DIFD Industries

Post-01 (Female) :1. Punctuality and Regular Attendance: Timely Arrival: Employees are expected to be on time for their scheduled shifts. Consistent Presence: Maintaining regular attendance is crucial for team productivity and achieving organizational goals. Adherence to Schedules: Employees should be present and ready to work at the start of their shift and remain until the end. 2. Shift Schedules and Working Hours: Specific Start and End Times: The policy should clearly define the start and end times for each shift. Break Times: It should also outline the duration and timing of breaks during the workday. Total Hours: The policy should specify the total number of working hours expected per day or week. 3. Leave Procedures: Types of Leave: The policy should specify different types of leave, such as sick leave, vacation leave, and other authorized leaves. Leave Application: It should outline the procedures for requesting and obtaining approval for different types of leave. Notification Requirements: The policy should detail how and when employees should notify their supervisors about absences. 4. Attendance Tracking and Recording: Clock-in/Clock-out Procedures: The policy should explain how employees should record their attendance (e.g., using time clocks, online systems). Handling Incorrect Entries: It should address procedures for correcting errors in attendance records. Consequences for Lapses: The policy should outline potential consequences for failing to adhere to attendance rules. 5. Consequences for Violations: Disciplinary Actions: The policy should clearly state the potential consequences of violating attendance rules, which may include warnings, deductions from pay, or other disciplinary actions. Examples of Violations: It's helpful to provide specific examples of attendance policy violations to clarify expectations. References to Related Maintaining Personnel Records: This includes updating employee information, managing employee files, and ensuring data accuracy and confidentiality. Other Potential Responsibilities: Training and Development: Assisting with the organization and coordination of training programs. Performance Management: Supporting performance review processes and providing feedback. Employee Engagement: Contributing to initiatives that promote employee engagement and satisfaction. Policy Development: Assisting in the development and implementation of new HR policies. Office Administration: Providing general administrative support to the HR department. Recruitment and Onboarding: HR admins assist with the recruitment process by posting job openings, scheduling interviews, conducting background checks, and preparing offer letters. They also manage the onboarding process for new hires, ensuring a smooth transition into the company. Documentation and Compliance: HR admins are responsible for preparing and maintaining HR documents, such as employment contracts, policy updates, and employee handbooks. They also ensure compliance with labor laws and company policies. Payroll and Benefits Administration: HR admins support the payroll process by gathering necessary data, coordinating with payroll providers, and assisting with benefits administration. Employee Relations: They address employee inquiries, resolve issues, and facilitate communication between employees and management. Reporting and Analysis: HR admins may be involved in generating reports on HR metrics, such as employee turnover, absenteeism, and performance. * Job Type: फ़ुल-टाइम Pay: ₹10,500.00 - ₹19,000.00 per month Work Location: In person