netrashetty
Netra Shetty
Intuit Inc. (NASDAQ: INTU) is an American software company that develops financial and tax preparation software and related services for small businesses, accountants and individuals. It is incorporated in Delaware and headquartered in Mountain View, California.
SELECTION PROCESS
1. Receive C.Vs :
First of all in selection process C.V.s are collected of the candidates that apply in for a particular job.
2. Short listing of Candidates:
First Human Resource Manager short lists the candidates on the basis of their C.Vs and after best candidates are separated from the others. The line manager of the department in which the job is vacant, short list the candidates also on the basis of C.Vs. That’s how the best supply of the candidates is got by .
3. Interviews:
After short listing the candidates, candidates are called for a interview. Technical Interview is taken In . Both Human Resource Manager and concerning Manager are present at the interview. Comfortable environment is provided to interviewee. As concerning manager knows all about the job for which they are selecting the employee so he asks technical questions related to job to see how a candidate reacts. They also give time to candidate to speak, they do not rush in the interviews, and candidates are completely provided with chance to speak. They notice the body language of the interviewee as well whether he is nervous or confident. Before concluding the interview they explain the job to interviewee also and then they close the interview in a very friendly manner, one of them even opens the door for the candidate to leave. That’s how
by providing candidate with proper time to speak and asking the relative analysis, they analyze that whether he is suitable for the job or not.
4. Final Selection:
By the combine decision of the HR manager and concerning manager, the best suitable candidate is selected.
5. References:
After the selection, references of that employee are contacted to get information about the previous reputation of the candidate. This helps Human Resource Manager to analyze the past life of the candidate.
6. Placement on the Job :
After checking out the references, candidate joins the organization after one month notice
Orientation
After a person is hired in an organization then the first thing to do is to introduce him with the organization, its objectives, its processes, and its people.
also do that when they hire a new employee. When a new employee joins the organization then the company organized a small party called orientation in the department in which he is being hired. In this way the fresh employee can easily come to know about the system of the department as well as the company. The HR manager introduces the fresh employee with the colleagues, sub-ordinates, and the systems of that company. He Introduces the new employee to the supervisor he will be reporting to, if he haven't already met. He shows him his work station and where to get any supplies he might need. He talks briefly about important contacts he will want to remember, such as the person responsible for ordering supplies, the payroll person and any others he feels are key to the operation.
Training & Development
Training is a process of teaching new employees the basic skills they need to perform heir jobs. Development refers to the teachings which will lead the employee for future efficiency. Training holds a lot of significance in any organization. By providing the training to its employees, an organization can adapt to any kind of changes no matter whether it is a legal, technological or economical change. Training step starts immediately after the orientation of the employee. Sometimes, it depends on the nature and kind of job. If the job is entirely new, and the employee does not have any previous experience about the activities of the job, then he will need immediate training after being employed, otherwise, training will be depending on the performance of the employee. If his performance is up to the mark then, he will not be trained, otherwise he will be trained.
company also uses the tool of training to increase the performance level of their employees. Firstly, they see that is there any need to train the employees. After that, they identify the employees which are lacking in performance and need to be trained. Then they implement the suggested training program on those employees. They mostly use two training methods. Which are:
• On the job training: (OJT)
They use on the job training to train their lacked employees. For this purpose, they mostly apply coaching method, in which they assign a coach on the employee, which guides the employee that how to work in different situations. This is a very effective source of training and its results are very fruitful.
• Lecture type training:
Another way to train which is applied in is conducting lectures. A supervisor of specific department is assigned the obligations of the instructor and the employees who are to be trained are asked to attend the lecture in the demonstration hall at predefined timings by the HR department. In this way, junior employees acquire the exposure of senior experienced employees.
PERFORMANCE APPRAISAL
PERFORMANCE APPRAISAL SYSTEM DURATION ? (AFTER WHAT DURATION EVALUATION TAKES PLACE)
• In , evaluation on the basis of performance of every employee is been done, once every year.
• In , performance evaluation of an employee is been done at the start of every year.
• At first, line managers evaluates employees, while having an eye on their performance throughout the year afterwards their performance form is sent to the executives and then they evaluate the employee by themselves too.
WHO ARE THE RATERS?
• Line manager rates the employee by keeping in view his performance of the specific time period through performance appraisal form
• After complete assessment, annual confidential report is prepared and sent to departmental head who decides how to compensate the employee for his satisfactory or unsatisfactory performance
HOW FEEDBACK IS GIVEN?
• The feedback is given in the written form to the employee whose evaluation has been taken before. Any sort of ambiguities of the employees are tried to be solved out after the feedback is taken.
