Company Vehicle Handover Form . 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. Goods Movement Form under CST Act 1956; C, F, E1- E2 Form at a glance. INTRODUCTION. There are certain type of forms which has been prescribed under central sales. Of Section 9 of the Uttar Pradesh Industrial Area. Municipal Corporations in States of India. The record of birth and death rates with Municipal Corporation helps a citizen in different ways. With the help of birth or. Necessity for registration. No person shall drive any motor vehicle and no owner of a motor vehicle shall cause or permit the vehicle to be driven in any public.
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. 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. 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. 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. 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. Each of us succeeds individually . PURPOSE0. 1. 0. 1. This policy has been laid down to recruit qualified fresh manpower and to equip them fully to discharge their functions and fulfill the objectives of the Organization. SCOPE0. 1. 0. 2. 1 This policy is applicable to all the units of the N. K. MINDA Group. 0. POLICY0. 1. 0. 3. With the perspective to have qualified manpower in various operating areas, it is desirable to recruit fresh qualified persons at various functions in the Company as trainee. Fundamentally, any person, who does not have experience and is willing to join the company in the capacity of trainee, can be considered for placement in this category. The interview and selection process shall be the same as applicable to relevant levels as the case may be. While appointing trainees, it should be specifically judged that only those candidates are considered for employment who wants to make a long career in the Organization. The career plan as well as the salary structure should be discussed with them and it should be told to them that performance is the only criteria for their growth and if their performance is good, growth shall flow automatically. The offer letter issued to the trainee at the time of selection is as per “Annexure – 0. Training period of trainees shall be one year. They will be issued an Appointment Letter (Annexure – 0. After completion of one year training only those trainees will be confirmed, who will get “Good & Above” rating during performance review (Annexure – 0. Graduate Engineer Trainee / Engineer Trainee / Diploma Engineer Trainee have one year training period. After confirmation, no probation and will be treated as regular employees. Corp. HRM to obtain performance report of each trainee for each phase of training (Annexure – 0. After successful completion of their one year’s training the confirmation letter ( Annexure- 5) will be issued to individuals. Induction training (4 months) : During first 1. Design, Tool Room, Production Engineering, Vendor Development, Quality Assurance, Production and inputs on 5- S, Kaizen, TPS, Quality Circles, Waste Management, 3- M, etc. Presentation to be given on improvement initiatives completed by trainees to MMC at the end of the year. This is the last phase of training, it is expected that by the time 8 months i. Better rapport can be gradually developed with these institutes by offering summer placements and introducing scholarships/trophies in these institutes. Trainees during the period of training shall be entitled to normal statutory benefits as the respective enactment may require to comply with (PF, ESI, etc.)0. Trainees shall be entitled for leaves as per the leave policy for staff. Stipend rate for trainees will be decided by Corporate HRM from time to time.********RECRUITMENT – STAFF(POLICY NO. PURPOSE0. 2. 0. 1. To streamline the procedure of the recruitment in the group. SCOPE0. 2. 0. 2. 1 This policy is applicable to all the units of N. K. MINDA Group. 0. POLICY0. 2. 0. 3. MINDA is a running organization and adequate manpower is in position in all departments. Therefore, as a policy we should plan recruitment of fresh qualified people at certain defined induction levels only. Except for few critical / specialized positions, as a policy, we should restrict recruitment of experienced persons. Advantages of this policy are : a) Fresh qualified persons can be groomed / trained to match with the Organizational culture and requirements. Except for initial two to three years, such induction helps in keeping the wage bill under control. Existing employees feel motivated – don’t have the threat of senior positions being grabbed by outsiders. Creativity in the organization increases with regular infusion of young blood in the Organization. Average age of employees in the Organization remains under control. Based on the turnover data of employees, we shall plan recruitment as combination of fresh pass outs and also experienced persons. For Level VII & above vacancies, atleast 3. Level VII & above will be signed by SBU Head.
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