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Human Resource is the most valuable asset of Drishtee.Ittakes utmost care to keep its human resources satisfied andmotivated. Drishtees performance and resulting

productivity is an indicator of the satisfaction level of itsemployees. For the betterment of the HumanResources,Drishtee has laid down a vision, mission,objectives and strategies.

An Human resource policies are systems of codifieddecisions, established by an organization, to supportadministrative personnel functions, performancemanagement, employee relations and resourceplanning.

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HR MISSION To create a value based organization by

inculcating a culture of learning, creativity

& team work and aligning business

priorities with the aspiration of our people

leading to development of an empowered,

responsive and competent human capital.

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.MFIs Culture: Mission

and Vision, InformalProcedures

MFIs Strategies and

Structure: Goals,Organizational chart

Current Context (other

MFIs, govt laws, economy,political climate, etc.)

Review & Evaluation of HumanResource Activities

PerformanceManagement

Plan for Future

Human ResourceNeeds

Recruitment and

Selection

Training andDevelopment

Salary, Benefits,Bonus System

Human Resource Functions

Policies

Human Resource Management Model

Model of Human Resource Management

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HR POLICY CHART

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COMPONENT

OF HR POLICY HR STRUCTUREHR STRUCTURE

HR POLICY FORMATIONHR POLICY FORMATION

JOB ANALYSIS

RECRUITMENT

SELECTION

EMPLOYMENT DEVELOPMENTEMPLOYMENT DEVELOPMENT

ORAGANIZATION DISCIPLINE &ORAGANIZATION DISCIPLINE &

DECORUMDECORUM

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COMPONENT

OF HR POLICY Contd1

PERFORMANCE APPRAISAL

TRAINING AND DEVELOPMENT

TECHNICAL PROGRAM

LEADERSHIP PROGRAM

INCENTIVES & EMPLOYEE

EMPLOYEE GRIEVANCES &

DISCIPLINE

SEPRATIONSEPRATION

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HR STRUCTUREHR STRUCTURE

OPREATION BUSINESS

COPRATE

HR

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JOB ANALYSIS Job Analysis refers to various

methodologies for analyzing therequirements of a job.

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JOB ANALYSIS MATRIX

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JOB DESCRICTION

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Dress code Policy.

Smoke free work place.

Alcohol and Drug abuse.

Betting and Gambling.

Personal property.

Lost and Found.

Housekeeping.

Use of Electronic Communication.

Security.

Organization

Discipline & Decorum

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HRPOLICY FORMATIONHRPOLICY FORMATIONPOLICYDEVELOPMENT

CELL (Corporate HR)

OD Policy

Employee Handbook

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RECRUITMENT RECRUITMENT IS THE PROCESS OF

LOCATING & ENCOURAGING POTENTIAL

APPLICANTS TOAPPLYFOR EXISTING ORANTICIPATED JOB OPENING.

IT IS ACTUALLY ALINKING FUNCTION,JOINING TOGETHER THOSE WITH JOBS TOFILL AND THOSE SEEKING JOBS.

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SOURCE OF RECRUITMENT

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METHOD OF RECRUITMENTMETHOD OFRECRUITMENT

INTERNAL METHOD DIRECT METHOD INDIRECT METHODTHIRD PARTY

METHOD

Promotion &transfer

Job posting

Employee referrals

Campus recruitment Campus recruitment Internet recruitmentGate hiring and

contractors

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SELECTION Selection is the process of picking

individual who have relevantqualifications to fill jobs in anOragnaization.

The basis purpose is to choose the

Individual who can most Successfullyperform the job, from the Pool ofQualified Candidates.

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SELECTION CRITERIASelection tests Aptitude tests

Personality tests Physical test

Interviews

Three rounds Panel interview Group discussion

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Condition of Employment Terms of Employment

Office timings

Attendance

Timesheet entry

Unauthorized absence

Service Agreements

Probation

Confidentiality

Relocation and Transfer.

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Employment DevelopmentEmployment Development Competency Development

Performance Management

Performance Appraisal

Appraisal Events

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PROCESS.

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METHOD OF


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.

Objective ofperformanceappraisal

To judgethe gap

To review theperformance

To reduce thegrievances

To judge theeffectiveness

Provide clarity ofthe expectations

Provideinformat

ion

To providefeedback

To diagnosestrengths andweaknesses

Helps tostrengthen

therelationship

To help themanagement

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APPRAISALAPPRAISAL

Done AnnuallyDone during January toDecember

Implemented during

Financial Year April toMarch

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TRAINING

AND DEVELOPMENT Training is a Planned Programme

designed to improve and to bring

measurable change in knowledge, Skill,Attitude and Social behaviour ofEmployees.

