Human Resource Executive

Vishal Vyapar Solutions

key hr processes to follow:

recruitment and selection: attracting, screening, and hiring qualified candidates.

job analysis and job design- designing job duties, skills, and qualifications required for the open position.

sourcing candidates- search for potential candidates using a variety of methods such as job postings, employee referrals, recruitment agencies, social media, and college recruiting.

screening resumes- review resumes and cover letters to identify the best-suited candidates.

conducting initial interviews- evaluate candidates qualifications, skills, and experience through phone or in-person interviews.

assessing candidate fit- use additional assessment methods such as skills tests, reference checks, and background screenings to evaluate the candidate's fit for the position and the organization.

making a job offer- negotiate salary, benefits, and other terms with the selected candidate.

onboarding- integrating the new hire into the organization and providing orientation and training.

onboarding: integrating new employees into the company culture and their roles.

pre-boarding:

this initial phase, starting from the job offer acceptance to the first day, focuses on logistical preparations, such as paperwork, system access, and initial communication.

orientation:

this phase introduces new hires to the company culture, policies, and overall structure, providing a foundational understanding of the organization.

training:

this stage focuses on equipping new employees with the specific skills and knowledge required for their roles, which may involve on-the-job training, mentorship, or formal training programs.

integration:

this phase focuses on helping new employees integrate into their teams, build relationships, and become fully immersed in the company culture.



performance management: setting goals, providing feedback, and evaluating employee performance.

key aspects of performance management include:

planning: setting clear goals and expectations that are aligned with organizational objectives.

monitoring: regularly tracking progress towards goals and providing ongoing feedback.

developing: providing opportunities for employees to improve their skills and performance through training and development.

rating: evaluating employee performance against established criteria and providing feedback.

rewarding: recognizing and incentivizing high performance to motivate employees.



training and development: providing employees with the skills and knowledge they need to succeed.

key aspects of training and development:

purpose:

to improve employee performance, increase productivity, and align individual skills with organizational goals.

training:

short-term, focused on improving specific job skills and technical knowledge. examples include literacy training, interpersonal skills training, and technical skills training.

development:

longer-term, broader approach to employee growth, preparing them for future roles and responsibilities.

process:

involves assessment of needs, design and development of training programs, delivery, and evaluation of effectiveness.

benefits:

increased employee morale, enhanced skills, greater adaptability, and improved overall organizational performance.



compensation and benefits: managing employee pay and benefits packages.

key components of compensation and benefits:

direct compensation:

this includes salary, wages, bonuses, and commissions, representing the direct monetary rewards for work performed.

indirect compensation (benefits):

these are non-monetary rewards that contribute to employee well-being and security, such as health insurance, retirement plans, paid time off, and other perks.

compensation structures:

these are frameworks that define how compensation is determined, often involving factors like job role, experience, performance, and market rates.

compensation philosophy:

a guiding principle that outlines the organization's approach to compensation, ensuring fairness, equity, and alignment with business objectives.

compensation management:

the overall process of planning, implementing, and evaluating compensation and benefits programs to achieve organizational goals.



employee relations: addressing employee concerns and fostering a positive work environment.

key aspects of employee relations:

communication:

open and transparent communication is a cornerstone of effective er. this includes regular updates, feedback mechanisms, and channels for employees to voice concerns.

fair policies:

establishing clear and consistent policies, particularly around issues like compensation, performance management, and conflict resolution, is essential for maintaining fairness and trust.

conflict resolution:

er strategies include processes for addressing and resolving workplace conflicts, such as grievances and disputes, to minimize disruptions and maintain a harmonious environment.

employee development:

investing in employee development through training and growth opportunities demonstrates a commitment to employee well-being and fosters a sense of value.

engagement:

er initiatives aim to boost employee engagement, which translates to increased loyalty, productivity, and a positive impact on the organization's culture.



compliance: ensuring adherence to labor laws and regulations.

key aspects of hr compliance:

following labor laws:

hr compliance requires staying updated on and adhering to all applicable federal, state, and local labor laws.

policy development and implementation:

this involves creating and implementing hr policies that comply with legal requirements and ensuring they are consistently applied across the organization.

employee relations:

hr compliance includes managing employee relations in a way that respects legal requirements, such as those related to discrimination, harassment, and termination procedures.

compensation and benefits:

ensuring that compensation and benefits packages are in compliance with wage and hour laws, and that they are administered fairly.

workplace safety and health:

implementing and maintaining a safe work environment in accordance with occupational safety and health regulations.

