HR

1. HUMAN RESOURCE DEPARTMENT
Manufacturing businesses are experiencing many challenges such as
skilled labor, project management, the implementation of technology, and
system usability.
A common problem is that businesses in the manufacturing industry are
experiencing a labor shortage, so it is very important that manufacturing
businesses budget correctly for the shortage. HR is a key pillar to the
success of manufacturing industries, to ensure that business can
overcome the challenges threatening the industry, we need to make sure
we have a skilled workforce.HR can also help to ensure that staff are
retained and create value and performance-based reward systems.
Another important role that HR plays in manufacturing businesses is that
they are able to create better recruitment processes, on-boarding training,
and training related to employees work.

2. ROLE OF HR IN OUR COMPANY
MANPOWER REQUISITION POLICY-
Heads of various departments will give the manpower requirement in
the Manpower Requisition Form to the HR. All recruitment requirements will
be processed on approval by Head of the Company.
RECRUITMENT AND SELECTION PROCESS-
We have a strong belief in the capabilities of human resources which would
provide a strong and vital base for higher productivity, growth and success of
the business. People form the major resource of any organization and best
productivity and efficiency arises when there is right fit for right job. The
recruitment and selection process hence arises as vital process.

3. RECRUITMENT PROCESS
Once the approved requisition is received, HR would jointly work out the job
profile, job description and job specification for that position along with the
Head of the Department. On finalisation of the same various sources would
be outlined and a time frame for the position to be filled would be defined.
Our sources of recruitment are as follows-
• Employment Agencies
• Media- Print/Online recruitment portals
• Employee Referral Scheme

4. EMPLOYEE REFERRAL SCHEME
The current openings will be informed from time to time to individual
staff and departments.
Referral incentives are as below-
For trainees- Rs 2000 per referral
For junior positions- Rs 4000 per referral
For senior position- Rs 6000 per referral
When referred candidate joins a referral letter will be issued to
employee and incentive amount would be payable to the employee
after completion of 3 months of service by new joinee.

5. SELECTION PROCESS
• Resumes would be screened by HR and short listed ones would be
put up to the concerned heads for further short listing.
• Involves a technical or functional interview by a panel of at least two
senior or middle level employees.
• On assessing suitability, the candidate would be essentially
interviewed by HR for the final discussions of job and salary offer.
• A background check on the selected candidate is performed through
HR which will be considered before making a final offer.

6. COMPENSATION PACKAGES
Workers are expecting more than a basic wage, they require incentive
programs and compensation packages. For example, a job hunter
might be looking for a manufacturing job that also provides benefits,
perks, and bonuses. This is a critical HR function that can help to
ensure that our business attracts the best talent, which in turn makes
more money for our business than we lose.

7. TRAINING
Training is an important HR function that can ensure our employees remain
engaged with their work and feel proud to be part of our manufacturing
business. It also helps to show our employees that we value them and are
willing to invest in them and their skills. Job training, mentoring, coaching,
career development, tuition reimbursement, motivational speakers, and
volunteering, are all great ways HR managers motivate a workforce and help to
improve productivity.