I Have Attached HR manual and HR policy. N. K. Minda Group of Industries. HRM Policy Manual. Copy No. : Revision No. : 0. Effective Date : 0. Next Review Date : 0. FOREWARDThis manual intends to keep employees abreast with the HRM policies and practices. I have attached self introduction letter from a newly joined employee. Mr.A has joined (XYZ Company Name) Bangalore as ——, —– Engineer for —- group. Top VIdeos. Warning: Invalid argument supplied for foreach() in /srv/users/serverpilot/apps/jujaitaly/public/index.php on line 447. InformationWeek.com: News, analysis and research for business technology professionals, plus peer-to-peer knowledge sharing. Engage with our community. ![]() Though the attempt has been made to cover and elaborate all possible factors, however, it is not conclusion. This Manual supersedes all earlier amendments or changes communicated from time to time. Any amendment or new thing that may arise from time to time shall be processed and communicated to all concerned for additions / deletions. Broadly, all are expected to follow this strictly and exceptional circumstances demanding any deviation may be taken up with appropriate authority, supported by due justification.**********INDEXS. No. Policy Name. Policy No. Page No. 1. Amendment Record—5. Distribution List—6. Mission—7. 4Vision—8. Organisation Values—9- 1. Quality Policy—1. Environment Policy—1. ![]() Safety Policy—1. 39. Material Policy—1. RECRUITMENT POLICIES1. Contract Operators and Contractor. Functional/ Organisation Structure. Mentoring. 68. 12. Performance Evaluation of New Entrants. Probation / Assessment / Confirmation. Recruitment – Operators. Recruitment – Staff. Recruitment – Temporary Operators. Recruitment of Trainees – Staff. Re- induction/ Re- recruitment Policy. ADMINISTRATIVE POLICIES2. Attendance Procedure – Operators. Attendance Procedure – Staff. Cash Security System. Checking the incidence of disloyalty to company. Compensatory Off. Delegation of Authority. Employee Provident Fund Scheme. Employee State Insurance Scheme. Exit Interview. 42. Efficiency Loss Compensation. Factory visit of Visitors. Furniture Policy. Gifts received from outside party. Grievance Handling System & Procedures. House Taken for Rent / Lease. HRM Function. 65. Late Sitting for Staff. Leave Cards. 13. 45. Leave Policy for Operators. Leave Policy for Staff (including Trainees)1. LTA & Procedure for payments. Mail System. 32. 67- 6. Medical Reimbursement. Minimum Wages. 17. Payment of Gratuity. Permanent Item Issue. Personal Files Maintenance. Residential Telephone. Salary / Wage Distribution. Security System. 33. Separation Procedure. Shift Operation. 24. Superannuation Policy (level IX & above)7. Transfer Policy. 40. S. No. Policy Name. Policy No. Page No. Travelling Norms – Inland. Travelling Norms – Overseas. Visiting Cards. 27. Whistle Blower Policy. TRAINING POLICY5. Service Agreement for Foreign Training. Training System. 44. PERFORMANCE APPRAISAL POLICY6. Job Rotation Policy. Performance Appraisal of Staff. Promotion Policy for Staff. Performance Appraisal, Increments & Promotion of Operators. WELFARE POLICIES6. Accident Insurance Policy. Adarshnidhi – Death Relief Scheme. Annual Day Celebration. Canteen Policy ( As applicable)6. Car Scheme for Level VII & Above. Credit Card ( Level IX & above )7. Departmental Get Together. Diwali – Gifts, Sweets and Bonus. Executive Health Checkup. Family Planning Incentive. Festival Celebration. Festival Holidays. Lap Top Policy. 71. Loan & Advances. Marriage Gift. 64. Mediclaim Policy. Mobile Policy. 54. New Year Diary. 67. Open House. 72. 13. Uniform. 53. 10. 7- 1. Vehicle Loan Interest Reimbursement Scheme. IMPORTANT DECISIONS TAKEN DURING HRM POLICY REVIEW—1. ANNEXURES8. 5Annexure List. Annexures ********AMENDMENTS RECORDS. N. Policy No. Amendment Summary. Effective Date********DISTRIBUTION LISTThis Manual is a controlled document and copies are issued to the following persons. They are responsible for it’s maintenance and circulation. Copy No. Unit. Designation of Holder. Corporate Office. Managing Director. Corporate Office. Corporate Head. 3Corporate Office. Corporate Business Head. Corporate Office. Head – Group HRM5. Corporate Office. Head – Corporate Finance. Design Center. SBU Head. FMAL Division. SBU Head. FMAL Division. Head – HRM9. FMAL Division. Head – Accounts. Lighting Division. SBU Head. 11. Lighting Division. Head – HRM1. 2Lighting Division. Head – Accounts. 