Section 14 Provident Fund, General Rules and Policy

Section 14.01 Objective

No task or Scheme in any organization is implemented without objective and a fare objective with plenty of outcomes provide an ease in its existence.

To provide assistance to HRMPK employees in the form of Provident Fund as part of HRMPK employee welfare program.

Section 14.02 Eligibility

All employees having completed their probationary period and graded as the confirmed employees of any organization are generally entitled to avail this facility and are qualified to partake in Provident Fund Scheme.

Section 14.03 Key Principles

Section 13 Remuneration and Recognition (HR Manual Cont)

Here is a sample of some non profit organization or some such organization that may be dealing in financial or leasing concerns and sample Trades / Designations and assumed Level are mentioned here for information and ease of the reader so all the structural changes in the hierarchy may be attained as and when needed in your setup.  

1)         Remuneration means the salary and benefits; while, recognition means any act of acknowledgement or appreciation for a job well done and being rewarded for the same. Salary and benefits are set individually within the framework of HRMPK’s salary structure, wherever possible according to the position’s degree of complexity, the individual’s competence, individual performance record and external market conditions.

Section 11 Employee Motivation Survey (HR Manual Continued)

HRMPK understands the fact that employee motivation is the key towards the development of its operations. Therefore, HRMPK will conduct employee motivation survey to ensure the adequate level of employee motivation.

Section 11.01 Key Principles

a)         HRD will forward the Employee Motivation Survey Forms to the entire staff and each of the workmen in your organization.

b)         It is needed that workmen should fill the Survey Forms and frontward to HRD predefined time span.

Section 10.03.02 Continuous Learning (HR Manual Continued)

 It would be incumbent upon HRD to adopt a strategy that promotes the culture of continuous learning throughout the organization; everyday experience is the most fundamental influence on learning. This experience consists not simply of the work that people do, but the way they interact with others in the organization, and the behavior, attitudes, and values of the others.

HRD will draw from its experience in interacting with people at work to identify positive individual or group experiences and devise interventions in areas where HRD in consultation with management feels that these experiences could have a beneficial behavioral impact.

Section 10.03 Learning Trends and Techniques (HR Manual Continued)

Since learning is entirely different from development and therefore HRD shall be responsible for creating a sustainable framework, which promotes continuous learning environment in the organization. This objective rests upon the basic premise that spending financial and material resources on people in order to develop human capital required by HRMPK is to be viewed as investment rather than expenditure. The first and foremost task of HRD would be to steer HRMPK in the direction of becoming a learning organization.

Section 10.03.01 Learning Organization

 A learning organization is defined as ‘an organization which makes possible learning of all of its members and continuously changes its shape accordingly as and when the time needed’. An ideal learning association would be the one which has the capability to furnish and bring up to date itself with

Section 10 Training & Development (HR Manual Continued)

Human Resource Department of HRMPK aims to produce a coherent and comprehensive framework for developing employees’ capacity at different levels. HRD activities may include traditional training programs but the emphasis shall be much more on promoting organizational, team and individual learning. HRD strategies & activities shall be driven by organizational needs however its policies will take into account personal needs and aspirations as well.

Section 10.01 Objectives

The primary objective of training function of HRMPK shall be to provide learning and development opportunities, making HR interventions and planning, conducting and evaluating training. HRD intends to achieve this objective through a strategic process, which meets both HRMPK and individual needs.

Section 10.02 Activities

Orientation Plan Analysis Form

Follow Diagram is a strive to guide the learners about general standards and keep factors to discuss in getting maximum feed back and output of the provided training, orientation and knowledge. 

Hope it will serve your purpose with maximum informatory points to cover in a single shot. Stay in touch for upcoming topics to complete the HR Manual in a proper handbook form for the help and information of students, HR Professionals, HR Experts, HR Specialists and Related HR Personnel