Format of APPOINTMENT LETTER

STRICTLY PRIVATE & CONFIDENTIAL

Date:-

To,

Mr./Ms.  XYZ

SantNagar 110065

APPOINTMENT LETTER

Dear Mr./Ms. xyz, 

,

This has reference to your application and the subsequent discussions you had with us.

Sep 27, ’2011 on the following terms and conditions:

1.      Position: You are being appointed as “Content Writer ”.
 

2.      You will initially be based at New Delhi

3.      Your appointment is subject to your being medically fit at all times.

4.      Compensation and Benefits: You will receive compensation of 1,80,000/- per annum as outlined in the attached sheet. Income Tax or any other statutory deductions will be done at source. You will receive a performance based variable incentive that will be discretionary & based strictly on performance. You will be eligible for leave and other such benefits in accordance with the Company’s rules and regulations. The perquisites applicable to your grade are subject to alteration and amendment, and you will be entitled to the same as per the rules of the company.

5.      Probation: You will be on probation for a period of 6 months, from your date of joining, after which your performance will be appraised. You will be confirmed in your appointment in writing on successful completion of the said probationary period. It may get extended by further period of 6 months if your performance is not found satisfactory. If no confirmation is made in writing at the end of the probationary period, it will be deemed to have been extended until the company confirms you in writing.

6.        During the probation period either party may terminate this agreement

7.       Notice period: After confirmation, either party, by stating their intention to do so, in writing may terminate this employment at any time, provided that at least 1 months’ notice or salary in lieu thereof is given.

8.      However, in the event of your being guilty of misconduct or inattention or negligence in the discharge of your duties or in the conduct of the Company’s business, or such misdemeanor which is likely to affect, or affects the reputation of the Company’s working or of any breach of the terms and conditions herein, the Company reserves its right to terminate your services at any given point of time, with immediate effect, without any compensation or notice.

9.      Date of Birth: The date of birth declared by you is September 29, 1984 and you will be bound by such date of birth in all service matters with the Company.

10.  Retirement Age: You will retire from the services of the Company on attaining the age of 58 years.

11.  You will treat matters pertaining to the Company's business interests with utmost confidentiality and such confidentiality has to be maintained during your employment with the Company and thereafter.

12.   During your services with the company, you will be governed by the rules and regulations in respect to conduct & discipline and other matters as may be framed by the company from time to time.

13.  You will undertake, that while in the employment of the Company, and for a period of 12 months after separation from the Company, for any reason whatsoever, you will:

a. Keep confidential and not disclose to any unauthorized persons

(a) All Company information, business and financial interests,
(b) Company intelligence, consisting of sensitive research, either acquired or in the process of being carried out
(c) Technical capability and
(d) Commercial intelligence disclosed to you and/ or acquired by you in the course of your employment

b.      Not employ, use and/ or engage the confidential information for any purposes other than the business of the Company and only during the course of your employment with the Company.

c.       Not seek or obtain employment or consultancy directly or indirectly with any other Company entity/ organization or their associates/ affiliates, which is in competition with Subhkam Group.

d.      Solicit or endeavor to entice any employee or person involved, directly or indirectly, from any of the Company's operations.

14.  You are employed in the Company full time. You will not be employed by any other Company or offer your services with or without pay to any physical person, legal entity or public authority or to be occupied in your own business without the prior written permission of the Company.

15.  Amendments to the above terms and conditions, if any will be made in writing.

16.  Please sign and return the duplicate copy of this letter of appointment (initialing each page) as a token of your having accepted the above terms and conditions.

Wish you all the very best in your new assignment.

Thanking You.

	Accepted Signature & date

 

Accepted & Agreed Sing:………………….. Name: Mr.  ABC

Yours faithfully

For Public / pvt ltd

     ( President)

GUIDELINES TO SET UP HR DEPARTMENT.

HERE ARE SOME USEFUL GUIDELINES TO SET UP HR DEPARTMENT.

STAGE  1

Review  the  current practices/policies [ if  any]
Audit all  hr activities that are performed [ even the crude format]

HERE  ARE  THE  CORE  HR  KRAs [ key result areas]

KRA 1  :        Recruitment/Selection
KRA 2  :        Workforce Planning and Diversity
KRA 3  :        Performance Management
KRA 4  :        Reward Management
KRA 5 :        Workplace Management and Relations
KRA 6 :        A Safe and Healthy Workplace
KRA 7 :        Building Capabilities and Organisational Learning
KRA 8 :        Effective HR Management Systems, Support and Monitoring

STAGE 2

·         Understand the organization

·         Understand the organization structure

·         Understand the organization systems

·         Understand the organization politics/influential people

·         Understand the organization/individual roles

·         Understand the organization/positions

·         Understand the individual job descriptions

·         Understand the job/ job specifications etc…

STAGE 3

·         Discuss the values/beliefs with senior management/CEO and the need for HR department.

·         Discuss the expectations from HR department -short/medium/long term.

·         Discuss with CEO, the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.

·         Discuss / seek consensus on organization structure / management process.

