Company Name – Intrepid
Industry- E-commerce
About the Company
Established Two Decades Ago, In 1991, The Firm Is India’s First Curated Fashion And Lifestyle Online Destination And Have Constantly Strives To Offer Leading Indian And International Designers And Brands. Their Product Portfolio Encompasses A Range Of Affordable Luxury Products – Including Apparel, Accessories, Home Decor, Fragrances, Watches, Handbags, And Much More. The Firm Has Been Synonymous With Some Of The Finest Couturiers And Craftsmen From The Sub-Continent. As A Pioneer In The Indian Fashion Industry, The Firm Has Managed To Carve A Niche For Itself In The Luxury Retail And Ecommerce Industry, Even Serving As A Launch Pad For Several Of India’s Leading Fashion Personalities.
What was the Challenge ?
Chiefs, Founders, and Co-pioneers required an impartial HR capacity to shorten the time taken by the administration and furthermore to have a cutting edge center set up to guarantee that the organization addresses worker issues from beginning according to the legal regulations and legalities of the ongoing business sector procedure, to ideally keep up with the market competition and utilization of resources to the fullest. Now it was the task of Human resources management to look over the discrepancies , what and where was the glitch , whether it is solvable at a personal level or does it require addressing in the management meeting agenda.
After thorough analysis of the issue at hand, following solution was provided with immediate implementation of the remedies.
Solutions provided after analyzing the challenges:-
- Introduction of joining procedure – after analyses, it came into notice that there should be an inclusion of joining procedure for all the entrants which will boost up the morale resulting in bubbling up of best candidates.
- Management Orientation programme -The candidates must then be directed towards the induction sessions which will be a meet and greet in short and a brief group discussion to sort the suitable individuals.
- Letter of confirmation and Probation period-selected candidates must be handed a confirmation letter and head towards the probation training.
- Management training session-Proper layout of training and leave disclosure must be shared with the employee for transparency and clarity
- Onboarding the Employee –after all the initial formalities and procedures, assign an engagement task to the new entrants.
- Administering and supervising the performance-general administration of the work being performed and if the need be supervising with assistance towards the task.
- Preparation of MIS report and Exit management-It is necessary to maintain a database for every employee and other details pertaining to the resignation or termination as the case may be in a transparent manner.
- Policy Documentation (Travel, Leave, Work Norm)-All the leaves, holidays, working hours and the aggregation of all must be clearly dictated at the time of joining.
- Pre-Payroll Documentation-Payroll documents and their database must be maintained as soon as the working hours start and should be kept in check to avoid any unnecessary chaos at the time of payday.
Results after implementing the solution:-
- Improved Employee Relations-The subsequent changes after the implementation of all the solutions showed that the employee employer relationship was improved resulting in better productivity.
- Streamlining of HR processes through policy documentation-When everything is documented, there is transparency in each and every step and clarity over every point of time.
- Implementation of Performance Appraisal System-Appraisal system enhances the performance level of all the employees at all levels in the organisation, hence the process to implement became work in progress.
- Employee Exit Management-Priority is to retain the employee by addressing the grievance faced if not possible then proper procedure to follow for smooth exit of employee.
Future Plans
Development and Implementation of Employee Recognition Programs
In this case scenario, where the top level management is concerned on how to retain the employees with best possible solutions and optimum utilisation of resources, the launching of Employee Recognition Programs would prove to be a rewarding step towards the betterment of organisations.
Conclusions
It is needless to say that it is part and parcel of HR’s duty to maintain a decorum within the organisation and harmonize the personnel in such a way so as to cater to their needs as well as fulfilling the organization’s main aim.
Moreover, it has been seen time and again that conflicts arise between different departments or within the department, then the Hr should take initiative and sort things while maintaining the standards of manpower as well as the goodwill of the firm.
JIMS, Kalkaji
For more information visit: https://www.jagannath.org/