Compensation & reward
Compensation is one the most important human resource management functions for the ’s HRM department. It helps to reinforce the organization’s culture and the key values and to facilitate the achievement of its strategic business objectives. To encourage performance it is obvious that it must be rewarded. just does that. Employees who have contributed the most in the achievement of the organization’s strategic business objectives receive greatest rewards. That’s also the way they motivate their employees.
BENEFITS;
The receipt of the benefit is determined on the bases of level rather than on the basis of position. Level of the designation decides the level of benefits, whereas all the employees working at same position are given the same benefits regardless of their merit, performance and duties
PROVIDENT FUND:
All permanent employees are entitled to become its member. The company contributes eleven percent of the basic salary to the fund; an equal amount is contributed by the member
GROUP, LIFE INSURANCE:
All permanent employees are covered against death and disability up to 200,000 and Rs. 50,000 for the management and the non-management staff respectively.
WORKPLACE SECURITY;
ensures that all its present and future activities are conducted safely, without endangering the health of its employees, its customers and the public. Therefore it develop plans and procedures and provide resources to successfully implement this policy and for dealing effectively with any emergency. It provides environmental, health and safety training to all its employees and other relevant persons to enable them to carry out their duties safely without causing harm to themselves, to other individuals and to the environment.
LOAN FACILITY:
offers loan facility to their employees. They can get the loan from the company and use that to build and buy houses. The employee can get the loan up to 70% of his provident fund. This is a good tool to motivate the employee and he become motivated and loyal towards the organization.
HOUSING FACILITY:
company also offers free housing facility to the employees which have come from far areas. This is very helpful and motivating activity for the employees.
WORKING ENVIRONMENT:
is committed to running their business in an environmentally sound and sustainable manner. They set goals for continuous improvement in their development, sourcing, manufacturing, and transportation activities. As part of that commitment, they take a long term and life cycle view, continually improving environmental performance, communicating openly with their stakeholders and reporting regularly on the company’s performance.
Every manager and supervisor is responsible to see that there is no violation of laws within his / her area of responsibility which proper supervision could have prevented. The manager and supervisor is held responsible if he / she delegates particular tasks.
LEAVES OR ANNUAL VACATION:
Leaves are the legal right of the employees. provides 25 annual leaves to all its employees. It is a company policy to encourage employees to take time off from work to reduce stress level and break out from the day to day routine in order to spend some quality time away from work. Accumulating compensated absences Provisions are made annually to cover the obligation for accumulating compensated absences and are charged to profit.
SELECTION PROCESS
1. Receive C.Vs :
First of all in selection process C.V.s are collected of the candidates that apply in for a particular job.
2. Short listing of Candidates:
First Human Resource Manager short lists the candidates on the basis of their C.Vs and after best candidates are separated from the others. The line manager of the department in which the job is vacant, short list the candidates also on the basis of C.Vs. That’s how the best supply of the candidates is got by .
3. Interviews:
After short listing the candidates, candidates are called for a interview. Technical Interview is taken In . Both Human Resource Manager and concerning Manager are present at the interview. Comfortable environment is provided to interviewee. As concerning manager knows all about the job for which they are selecting the employee so he asks technical questions related to job to see how a candidate reacts. They also give time to candidate to speak, they do not rush in the interviews, and candidates are completely provided with chance to speak. They notice the body language of the interviewee as well whether he is nervous or confident. Before concluding the interview they explain the job to interviewee also and then they close the interview in a very friendly manner, one of them even opens the door for the candidate to leave. That’s how
by providing candidate with proper time to speak and asking the relative analysis, they analyze that whether he is suitable for the job or not.
4. Final Selection:
By the combine decision of the HR manager and concerning manager, the best suitable candidate is selected.
5. References:
After the selection, references of that employee are contacted to get information about the previous reputation of the candidate. This helps Human Resource Manager to analyze the past life of the candidate.
6. Placement on the Job :
After checking out the references, candidate joins the organization after one month notice
Orientation
After a person is hired in an organization then the first thing to do is to introduce him with the organization, its objectives, its processes, and its people.
also do that when they hire a new employee. When a new employee joins the organization then the company organized a small party called orientation in the department in which he is being hired. In this way the fresh employee can easily come to know about the system of the department as well as the company. The HR manager introduces the fresh employee with the colleagues, sub-ordinates, and the systems of that company. He Introduces the new employee to the supervisor he will be reporting to, if he haven't already met. He shows him his work station and where to get any supplies he might need. He talks briefly about important contacts he will want to remember, such as the person responsible for ordering supplies, the payroll person and any others he feels are key to the operation.