·         Discuss the current organization culture with senior management.

·         Discuss with CEO/senior management the core activities/competences and business drivers of the organization.

TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED THESE INFORMATIONS TO START YOUR WORK  ON  HR DEPT.

GET   A   COPY OF CORPORATE PLAN, WHICH OUTLINES THE  COMPANY'S  

·         VISION

·         MISSION

·         CORPORATE OBJECTIVES

·         CORPORATE STRATEGIES
etc…   

HR dept. is  a  support  unit  and  hence  must  work closely with  other  depts.

STAGE   4

Even  though  there  is  currently  no  HR  department, there are a  number of  HR activities are being  carried  out now.

YOU  HAVE  TO  KNOW  WHAT THEY ARE / HOW  IT  IS  BEING CARRIED  OUT / BY  WHOM.

TO  COLLECT  AND  CONSOLIDATE THESE, YOU  NEED TO  A QUICK  HR  AUDIT  OF  THE  PRESENT  SITUATION.

AFTER  you  gather  all  the  informations  and summarized, you  should  sit  down  with your  boss [ CEO]  and discuss and  prioritize  the  items, as  follows

·         URGENT / IMPORTANT

·         URGENT/ NOT IMPORTANT

·         NOT URGENT/ IMPORTANT

·         NOT URGENT / NOT IMPORTANT , BUT  NEEDED  DOWN THE LINE.

STAGE 5

Please   REVIEW   the HR  MANUAL , as  listed  below.
Pick  points out  of  it ,  as  per  your  need,  based  on  your discussion /  audit  results.

You may want to start up with

·         HR department OBJECTIVES.

·         HR  DEPARTMENT STRATEGIES

·         Draft on Recruitment  / Selection Procedure /PROCESS

·         Draft on  organization /  structure

·         Draft on  jobs' analyses/ job descriptions/ job specifications/competences

·         Draft  on  payroll / compensation / administration

·         Appointment /confirmation / Termination / resignation /PROCEDURES/PROCESS

·         Induction program

·         Orientation  program

·         Employee  communications

·         Training & development of the employees

·         Performance Appraisals / management

STAGE 6

REVIEW THE  HRM  PROCESSES, MAKE A  NOTE OF  WHAT  YOU  THINK  ARE  IMPORTANT FOR  THE COMPANY  AND  THE  PRIORITY  ONES.

HRM PROCESSES

·         HR  AUDITING

·         HR  BUDGETING

·         Strategic  HRM  Planning

·         HR Strategies and Policies.

·         HR  and change management.

·         Competency-based HR

·         Knowledge management

JOB DEVELOPMENT

·         Job analysis

·         Job Role

·         Job Description.

·         Job specifications

·         Job enrichment

·         Job  rotation

RECRUITMENT/SELECTION

·         Recruitment

·         Selection

·         Induction

·         Orientation

ORGANIZATIONAL BEHAVIOR PROGRAMS

·         Employee  engagement  

·         Motivation

·         Organization  culture

·         Organization  development

ORGANIZATION

·         Org. designing

·         Org. structuring

·         Org. development

·         Job / role  structuring

HUMAN RESOURCING

·         HR planning

·         Manpower  planning

·         Succession  planning

·         Talent management

PERFORMANCE MANAGEMENT

·         Performance appraisals

·         Performance managing the processes.

HR DEVELOPMENT

·         Org. learning

·         Training

·         Education

·         Development

·         Training  evaluation

·         E-learning

·         Management  development

·         Career planning /development.

REWARD MANAGEMENT

·         Job  evaluation

·         Managing  reward  process

·         Administration  of  rewards

·         Benefits

EMPLOYEE RELATIONS

·         Organization  communications

·         Employee communications.

·         Staff  amenities

HEALTH AND SAFETY.

·         OHSHUMAN RESOURCE INFORMATION SYSTEM.

STAGE 7

REVIEW THE  HRM  SYSTEMS , MAKE A  NOTE OF  WHAT  YOU  THINK  ARE  IMPORTANT FOR  THE COMPANY  AND  THE  PRIORITY  ONES.

HR SYSTEMS

·         HR  strategic planning system

·         Human resource planning  system

·         Manpower  planning system

·         Job profiling system

·         Recruitment  &selection system

·         Performance appraisal  system

·         Performance management system

·         People development  systems

·         Career  planning  and  development  system

·         Succession  planning  system

·         Job enrichment  system

·         Compensation  planning and packaging system

THIS is just a common list.

AFTER   STAGE 1,2,3,4,5,6,7 MAKE A REPORT

·         What  is  the  current situation

·         What kind of  HR DEPARTMENT is required.

·         What you  think  are  your priorities

·         What  is  your  action plan

·         What is time schedule.

MAKE A TEMPORARY HR DEPARTMENT

·         ONE   HR MANAGER  [YOURSELF]

·         ONE  TRAINING MANAGER

·         ONE  SALARY ADMINISTRATION  MANAGER

·         ONE RECRUITMENT /SELECTION  MANAGER