17. Job analysis works in identifying, compiling and analyzing
three main important component of Job i.e. Job
Description, Job Specification and Job Evaluation.

25. Exit process is another most important part of
HR Process, where employer may get the true
feedback regarding the best part and the
loopholes of the HR Process, where they can
improve.
According to an Survey
45.8 % Employee Choose verbal method to
inform management about their job exit
decision.
22.8% workers like to inform their senior
management and intrested to discuss over
review on exit process and management
decision.
15.4 % likes to inform their senior
management via email
16.00% choose other methods to inform
their seniors , supervisior about their exit
decisions
The main challenge of the HR process
depends in retaining the employee for a
longer period of time. During this exit
process, employees are asked to fill an
exit form which is a part of exit
interview, where employee are asked few
question regarding their switch of job,
leaving the current organization and their
experience and their feedback.

28. According to a definition “HR Policies are formal rules and procedures that dictate how
certain matters should be addressed in the workplace including employee rights and duties.
HR Policies are tied to employment law. To avoid non compliance and penalties from the
government, employer must adhere to HR policies.
HR Policies are basically a course of action embraced by a business Purpose solved by HR
policies (Reason a business need them)
1. They are one of the means of communication between the employer and
employee.
2. Conveys various guidelines which are to be followed within the company.
3. Create benchmark to treat all employees equally and fairly.
4. Help senior management towards better decision making.
5. Make work process more transparent.
6. Prevent misunderstanding which can arise between the employer and employee.
7. Business with policies in place succeeds in the long run than the ones who do not
have any policy in place.
8. HR Policies when placed well result in risk reduction.
9. HR Policies gives a strategic direction to the company.
10. It makes employees more productive.

29. Balance Scorecard this name has now
become a common tool for strategic
management and for performance
evaluation.
Performance evaluation arises when
the strategic improvement takes place.
The two famous people who changed
the whole concept of performance
metric were Robert S. Kaplan and David
P Norton.
Balance scorecard helps to understand
and have a clear view how the company
is doing overall, you can say an all round
or wholesome approach. It helps to
look throughout the feedback and
development of financial part of the
company, customer reaction, employee
learning and growth and the internal
business process.

30. Job Rotation is properly used to test
employee skills and their competencies, so
that they can get the right place and
designation. Job Rotation is considered as an effective
tool in HR strategy. Job rotation aims at
setting the employees at their best fit. This
process also help to find the best fit for the
replacement of a worthy employee within
the organization.
Job Rotation is one of the best way to
release the boredom caused due to boring
and monotonous work schedule and helps
to revive the willingness and excitement of
the employees and zeal of employees to
perform something better.

31. Definition- Balanced Scorecard is a
performance based metric which companies
used for strategic management. It improves
the internal functions and external results of
the business.
Meaning- Balanced scorecard basically
connects dot between the strategic part of
the organization and the operational
elements. It make sure that mission, vision
and core values of the organization are well
reflected in the objective, initiatives and
measures taken by the employees. It also
checks the strategic performance is on the
line to strategic focus areas.

32. The employee referral policy simply means a process of recruitment wherein an existing
employee refers a candidate for an opening in the organization. It is one of the most
prominent sources of recruitment. If we want to understand referral programme meaning
we can say, the employee referral program is designed keeping in mind equal opportunity for
all employees to refer their candidate.

33. The office timings are from 9.30 a.m. to 6.30 p.m. daily from Monday to Saturday.
Lunch Hour shall be 1.30 p.m. to 2.00 p.m.

34. New technology influence the way work is done in the organisation. Mobile phone
technology is not a new technology but it is one of the essentials in today’s life and is used
every moment for business or personal purpose. Such use of mobile phone device’s has
poised various issues to the employer. In order to deal with it there is a need to have Mobile
cell phone policy.
Purpose:
The purpose of company cell phone policy is to make sure that employees are aware of the
rules and regulations to be followed while using the company owned mobile phones.
To abide by the rules and regulations that are meant to keep the mobile phone in appropriate
use.
Define guidelines which are to be followed for management of mobile phone devices.

35. To meet the requirement of fast & better communication, employees may need to use
information and data readily available all the times.

36. Aim, Purpose, Scope, Definitions, Component of reward structure Steps for development of
effective reward structure, Why reward employees, Parameters for reward programme,
Most important steps for reward and recognition, Key responsibilities, Reward and incentive,
Nominations, Selection, Effectiveness of policy, Review of policy.
Aim: The major aim of reward and recognition policy is to attract and retain the best talent.
In order to attract and retain it becomes important to recognize the efforts put in by the
employee in terms of performance, attitude, and achievements.
Purpose: The purpose of the rewarding performance is to build up an organizational culture
where good work done by employees is valued and their tremendous efforts are recognized.
Scope: This policy is applicable to all the regular employees of the company.
Definitions:
Reward: Cash or noncash award given for outstanding performance by the employee.
Reward and recognition: Reward programme developed and communicated by the HR
department.

