Recruitments occur when there is a Vacancy and it happen in two situations (generally):
- An employee leaves, so for the replacement.
- Business Growth, new project
Main Steps of recruitment are :-
1) Defining the Requirement / Job Discription – Decide what vacancy you have and its role & responsibility. It has 3 components .
Task analysis – A detailed list of tasks.
Job Description- the broad or main responsibilities the KRAs involved in the job.
Person specification – The skill set required for the job.
2) Selection – Choose the person who best fitted on the person specification. It has two steps.
Short-listing : Its a pre screening as per the application on the basis of personal specifications i.e. required skill set, qualification and experience.
Interviews: Interview is to judge whether the candidate is actually competent as per his shortlisting and whether he is competent enough for the position.
3) Candidate assessments : This is a verification part. To check the authenticity of the documents submitted and experience claimed by the selected candidates. It includes Experience verification- previous company details. qualification verification- check his educational certificates, Package verification- check his previous salary documents, background verification- how well being he was in his previous companies.
4) Making a Job Offer – If you think you have found the right candidate, it’s time to make the job-offer. In this employee has to check what is the current industry trend in terms of package for similar profiles. What should be the best salary breakup to be offered so that candidate can join asap.
5) Induction – Help the new recruit to settle in quickly and become productive as soon as possible.
Recruitment Process has following stages –
- Identify vacancy or the position
- Prepare Job description
- Advertise the job opening
- Managing responses
- Shorting candidates
- Arrange interview
- Conducting interviews
- Decision making, selecting the cadidate
- Make an offer
- Appointment action
Leave policy is a very big topic. Here I’m discussing some general terms which is known and applicable most of the organizations in India.
Earned Leave (EL): Also called “privileged leave”. Earned leaves are used in same year and can be carry forward to next year. Generally employee is been entitled of Earned leave only after completion of one year with the company. Earned leaves @ 1.5 days per month Only and can be carry forward.
Casual Leaves (CL) : Casual leave means granting leaves for personal work. It is not earned while on duty. There are two conditions with Prior notice or intimation to employer and leave should be duly sanctioned/granted by the employer. Maximum number of CL during a year is 12. Casual leaves can’t be carry forward.
Sick leave / Medical Leave (SL): Leave taken on medical ground is consider as sick leaves. Sick Leave is generally @ 0.5 days per month. Incase employ avails sick leaves more than 2 consecutive days in that case he has to submit medical certificate. The maximum grant for sick leaves is 10 days .
Maternity Leave: For female employees who has worked with the organization for not less than 3 months will be eligible for minimum 80 days of paid maternity leave, up to two confinements.
Paternity Leave: Male Employees will be granted paternity leave for 2-5 working days. This leave should be availed within 3 weeks time of the birth of the child. This will be applicable up to a maximum of two childs.
Special Leave:To motivate and buildup employee relation now a days organization give some one or more days leaves on special occasion. Like employee birthday / marriage anniversary / wedding leaves.
Compensatory Offs: If an employee worked on a holiday he is eligible for a compensatory off. The rules differ from company to company. Generally comp-off has to be availed within 3 months of its occurance.
Holidays:Holidays of national, social and religious significance are offered to employees. On different occasions every year there are 10days declared as paid holidays