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Frost India PVT LTD: Submitted To: Vivekanand Rai (VP-HR)

The document provides details about the role of a Human Resource Executive at Frost India Pvt Ltd. The HR Executive is responsible for recruitment, training, performance management, maintaining employee records, and other administrative HR functions. Some key duties include interviewing job applicants, maintaining relationships with recruitment sources, developing training programs, and ensuring compliance with labor laws. The document also discusses the need for training programs to develop employee skills and knowledge and help the organization achieve its goals and objectives.

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Ekram Shaha
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31 views

Frost India PVT LTD: Submitted To: Vivekanand Rai (VP-HR)

The document provides details about the role of a Human Resource Executive at Frost India Pvt Ltd. The HR Executive is responsible for recruitment, training, performance management, maintaining employee records, and other administrative HR functions. Some key duties include interviewing job applicants, maintaining relationships with recruitment sources, developing training programs, and ensuring compliance with labor laws. The document also discusses the need for training programs to develop employee skills and knowledge and help the organization achieve its goals and objectives.

Uploaded by

Ekram Shaha
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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FROST INDIA PVT LTD

SUBMITTED TO:

VIVEKANAND RAI

(VP-HR)

Submitted by:
Md.Ekramul Haque
(Executive-HR)
Human Resource-Executive

Job Title: Human Resource-Executive

Division/Department: Human Resource

Reports to: VP-Human Resource

Last Revision Date: 28th Jan’2011

HUMAN RESOURCE EXECUTIVE

We Provides HR administrative functions in the areas of

recruitment, training and development, people and

performance management, social welfare as well as updating

and maintenance of HR records.

Administration functions by the organization as paperwork.

Hiring employees, paying employees, and dealing with benefits

for FROST INDIA PVT LTD.

We contribute to the FROST INDIA PVT LTD by constantly

assessing the effectiveness of the HR function. We also

sponsors change in other departments and in work practices.

To promote the overall success of our organization, we identify

FROST INDIA’S mission, vision, values, goals and action plans.


Finally, we determine the measures that tells about

organization how we successes in all this.

PRIMARY RESPONSIBILITIES

Responsible for all human resource activities:

It includes employment, compensation to the employees.

Relationship between labour and management.

Training and development given to the employees

Interview job applicants:

We interview the applicants, review application/resume;

evaluate applicant skills and make recommendations

regarding applicant's qualifications.

Maintain relationship with employment agencies &

other recruitment sources:


We maintain the relationship with the different types of

employment agencies; universities and other recruitment

sources.

Prepare salary structure, and job evaluation:

We prepare the structure of company’s salary.

Job evaluation system; job documentation.

Training and Development:

Training is the process of learning to acquire or enhance skills

and knowledge and apply them in practice- to enable the

trainee to do his job efficiently.

The group comes together for specific purpose and disperses

after the programme objectives which are assumed to be

achieved.

Conducts orientation program to new employees.

Coordinates and liaises with external consultants on employees’

training needs and arranges training schedules for employees.


Evaluates the effectiveness of the respective training programs

by obtaining feedback from employees.

The aim of training is to develop potential knowledge and skills

of the trainees and assigned tasks.

The aim is to infuse scientific thinking and planning and

working methodically and efficiently.


By this programme it helps in removing the mental blocks,

dispelling those doubt and misconceptions.

We Conduct orientation program for new employees.

Coordinates and liaises with external Consultants on

employees’ training needs and arranges .training schedules for

employees

we evaluate the effectiveness of the respective training

programs by obtaining feedback from employees.

Develops and implements training and development initiatives

to address current capabilities and future training needs,

including on-the-job operational training, department special

training, management development, new hire orientation and

on boarding.
NEED AND IMPORTANCE OF TRAINING

 Rapid technological innovations impacting the workplace

have made it necessary for the employee. Update their

knowledge and skills.

 It changes the style of management.

 Lack of proper and scientific selection procedure.

 For career advancement.

 For the motivation and retention.

 For the improvement of the organisation’s climate.

 To keep pace with time.

 To bridge the gap between skills requirement and skills

availability.

 For the survival and growth of the organisation and the

nation.
TYPES OF TRAINING

We provide basically two types of training

1) On the job training:-

This type of training is done within the organisation. On

the job training (OJT) is job training that occurs in the

work place. The new employee learns the job while doing

the job and while earning his or her pay check. On the job

training is also called hands on training. We provide the

value through experience on the job. We believe that

employs learn best by this method.

2) Off-the job training:

Off-the-job training is provided when employees are taken


away from their place of work to be trained. 

 Common methods of off-the-job training which we


use:
 Day release (employee takes time off work to attend
a local college or training center)

• Distance learning / evening classes


• Block release courses - which may involve several weeks
at a local college
• Sandwich courses - where the employee spends a longer
period of time at college before returning to work
• Sponsored courses in higher education
• Self-study, computer-based training

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