Human Resources Policies of the Kotak

7/27/2019 Human Resources Policies of the Kotak

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Human resources policies of

the company

( Kotak life insurance )


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1. INDUCTION

Once an employee is selected and placed on an appropriate job, the process of

familiarizing him with the job and the organization is known as induction.

Induction is the process of receiving and welcoming an employee when he first joins

the company and giving him basic information he needs to settle down quickly and

happily and stars work.

Induction Programme

Before designing induction programme firm need to decide four strategic choices.

i. Formal Informal

ii. Divestiture Collective

iii. Individual grouped

iv. Serial Disjunctive

People involved;-

i. HR manager

ii. Health and safety advisor

iii. Training officer

iv. Department or line manager

v. Supervisor

vi. Trade union or employee representative

2. HR PLANNING

Human resource planning is what kotak life insurance company do to make sure their staff

is the correct one to benefit the company. Employees should meet the needs of the company.

Both staff and human resources work together to meet this goal

Human Resources (HR) is a department within a company responsible for implementing

strategies to manage its employees. Through HR planning, an organization can achieve its

strategic goals.

HR Policies


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i. Leave Policy

ii. Attendance Policy

iii. Performance appraisals

iv. Trainings

v. Compensation & Salary

vi. Employee Recreation

3. Recruitment

Recruitment follows HR planning and goes hand in hand with selection process by

which organizations(kotak insurance) evaluate the suitability of candidates. With successful

recruiting to create a sizeable pool of candidates, even the most accurate selection system is

of little use

Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it.

The next step is careful examination of the job and enumeration of skills, abilities and

experience needed to perform the job successfully. Other steps follow:

Creating an applicant pool using internal or external methods

i. Evaluate candidates via selection

ii. Convince the candidate

iii. And finally make an offer

Recruitment and Selection is conducted by:

i. HR & Branch Manager

ii. Functional Head

PROCESS OR STEPS OF RECRUITMENT

Recruitment cycle time is of for 60 days and above 90 days.

Release 60/90 days on boarding

Process:-

Slot positionlevel/grade/designation/job description/etc(cost to company)

Sourcing:-

1. Referral scheme


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2. portals (naukri.com)

3. data base managed by them

4. consultants

After short listing the candi they :-

They do interview:-

1. (video conference)

2. P I

3. (profile discussion)

And after selecting the candi:-

i. acceptance

ii. medical check up

iii. training involves steps

TRAINING ( training programs used by kotak life insurance)

TYPES OF TRAINING Three categories followed at Kotak are: -

1. Internal Training: - Such training programs will be specific to the needs of the

company/business/functional unit and participation will be restricted only to company

employees.

2. External Training: - Employees, who have specific training needs, identified either

through the Performance Management System or otherwise, may be sent for such

training. These programs will normally be conducted by Professional Management

bodies or by reputed Management institutes within the country. ( International

Training: - For very specialized needs, employees may be sponsored by the company

for courses conducted either by reputed universities or international managementagencies located outside India.

Then joining report is given to the employee And this hole procedure end in 60 days


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4. THE CHALLENGING SITUATION IN MANAGING THE

RECRUITMENT SELECTION.

There are two problems faced by kotak Mahindra company in recruitment, they are ;-

1. Challenges in Modern Human Resource Management

It is a battle where we realize that the balance comes from a lot of sharing of common chore,

of sharing responsibilities and of sharing understanding most of all.The time demand

implementing rigid flexibility.


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2. Outsourcing HR Activities:

The trends towards outsourcing have been caused by

severalstrategic and operational motives. HR departments are divesting themselves from

different activities to focus more on strategic role. Outsourcing has also been used to helpreduce bureaucracy and to encourage a more responsive culture by introducing external

market forces into the firm through the biding process. It is a big challenge before the

HR manager to prove that his/her department is as important as any other functions in the

organization.

5. PLACEMENTS

Placement is an ongoing process and will continue till everyone has a job in hand that

matches one's aspirations.

Placement is a process of assigning a specific job to each of the selected candidates. It

involves assigning a specific rank and responsibility to an individual. It implies matching

the requirements of a job with the qualifications of the candidate

Sourcing is done by kotak Mahindra life insurance company:-

i. Referral scheme

ii. portal (naukri.com)

iii. data base maintained by them

iv. consultants

6. SELECTIONPROCESS

After short listing the candidates they do :-

They do interview:-

i. VC (VIDEO CONFERENCE)

ii. P I

iii. 3 PD (PROFILE DISCUSSION)

And after selecting the candidates :-

i. ACCEPTANCE


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ii. MEDICAL CHECK UP

iii. TRAINING

Then joining report is given to the employee and then induction plan is started.And this hole

procedure end in 60 days

7. The Human Resource Information System (HRIS)

The Human Resource Information System (HRIS) is a software or online solution for the

data entry, data tracking, and data information needs of the Human Resources, payroll,

management, and accounting functions within a business. Normally packaged as a data

base, hundreds of companies sell some form of HRIS and every HRIS has different

capabilities. Pick your HRIS carefully based on the capabilities you need in your

company

Management of all employee information.

Reporting and analysis of employee information.

The HRIS that most effectively serves for tracks:

attendance and PTO use,

pay raises and history,

pay grades and positions held,

performance development plans,

training received,

disciplinary action

8. Internal mobility of the manpower:-

They use there man power as an asset of a company , and they utilized there skill and

potential for achieving the goal of an enterprise .

For managing the manpower the use various types of policies and softwares.


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Human Resources Policies of the Kotak

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