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    Shalini K K

    June 2009

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    Balance Forces

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    To facilitate the alignment of human capital with organizational

    goals.

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    HUMANRESOURCES

    HUMANRESOURCEPLANNING

    ORGANIZATION/ JOBDESIGN

    SELECTION&STAFFING

    PERSONALMANAGEMENT

    COMPLAINCEISSUES,POLICIES

    PROCEDURES

    PERSONALRESEARCH&INFORMATION

    SYSTEM

    INTERNAL

    COMMUNICATION

    EXTERNAL

    COMMUNICATION

    COMP&BEN EMPASSISTANCE

    GRIEVANCE

    RESOLUTION

    TRAINING&DEVELOPMENT

    PERFORMANCEMANAGEMENT

    ORGANIZATIONDEVELOPMENT

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    Planning for Future Balance by comparing the number of needed

    employees to the number of present employees who can be

    expected to stay with the organization, which leads to experienced

    and capable personnel.

    Planning for recruiting or laying off employees.

    Planning for the development of the employees to be sure the

    organization has a steady supply of experienced and capable

    personnel.

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    Defining how tasks, authority and systems will be organized and

    integrated across organization units and the individual jobs.

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    Job descriptions, selection tools, mode of selection, background

    checks to be designed.

    Internal and external recruitment policies to be designed.

    Templates of appointment letter, offer letter and reference forms to

    be introduced. Recruitment manual to be made.

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    Determine the compliance issues - wages and hours of work,

    leaves of absence including maternity leaves, harassment, and

    others.

    Policies and procedures manual- cover everything from establishing

    the company as an at-will employer to benefits.

    Employee files- Application for Employment form or resume, any

    insurance forms that the employee may have signed, and

    performance appraisals.

    Recordkeeping - HRIS, confidential records, other forms to bemaintained.

    Employee handbook to be designed compliance with state

    regulations and that the policies and the way they are written

    are in the best interests of the company.

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    Check if basic policies are in place. These can be thought of as

    grouped into conditions of employment, benefits, and disciplinary

    processes.

    Check if there is a balance between stated corporate and employee

    rights and obligations.

    Ensure all the required postings, forms, and documentation

    required by the respective governmental agencies

    Canteen- Coupons , contractor details, budget for canteen and

    other forms to be kept in place.

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    Information function- Changes in policies, changes in benefits, even

    changes in laws must be communicated to all employees.

    Employee communications - handbook, newsletter, recognition programs,

    announcements, electronic communication.

    Internal communications -policies and procedures, management development,

    management reporting.

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    Compensation - methods, consistency, market to be designed.

    Mandated benefits like PF, ESI,Gratuity, worker's compensation

    has to be planned.

    Optional group benefits i.e. insurance, time off benefits, flexible

    benefits, retirement plans, employee assistance programs, perks to

    be designed.

    Payroll (i.e. internal vs. external options, compliance) needs to

    assessed and maintained.

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    Employee relations - labor agreements, disciplinary procedures,

    employee recognition, providing personal problem solving,

    counseling to individual employees.

    Union/ Labor relations- ensuring healthy union/organization

    relationships.

    Safety and health of employee

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    Induction, training, staff development, tuition reimbursement, career

    planning, succession planning, sabbaticals need to kept in place.

    Templates for training calender, training modules and proposals to

    be designed.

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    Performance appraisal, performance evaluation, competency

    mapping ..etc to be maintained.

    KRAs of each employee to be designed. The necessary templates such as appraisal form, competency

    mapping form needs to be kept in place.

    Keep a check on absenteeism, tardiness, turnover, poor quality,

    missed deliveries, and poor productivity.

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    Assuring healthy inter, intra-unit relationships and helping groups

    initiate and manage change.

    Managing change during mergers , acquisitions, recession ..etc.

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