Roles & Responsibilities of HR:

Performance Appraisal: Involved in Performance Review process, defined all roles and developed role descriptions which are mapped against KRAs through daily reporting tracker system. Managing Appraisal process across the levels and establishing framework for substantiating Performance Appraisal system linked to Reward Management Performance management - ensuring employees know what and how they can succeed Attendance, Payroll & Salary Administration: Maintain the employee attendance in Time Management System and generate the attendance report by online system for the salary process. To coordinate with the finance for monthly payroll system, make necessary entries for new joiners, separation cases, unpaid leave. Follow-up with Bank for timely credit of salary & Issuing salary slips. ensuring employees are paid on time! HR Policies, Procedures, & Processes: Implement, review, redesign and introduce HR policies. Keep a track of records to the procedures, processes, formats / forms in line with organizational goals

HR Administration & Welfare: Offer release, bank account opening, ID card coordination, sending details to the support staff. Verification of documents and employment screening/background verification of new joined employees i.e. verification report includes: Tenure with the Company, Title of last position held, Starting & ending salary Conducting employee satisfaction survey, designing reward and recognition scheme. Clarify the Employee Grievance and various issues/queries on Leave policy, Salary payment. Maintain & Update the Daily/Weekly/Monthly MIS report, HR files and employee information in various reports like employee database, employee CV's, preparing all HR letters and certificates etc.

Compensation : Handling Salary negotiations, increments, and compensation administration.

 Training & Development : Identifying training needs and development of action plans for imparting training including measurement of effectiveness. Conducting managerial and technical trainings to enhance the managerial and soft skills of the employees. Organizing customized training programs based on the training need analysis to enhance the manpower skills & efficiency

Career development - supporting employees to build a career at USQ General client support - helping and supporting managers, supervisors and employees with
HR ideas, problems and solutions

Health, safety and environment - ensuring employees have a safe and engaging physical
work environment

Recruitment:

HR Issues
Hiring:
You need the best people for delivering the better results. You can plan the recruitment process with the inputs from recruitment staff of the organization. The attitude of a person is a critical matter while hiring. This is measured by using psychometric tests. You should have a competitive salary range for the position. List out the attributes you are looking for a potential employee. Educational qualifications, relevant experience, certifications, ability to work in a team, leadership qualities are some of the possible attributes. Your mode of advertisement for a position should be such that it attracts the best and brightest. Recruiting through the internet is the latest technological trend. We now have an international pool of possible candidates. You have to schedule and hold interviews. There could be telephonic screening. There should be background checks to verify employment history and determining whether the candidate has a criminal history.

Promotion
Promotion within an organization could be a tricky issue. Different employees have usually

different perspectives on their performance and expectations. It is important for the promotion process should be fair, transparent and systematic.

Employee Relations
A safe, supportive, and productive work environment should be created and maintained. Establishing policies and procedures in itself is not enough. One should implement them consistently, fairly, and promptly. There should exist employee handbooks and policy manuals. Policies workplace issues such as sexual harassment, drug and alcohol abuse, and violence should be clearly spelled out. The organization should be compliant with existing legislative and regulatory requirements.

Compensation
The compensation should be competitive in the market and commensurate with the job profile and the efforts the employee puts in. Compensation determination should be a systematic and transparent process. The right compensation will attract and retain the required employees. There should be contingency measures to protect the employees and their families from injury, illness or death.

Training and Retraining

Once employees have been hired by a corporation or small business, the next significant issue they often face is in training those employees. Within larger organizations, this process is generally handled by training and development mangers. The Bureau of Labor Statistics notes that human resource managers develop training programs to increase employee loyalty and productivity. Employees who do well at their jobs and are compensated accordingly tend to remain at their jobs for longer periods of time. This reduces the need for allocating energy and resources for the hiring process. Sometimes retraining is required to restore for gotten skills or for enhancing existing skills and acquiring new ones.

Firing Employees
Incompetent or non-performing individuals have to be dismissed. One should not retain employees who engage in anti-social, criminal or any activities, which is detrimental to the organization's reputation. For maintaining the reputation of the organization they should communicate clearly the grounds of dismissal and adequate notice period.

Legal Issues
Another significant issue for organizations can be the legal issues that arise from having diversity in the workplace. Because organizations hire both men and women, as well as people from a diversity of cultural and ethnic backgrounds, legal issues can sometimes cause an organization to shift its focus from hiring and training to cleaning up potentially divisive and devastating legal issues like sexual harassment, discrimination in the workplace or even issues regarding benefits and workers' rights. One way that many successful companies and organizations deal with such issues is to simply incorporate them into the training regimen for new employees. By fully educating employees from the outset and enforcing a "no tolerance" policy for violating legal mandates, many companies have been able to keep legal issues from arising in the first place.

