A relationship between you and a recruiter should always be one of trust and gui

dance
from both parties. As part of my role as a recruiter I try to offer guidan
ce on what makes an effective CV.
A CV is reviewed (and judged) within a matter of minutes.. If not seconds
by the
recruiter as well as a hiring manager. For this reason alone you HAVE to make s
ure you present the CV in a CLEAR layout where the most important information to
the specific role STANDS OUT. The aim is to capture the attention so they give
your CV more time and a second review.
Quick tip: Bullet points, skills tables etc all help to break the information in
to small chunks and make it easier to read.
The first thing I look at in the CV (even before your qualifications) is your cu
rrent role and (most importantly) responsibilities. For that reason alone it s wor
th spending the most time on this part of your CV.
Quick Tip: Don t put too much extra information at the beginning of your CV
some o
f the information can be entered at the tale end of the CV Education, qualificat
ions etc. The current role should be on the 1 page or the top of the 2 page.
Make sure your work experience for each role
lities. Also any project information and the
h for suitable candidates I look to see that
that the Hiring Manager is looking to fill
n the new position should you be successful.
Quick Tip: Don t assume a recruiter/HR knows
e of your job title
most recruiters aren t
reak down your day to day job.

includes your day-to-day responsibi

contribution YOU made. When I searc
you have covered 70-80% of the role
which offers you 20-30% growth withi
what your responsibilities are becaus
technical take out the guess work and b

Put yourself in the shoes of the hiring manager

what type of experience and info
rmation would they want to see? For example: I have spoken to Lead Engineers / C
hief Engineers/ Team Managers that want to move into more of a business facing c
orporate role but their CV lists all technical responsibilities and NO commercia
l activities (like managing budgets, timescales, project delivery etc) - If you
keep getting called about the wrong type of roles then take a second look at you
r CV.
If you are going to write a covering letter then make sure it s specific to the ro
le you are applying for. A covering letter is not always necessary; but if you a
re going to do one then ensure you match the responsibilities listed in the job
advert to your experience over your career so far
remember we are looking to mat
ch 70-80% of these (or more) and additionally offer you an area of growth.
Quick Tip: Don t be afraid to list each of the responsibilities from the advert an
d underneath each one list an example from your career.
The above is just my thoughts built from experience working as a recruiter (acro
ss industries). They won t reflect the same opinions as everyone out there but the
information available to you offers you the opportunity to choose the right pat
h unique to you.
If you want any further guidance or have questions you would like to approach me
about then please contact me: Kristina.Page@Modis.co.uk
Kristina Page
Kristina Page AUTHOR
Recruitment and Induction/ Orientation
Training and Development
Performance Management Systems
Implement Talent Management Program in coordination with Corporate HR
Manage and control departmental expenditure within agreed budgets

