Toppers HR Services (Private) Limited
Star HRS (Private) Limited
A.B.O Brother’s (Private) Limited
Star HRSG (Private) Limited
Employee Deputation and Transition Plan
1. Objective
The primary objective of this plan is to delineate a comprehensive process for the seamless
transfer of employees while ensuring operational continuity for the client. This involves
establishing clear protocols and strategies that facilitate effective communication, minimize
disruption, and promote a positive transition experience for all employees involved.
2. Scope
This transition plan outlines key components for a successful staff transfer, including
employee relocation procedures, structured orientation, and daily matter management to
address concerns. It establishes attendance and payroll systems for accurate tracking and
compensation while implementing strategies to manage staffing shortages. The goal is to
ensure operational continuity and support the client’s objectives.
3. Employee Transfer Process
Identification of Employees: List employees being transferred, including roles and
responsibilities.
Communication: Inform employees about the transfer details, reasons, and expectations.
Documentation: Ensure all necessary documentation (contracts, NDAs, etc.) is completed.
4. Orientation Program
Schedule Orientation: Develop a schedule for orientation sessions for transferred
employees.
Content of Orientation:
o Company policies and procedures
o Job expectations and responsibilities
o Introduction to team members and key stakeholders
o Overview of the work environment and culture for new staff
5. Daily Employee Matters
Supervisor Responsibilities:
o Designate a supervisor to address daily employee matters.
Toppers HR Services (Private) Limited
Star HRS (Private) Limited
A.B.O Brother’s (Private) Limited
Star HRSG (Private) Limited
o Establish a communication channel for employees to raise concerns or seek
guidance.
Toppers HR Services (Private) Limited
Star HRS (Private) Limited
A.B.O Brother’s (Private) Limited
Star HRSG (Private) Limited
6. Attendance Monitoring
Tracking System: Implement an attendance tracking system (e.g., biometric, software).
Reporting: Regular reports to be generated for attendance and punctuality.
7. Payroll Management
Payroll Schedule: Establish a payroll cycle (weekly, bi-weekly, or monthly).
Integration with HRIS: Ensure payroll system is integrated with the HR Information System
for accuracy.
Employee Queries: Designate a point of contact for payroll-related inquiries.
8. Staff Shortage Management
Assessment of Needs: Regularly assess the workload to identify staffing shortages.
Temporary Solutions: Plan for temporary staff or overtime options to cover shortages.
Recruitment Plan: Develop a strategy for hiring additional staff if needed.
9. Feedback and Adjustment
Regular Check-Ins: Schedule regular meetings to gather feedback from employees and
supervisors.
Continuous Improvement: Adjust the plan based on feedback and operational needs.
10. Timeline
Phase 1: Initial communication and documentation (Week 1)
Phase 2: Orientation and training (Week 2)
Phase 3: Full operational integration (Week 3 and ongoing)
11. Conclusion
This plan aims to facilitate a smooth transition for employees and ensure that operational
needs are met efficiently.
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Management of STAR-HRSG
