HR Manager For Textile Manufacturing Unit

Job DescriptionJob responsibilityTalent Hiring:-Requirement GenerationPlacing requirement to AgencyReceiving CVs & AnalysingArranging InterviewsTaking HR RoundArranging Technical Round Interview by dept. headTechnical HR Round InterviewJoining formalities:-Appointment letter preparationwelcome email & sharing ALPreparing Bondcollecting document from new joineefilling & maintaining AL and Bond with getting employee sign on itmaintaining new joinee document record fileOnboarding:-About usAbout coachMission VisionAbout Teamabout SoftwareHR Policies sharing by emailPolicy Training, if any doubtKRA detailingHR Training:-conduction TNADrafting contentdelivering trainingPerformance Management:-The defining stageThe feedback stageThe approval stageOrganize meetings on a timely, regular basisSolicit feedback on both sidesRevisit objectives as necessaryReviewing employee performancePerformance appraisal:-Establish Performance StandardsCommunicate Performance Expectations to EmployeesMeasure Actual PerformanceCompare Actual Performance with StandardsEmailing Appraisal to EmployeeRewards & Recognition:- Define Clear CharacteristicsDefine Clear CriteriaEnsure Successful ImplementationEvent stuff arrangementEmployee Promotion:- Evaluate KRA average, if eligibleCertificationMail sendingWarning letter process:- Identify and consider the problemMeet with the employeeCreate letter of warningProvide the employee with the letter of warning on emailEmployee engagement:-Need surveyPlan flowPlan activitiesPlan speakerCelebrateEvent stuff arrangementPolicy Building, restructuring & implementingDiscussion with management:-as per needCase for ChangeEmployee InvolvementCommunicating the ChangeImplementationAudit of framed policies as per HR excel sheetEmployee conflict management:-Clarify what the disagreement is forEstablish a common goal for bothDiscuss ways to meet the common goalDetermine the barriers to the common goalAgree on the best way to resolve the conflictAcknowledge the agreed upon solution and determine the responsibilities each one has in the resolutionEmployee Retention:- Understanding the reason for which employee wants to quitDiscussing the win win situation with managementConvincing employee for the win win situationExit formalities:- Document the departure with a letter of resignation or termination and exit interview formLet everyone know who is leaving and who will take over their responsibilitiesHave the departing employee provide a list of their projects and deadlinesEmail Experience letterSalary :- salary sheet preparationSalary slip preparationSalary transfer in respective accounts