HR

HANDBOOK
2024 Check List

Maxpro HR Management Training Institute

Policy:

The recruitment and selection process ensures that the organization

Procedures:
Identify job requirements.
Write job descriptions and specifications.
Post job advertisements on relevant platforms.
Screen resumes and shortlist candidates.
Conduct interviews and assessments.
Perform reference checks.
Extend job offers and negotiate terms.

Checklist:
Define position needs with the hiring manager.
Draft a detailed job description and specification.
Post job advertisements on internal/external job boards.
Shortlist candidates based on criteria.
Schedule and conduct interviews.
Perform background checks and verify references.
Send offer letter and follow up for confirmation.
 2. Employee Onboarding

Policy:
A structured onboarding process helps integrate new employees into
the organization and sets them up for success.

Procedures:
Welcome the new hire and introduce them to the company
culture.
Provide necessary training on company policies and procedures.
Ensure the employee has the necessary tools and access.
Assign a mentor or buddy for the onboarding period.

Checklist:
Send welcome email and schedule orientation.
Complete necessary paperwork (employment forms, tax forms).
Provide employee handbook and other policy documents.
Set up the workstation and grant access to systems.
Schedule meetings with key team members.
Provide job-specific training and orientation sessions.
 3. Compensation & Benefits

Policy:
Ensure fair and equitable compensation for all employees, including
benefits like healthcare, retirement plans, and bonuses.

Procedures:
Determine pay scales and structures.
Administer payroll and benefits programs.
Review compensation regularly based on performance and
market standards.

Checklist:
Establish salary grades and pay scales.
Review employee compensation packages.
Process payroll accurately and on time.
Manage employee benefits, including insurance, retirement
plans, and leave policies.
Conduct annual salary reviews
 4. Performance Management

Policy:
A structured performance management process helps align employee
goals with organizational objectives.

Procedures:
Set clear performance goals and expectations.
Conduct regular performance reviews.
Provide constructive feedback and set improvement plans.
Reward high performance with incentives and promotions.

Checklist:
Set performance goals and KPIs for each employee.
Schedule quarterly and annual performance reviews.
Provide regular feedback to employees.
Implement performance improvement plans for
underperforming employees.
Recognize and reward outstanding performance.
 5. Training & Development

Policy:
Continuous learning and development programs enhance employee
skills and contribute to organizational growth.

Procedures:
Identify training needs through skills assessments.
Design training programs aligned with business goals.
Provide both internal and external learning opportunities.
Measure the effectiveness of training.

Checklist:
Conduct training needs analysis.
Develop or outsource training programs (e.g., technical skills,
leadership).
Track employee progress through LMS.
Evaluate the effectiveness of training programs.
Offer career development and mentorship programs
 6. Employee Relations

Policy:
Maintain a positive work environment through open communication
and conflict resolution.

Procedures:
Address employee grievances promptly.
Foster a culture of respect and inclusivity.
Handle disciplinary issues with fairness and consistency.

Checklist:
Create an open-door policy for employee concerns.
Maintain grievance and dispute resolution procedures.
Ensure disciplinary actions align with company policies.
Promote work-life balance initiatives.
Organize regular employee engagement activities.
 7. HR Policies & Compliance

Policy:
Ensure that the organization adheres to local labor laws and industry
regulations while maintaining updated HR policies.

Procedures:
Draft and update HR policies regularly.
Ensure compliance with statutory laws and regulations.
Conduct HR audits and legal reviews.

Checklist:
Review and update HR policies annually.
Ensure compliance with labor laws (e.g., ESI, EPF, Shops and
Establishment Act).
File mandatory reports and returns.
Conduct regular HR audits to ensure compliance.
Provide compliance training for employees and management.
 8. Payroll & HR Analytics

Policy:
Ensure timely and accurate payroll processing while leveraging HR
analytics for decision-making.

Procedures:
Process employee payroll, taxes, and benefits.
Analyze payroll data to optimize compensation strategies.
Use HR analytics for tracking key performance indicators.

Checklist:
Verify timesheets and attendance records.
Process monthly payroll and distribute payslips.
File tax returns and compliance reports.
Create HR dashboards and analyze metrics like turnover, and
productivity.
Generate monthly/quarterly HR reports for management.
 9. Talent Acquisition & Retention

Policy:
Focus on acquiring and retaining top talent through structured
recruitment and retention strategies.

Procedures:
Develop long-term strategies for talent acquisition.
Build relationships with educational institutions.
Create programs to retain top-performing employees.

Checklist:
Develop and maintain a talent pipeline.
Implement a referral program.
Monitor employee turnover and retention rates.
Conduct stay interviews to understand retention factors.
Offer career development and growth opportunities.
 10. Legal & Compliance

Policy:
Ensure that the company is compliant with all labor laws, regulatory
requirements, and ethical standards.

Procedures:
Stay updated on changing labor laws.
Handle disputes, investigations, and audits effectively.
Ensure the company complies with labor laws, OSHA, and other
regulations.

Checklist:
Stay updated on local and national labor laws.
Handle disputes and investigations promptly.
Maintain accurate compliance records.
Conduct regular training on legal compliance for staff.
Prepare for labor audits and inspections.
 11. Diversity & Inclusion

Policy:
Promote a diverse and inclusive workplace where all employees feel
respected and valued.

Procedures:
Implement policies to promote diversity in hiring and
promotion.
Foster an inclusive company culture.
Monitor diversity metrics and set goals for improvement.

Checklist:
Develop diversity hiring goals and strategies.
Implement bias training for leadership and staff.
Monitor diversity statistics and report progress.
Establish employee resource groups (ERGs).
Foster an inclusive work environment through policies and
practices.
 12. HR Technology & Automation

Policy:
Leverage technology to streamline HR processes and enhance
efficiency.

Procedures:
Use HR Information Systems (HRIS) to manage employee data.
Automate routine HR tasks (e.g., attendance, leave requests).
Ensure data privacy and compliance with security standards.

Checklist:
Select and implement HR technology systems (HRIS, payroll
software).
Automate administrative tasks where possible.
Regularly update software for security and performance.
Provide training for HR technology tools.
Monitor system performance and resolve any issues.