means the leave payment of the basis of Basic Pay + DA and other Payments like HRA and other components which are applicable to your organisation are to be paid in full. You can refer the Employee State Isurance Act,1941 or Maternity Benefits Act, 1961.

If you are not able to get the Bare Act you can refer the google site for the same and can take the print out for putting up the new proposal to your management.

Santosh Gupta

Hi Aswin,

The performance Appraisal system of any organisation should aim at improving the current level of performance of individual to a desired level of performance so that the organisations goals are acheived.

Now the important factor of Performance Appraisal are : Desired Performance (w.r.t Organisation Goal) , Current Level of Performance (Thru Performance Appraisal), Setting of Organisational Goals.

So your questionnaire can have the following areas covered :
- Any vision/mission/values of your company
-How the organisations goals are being set
-How the organisational goals/ targets are cascaded to individual level goals
- How the target for individual for the assessment period are set.
- What are the scale of ratings
-Employees awareness about the Appraisal system
-Relationship of Appraisal system with reward & recognition
-How the appraisal results are being used in MPP/Job rotations/Transfers
-The feedback mechanism to the employee about his performance under the system
-How the appraisal system is being used to develop the individual (Training & development)
-Who can appraise an employee
-Scope of the Appraisal system
-Whether on-ilen system / interview system / Confidential ACR system

These points can be looked into while preparing your questionnaire, they can be broken into smaller points (question) also. Always try to prepare questions with multiple answer i.e. the way you want the replies to come. No scope for ldescriptive answers, only objective type questions.

I hope above inputs will be helpful to you.

Santosh Gupta
Any Performance Appraisal of individual is done against the set target for the year be it an employee from Production , MM, Commercial, Marketing , Finance or HR ....

HR has the following role to play :
1. Provide the apprisal structure i.e. the parameters on which the assessment is to be done so if the appraisal is against the set KRA/KPA (Key Result Areas or Key Performance Area) the scale on which the appraisal will be done.
2. Appraiser will require some basic information of Appraisee like his growht in the organisations, his qualification, experiences etc --- to be provided as input by HR
3. The effect of Appraisal has to be finalised by HR and communicated to all concered as policy of the company be it in terms of Prmotion or incentive.
4. Other associated information of the employee like any minscondut , absenteeism, achievement (for the assessment period) is to be provided by HR only to the Appraiser.
5. HR has to set the stage where Employee can be appraised by his/her appraiser and has to train the appraiser to give the feedback to appraisee.
6. HR has to play an important role becuase the outcome of the Appraisal has to be used for various purpose by HR only.

Santosh Gupta

Santosh Kumar

Santosh Kumar Picture

Santosh Kumar
Manager(HR)
BHEL
(Consulting)
Delhi, DL

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