JOB DETAILS
Full job description
To be successful in this role you must have a clear understanding of the company business objectives and be able to devise and implement policies which select, develop and retain the right staff to meet these objectives. You will not only deal with staff welfare and administration-centered activities, but also strategy and planning. You are expected to add value to the organization.
Role and Responsibilities
· Developing the job descriptions and personal specifications and modifying them from time to time based on changing needs of the organization.
· Preparing Staff Handbook.
· Developing and implementing policies on issues like working conditions, performance management, equal opportunities, disciplinary procedures and absence management.
· undertaking regular salary reviews
· Helping the accounts department in issues related to attendance record keeping, administering payroll and maintaining employee records.
· Recruitment
o Communicate company policies and terms of the contract to the candidate before he is hired.
o Plan the required man power in the organization.
o Posting job ads and organizing resumes and job applications
o Scheduling job interviews and assisting in interview process
o Ensuring background and reference checks are completed
o Preparing new employee files
o Collect the mandatory documents from the new recruit.
o Orienting new employees to the organization (setting up a designated log-in, workstation, email address, etc.)
o Introducing the new employee to his/her manager and team.
o Serving as a point person for all new employee questions.
· Training
o Organize the induction training for the new employee which gives an idea of the type of job to be done and company rules and regulations.
o Co-ordinate with the boss of the new recruit to ensure proper training for the job function to be performed on day to day basis.
o Talk to all managers in the organization and find out more about additional skill requirements for their subordinates.
o Arrange trainings on relevant topics from external agencies or organize admissions to training courses as per the specified requirement.
o Find out more about the hobbies and areas of interest of all employees and look for opportunities that will help them build onto those hobbies.
o Enrolling the employee to attend conferences, trade shows, seminars etc that may be in his personal interest will make the employee feel cared-for and a vital part of the organization, thus increasing employee engagement.
· Appraisals
o Device the formats for performance appraisals of all employees.
o Execute the performance appraisal once in the year usually in the month of February.
o Based on the appraisal data advise the management on increments or retrenchments.
o Communicate with all the employees individually and give a clear feedback or suggestion regarding their performance.
o Device training needs based on performance data.
o Advise management on rewards or recognition to be given to particular employees for their outstanding achievements for the organization.
· Work Culture
o Maintain a healthy, safe, and fun work environment to ensure a level of comfort amongst the employees and eliminate any stressful or awkward atmosphere that may hinder the performance of the staff.
o Maintain an open-door policy up to some extent wherein employees can freely communicate and voice their opinions to be given consideration.
o The HR department’s role is to be a friendly body with an open attitude. By communicating and treating every employee as equal, the HR can build a rapport with the employees. This goes a long way in increasing employee engagement and gives a higher job satisfaction.
o The HR executive has to be proactive and know the employees. This is not entirely a desk job. Establish the trust and confidence of the employees and not have a “don’t mess with me” demeanor.
· Conflicts
o Whether the dispute is amongst two or more employees or between the employee and the management, an HR manager has the right to intervene and help map out a solution.
o Prior investigations to be conducted regarding both the parties and work towards resolution without being judgmental.
o The HR head is not expected to discriminate or play favorites in this matter and always deliver an unbiased and practical decision.
o A reimbursement in case of any loss caused and strict actions against the defaulter should be practiced.
Job Types: Full-time, Permanent
COMPANY DETAILS
Stampit Robotai & Solutions Pvt. Ltd, an ISO 9001:2015 company, is the first Indian manufacturer of dot peen marking machines indigenously. Under its brand MarknStamp, the company manufactures diverse CNC marking machines offering solutions for permanent direct part marking on metal & non-metal components and tags.
The machines and solutions mainly cater to the traceability requirements of the Automotive and Auto-Ancillary, Engineering, Medical Devices, Defense, Oil and Natural Gas Valves and Fittings as well as the Aeronautical industry.
Wherever there is a requirement of consistent marking & tracking with machines, MarknStamp provides the most precise solution.