Creative web designers

Introduction
Creative Web Designers (I) Pvt Ltd , a leading web
design company
It consists of dedicated pool of IT professionals.
 They combine knowledge, experience and talent
to produce cutting edge visuals in web designing.
 It is an e-commerce website design &
development outsourcing company built upon a
foundation of passion, creativity and vision.
It was founded in 1991.
 TEAMS

HIGH END DESIGN TEAMS

PROGRAMMING TEAMS
SEARCH ENGINE OPTIMIZATION TEAM
DATA ENTRY STAFF.
Services, they provide

Web Development
E-Commerce Solutions
Search Engine Optimization
Software Development
Multimedia & Animation
Mobile Solution
SMS Applications / Solution
Game Development
E-Learning
2D & 3D Presentations
Graphic Design
Offshore Services
Computer Based Training (CBT
functions of hrm department

Employment and Recruiting:
Interviewing, recruiting, testing, temporary labor coordination.


Training and Development
Orientation, performance management, skills training,
productivity enhancement.


Compensation
Wage and salary administration, job descriptions, executive
compensation, incentive pay, job evaluation.
Benefits
Insurance, vacation leave administration, retirement plans,
profit sharing, stock plans.

Employee Services
Employee assistance programs, relocation services,
outplacement services
.
STRESS MANAGEMENT
Provides different facilities and use different techniques for
Stress mangement.
Personnel Records
Information system records.

Health and Safety

Safety inspection, drug testing, health , wellness.
Recruitment
STEP 1:


COMPANY PUBLISHES ITS ADVERTISEMENTS IN NEWSPAPER AND
THROUGH IT’S OWN WEBSITE.
 
MINIMUN QUALIFICATION REQUIRED IS MENTIONED AS
GRADUATION IN COMPUTER SPECIALISATION SUCH AS
BCA,BTECH,BSC.IT ETC.
 
STEP 2:
APTITUDE TEST : 
IT CONSISTS OF SECTIONS CHECKING THE MENTLE  ABILITY OF
PERSONS. IT CONSISTS OF PROBLEMS FROM VERBAL AND NON
VERBAL
Recruitment
SECTIONS AND FROM QUANTITATIVE APTITUDE
STEP 3:
TECHNICAL INTERVIEW EMPHASISING ON PARTICULAR DOMAIN
IS CONDUCTED FOR WHICH EMPLOYEE IS REQUIRED FOR
EXAMPLE .NET,SQL,C,C++ ETC. 

STEP4:
HR INTERVIEW
HERE THE DIFFERENT QUESTIONS ABOUT
HOBBIES,PREFRENCES,SALARY AND RELOCATION ARE ASKED TO
THE EMPLOYEE. 
Training
A training of about a month is given to employees and
then their performance is checked if they perform well
then they are hired otherwise they will not be hired. 

• In Case Of Person Not Performing Job Accurately

With The Level With Which The Compnay Requires It
To Perform then they will send the employe for
training two or three times but still if the results are
not good then they try to send a person to other
department but not fire them quickly. 
STRESS MANAGEMENT

SOURCES OF STRESS AT WORK:

HIGH DEMANDS
UNCERTAIN CHANGE OF TECHNOLOGY
ROLE AMBIGUITIES.
TOXIC RELATIONSHIPS.
FOR STRESS MANAGEMENT

ORGANISE TRIPS TO DIFFERENT PLACES.

FREE PASSES TO DIFFERENT PLACES LIKE

MACDONALD’S.

FREE MEDITATION CLASSES ONCE IN A WEEK.

 PERFORMANCE APPRAISAL

APPRAISAL,EMPLOYEE APPRAISAL,PERFORMANCE
REVIEWOR CAREER DEVELOPMENT DISCUSSION IS A
METHOD BY WHICH THE JOB
PERFORMANCE OF AN EMPLOYEE IS EVALUATED
GENERALLY IN TERMS OF QUALITY,QUANTITY,COST AND
TIME TYPICALLY BY CORRESPONDING MANAGER OR
SUPERVISOR.

THE EVALUATION OF AN INDIVIDUAL'S WORK

PERFORMANCE IN ORDER TO ARRIVE AT OBJECTIVE
PERSONNEL DECISIONS.
Ranking is a performance appraisal method that is
used to evaluate employee performance from best to
worst.Manager will compare an employee to another
employee, rather than comparing each one to a standard
measurement.

The critical incidents for performance appraisal is a

method in which the manager writes down positive and
negative performance behavior of employees throughout
the performance period.

This method asked managers / supervisors to describe

strengths and weaknesses of an employee’s behavior.
INCREMENTS AND REWARDS

BEFORE INCREMENTS TEST IS CONDUCTED OF PARTICULAR DOMAIN

INWHICH THE PERSON IS WORKING.

THEN PERCENTAGE OF MARKS OBTAINED IS EVALUATED AND

INCREMENT IS GIVEN ACCORDINGLY.

INCREMENTS ARE GIVEN TO PEOPLE WHO ARE READY TO SHIFT

TO TECHNOLOGY.
GRIEVANCE HANDLING

First the problem is conveyed to head of the team.

If not handled properly then it is conveyed to

HR manager.

If still the problem is not handled then one can go

to Director of company.