Development is FutureOrientedTraining, Focusing on the PersonalGrowth of the Employee

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TRAINING AND DEVELOPMENTTRAINING AND DEVELOPMENT

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COMPONENT OF TRAININGAND DEVELOPMENT

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TECHNICAL PROGRAM

Technical

C

ATG

Dynamo

C++IDMS

TeamSite

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BEHAVIORAL TRAININGBEHAVIORAL TRAINING

StressManagement

Time

Management

Business

Etiquettes

Teamwork

PersonalEffectiveness

Business

Communicat-

ion Skills

Personal

& Managerial

Effective-

ness

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LEARD

ERSHI

PP

ROG

RAM

AdvanceNegotiation

Skills

LeadershipSkills

TeamBuilding

Assertiveness

AndPresentation

Skills

Advanced

PresentationSkills

ManagerialEffectiveness

AndLeadership

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COMPENSATION Compensation includes topics in regard to wage and/or salary

programs and structures, for example, salary ranges for jobdescriptions, merit-based programs, bonus-based programs,commission-based programs, etc. (Also see the Related Info

(including Benefits).) Compensation is payment to an employee in return for their

contribution to the organization, that is, for doing their job. Themost common forms of compensation are wages, salaries andtips.

Compensation is usually provided as base pay and/or variable

pay. Base pay is based on the role in the organization and themarket for the expertise required to conduct that role. Variablepay is based on the performance of the person in that role, forexample, for how well that person achieved his or her goals forthe year. Incentive plans, for example, bonus plans, are a formof variable pay

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COMPENSATION

Compensation

Educational

Qualification

Experience in

Patni

And

Performance

level

Experience

Before

joining Patni

relevance of

work

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Basic Salary

Allowance House Rent

PersonalConveyance

Child Education

Leave Transfer

Salary

Medical Reimbursement

against bills

Bonus or ExGratia

Contribution to PF

Company Performance LinkedIncentive

Variable Pay

Flexible Benefit

COMPONENTOF

COMPENSATION

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Calculation of Final

Cost To Company

Basic

(+) Allowances(+)Provident Fund

(+) Gratuity

CTC(-) Deductions

Final CTC

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Employee BenefitsEmployee Benefits Extra Working Hours.

Intracity Travels Reimbursement Policy.

Deputation Policy.

Outstation Travel Policy for Employee.

Preparatory Allowance for Onsite Travel

Loans

Life Cover

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Employee Benefits.Employee Benefits. Group Personal Accident.

Mediclaim

Company Leased Accommodation or Guest House

Facility.

Telephone at Company Owned/Leased Accomodation

Subsidised Company Transport Policy.

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INCENTIVESINCENTIVES In economics and sociology, an incentive is any

factor (financial or non-financial) that enables ormotivates a particular course of action, or counts as a

reason for preferring one choice to the alternatives.It is an expectation that encourages people tobehave in a certain way. Economic analysis, then, ofthe differences between societies (and betweendifferent organizations within a society) largelyamounts to characterizing the differences in incentive

structures faced by individuals involved in thesecollective efforts. Ultimately, incentives' aim toprovide value for money and contribute toorganizational success.

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Incentive Systems:

Advantages Improve Productivity

Encourage and reward specific performanceareas

Increase remuneration opportunity for staff

Offset financial risk (fixed costs) to institution

Increase competitiveness of MFI

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TYPES OF INCENTIVES Straight piece rate: In the straight piece rate system, a worker is paid

straight for the number of pieces he produces per day. In this plan, qualitymay suffer.

Straight piece rate with a guaranteed base wage:A worker is paid

straight for output set by management even if worker produces less than thetarget level output. If worker exceeds this target output, he is given wage indirect proportion to the number of pieces produced by him at the straightpiece rate.

Halsey Plan: W = R.T + (P/100) (S-T).R where W: wage of worker, R :wage rate, T : actual time taken to complete job, P : percentage of profitshared with worker, S : std. time allowed. Output standards are based uponprevious production records available. Here management also shares apercentage of bonus.

Rowan Plan: W=R.T + ((S-T)/S).R.T Unlike Halsey Plan gives bonus on (S-T)/S , thus it can be employed even if the output standard is not veryaccurate.

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11--MonetaryMonetary

Monetary Incentive

Tenure +

Appraisal

Skill

Based

TYPES OFTYPES OF

INCENTIVESINCENTIVES

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INCENTIVESINCENTIVES

Quarterly

Instant

Bi - Annual

Annual

Awards

And

Recognition

22--Non Monetary IncentivesNon Monetary Incentives

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SEPRATION

Permits agencies to implement reductions in the work

force according to uniform criteria when it becomes

necessary to reduce the number ofemployees or to

reconfigure the work force including change of

positions from full-time to part-timestatus.

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SEPRATION

Retirement

Resignation

Termination

Absconding

Death While in Service

Lay Off

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THE END

Prepared by

ARCHANA SINGH

Documents

hr policie