Reg - Hr Policy - Doc Download

Hi Seniors,
I am working in a electrical based company & our strength is nearly 100. I need to frame a HR policy for a confirmed & contract employees. If any body having the same means pls send it to me or otherwise give me some ideas.

Dear Priya,
Find as attachment one sample format of company policy, Hope it would be useful for you.

Dear P.K. Jha,
Thank you soo much for giving this wonderfull policy. Its really too useful for me & i have one clarification, if the leave policy is applicable for contract employee.
Regards,
Priya.

Dear P.K. Jha,
Our existing leave policy for confirmed employees is CL 15days & SL 15 days and the contract employees are not applicable for any leave. So that we are facing more problems. Kindly give your suggestion.
Regards,
V. Priya.

Good post JHA.. Again Priya you have lot of posts in Citehr.com so please do check that before getting into a thread...
Then for the leave policy for contract employees, you shall create a separate policy clause if you want or else you shall give them the same as per the regular employees. Its all with the management.. :)

Dear Sir/Madam,

I am Manju, currently in my final year of MBA. I am in need of a project on HR policies of a company. Could you please provide me with some ideas?

Regards,
Manju

Hi Seniors,

I am working in an IT company in the HR department. I require HR comments on employees' appraisal form. What should the HR comments on the appraisal form be? Can anybody help me?

Dear Sir/Madam,

I work with a GPS navigating company. Here, they do not have any company policy or HR policy as I am creating it for the first time. Kindly guide me on the procedures such as company policy, leave policy, attendance policy, travel policy, salary input, ESI rules, and the key documentation required for a private limited company.

Please email me in the form of a PowerPoint, Word, or Excel document as soon as possible at ritikav788@gmail.com, as I have been given a deadline.

Hi all,

I am working with a government organization that does not have an exit policy in place. I am in the process of writing about this but would also like to include strategies and management aspects, as our organization allows employees to work until the retirement age of 65 years. This has increased the number of employees on our payroll, leading to an overrun in our personnel emolument budgets. I would like to prepare some guidelines on how to create a policy that is suitable for government organizations.

Thank you and I look forward to your comments and advice.

Hanz Temai, Papua New Guinea