Training & Development
Training is a process of teaching new employees the basic skills they need to perform heir jobs. Development refers to the teachings which will lead the employee for future efficiency. Training holds a lot of significance in any organization. By providing the training to its employees, an organization can adapt to any kind of changes no matter whether it is a legal, technological or economical change. Training step starts immediately after the orientation of the employee. Sometimes, it depends on the nature and kind of job. If the job is entirely new, and the employee does not have any previous experience about the activities of the job, then he will need immediate training after being employed, otherwise, training will be depending on the performance of the employee. If his performance is up to the mark then, he will not be trained, otherwise he will be trained.
company also uses the tool of training to increase the performance level of their employees. Firstly, they see that is there any need to train the employees. After that, they identify the employees which are lacking in performance and need to be trained. Then they implement the suggested training program on those employees. They mostly use two training methods. Which are:
• On the job training: (OJT)
They use on the job training to train their lacked employees. For this purpose, they mostly apply coaching method, in which they assign a coach on the employee, which guides the employee that how to work in different situations. This is a very effective source of training and its results are very fruitful.
• Lecture type training:
Another way to train which is applied in is conducting lectures. A supervisor of specific department is assigned the obligations of the instructor and the employees who are to be trained are asked to attend the lecture in the demonstration hall at predefined timings by the HR department. In this way, junior employees acquire the exposure of senior experienced employees.
PERFORMANCE APPRAISAL
PERFORMANCE APPRAISAL SYSTEM DURATION ? (AFTER WHAT DURATION EVALUATION TAKES PLACE)
• In , evaluation on the basis of performance of every employee is been done, once every year.
• In , performance evaluation of an employee is been done at the start of every year.
• At first, line managers evaluates employees, while having an eye on their performance throughout the year afterwards their performance form is sent to the executives and then they evaluate the employee by themselves too.
WHO ARE THE RATERS?
• Line manager rates the employee by keeping in view his performance of the specific time period through performance appraisal form
• After complete assessment, annual confidential report is prepared and sent to departmental head who decides how to compensate the employee for his satisfactory or unsatisfactory performance
HOW FEEDBACK IS GIVEN?
• The feedback is given in the written form to the employee whose evaluation has been taken before. Any sort of ambiguities of the employees are tried to be solved out after the feedback is taken.
Compensation & reward
Compensation is one the most important human resource management functions for the ’s HRM department. It helps to reinforce the organization’s culture and the key values and to facilitate the achievement of its strategic business objectives. To encourage performance it is obvious that it must be rewarded. just does that. Employees who have contributed the most in the achievement of the organization’s strategic business objectives receive greatest rewards. That’s also the way they motivate their employees.
BENEFITS;
The receipt of the benefit is determined on the bases of level rather than on the basis of position. Level of the designation decides the level of benefits, whereas all the employees working at same position are given the same benefits regardless of their merit, performance and duties
PROVIDENT FUND:
All permanent employees are entitled to become its member. The company contributes eleven percent of the basic salary to the fund; an equal amount is contributed by the member
GROUP, LIFE INSURANCE:
All permanent employees are covered against death and disability up to 200,000 and Rs. 50,000 for the management and the non-management staff respectively.
WORKPLACE SECURITY;
ensures that all its present and future activities are conducted safely, without endangering the health of its employees, its customers and the public. Therefore it develop plans and procedures and provide resources to successfully implement this policy and for dealing effectively with any emergency. It provides environmental, health and safety training to all its employees and other relevant persons to enable them to carry out their duties safely without causing harm to themselves, to other individuals and to the environment.
LOAN FACILITY:
offers loan facility to their employees. They can get the loan from the company and use that to build and buy houses. The employee can get the loan up to 70% of his provident fund. This is a good tool to motivate the employee and he become motivated and loyal towards the organization.
HOUSING FACILITY:
company also offers free housing facility to the employees which have come from far areas. This is very helpful and motivating activity for the employees.
WORKING ENVIRONMENT:
is committed to running their business in an environmentally sound and sustainable manner. They set goals for continuous improvement in their development, sourcing, manufacturing, and transportation activities. As part of that commitment, they take a long term and life cycle view, continually improving environmental performance, communicating openly with their stakeholders and reporting regularly on the company’s performance.
Every manager and supervisor is responsible to see that there is no violation of laws within his / her area of responsibility which proper supervision could have prevented. The manager and supervisor is held responsible if he / she delegates particular tasks.
LEAVES OR ANNUAL VACATION:
Leaves are the legal right of the employees. provides 25 annual leaves to all its employees. It is a company policy to encourage employees to take time off from work to reduce stress level and break out from the day to day routine in order to spend some quality time away from work. Accumulating compensated absences Provisions are made annually to cover the obligation for accumulating compensated absences and are charged to profit.