HR Policy
HR Policy
HR Policy
A. Recruitment policy.
Employee Reference Incentive: Rs 1500 will be paid to employees who provide reference for
manpower recruitment (If the reference manpower crosses the tenure of 3 months).
The amount will be paid out to the employee who has given the reference after the completion of 3 full
working months by the new employee. The employee shall claim the amount in writing to the HR, the
HR shall verify and forward application to branch head & group HR for approval. Once approved the
amount will be credited in next month’s salary of the employee.
Categories( of employees that can be recruited ) included in this will be
Sales Consultants, Teamleaders, ASM’s, Service Advisors, Technicians, Back office staff.
This incentive is applicable to all employees except HR personnel / Branch Managers / Branch Heads /
General Manager and above grade.
Interviews to be clubbed together for multiple candidates to ensure availability of Cluster Head.
Candidate to fill in & submit documents, photograph, employee information sheet prior to day of
joining.
Recruitment Panel for the following roles in Tricity is being redefined.
Sales Function: SC, Team Leader, ASM, Accessory personnel, Finance, Insurance Personnel
Service Function: Advisor, Floor Supervisor, Job Controller, Cotech, Spares Manager, Bodyshop
Incharge, Warranty Incharge
The panel for all of the above roles will be
Mr. Ravi Jolly, Cluster Head, Sales / Service Function Head & HR executive.
The interviews shall be planned to accommodate maximum candidates across functions by the HR
executives.
For Tricity, All exit interviews for the above role would be conducted by Mr. Ravi Jolly at Tricity.
Accounts will not clear any dues of the employee till the exit interview has been conducted.
Exit interview sheet to be filled in. Cluster head to study the exit interview sheet.
Post the evaluation by the Cluster Head, the final exit interview (telephonically) to be conducted by
either Mr. Ravi Jolly or Mr.Aditya Arora for all employees rank onwards TL in sales and Service
Advisor/Supervisor in Service and Manager grade for other functions. After this the candidate can be
relieved.
Employee is supposed to provide a notice period of 15 days, only in the case of a 15 day notice
period and clearance of outstanding and dues that the full and final settlement of the employee will
take place. For Backoffice and Accounts personnel the notice period can be either 30 or 45 days as per
the role and requirement of the organization.
For Cotechs in the service department for Renault, the defined notice period shall be 60 days to
ensure smooth handover and transition to new person.
Any incentive due on the date of resignation get lapsed and only salary for the working days shall be
released to employees as full and final settlement subject to clearance of dues and the exit
Budget for in house training has to be approved by the cluster head where the training is stationed.
This budget includes lunch for all participants, tea, note pad, pen and any other specification given by
trainer.
Lunch arrangement to be ensured for any trainee, e.g., sales, service, accounts, edp, etc
C. Employee Grade.
The following employee Grades are being defined. The employee shall be allocated any one of
these grades depending on their designation and role.
II. Executive:
III. Manager: Any employee with Manager in their designation across all functions.
Refer to the Sales Incentive document circulated for details of the incentive policy.
2. For Chevrolet: Any SC with six months experience in the group will have a minimum target of 4 cars.
For Renault, for same experience of 6 months or more with the Group, minimum target is 4 for Duster
team member, 3 for Non Duster team members and 4 for those selling all cars.
4. Finance penetration target of 35% for a location and 45% for locations with Finance manpower
available.
5. Sales incentive disbursement is linked with outstanding since 1st Dec’2013. Total Incentive will be put
on hold for entire chain of manpower, where outstanding crosses 30 days.
6. Effective 1st Jan 2014, incase the outstanding crosses 60 days, the total incentive for entire chain of
manpower involved in that case up to the SM will be forfeited.
7. Incentives will be calculated on basis of deliveries made in a particular month and irrespective of
vehicles invoiced/ retailed in DMS or otherwise. Incase cars are invoiced on 30th Sep and the same are
delivered on 7th and 9th Oct, then the Oct sales incentive policy will govern the incentive calculation and
not Sep. This is effective 1st Oct’14.
3. Effective 1st Jan 2014, Service incentive policy is linked to outstanding. Each branch shall get approved
their corporate client list. Credit would be allowed to only these pre-approved clients.
4. For other reference cases credit is allowed only on written e-mail confirmation. Incase the approval is
from esteemed MD, then the written approval will be sent by the Cluster head. Also the cluster head will
specify period of recovery if any as per commitment confirmed by MD.
5. Service incentive would be put on hold for SA’s, Managers & Service Head, till the outstanding is
cleared or on approval basis.
6. Final Incentive calculation of an employee is subject to leaves and absenteeism penalty (if applicable
).
Early leave of morning or evening for total of 2 hours is allowed in a month with no more than one
hour each time.
Incase of delay due to any emergency, the employee should inform his senior on phone and after
reaching office he should fill his manual leave.
If employee on some official duty outside the showroom his attendance will be marked by SM/GM
and submitted to HR.
From 1st of Oct to 31st of Jan the timings for female staff are 9:30 to 6:00 pm. For locations in Patiala
and Bathinda the timings for female staff are 9:30am to 5:45 pm.
From 1st of January any employee without proper uniform (that includes I-card) will be marked
absent
We provide bonus and leave encashment, once a year.
Increment is given after the completion of one year according to performance. For personnel
having completed 6 months to a year, increment would be decided on pro rata basis, linked to
performance.
Salary increments are linked to performance parameters as defined by the management and
supervisor (Senior’s) feedback. The performance parameters are selected and defined in accordance
with the key Job responsibility of the position. For e.g. Sales Consultant, a) Target Achievement, b) SM
feedback c) Customer satisfaction / Customer complaints.
For the year 2014, all employees will undergo performance evaluation and there would be
differential increments.
Higher increments will be handed out to personnel that excel in their performance, are self-
motivated and create a healthy work environment for self and others.
For poor performers, increments can be Nil, with a defined observation period for improvement.
Incase the employee fails to improve performance in the said amount of time; he would be relieved
from services within the guidelines of Relieving.