Organizing employee engagement activities

Prepare and send various HR reports.
=====================
Specialties: Organisation Development & Change management, Employee Engagement I
ntiatives, Talent Management, Learning Content Development, Ability to conceptua
lize & execute large scale Learning Interventions, Event Management, Payroll & C
ompensation Management, Performance Management, HR startup Specialist, People Ma
nager interventions, Leading Gen Y projects, Soft Skills Trainer, Internal Commu
nications
OD: Designed and implemented OD projects like gross margin Improvement Program,
Partnerd in Raymond Cultural Transformation Journey, Engage
A LSIP, Gen Y task f
orce, Warehouse Transformation Project etc. Deal in a complex Stakeholders envir
onment.Good understanding of Psychometric tools-MBTI, Firo B, Belbin s, TA.
Leadership Development: Partnered to develop & execute Leadership interventions
with Hedrick & Struggles,SHL,CCL, Michigan,IIM Bangalore. Facilitated Leadership
pipeline based modules.Designed a unique People Manager Intervention. Partnered t
o create RLA ,Leadership Competencies & Archetypes. Developed Leadership Journey
workshops for the Talent Pool Members. Executed various Leadership offsites, 36
0 degree feedback process, coaching process for Sr. Leaders
Learning: Design & implemented the Learning Strategy for 2009-10, 10-11. Laid fo
undation for 9 Functional School s. Set up Raymond Learning Center Ignite. Created
the Learning SOP. Launched E-Gurukul
An E-learning platform in Raymond. Develop
ed Content for instructor led workshops and E-Learning modules. Partner with Bus
iness to identify strategic business impacting learning solutions.
Employee Engagement: Understanding of Engagement Models-GPTW, Gallup & Aon Hewit
t. Expertise in the Aon Hewitt model in customizing the survey, Administration,
building visibility awareness across organization, Conducted FGD's, Develop Acti
on Plans. Manage employee expectations. Develop Recognition Culture.Designed & I
mplemented Leadership Connect plan.
Talent: Manage Raymond Leadership Academy
Internal Hi Pots programs. Lead the L3
-Middle Management independently from identification, assessment, orientation, d
esign Talent Progression roadmaps, Talent review process. Critical Role / Critic
al Talent list and make development plans and succession tracks. Create Function
al career streams. Manage careers@raymond, Career Mela. Buddy program, Internal
Assessor for Talent Identification process.
Managing Training & Development, HR Process Development & OD for all group compa
nies i.e. Principal Pnb AMC, Principal Insurance Broking Company, Principal Cons
ulting & Principal Financial Planners.
=======================
OVER 20 YEARS OF EXP. IN HR/ IR/ ADMIN/ COMPLIANCE AT LARGE BUSINESS HOUSES WITH
GOOD COMMUNICATION, INTER PERSONAL, TEAM BUILDING, DECISION MAKING, NEGOTIATING
& COUNSELING SKILLS, MANAGED HEAD OFFICES & BRANCHES, MULTIPLE MANUFACTURING FA
CILITIES, EXPOSURE IN VARIED INDUSTRIES LIKE MANUFACTURING AUTO COMPONENTS, AYUR
VEDIC & HERBALS MEDICINE/COSMETICS AND GARMENT (WOVEN, DENIM, LEATHER) EXPORT HO
USE.
SPECIALTIES SPECIALTIES IN FORMULATING POLICIES AND PROCEDURES, EXTENSIVE EXPERIENCE IN RECR
UITMENT / STAFFING, TRAINING AND DEVELOPMENT, PERFORMANCE MANAGEMENT, EMPLOYEE R
ELATIONS, COMPENSATION AND BENEFITS, INDUCTION, PAYROLL MANAGEMENT, FACT ACT, EP
F, ESIC, COURT CASES,NEGOTIATION WITH LABOR UNIONS, CHANGE MANAGEMENT, ADMINISTR
ATION, SECURITY, INTERNATIONAL BUYERS COMPLIANCE.

I WOULD LIKE TO WORK IN AN ORGANIZATION, WHICH CAN EXPLORE MY TALENT, KNOWLEDGE

AND LEADERSHIP QUALITY TO THE MAXIMUM. I WISH TO CONTRIBUTE MY EFFORTS FOR THE A
CHIEVEMENT OF PERSONAL AS WELL AS ORGANIZATIONAL GOALS.
Key Assignments/ Projects: Managing HR Development process for all group compani
es of Principal. Design Training Module , Manager Training Calendar, Developed c
ontent & Trained employees on Soft Skills, Training MIS. Initiated & implemented
various employee engagement activities like Sales Contest s / Picnics / Star of P
rincipal Awards / Employee Rewards / Event Celebrations. Organized more than 100
AMFI and Gurukul (Investor Education programs). Process owner for Employee sati
sfaction surveys & PMS. Design a Talent Management System. Prepare Job Descripti
ons for various positions in AMC. Impact: the company AUM increased from 6000 AU
M to 18000 AUM.
Key Assignments/ Projects: Training Needs Analysis & formulation of IDPs. Delive
r training programs on various soft skills across the 7 group companies. Content
Development. Assisting Head L & D in implementation of key strategic OD initiat
ives like MDP for SBU heads, young engineers, ICWA up gradation module, retireme
nt planning module, Mentoring initiative. Generating MIS. Conduct GET & Mentorin
g audits. Process owner for Management Trainee Induction & Lateral Hire Inductio
n at group level. Process owner for all Employee engagement initiatives at group
level.
A dynamic Human Resources Professional with OD & change affinity and capability
having experience of more than 15 years encompassing HR strategy and operations
in IT, Service and Consulting industries, Developing and implementing HR Systems
and Processes.
Track record of over 8 years in the HR solution development acting as a consulta
nt and change catalyst, associated with organisations in the HRM consulting doma
in as extended HR service provider for businesses.
Proven ability in understanding the business pragmatically and contextually whil
e developing HR measures to mitigate the HR challenges.
Strong conceptual understanding with research mentality enabling development of
appropriate HR & OD interventions aligned to business objectives inculcating str
ong HR value proposition.
Ability to make use of diagnostic tools such as questionnaire, interview discuss
ions etc for problem identification to enable measures supporting solution build
ing.
Possesses dynamic leadership qualities with adequate business acumen and relatio
nship management skills.
Proven skills of managing multiple projects, leading, coaching and motivating a
young team.
Possessing cross cultural experience, with experience in Indian and middle-east
geography handling multiple projects.
Specialties: HR architecture - strategy, systems and processes
Competency modeling, Assessment Development centres
Compensation Management - benchmarking/variable pay
Performance Management Systems
Project management & delivery
Relationship management
Business/Operations management - strategy, forecasting, resource management
Team management
HR Consulting member focusing on the organisational effectiveness with special e

