Taosif Khan

HR SIDE:

Excellent knowledge on human resources and human relations areas which includes
manpower planning, recruitment and selection, induction, on the job and off
the job training and development of different level of personnel, familiar with
360 degrees appraisal system, identifying the training need of personnel and
planning the training programs, strong enough in conflict management, good at
employee morale and motivation, easy to understand people and live with them
with passion thick and thin on various situations. Have a passion to pull out the
talents of people, developing them, motivating them, training them and making
them self sufficient in all aspects.

PERSONNEL SIDE:

Fully familiar and hands on with all statutory matters and areas which includes
Labour inspector, minimum wages, labour office, pf and esi offices, and other
agencies and closely to work with them, safety security of personnel. Strong
Believer In legal and morale aspects of business, no bribes, no entertaining
of any Politicians and political parties, etc. Comply with requirements of all
legal authorities involved in a company.


ADMINISTRATION SIDE:

Strict disciplinarian ensuring the employees vehicle reaches in office
on time, employees facilities such as canteen, food, hygiene, cleanliness, both in shop floor and offices. Security personnel controlling, surprise checks in sights, maintaining
the garden in its best, surrounding of the company premises and material should be kept
update. Shop floor should be the highest priority when it comes to cleanliness and hygiene.

1. Pre-Recruitment Process

a. Receipt of requirement of manpower from various department heads.
b. Scrutinize them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate Recruitment process.

2. Recruitment Process

a. Prepare Advertisements etc for the recruitment.
b. Scrutinize and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct Interviews through panels.
e. Preparation of offer letters as required.

3. Joining Formalities:

a. Administrating Joining formalities.
b. Pre Employment Reference checks.
c. Preparation of Appointment Advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Co coordinating to get Employee ID Cards.
f. Handing over the new hire to the concerned HOD/Manager.
g. Preparation of Job Profiles co ordination with HOD/Managers for new posts.

4. Employee Personal File Maintenance:

a. Opening new file and Closing the Resigned employee’s File.
b. Make sure all Employee files are maintained safely with care.
c. Make sure all personal records are available in the files.
d. Periodic Personal File Auditing.

5. Employee Data Base:

a. Keeping Track of Knowledge Management Software.
b. Maintenance of HRIS.

6. Confirmation Formalities:

a. intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting Confirmation Appraisals.
c. coordinating for Skill Gap Analysis.
d. coordinating to set Quality Objectives for each job profile.
e. Ensuring updation of the existing Job Profiles.
f. Processing the Confirmation.

7. ISO Compliance:

a. ensuring all the updation of the ISO documentation and HR Formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the Internal and External Audits, accountable to enforce the correctional actions.

8. Statutory Compliance:

a. Handling PF and ESI formalities and coordinating with other departments.
b. Handling Apprentice Training, Submitting Periodic Returns to Board.
c. Submitting other returns to the labour Department as per Shops and establishment Act.

9. Training And Development:

a. Conducting Induction Training for new hires.
b. Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback and suggestions.
c. Co ordinating External and Internal Training Programs.
d. Maintaining Training Records.
e. Analysis of Training Feedback.

10. Performance Appraisal:

a. Prepared the new Appraisal Form.
b. Educated employees about self-appraisal.
c. Provided inputs to HOD’s for Appraisals.
d. Prepared Appraisal Letters.

11. Employee Relation:

a. Having formal and Informal counseling with employees.
b. Prepared Event Calendar of monthly recreation to motivate employees.
c. Handling Corporate Medical Insurance.
d. Processing required letters on employee’s request.

12. Report Generation:
a. Generating and analyzing Employee Attrition Reports, Training Evaluation, and Manpower Status.
b. Weekly and monthly recruitment reports
c. Report generation of Pre appraisal, Appraisal and Post Appraisals.
d. Salary Details Reports to Accounts Department.
e. Reports as per the HOD’s request.

13. Exit Formalities:

a. Administering Exit paper work including all statutory requirements.
b. Conducting Exit Interviews.
c. Preparing Exit Interview Summary.
d. Giving post employment reference for relieved employees.
e. Processing File to Accounts Department for final settlement.

Achievements:

 Successfully handled and solved the Fatal Accident case.
 Implemented Proxy reader system for attendance & Pay Roll Management.