Chuyên Viên Hành Chính Nhân Sự

1. Recruitment

• Understanding manpower requisition from the concerned unit.
• 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.
• Encouraging the employees to provide reference for better prospects.
• Arranging for interview and coordinating with the concerned person.
• Communicating the employment status to the applied candidates.
• Maintaining and updating the database of the candidates.

2. Induction and On-boarding

• When a particular candidate is finalized and selected, giving him offer letter 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 communication.
• Coordinating with the IT team to get his/her email id and other relevant IDs made to use other portals.

3. Attendance and Leave records.

• Keeping a track of the attendance of the employees.
• Filing the leave forms and keeping a track of the leaves taken.
• SEeing to IT that no employee is irregular and if there are such people, taking corrective and/or preventive measures.

4. Performance Management

• Helping the seniors do performance appraisal in a better way by adopting better appraisal practices.
• Cross checking Salary & incentive of employees

5. Employee Engagement

• Keeping a track on employee turnover and exit rate.
• Taking initiatives to engage the staff to their work.
• Planning events or activities regularly or on some occasions, getting those approved by senior management and implementing those.

6. Workforce Management

• Handling the staff so that people are not dissatisfied with each other.
• Handling cross culture things.
• SEe to IT that there is no grouping or no dissatisfied person.
• Other employee related issues.

7. 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.
• To arrange relieving letter and letter of experience.
• Doing the full and final settlement for the person.