Subject : Do’s and Dont’s.

Department : HR

Responsibility : HR LEad

Functions : Recruitment, Selection, Training, Security & Administration.

1). Recruitment:

Do’s
Do’s::
:

a) We fully abide by the SOP’s for recruitment as prepared by the company in this context.
b) First we have to analyse the number of existing manpower in the different available
departments.
c) Do analyse whether manpower is required or not.
d) Do identify the manpower requirement. For this we have to coordinate with the existing
department Heads.
e) Do analyse the job for which the manpower is needed.
f) Do analyse the desired manpower skills needed for the vacant job.
g) Do the exact sourcing i.e. from where we get the desired manpower.
h) If we are doing internal sourcing then we have to make ourselves regular aware about
the competencies of existing staff members.
i) If we are doing external sourcing then we have to coordinate with the best placement
consultants available in the market.
j) Do give the right manpower requirement to the external agencies.

Dont’
sss

a) Don’t recruit manpower without analysing the requirement.

b) Don’t recruit the right manpower in the wrong place at wrong time.
c) Don’t recruit the manpower without analysing the job requirements.
d) Don’t recruit the manpower in excess.
e) Don’t give the wrong manpower requirement to the external agencies.
f) No newly recruited staff and workers will go inside for working without prior
intimation/complete documentation to personnel deptt.
2). Selection:

Do’s
:
a). We should analyze the received CV’s against our given manpower requirement to the
external agency or against given advertisement in the news paper.
b) We should match the candidate profile and experience with the current available job.
c) Then after only we should called the short listed candidate for the interview.
d) We should have to make all the necessary arrangements for the conduction of interview
i.e. where interview is to be held, who will take the interview, arrangements for the
sitting of the candidates coming for the interview
e) The interview can be taken by the concerned department heads to assess the
knowledge, his work experience and attitude required for doing the job.
g) We should have to keep in mind that before making the final selection candidate should
be assessed by our Executive Director/ Senior General Manager.
h) Do select and place the candidate according to his interest and his work experience.
i) If the candidate is found satisfactory in the above mentioned conditions the candidate
should referred to the personnel department for other formalities.
j) Then we should have to tell the job timings, salary, other benefits which are to be given
to the selected candidate.
k) We should also tell to the selected candidate about the company profile and job profile
he is going to handle.

Dont’
sss

a) We should not call the candidate for the interview without matching the candidate
profile with the existing vacant position.
b) Don’t make the candidate waiting long for the interview.
c) Don’t make the candidate selected without assessment of the Executive Director/ Senior
General Manager.
d) Don’ t select and place the candidate adverse to his interest and his job experience.

3) Training:

Do’s
:
a) We fully abide by the SOP’s for training as prepared by the organisation in this context.
b) It is our prime duty that we should do proper induction training before joining of
candidate into the organisation.
c) We should tell the new joinee about the company profile, job profile, job timings etc.
 d) We should identify the training and development needs of our employees.
e) We should have to coordinate with the different departments for the identification of
training and development needs.
f) We should also regularly conduct training programmes (Both in-house and outside) for
our employees to develop their working skills and improve their efficiency.
g) We should also take special care of our employees working in production area and
make them aware about the new technology by conducting the in-house training
programmes or by sponsoring the employees to the training programmes conducted by
the external agencies.
h) We should regularly conduct training programmes on hygienic conditions, which are to
be kept in mind while working in the organisation.
i) We should also conduct special training programmes for improving the behavioral
competencies of our employees time to time.
j) We should also conduct special training programmes on safety for avoiding the
accidents

Dont’
sss
1) Don’t make the candidate join without giving of induction training.

4. Security:

Do’s
:

a) We fully abide by the SOP’s for security as prepared by the organisation in this context.
b) Do wear your uniform shirt on duty.
c) We should be accountable for all company property and ensure their safekeeping.
d) We should have to report immediately about any missing item/theft within the company
premises.
e) We should have to give written permission in case if anyone have to carry official
documents outside the factory premises.
f) We should have to keep all the duplicate keys for all the departments.
g) We should inform our seniors in case if something wrong doing by anyone which in our
opinion could be against the interest of the organisation

Dont’
sss

a) Don’t bring prohibited material inside the factory e.g. tobacco, cigarette, tools etc.
b) Don’t smoke /chew tobacco inside the company premises.
 c) We should make ensure that no body keep the articles that belongs to the company’s
inside the locker.
d) We should make ensure that nobody sleeps while on duty.
e) We should ensures that nobody form group and be seen chit-chatting in the company
premises.

5) Administration:

Do’s
:
a) We should utilize the available manpower to the maximum extent.
b) We should have to talk with the employee about his grievance; give a person a good
and full hearing.
c) We should visit the work area of the grievance.
d) We should have to examine the grievant personal record.
e) We should utilize the available manpower to the maximum extent.
f) We should have to ensure the good working conditions for the employees.
g) We should have to everything for the well being of our employees.
h) We should have to maintain friendly and cordial relations with each and every
employees of the company.
i) We should ensure that communication is proper among the employees.
j) We should have to ensure that minimum level of trust has to be developed among
employees.
k) We should ensure that employee are fully safe and secured in and outside the
company premises.
l) We have to ensure that relations between superior-subordinates and Supervisors-
workers are cordial and be friendly.

Dont’
sss

a) We should ensure that complaints should be resolved as quickly as possible. Don’t give
enough time that it should be convert into grievance.
b) We should ensure that grievance should not be in long written answers.
c) We should ensure that nobody talks abusively to anyone in the company premises.
 Job Responsibility

Assistant General Manager (HRD)

Scope : Personnel Policy Formation, Manpower Planning, Recruitment,

Selection, Performance Appraisal, Compensation Management
And Administration.