mphasis on performance, culture and rewards elements of organisation.

Recent consulting engagement with a leading financial leasing organisation, Musc
at.
- Completed a MBO based performance management process design encompassing role
definition, performance management process, measurable criteria (KRA/KPI), templ
ates/forms, rating scales etc spanning all roles, covering entire organisation
- Successfully competed a multi-rater feedback analysis (360 degree) and report
as part of the leadership assessment for all HODs.
- Contributed to develop objective setting for the upcoming year for managers an
d members successfully.
Recently completed a HR policy design (specific areas in the HR policy and proce
sses) for an international managed services organisation in Bangalore.
Currently working on developing a PMS for a public limited company in Chennai. T
he scope of engagement is also to develop a variable compensation for the organi
sation.
Organization diagnostics (Critical success factors, capability, culture, engagem
ent etc)
Capability development (competency assessment and development)
HR service model (HR Audit, systems, processes and measures)
Organization design (structure, roles and authority)
Performance management (design, KRA/KPI development)
Senior HR Consultant and location head for Chennai & Bangalore for HR consulting
business portfolio - preparing proposals, understanding client requirements, so
lution approach presentations, actual solution delivery.Responsible for approach
design for consulting requirements and project delivery. Also responsible for k
nowledge creation and dissemination, member development etc
Contributed over 90 lacs with over 40 assignments in the year 2011 and over 30 a
ssignments crossing 80 lacs for the year 2010. The projects handled did cover or
ganizational change, compensation surveys and design and HR architecture for the
SME segment
Successfully led the project for a change management initiative for a Japanese J
V organization in the elevator industry. Where developed the roadmap for change
based on an organizational diagnostics (administered through questionnaire and p
ersonal interview with all employees). The focus was on "leadership" and "HR act
ions" including the ambiguous HR policies (less employee friendly as well) and l
ow orientation towards "talent management"
Currently managing a change management project for the leading brand of "bread a
nd bakers" in NCR & Delhi region. The organizational diagnostics and culture ass
essment had provided insights on leadership issues and cultural issues which are
to be revamped. Developed an organization design with possible career path for
employees and banding based on role complexity. Suggested the Assessment Develop
ment center for identifying employee current stature and competencies to possibl
e role fitment. This is an ongoing assignment, and there are many areas which ar
e being planned as the OD intervention
Handled India & Middle East consulting assignments. Have been successful in proj
ect delivery management and customer satisfaction for middle east clients in the
areas worked
- Compensation & benefits benchmarking study & suggestions
- HR systems & process development
=====================