record keeping:

maintaining accurate and up-to-date employee records and other required documentation.



offboarding: managing employee departures, including exit interviews and paperwork.

key aspects of offboarding hr systems and processes:

initiation and documentation:

the offboarding process begins as soon as an employee's departure is known. hr is responsible for initiating the process and documenting the departure, including reasons for leaving and the employee's last day.

communication and coordination:

hr coordinates with various departments, such as it, finance, and legal, to ensure a seamless transition. this includes revoking system access, retrieving company property, and finalizing payroll and benefits.

final pay and benefits:

hr manages the final payment, including salary, accrued vacation time, and any applicable benefits, ensuring compliance with company policies and legal requirements.

exit interviews:

conducting exit interviews is a vital part of the offboarding process. it allows hr to gather feedback from the departing employee about their experience, which can be used to identify areas for improvement in the organization.

knowledge transfer and transition planning:

hr facilitates the transfer of the departing employee's responsibilities and knowledge to other team members, ensuring minimal disruption to ongoing projects.

asset management:

hr ensures the return of all company property, including laptops, phones, and other equipment, and handles the deactivation of access to company systems.

legal compliance:

offboarding processes must comply with all applicable labor laws and regulations, including those related to final pay, benefits, and termination procedures.

document management:

hr maintains records of all offboarding activities, including exit interview notes, termination agreements, and other relevant documents.

benefits of a well-managed offboarding process:

reduced legal risks:

proper documentation and compliance with legal requirements minimize the risk of legal disputes.

improved employee relations:

a smooth and respectful offboarding process can leave a positive final impression on the departing employee, potentially influencing their future employment decisions.

enhanced employer brand:

effective offboarding contributes to a positive employer brand, which can be beneficial for attracting and retaining talent.

increased efficiency:

streamlined offboarding processes save time and resources for hr and other departments.

improved workplace culture:

feedback from exit interviews can provide valuable insights into areas where the company can improve its culture and employee experience.

return of valuable assets:

ensuring the return of company property and access to systems helps protect the organization's assets and information.

in essence, the offboarding process is a critical part of the employee lifecycle, requiring careful attention and planning to ensure a smooth and positive experience for both the departing employee and the company.

other miscellaneous:

to ensure discipline in maintaining office -30am to 6-30 pm

to implement discipline in travel timing of sales & service personnel, work culture as well as in travel bills submission correctly on time. punching in & out @ track wick app is a must for all field staff.

ensure that every service technician must call before leaving any site after completion of job to enable back-office staff to allocate next job @ nearby location if any.

maintain attendance & leave records of each and every member.

new kra records to maintain [to be introduced]

develop programs to enhance employee relations and offer employee support to each staff member.

ensure that the new hire orientation process properly introduces new employees to the company culture.

find out training need and arrange for training / meetings accordingly to keep all staff in continuous learning zone and mode.

deliver compensation and benefit comparison reports to the executive team each month and make recommendations to improve the companys current offerings.

come up with new ways to measure employee morale and determine methods for improving overall employee satisfaction.

act as liaison between the company and outside legal and professional resources for new employee screening & boarding and ensure that all employment policies follow current laws and regulations.

manage conflict in the organisation and maintain a bright working environment at all the time.

act as liaison for statutory requirements like pf, esi, new salary account, insurance etc. and ensure on time action for on time document submission / renewal / addition etc.

organise meeting as per need from time to time to communicate any specific information flow from management to the lowest level of employees about any new product launch or changed scenario or companys goal for the week/month/year etc.

digital marketing: use of social media and uploading of contents, new products, satisfied customer interview, credentials, installation site photograph etc etc etc on regular basis to keep the profile active , attractive and vibrating at all times. main motto is to attract visitors and new customers.

obtain unbiased feedback from end customers and record the same. pass on the information of any dissatisfaction to the after sales / concerned department and follow up till the customer is satisfied.

additional administration / developmental work as felt suitable for vvs.

• Experience

  1 - 5 Years

• No. of Openings

  1

• Education

  M.B.A/PGDM [HR/Industrial Relations]

• Role

  Human Resource Executive

• Industry Type

  Recruitment Consulting / Staffing Services

• Gender

  [ Male / Female ]

• Job Country

  India

• Type of Job

  Full Time

• Work Location Type

  Work from Office

• Face interview location

  Vishal Vyapar Solutions, Sushila Plaza, 2nd Floor, A T Road, Near No 7 Rly Gate , Bharalumukh, GHY