HR managers and their staff are there to provide professional support in handling
people matters as prime responsibility is to contribute actively to the quality of HR
management throughout the organization by proposing adequate policies, ensuring their consistent application and coherent implementation with fairness. The company has formed a HR tools to support HR management and a policy with the aim of enhancing the efficiency and productivity levels by rewarding and compensating the deserving employees who have put their extra effort towards significant contribution for the organizational progress. Some of the HR plans and policies of Parakhi are as follows: 1. Recruitment and selection: The long-term success of the Company depends on its capacity to attract, retain and develop employees able to ensure its growth on a continuing basis. Parakhi policy is to hire staff with personal attitudes and professional skills enabling them to develop a long-term relationship with the Company. At the time of selection, they look candidates potential for professional development as an essential standard for recruitment. They believe each new member joining the company was about to become a participant in developing a sustainable quality which implies a commitment to the organization, a sense of continuous improvement and leaves no place for complacency. The HR policy, principles and values of employment are explained through the recruitment policy of the company itself. Only relevant skills and experience will be considered in employing a person and no consideration will be given to a candidates origin, nationality, religion, race, gender or age. Even when promoting employees intensively from within the organization, it is the role of management and HR to keep an eye on valuable candidates from outside and to benchmark internal skills with external offers. 2. Training and development: Each employee, at all levels, is conscious of the need to upgrade continuously his/her skills and knowledge. Parakhi believes that the willingness to learn is a non-negotiable condition to be employed. First and foremost, training is done on-the-job through Guiding and coaching. Formal training programs are organized in the framework of individual skills development. Mostly training programs are based on action learning. The company endeavors to offer the opportunity to progress for those having the determination and the potential to develop their capabilities. Recently, Parakhi has sent two of his employees to US for training and development purpose. 3. Remuneration: Parakhi favors fair remuneration structures offering competitive and attractive compensation package. Remuneration in Parakhi involves salary, rewards and other benefits. The company addresses the performance of the employees and various rewards are implemented to the best employee such
as employee of the month awards, food coupons, increment in salary, or
bonus. Other reward and incentives that Parakhi favors to their employees are flexible working condition, attractive overtime payment, increment in salary, etc whenever possible and encourages its employees to have interests and motivation. 4. Performance Appraisal Each employee is in charge of his/her own professional development. In Parakhi, it is the role of each manager to assess progress achieved as a result of training programs as well as from their work. But at the time of evaluation, manager as well as peers grading was used along with a feedback. Thus, 360 degree method was followed providing each and every employee with an equal opportunity to judge as well as receive feedback. The performance appraisal was also transparent as all the peers can see who graded what along with the managers grading. The objective is to retain and motivate employees by offering attractive but realistic career moves. Counseling and guidance are there for improving performance and for helping people to develop skills. The company also allows to correct errors for those whose grading are low.