13. Lighting Division ( Pune )Head- Operation. Lighting Division ( Manesar )Head- Operation. MFAL Division. SBU Head. MFAL Division. Div. Head. 17. MFAL Division. Head – HRM1. 8MFAL Division. Head – Accounts. 19. Minda Impco Ltd. SBU Head. Minda Impco Ltd. Head – HRM2. Minda Impco Ltd. Head – Accounts. Minda Investment Ltd. Head – HRM2. 3Mindarika Pvt. Ltd. SBU Head. 24. Mindarika Pvt. Ltd. Head – HRM2. 5Mindarika Pvt. Ltd. Head – Accounts. Mindarika Pvt. Ltd. Pune )Head- Operation. Mindarika Pvt. Ltd. Pune )Head – HRM2. PT. Minda ASEAN Automotive. SBU Head. 29. PT. Minda ASEAN Automotive. Head – HRM3. 0PT. Minda ASEAN Automotive. Head – Accounts. 31. Switch – Aurangabad. Head- Operation. 32. Switch – Hosur. Head – Operation. Switch Division – Delhi. Div. Head. 34. Switch Division – Delhi. Head – HRM3. 5Switch Division – Gurgaon. SBU Head. 36. Switch Division – Gurgaon. Head – HRM3. 7Switch Division – Gurgaon. Head – Accounts. 38. Switch Division – Pune. Div. Head. 39. Switch Division – Pune. Head – HRM4. 0Switch Division – Pune. Head – Accounts This Manual may be borrowed and referred by other concerned Employees as and when required. This Manual can not be reprinted or copied without the written permission of Corporate HRM.********Mission. To continually enhance Stakeholders’ value through global competitiveness while contributing to society********VISIONUnit. Vision. By Year. Group§ Group Sales (turnover) to be Rs. Crores§ To achieve: 2. Our Company be pioneer and be global benchmark in QPCDSM and Technology. MIL ( 2. W SW)TO BE GLOBAL LEADER (i. No.- 1)§ Business expansion§ Manufacturing excellence§ World class product§ Cost management§ People excellence§ Business support initiatives. MRPL (4. W SW)To be the most preferred supplier for its customers : § To continue leadership in domestic OEM and enhance market share to more than 5. To achieve 3. 4ppm levels for customer receipt, line and warranty claims.§ To be the pioneers for new technology switches, to maximize product range and be a solutions provider to non- Japanese customers in India§ To be the global supplier of TRJ for 1. To capture 1. 5% global market share of plunger and panel switches by being the lowest cost producer in the world§ To achieve sales of Rs. Crores. 20. 07- 0. Horn. Domestic Market : Continued leadership in OEM with more than 5. Global Market : No. Asia. Global leadership in 2 wheeler horn. Lighting. To become No. Minda Impco. To become No. Alternate Fuel Company in India. No. 1 in South Asia/ASEAN region. To become major component supplier to IMPCO worldwide. ORGANISATION VALUESCUSTOMER IS SUPREMEWe strive to understand and anticipate customer needs and exceed their expectations. We are committed to offer innovative and value added solutions to our customers. We always ask “How can we serve our customers best?”. LIVE QUALITYWe nurture Quality as an attitude at MINDA. We are quality driven and apply a “Quality Minded Approach To Everything We Do.”We are passionate about Quality and its continuous improvement through teamwork. ENCOURAGE CREATIVITY & INNOVATION TO DRIVE 3 Ps. People, Processes and Products)We demonstrate leadership by advancing new technologies, innovative manufacturing techniques, enhanced customer service, inspired management, and the application of best practices throughout our organization. We aggressively pursue new business, and determined to add value for our customers with ingenuity, have a determination and a positive approach to every task, have a ‘can- do’ spirit, and a restless determination to continually improve and excel. We utilize our ability to combine strength with speed in responding enthusiastically to every new opportunity and every new challenge. We encourage and inspire learning amongst our people. RESPECT FOR INDIVIDUALWe passionately believe that people are the most valued assets of our company, and that they areessential participants with a shared responsibility in fulfilling our mission. We trust, inspire, and empower our people to set and achieve high expectations, standards and challenging goals. We treat all people with dignity and courtesy. We strive to support mutually beneficial and enduring relationships with our stakeholders. RESPECT FOR WORK- PLACE ETHICS We work smartly with passion, integrity, conviction and commitment. We work in teams with a shared purpose and value individual ability and diversity as essential to promote harmony and open communication.
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