37. Whistleblowing is very essential tool in an organization. All organization expects honesty
from its employees. The employees should be dedicated to the organization’s mission and
success. By placing whistle blowing culture, the organization promotes effective and clear
communication system. The whistleblowing policy is intended to encourage employees to
make good faith towards company’s goal/objectives and good will. The Whistleblowing
policy in business is very important in order to prevent any kind of wrong doing within the
organization. The importance of whistleblowing policy is to encourage employees to come
forward and raise concerns.
Internal Whistleblowing:
An employee raises concern over any wrong
doing within the organization. The reasons can
wary and can be indiscipline, disobedience,
improper of mis conduct etc.
External Whistleblowing:
When any illegal or wrong doing against the
company or against the management of the
company is raised outside the organization
it is known as external whistle blowing

38. Introduction of attendance policy: Attendance policy template is needed in an organisation
when the employee frequent absence and tardiness is causing disturbance in the
business. With enlarged company in order to deal with employees issues, time and
attendance policy is needed. In some companies absenteeism and tardiness is considered as
two different things but in other companies these 2 terms are used interchangeably.
Importance of having time and Attendance Policy:
• Makes employees more regular and punctual.
• Increase productivity.
• Better use of skilled resource as the most skilled resource is of less use in case they are
not present regularly.
• Increases employee reputation for dependability.
• Helps management to take labour related decision.
• Reduces absenteeism.

39. Generally, the code of conduct is written for employees of a company, who protect the
business and informs the employee of the company’s expectation. It is important even for
the small companies to have a code of conduct so that employees are aware of the
company's expectation of them in terms of behavior. The below-explained code of conduct
sample outlines the major guidelines to be followed by an employee.
A code of ethics is a guide of principles designed to help professionals conduct business
honestly and with integrity. A code of ethics document may outline the mission and values of
the business or organization, how professionals are supposed to approach problems, the
ethical principle based on organizational core values, and the standard to which the
professional is held. A code of ethics also referred to as "Ethical code", may encompass areas
such as business ethics, a code of professional practice and an employee code of conduct.
It also helps in building the trust of the company in public.
It increases the business reputation.
It enhances the morale of the employee.
It also helps in promoting marketing efficiency.
It gives protection while fighting against any lawsuit.

40. The last stage of recruitment process is the induction
programme. After the initial written offer is made to the
new candidate and is accepted by the candidate after
signing the offer letter copy, the joining date for the
candidate is confirmed. After confirmation of joining date,
HR prepares the induction programme for the new
candidate.

41. The performance appraisal policy ensures that the weight to performance should be
appropriately given and need to perform should be developed among the employees. The
performance review policy is a way to convey to the employees that the company
appreciates their hard work and dedication towards work. Performance management
policy is also considered as a motivational tool used by the company to make sure that
employees use their full potential to perform.
Performance Appraisal is a process in which the achievement of set objectives is verified,
the demonstration of good behavior and values are appreciated and necessary action is
taken to ensure the development of individual employees working in the organization.
Here, appraise is the employee who’s performance is assessed while appraiser is the one
who assesses the performance. The objective against which the performance is assessed
has to be conveyed to the employee and necessary resources should be provided to achieve
the set objectives. The performance appraisal system is a part of talent management and
successor planning of the organization. It is a step taken by the organization to know about
the ability, potential, and aspirations of the employees. The performance appraisal policy is
designed to ensure the proper conduct of performance appraisal of all the employees
working in the organization. This sample will provide you with the performance appraisal
policy and procedure which is simple to execute.

42. appointment
The probation and confirmation policy provides
information about the terms and condition that a new
employee should follow during probation period. The policy
conveys that probation period is an opportunity to both
new employee and their manager to do get adjusted and to
improve the performance.

43. The internet and email usage is a very important
facility being provided to employees to carry out
their core business and also to provide access to
important information. Company email policy talks
about the purpose an organization should have this
policy. It includes the scope of email policy,
What are different types of emails?
Business email: Emails that are sent or received to carry on organizational
business.
Personal email: Emails that are meant for personal purpose.

44. The dress code policy provides information about the
office attire the employee should wear in the
organization. The policy conveys the corporate dress
code one should follow to maintain the professionalism
in the organization.