HR / Admin Jobs - Ahmedabad - AIRMED PATHOLOGY PRIVATE LTD

 Recruitment

• Understanding resource needs and searching various job boards
• Understanding the requirement and accordingly drafting a job description and getting it  approved from the concerned person.
• Sourcing candidates that match the desired skills.
• Screening the candidates by conducting telephonic or personal interviews as the case may be.
• Arranging for technical interviews and coordinating with the concerned person.
• Communicating the employment status to the applied candidates.
• Maintaining and updating the database of the candidates.
• Doing a background verification of the shortlisted candidates.

Induction and Onboarding

• When a particular candidate is finalised and selected, giving him offer letter or letter of intent on joining the services, issuing appointment letter  with brief working agreement or policies.
• Giving a description on the policies, procedures and culture followed by the company.
• Properly filing relevant document of the new joinee as required.
• Introducing him/her to the team and supervisor and/or manager.
• Explaining the mode of communications and role requirements

HR Policies and HR Manual

• Enforcing employees follow the guidelines
• Updating HR Policies as needed

Attendance and Leave Records

• Keeping a track of the attendance of the employees.
• Filling the leave forms and keeping a track of the leaves taken.
• Providing Weekly and Monthly reports of team members attendance to staff
• If employees are irregular and and if there are such people, taking corrective and/or preventive measures.

Performance Management

• We should be doing monthly reviews of each employe and sending them the goals at a quarterly level.
• Helping the TLs and managers do performance appraisal in a better way by adopting better appraisal practices.

Employee Engagement

• Keeping a track on employee turnover and exit rate.
• Taking initiatives to engage the staff to their work.
• Taking the surveys in order to understand their engagement level and accordingly take actions.
• Planning events or activities regularly or on some occasions, getting those approved by senior management and implementing those.

Workforce Management

• Handling the staff so that the people are not dissatisfied with each other.
• Handling cross cultural related issues
• See to it that there is no grouping or no dissatisfied person.
• Other employee related issues.
• Employee Motivation
• Training sessions
• Reviews from Project Teams
   

Leave Policy / Vacation Compliance

• Leaves - as per the act that is applicable to the employees policy.
• Minimum salary PF / ESIC / medical deductions as applicable other compliance.        

Exit Formalities

• Conducting exit interviews of candidates who are resigning.
• Trying to get constructive feedback for company and trying to implement the corrective measures for them.
• Helping the person to be relieved properly.  
• Issuing relieving letter and letter of experience.
• Doing the full and final settlement for the person