Tax and Insurance Considerations

Aside from issues directly related to personnel, there are administrative issues that must be addressed when you hire your first employees. You must apply for an Employer Identification Number (EIN) with the Internal Revenue Service (IRS) and then register for payroll taxes. Houston-based businesses can report the hiring of employees for tax purposes to the New Hire Reporting Center in Austin. Worker's compensation insurance is a must for any business with employees, especially those in industries with relatively high accident rates, such as construction and factory production. Adequate insurance coverage can prove invaluable in the event of a costly liability lawsuit.

Benefits
Addressing these HR issues can help you to lay a solid foundation for organizational growth. As your operations expand, you can move your first employees into positions of leadership within your organization. Choosing the right candidates and offering them desirable compensation packages can help them to set the bar of excellence in your company, providing guidance and leadership to all employees who follow.

Definition of 'Joint Venture - JV'

A joint venture is not a business organization in the sense of a proprietorship, partnership, or corporation. It is an agreement between parties(between individuals or corporations) for a particular purpose in which each agrees to share profit, loss and control in a specific enterprise. when two or more persons come together to form a temporary partnership for the purpose of carrying out a particular project, such partnership can also be called a joint venture where the parties are "co-ventures". and usually a defined timeframe.

limited time period. Joint ventures typically exist for 5-7 years. These activities and obligations are handled through the co-ventures directly and are governed by contract law. Corporate law, partnership law, and the law of sole proprietorship do not govern joint ventures. Allowing companies to enter into related businesses or new geographic markets or obtain new technological knowledge Providing companies with the opportunity to obtain new capacity and expertise Most joint ventures are formed for the ultimate purpose of saving money. This is as true of small neighborhood stores that agree to advertise jointly in the weekly paper as it is of international oil companies that agree to work together for purposes of oil and gas exploration or extraction. Joint ventures are attractive because they enable companies to share both risks and costs.

Definition of 'Merger'
The combining of two or more companies, generally by offering the stockholders of one company securities in the acquiring company in exchange for the surrender of their stock.

explains 'Merger'
Basically, when two companies become one. This decision is usually mutual between both firms. A decision by two companies to combine all operations, officers, structure, and other functions of business. Mergers are meant to be mutually beneficial for the parties involved join forces with another company to reap the rewards that come from your combined strengths. A smart business merger can help you enter a new market, reach more customers, freeze out a competitor or fill a gap in your company's abilities. Mergers can get you on the fast track to become more competitive. With a complementary partner, your business can acquire products, distribution channels, technical knowledge, infrastructure or cash to propel you to a new level of success.

Definition of 'Strategic Alliance'

An arrangement between two companies that have decided to share resources to undertake a specific, mutually beneficial project. A strategic alliance is less involved and less permanent than a joint venture, in which two companies typically pool resources to create a separate business entity. In a strategic alliance, each company maintains its autonomy while gaining a new opportunity. A strategic alliance could help a company develop a more effective process, expand into a new market or develop an advantage over a competitor, among other possibilities. difference b/w 'Strategic Alliance' & 'Joint Venture: A joint venture is indeed a contractual agreement between two or more companies that come together in business in terms of the performance of a business task.

A strategic alliance on the other hand is a formal relationship between two or more companies in pursuit of common goal in their business even while remaining as independent organizations. This is the main difference between the two terms joint venture and strategic alliance. In other words it can be said the two or more companies that join together in a joint venture do not remain as independent companies in a joint venture. On the other hand the two or more companies that join together in a strategic alliance will remain as independent organizations in a strategic alliance.

Reasons for strategic alliance:

1. offer your customers a larger variety of products or services. This will allow you to spend less time and money developing new products to sell. 2. increase the number of sales people promoting your business. By working with other businesses and leveraging their sales staff, you won't have to spend time and money hiring new employees. 3. increase the effectiveness of your marketing and advertising budget. When you form a strategic alliance with other businesses, you both will share the advertising and marketing costs. 4. offer your existing customers more back-end and up sell products. This will increase your sales and profits. 5. gain a larger number of skilled people working on the same project. You will gain the knowledge of the other businesses employees. 6. beat your competition by selling to a larger target audience. You will also increase the total number of existing customers you can sell your products and services to. 7. expand your business more rapidly. You can develop new products and services faster with a larger work force. 8. solve your customer's problems faster with a larger base of customer service people. You'll also learn new ways to improve your customer service from your alliance partners. 9. have a larger number of "strategic thinking" people. This will allow both businesses to come up with profitable business ideas quicker than before. 10.Entering new market 11.Reducing manufacturing cost 12.Developing and defusing technology