Effectively managed the entire Payroll Process delivery on a monthly basis for 75
000employees across 200 clients with the help of delivery team. Heading delivery t
eam to handle Retiral Fund&Trust Management (PF,Gratuity&Super Annuation) for 20
000 employees monthly. Instrumental in development of interfaces for ERP systems i
ncluding SAP,Oracle,BAAN,PeopleSoft,Tally etc for Payroll HRIS records as well a
s accounting Journal Vouchers. Rebuilt 30 members operation team within a span of 6
months time. Successfully built entire operations & processes within 4 months time
,defining and rolling out SLAs and timelines for all the clients. Client Retention
Pegged at 60% from the existing 35% in the first year,88% in the second year an
d 100% after that. Revenue from the new clients first month onwards wherein earlie
r it took more than 3 months. Over 6 years tenure the department's profit ratio to
the revenue is 40% from the year 1 which was under loss. Instrumented and introdu
ced review mechanism with Team. Received 3 promotions in the last 6 years. Incorpora
ted SSAE16 controls and obtained the audit report in a record time of 30 days. Cur
rently managing large operations independently, across geographies. Certified & Tr
ained ISO Auditor. Implementation of BCP & DR policy and successful adherence to i
t. Introduced various revenue generation modules based on my experience which are
Comp & Ben Structuring,Benchmarking,HR Policy framing, Goal Alignment, PMS, Atte
ndance & Leave module,Business Expenditure, SaaS, PF Trust management other than
payroll services. Generated business worth Rs.25 lakhs through networking and var
ious ways of business leads. Increased turnover to the tune of Rs.5 core through
client retention and cost control over a period of 3 years. Built a mandate requir
ement worth Rs. 80 lakhs over 6 months.
Incorporated various Marketing & Business strategies for the Organization develo
pment.
Roadmap definition for the HR Services as well as for the products
-------------------------------------------------------------Designation
Manager Talent Transformation ( Organizational Development)
Job Description Functional Competencies
Research Orientation
Knowledge of Critical Incident Techniques
Creativity
Strong Expertise in various Competency Models and Formats
In-depth Awareness of OD Concepts, Tools and Methods
Strong Expertise in Assessment Center Scorecard Formats and Assessment Center Re
port Writing
High Span of Attention, Comprehension & Retention
Working Knowledge of MS Word, Excel & Powerpoint
Behavioural Competencies
Probing Ability Should be able to execute a focused stream of intelligent questi
ons
Team Player Should contribute to collective brainstorming, planning & implementa
tion; Should thrive in an atmosphere of inter-dependence
Interpersonal Effectiveness Should be able to communicate & interact with precis
ion & clarity; and set up comfort-zones with diverse individuals
Influencing Skills Should be able to sell ideas, overcome objections and persuad
e stakeholders to reach a mutually agreeable conclusion
Resilience & Persistence Should possess a never-give-up attitude
Planning & Organizing Should be scrupulously methodical & systematic in all work
-elements
Roles and Responsibilities A diverse array of challenging L & OD Initiatives tar
geted at internal customers (all verticals within the firm) such as:
Competency Mapping & Benchmarking
Design & Delivery of Assessment Centers
Development Centers (linked to Succession Planning)
Training Need Analysis (across multiple departments)
Customization & Calibration of the Leadership Competency Framework

Outbound Training Programs

Design and delivery of Leadership Programs
Other Projects as and when required
Desired Profile 8 to 10 years in Organizational Development (OD)
Should have completed solo-assignments :
Design of Instructional Tools for Training** Content (Activity-worksheets)
Customization of Learning Aids for Training** Faculty (Role Plays / Case St
udies)
Competency Mapping/Benchmarking Selecting & Defining Core Competencies for
specific positions; Calibration of Measurement Scales for Competencies;
Training Need Analysis Identification of Competency Gaps using scientific me
thods
Should have participated/contributed to projects on
Design of Assessment Center Tools (In Basket Activities /
Games / FGDs)
Writing & Compilation of Assessment Center Reports
Design of Development Center Tools (Business Simulations)
L&D Audit Evaluation of participants before and after the
Training Sessions
Experience
8 - 12 Years
Industry Type Retail / Wholesale
Role
Outside Consultant
Functional Area HR, Recruitment, Administration, IR
Education
UG - Any Graduate - Any Specialization
PG - M.A - Psychology, Sociology, M.S/M.D - Any Specialization, psychology
DOCTORATE - Any Doctorate - Any Specialization, Doctorate Not Required
========================================
- Union Management and Handling of legal issues.
- Management of contract labour.
- Developed & maintain good relations with various government authorities.
- Salary negotiation with union.
- Multiple union handle.
- Negotiation with unions demands.
- Action taken to remove contractor labour.
- Managing all local Unions with good relation.
- Contractor labour training.
- Hunger strike closing.

