SOP for Human Resource executive (Eco-Angel) B

Apart from the IIOWC 01 standards of operation, IIOWC 02 rules of privacy; following 17 standard operative procedures (SOP) are here to effectively collaborate with the company.
Recruitment Process
1.1 Make more than 100 successful calls daily to potential candidates. Refer https://docs.google.com/document/d/1h27ThXRx_VBQmlNe_FlOhPSFFNNnq4WrZvFZ...
1.2 Review and scrutinize application forms filled by candidates. See Candidate Rejection Criteria: https://docs.google.com/document/d/1f7I0bBHurdYAqo-iHGJGffJjnQFGIxmcM0D6...
1.3 Shortlist candidates based on their applications and personality.
1.4 Conduct interviews with shortlisted candidates.
1.5 Background verification checks: https://docs.google.com/document/d/1DNjYo3oQ9sH2CGxbeH1fAza6572aMUDIlqI-...
a) Employment Verification:
- Send email/telephone verification requests to the candidate's previous employer(s).
- Confirm job title, dates of employment, and reason for leaving.
b) Education Verification:
- Send email/telephone verification requests to candidate's classmate or friend from their educational institution
- Confirm academic performance, qualities.
c) Social Media Verification:
- Request URLs/links to candidate's social media profiles (e.g., LinkedIn, Facebook).
- Review profiles for consistency and professionalism.
1.6 Verify academic documents.
1.7 Send "Confidentiality/Non-Disclosure Agreement (NDA) form" to selected candidates.
1.8 Send "Pre Offer Resources To Align Mutually PORTAM101ED" to selected candidates to familiarize them with job responsibilities.
1.9 After the candidate completes and clears the initial test "PORTAM101ED", and you're satisfied with their understanding of the resource sheet, the next step would be to extend an offer letter.

After the candidate accepts the offer letter, you should send a "Post offer acceptance Welcome Mail POAWM" with:
Onboarding Process:
2.1 Provide welcome emails with necessary information.
Company Resources: Share information about company resources in the way of "Post offer acceptance welcome mail" "Poawm Ed_Poawm_SopMgSa516218_ED- Bilingual" https://docs.google.com/spreadsheets/d/15lZjNfwvtB9wjZrBPZNH3JLTL7VX1jaq...
Give sufficient time to the candidate to understand and assimilate the resources provided to them and wait till they answer satisfactorily in the sheets provided in the mail "Post offer acceptance Welcome Mail POAWM"
2.2 Assist candidates in Self pace their Onboarding via "SPYO_Ed" doc.
2.3 After that, review the "riddle sheet" https://docs.google.com/spreadsheets/d/1YxKl-I1fxC8-GcBOGSoPcLxidSlQe9YU... . Check is it completed or not? Check if the candidate scored more than 98% in it or not? If you find some discrepancies nudge them (without giving specific clues) to review and correct. Check again if they improved and crossed 98% mark or not? Proceed further with candidates who crossed this riddle, block all other candidates from the access of resources and revoke their job offer.
2.4 Performance Monitoring and Support Guidelines
2.41 Monitor actual performance as outlined in the SOP for EDs https://www.ecoghar.com/jr/SOP_ED#h.kmbgoimi87b, and track daily activities using their reporting sheets. Ensure weekly attendance is reviewed and recorded accurately for the entire team, and update the payroll accordingly.
2.42 Regularly review candidates’ reporting sheets to identify those who may require mentoring or additional support. Provide them with the necessary guidance and resources to help them succeed in their roles.
2.5 Important: To ensure proper financial procedures, please note that all bank transactions are to be initiated using the licensed mission associate's account. The company bears no responsibility for refunding transactions incorrectly routed through the ED's bank account.
2.6 Keep documentation of every interaction, for sake of transparency and fairness. Via entry in the Activity Reporting Sheet (ARS).
2.7 Eco Detectives who consistently meet their weekly licensing targets will be retained and confirmed as Business Development Executives upon successful completion of the probation period.
2.8 Eco Detectives who fail to meet their weekly licensing targets will be placed on a Performance Improvement Plan (PIP), which includes a written warning at the end of Week 1, a show-cause notice at the end of Week 2, and if no significant improvement is observed; must result in termination in Week 3.
2.9 Resolving queries, and grievances as per policy and documentation along with mentoring them as and when required, with the help of resources, provided to you, in your ARS.

3. Additional Responsibilities
3.1 Post job advertisements on various portals.
3.2 Source candidates through X-ray search,.
3.3 Collaborate with placement coordinators of educational institutes to hire talent from their institutions.
3.4 Update job descriptions as needed.
3.5 Ask for referrals after each interview or call.
3.6 Track your:
KPI: The Number of Districts filled by suitable Eco-Detective
KRA: Number of Eco-Detective who completed their probation period successfully
3.7 Other necessary activities to achieve and outperform the targets.

Probation and Performance Policy for Eco Detectives (EDs)

4. The probation period is a valuable opportunity for Eco Detectives (EDs) to build a strong CTC (Cost to Company). However, any involvement in cheating or malpractice during this phase will result in forfeiting the opportunity to earn a prestigious package. Such actions will lead to immediate termination, following the appropriate due process.
5. An ED’s weekly presence will be considered valid only if they successfully license more than five Mission Associates (MAs) within that week.
6. Partial or incomplete work on any given day will be treated as a non-working day. Candidates who consistently underperform for more than one week should not be retained.
7. During onboarding, we clearly communicate what constitutes cheating and the consequences associated with it. All candidates are expected to fully understand and adhere to these standards.
8. Upon the first instance of malpractice or policy violation, the HRE (Human Resource Executive) must issue a formal warning. A second instance will result in a show-cause notice. Upon the third incident, the candidate must be terminated immediately.
9. Communication, Self assessment, Resource Coloring and other reporting in the Sheets / at site must be done Daily By daily-cutoff time; 8.00 PM.
10. Missing to add the report on a daily basis will be considered absent from the work and it will impact your Stipend/Pay accordingly.
11. You are entitled for four delayed daily reports; with a maximum interval of 48 hours; in a month.
12. Hard Copy of Expenses Sheet with all bills, receipts, tickets, vouchers must be submitted by speed post/by some reliable courier; so it would reach the office by 15th of coming month.
13. Pay day is the 7th of every month you must ensure you added correct bank details in the https://ajaysaxena.in/node/add/stakeholder-documents form.
14. Work expenses & allowances reimbursement will happen on next month's 21st day.
15. Actual onboarded Eco-Detectives of whom Licensed Mission Associate(LMA) and Authorized Enrollment Associate(AEA) started enrollments of students in the probation period will be counted for your post probation period CTC purpose.
16. Your hiring and onboarding target for the first two months is more than three recruits (Psychology Graduate/BBA/MBA) or more than ten “Any other Graduate” recruits who fully started working. Adherence to our Social media policy, SCRIPT, Candidate Rejection Criteria Post Onboarding Compliance and Performance Documents are compulsory. Read and understand them properly. The job commencement date would be the date on which you entered your updated SM profile on your communication sheet.
17. Take a printout of this and stick it at the eye height upon the wall in front of your sitting space.