Reporting To : ED/Senior General Manager (Works)

Job Responsibilities :

1. Manpower Planning
2. Recruitment and Selection
3. Compliance of legal requirement
4. Management of Time office and Security Deptt.
5. Management of House Keeping Deptt.
6. Training and Development of employees
7. Medical check up of employees

Authority : Assistant General Manager (HRD) can execute his manpower

according to the requirements.

Assistant Manager (HRD)

 Scope : All the Liaison work & Time Office Functions.

Reporting To : Assistant General Manager (HRD)

Job Responsibilities : Looking after all time office functions and Liaison work
with various Govt. Authorities i.e. Pollution, PF, ESI, HSEB,
Telephone, MCF, HUDA, HSIDC, Police, Labour office,
Factory Inspectorate office, Chandigarh Office and other
work as assigned time to time.

Authority : Assistant Manager (HRD) can execute his manpower

according to the requirements with the prior consultation of
AGM.

Personnel Officer

Scope : Complete Time Office functions

Reporting To : Assistant General Manager And Assistant Manager

Job Responsibilities : All functions related to time Office i.e. Attendance marking,
Full and final payment to left employees, salary preparation
& checking, O.T. preparation, distribution of salary, annual
inspection under PF & ESI, timely submission of return under
various labour Acts and grievance handling of workers such
as day to day problems.

Executive (Training )

Scope : Training & Development, Manpower Sourcing,

Recruitment, Performance Appraisal
 Reporting To : Assistant General Manager(HRD)

Job Responsibilities : Responsible for the Training & Development Of employees,

maintaining of Training records as per ISO & CE, GMP,
Maintaining of Personal files, Recruitment of the workers,
Manpower sourcing from external sources, arranging
interviews for the Staff persons, Medical checkup of workers
and periodical checkup of all the staff personnel.

Personnel Executive/Asstt. Personnel Exec.

Scope : General Administration and Time office functions.

Reporting To : Assistant Manager

Job Responsibilities : Responsible for day to day handling workers grievances,

system implementation as advise by the seniors, Time Office
functions, timely submission of return under various labour
Acts,

Personnel Assistant

Reporting To : Assistant Manager

Job Responsibiliy : Time Office functions as advise by the seniors.

Housekeeper

Reporting To : Assistant Manager

Job Responsibility : Responsible for cleaning of the respective plants including

outside and inside factory premises, maintaining Dresses for
 staff and workers, cleaning of sewerage, checking of water
meter, all the minor civil work i.e. repairing and
whitewashing of respective plants.

Job Responsibility

Job Responsibilities of Rohit dhadwal& Pradipta Kr.

Das:Asstt. Engg.

Reporting To : Mr. Sanjay Kachru(Manager-Moulding)

Job Responsibilities : Quality Inspection of component

Process Perameter monitor as per define.
Cleaning of machines& to checke moulding is
ok.To check the moulding loading is ok.
To analysis the problem if came .
ISO&CE document Work.

Job Responsibilities of Ramesh Chand :Junior

Engineer

Reporting To : Shailender Singh(Manager-Works)

Job Responsibiliy : Look after Body Assembly, Niddle insertion ,

Silicon tube Fixing, Check the quality at every stage,
Check proper Machine change parts&
Documentation.
Job Responsibilities of Yogbeer Singh : Supervisor

Reporting To : Mr. Shailender Singh(Manager-Works)

Job Responsibility : Look after Body Assembly, Niddle insertion ,

Silicon tube Fixing, Check the quality at every stage,
Check proper Machine change parts&
Documentation.

Job Responsibilities of Jitender Saraswat : Junior Engineer

Reporting To : Mr. Shailender Singh(Manager-Works)

Job Responsibility : Look after Body Assembly, Niddle insertion ,

Silicon tube Fixing, Check the quality at every stage,
Check proper Machine change parts&
Documentation.

Job Responsibilities of Kali Charan : Supervisor

Reporting To : Mr. Shailender Singh(Manager-Works)

Job Responsibility : Look after Body Assembly, Niddle insertion ,

Silicon tube Fixing, Check the quality at every stage,
Check proper Machine change parts&
Documentation.

Job Responsibilities of Saket Ranjen : Supervisor

Reporting To : Mr. Shailender Singh(Manager-Works)

Job Responsibility : Under trainee on final inspection Area . His
responsibility to Check the quality, productivity, &
documentation at the same stage.

Job Responsibilities of Mr. Vishal Chopra :Product Dev. Engg.

Reporting To : Mr. Paramjeet Singh

Job Responsibility : Product Development, Componenet

measuring,Packing & Coordinate with other
department.

Job Responsibilitiesof Mr.ManishSardana :Product Design Engg.

Reporting To : Mr. Paramjeet Singh

Job Responsibility :Mould Design & Checking of it if any problem

comes .

Job Responsibilitiesof Mr.Bijender Singh :Engineer

 Reporting To : Mr. Harbail Singh

Job Responsibility :Machine Designing , Assembly , Check material

indent, Sub Assembly, of All parts of machines..

Job Responsibilities of Mr.Sanjay:JuniorEngineer(Blister Packing)

Reporting To : Mr.P.P. Matta

Job Responsibility :Maintain log book in each shift with detailed,

To check the Scrap& material& identify the form with shift
supervisor signature slip,identifying the packing material,
Maintained Attendence report& production report on daily
basis, Manpower handling ,arrange the paper/PVC& other
material from store.