- Till date 20no s strike closed without a single day plant stoppage.
- Good relation with all political parties.
- Managing with Media to make good relation.
- Attained around 200no s meeting with union & govt dept about labour issues.
- Handling Multiple Union at Paradip plant.
- Charter demand closing without any hampering Production.
- Discussing with Local Pollution union for not to disturb our operation.
- Maintain all rules & regulation as per Govt Instruction.
- Maintain Good relation With Port Authorities.
- Handling multiple union at Port Jetty area for Unloading Ship.
- Maintain Good relations with Neighbor Industries.
- Maintain good relation with each & individual employees.
- Employee Relations & Involvement
- People Development
- Recruitment
- Joining / Exit formalities for employees
- Induction process
- Formulation of policies and procedures for a new organization (SOP)
- Preparation of monthly reports (HRMIS)
- Reward and Recognition
- Community Development
- Safety & Housekeeping of the plant
- All Recruitment for the Eastern region
=========================================================================Union M
atters, Collective bargaining, LTS, PMS, Recruitment, Discipline, Productivity,
Culture, Change Management, Training & Development, Salary & Wage administration
, HR Budgeting
Local language must be known.
ob description
- The General Manager HR (Employee Relations & Compliance) is responsible for pr
oviding subject matter expertise on the prevention and resolution of complex emp
loyee relations issues. He/ she will be responsible for contributing to the over
all success of the company by partnering with the HRBPs, Managers, among others,
in the handling of corrective action process and in providing strategic interve
ntion to reduce ER issues in the workplace. He/ she will also be providing the d

ay to day solutions/ advice to HR Partners.

Responsibilities include:
Providing advice on:
- Issues with risk of significant litigation or systemic/widespread implications
to a LOB/Firm
- Issues posing serious risk of media attention
- Complex health-related workplace issues
- Negotiated Departures
- Programmatic and sensitive reductions in force (RIFs)
- Mediations
Investigate and address issues arising out of:
- Employee complaints made via appropriate channels including escalations to the
CEO and Head of Human Resources
- Allegations of harassment, discrimination or retaliation relating to the Compa
ny s Equal Employment Opportunity policy
- Allegations by or against HR employees
- Serious Code of Conduct or policy violations
- Termination Appeals
- Severance Appeals
Preparation of report:
- Creating relevant reports/ statistics
- Analyzing case trends and providing recommendations/ interventions
Project-related work:
- Development and facilitation of Employee Relations Skills training & Create aw
areness
- Review and development of HR policies
- Provide insight to and analysis of ER metrics
- Acquisitions, Divestitures, Outsourcing, Insourcing and Joint Ventures
- Any other projects as may be assigned
Qualifications
Education/Experience Requirements:
- Bachelor s Degree in Human Resources Management with Law / Labour Law courses

- 12-15 years of HR experience in the Manufacturing/ BPO industry which includes

advising on employee relations matters
- Strong/ effective people management, influencing skills
Knowledge and Skill Requirements:
- Detailed knowledge of employment laws and regulations
- In-depth expertise of corporate policies/procedures and business practices.
- Possesses financial ,business and HR related industry trends and applies them
in decision making, where appropriate.
- Understands the needs of the business/client and appropriately adapts approach
, decisions and activities to best meet long and short term objectives. Ability
to work in a global, matrixed, and complex business
- Results-oriented; takes ownership of and drives clients and stakeholders towar
ds an appropriate resolution of issues
- Ability to make sound judgments under significant pressure and influence acros
s all levels and roles in the Firm including colleagues in HR and with senior le
vel leaders. Effectively partners across multiple stakeholders with competing pr
iorities.
- Easily identifies and assesses a difficult situation and makes the tough call
while preserving and strengthening relationships
- Ability to negotiate and mediate an appropriate outcome balancing the needs of
employees and the Firm
- Ability to multi-task in a fast paced environment; adjust readily to multiple
demands, shifting priorities, and rapid change with composure.
- Strong analytical and decision-making skills; combined with the ability to thi
nk innovatively
- Strong organizational/time management skills
- Strong understanding of Corporate Risk and Control policies
- Strong people management skills
- Excellent verbal and written communication skills
- Team-oriented and collaborative approach
- Demonstrated success in project management
ob description
- The General Manager HR (Employee Relations & Compliance) is responsible for pr
oviding subject matter expertise on the prevention and resolution of complex emp
loyee relations issues. He/ she will be responsible for contributing to the over
all success of the company by partnering with the HRBPs, Managers, among others,
in the handling of corrective action process and in providing strategic interve
ntion to reduce ER issues in the workplace. He/ she will also be providing the d
ay to day solutions/ advice to HR Partners.
Responsibilities include:

Qualifications
Education/Experience Requirements:
- Bachelor s Degree in Human Resources Management with Law / Labour Law courses
- 12-15 years of HR experience in the Manufacturing/ BPO industry which includes
advising on employee relations matters
- Strong/ effective people management, influencing skills
Knowledge and Skill Requirements:
- Detailed knowledge of employment laws and regulations
- In-depth expertise of corporate policies/procedures and business practices.
- Possesses financial ,business and HR related industry trends and applies them
in decision making, where appropriate.
- Understands the needs of the business/client and appropriately adapts approach
, decisions and activities to best meet long and short term objectives. Ability
to work in a global, matrixed, and complex business
- Results-oriented; takes ownership of and drives clients and stakeholders towar
ds an appropriate resolution of issues
- Ability to make sound judgments under significant pressure and influence acros
s all levels and roles in the Firm including colleagues in HR and with senior le
vel leaders. Effectively partners across multiple stakeholders with competing pr
iorities.
- Easily identifies and assesses a difficult situation and makes the tough call
while preserving and strengthening relationships
- Ability to negotiate and mediate an appropriate outcome balancing the needs of
employees and the Firm
- Ability to multi-task in a fast paced environment; adjust readily to multiple
demands, shifting priorities, and rapid change with composure.
- Strong analytical and decision-making skills; combined with the ability to thi
nk innovatively
- Strong organizational/time management skills
- Strong understanding of Corporate Risk and Control policies
- Strong people management skills
- Excellent verbal and written communication skills
- Team-oriented and collaborative approach
- Demonstrated success in project management
=======================================
Recruitment and Onboarding
Exposed to the full Lifecycle of Employee Recruitment, Selection, Onboarding and

Induction.
Learning and Development
Responsible for Full Lifecycle of Learning for the Production Employees encompas
sing Training Need Identification, Training Delivery and Post-Training Assessmen
t.
Rewards & Recognition
Launching and administration of various Reward and Recognition Activities for th
e Production Employees.
Employee Engagement & Communication
Organizing various Employee Engagement activities such as Forum Discussions, Fam
ily Connect, Welfare Programs and Sports etc.
Ensuring Involvement and Participation of Employees in various Participative For
ums.
Statutory Compliances and Liasoning
Contract Labour Management
Managing Contract Labour Compliances for various Cont
actors and Suppliers.
Statutory Compliances
Ensuring compliance with all the applicable legal prvision
s.
Government Relations Liasoning with Labour Authorities, PF, ESI, LWF and Employm
ent Exchanges as a part of relationship building.
Others
Building Relations with Employer associations like CII, Indore Management Associ
ation and Association of Industries, Dewas as representative.
Benchmarking with Other Industries and sharing of best practices for enhanced HR
Processes.
1. Being directly involved in wages & salary administration and manpower plannin
g, I need to do regular one to one interactions with the employees of different
categories on various issues related to manpower, wages & salaries, recruitment,
seniority, promotion, welfare facilities, training etc.
2
Involved in the process of outsourcing / rationalization / contract enga
gements of manpower for different operational / functional areas. Directly respo
nsible for the areas of wages & salary administration, recruitment, seniority, p
romotions, union negotiations, etc.
3.
Represented Management in Conciliation Proceedings with the Labour Commi
ssioners, Labour Tribunal on various disputes related to manning, wages and sala
ry administration.
4.
Involved in dealing with several important legal cases on service matter
s with Counsels.
5.

Acted as an Enquiry / Presenting Officer in Disciplinary Proceedings.

6.
Organised in-house training programmes as Faculty for all categories of
staff members on behavioural topics as well as on Wages & Salary Administration.
7. Though, by profession I am in Personnel & IR job, business development activi
ties and meeting people are my passions, which was recognised by my Port and as
a Member of the Trade Promotion Cell, I was actively engaged for business develo
pment activities.
Specialties:A Major Indian Port, having direct operations in Civil Engineering (
building of roads / townships / jetties, etc), Plants & Equipments, Hospital, Ma
rine, Railways & Cargo Handling Operations, has employee strength of more than 3

600, varying from Un-skilled Labourers to Executives / Bureaucrats. Need to do r

egular interactions with the employees of different categories on various issues
related to manpower, wages & salaries, recruitment, seniority, promotion, welfa
re facilities, training etc.