Dear Seniors,
I have joined a newly established IT firm as an HR Executive (MBA - HR) and am interested in introducing good HR practices and policies. However, I don't have relevant experience as I was working as a recruiter earlier. Could you guide me on what should be the appropriate HR roadmap? How should I go about implementing HR practices and what practices should I introduce?
Please help! Thanks.
Regards,
Lillian
From India, Mumbai
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I have joined a newly established IT firm as an HR Executive (MBA - HR) and am interested in introducing good HR practices and policies. However, I don't have relevant experience as I was working as a recruiter earlier. Could you guide me on what should be the appropriate HR roadmap? How should I go about implementing HR practices and what practices should I introduce?
Please help! Thanks.
Regards,
Lillian
From India, Mumbai
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Mr. Lillian
HR Road Map starts from the Muster roll and ends on the same:
- Entry of an employee into the muster roll
- ESI & EPF submissions
- Performance management to his training and development
- And give him a suitable result to yield in.
But above all, decision-making is at the core of HRM.
Bharat
From India, Gurgaon
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2HR Road Map starts from the Muster roll and ends on the same:
- Entry of an employee into the muster roll
- ESI & EPF submissions
- Performance management to his training and development
- And give him a suitable result to yield in.
But above all, decision-making is at the core of HRM.
Bharat
From India, Gurgaon
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Dear Bharat,
Thank you for your suggestion. Could you please elaborate on the Performance Management part? I have downloaded certain performance appraisal forms from a site. However, I am still pondering as to how to apply them.
Thanks & regards,
Lillian
From India, Mumbai
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Thank you for your suggestion. Could you please elaborate on the Performance Management part? I have downloaded certain performance appraisal forms from a site. However, I am still pondering as to how to apply them.
Thanks & regards,
Lillian
From India, Mumbai
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Dear Lillian,
Performance Management is a very broad term. It can be broadly categorized as SOPM (Standard-oriented Performance Management) and EOPM (Excellence-oriented Performance Management.
SOPM is what we see in most organizations, where they make an effort to review past performance, whereas EOPM focuses less on past performance and more on the capability of the person to deliver the assigned tasks in the upcoming year.
The application of performance management varies from industry to industry, but the objective remains the same.
Some objectives of Performance Management are:
- Promotion/demotion
- Skill set database
- Identifying training needs
- Salary revision for potential employees
- General analysis of working conditions and their correlation with supervisors.
Keeping this in mind, start working. The process is very simple, and you can engage in many discussions in the forum. Kindly go through them to get an idea for the further process.
Regards,
Sundar
From India, Bangalore
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Performance Management is a very broad term. It can be broadly categorized as SOPM (Standard-oriented Performance Management) and EOPM (Excellence-oriented Performance Management.
SOPM is what we see in most organizations, where they make an effort to review past performance, whereas EOPM focuses less on past performance and more on the capability of the person to deliver the assigned tasks in the upcoming year.
The application of performance management varies from industry to industry, but the objective remains the same.
Some objectives of Performance Management are:
- Promotion/demotion
- Skill set database
- Identifying training needs
- Salary revision for potential employees
- General analysis of working conditions and their correlation with supervisors.
Keeping this in mind, start working. The process is very simple, and you can engage in many discussions in the forum. Kindly go through them to get an idea for the further process.
Regards,
Sundar
From India, Bangalore
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Dear Sundar, Thank you.. I wasnt aware of SOPM & EOPM concept. I will concentrate on the objectives and move further on those lines. Thanks once again. Regards, Lillian
From India, Mumbai
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From India, Mumbai
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Dear Lillian
PERFORMANCE MANAGEMENT includes
§ Design and implement a performance management system linked to relevant HRM systems and aimed at contributing directly to the business strategy.
§ Assess performance.
§ Use outcome of performance assessment as the basis for decision-making in areas mentioned in point 1.
§ Management of individual as well as collective labour (organizational) performance.
Anything Else
From India, Gurgaon
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PERFORMANCE MANAGEMENT includes
§ Design and implement a performance management system linked to relevant HRM systems and aimed at contributing directly to the business strategy.
§ Assess performance.
§ Use outcome of performance assessment as the basis for decision-making in areas mentioned in point 1.
§ Management of individual as well as collective labour (organizational) performance.
Anything Else
From India, Gurgaon
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Dear Lillian,
You must have your specific aim in your career so that you can find out the actual roadmap of HR. This needs a lot of brainstorming, which is your own work. Go through each place, i.e. choose one field of work whether PM, T&D, OD, or compliance, but be the master of that one field. Be careful and go stepwise; otherwise, you may lose everything.
From India, Gurgaon
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You must have your specific aim in your career so that you can find out the actual roadmap of HR. This needs a lot of brainstorming, which is your own work. Go through each place, i.e. choose one field of work whether PM, T&D, OD, or compliance, but be the master of that one field. Be careful and go stepwise; otherwise, you may lose everything.
From India, Gurgaon
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Please help with the kind of training to be provided for employees working in chemical industry.
From India, Mumbai
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From India, Mumbai
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Hi Lilian,
The first thing that I would suggest is to understand whether there is anything in particular that the employees are expecting from you. Try to address that first. To me, good HR practices are those that make the employee happy and facilitate growth for them.
Regarding performance management, try to balance SOPM & EOPM. In SOPM, give them feedback on how they have performed in the previous year, then identify areas for improvement going forward, and set specific goals aligned with the organization's plan for the year.
From India, Bangalore
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The first thing that I would suggest is to understand whether there is anything in particular that the employees are expecting from you. Try to address that first. To me, good HR practices are those that make the employee happy and facilitate growth for them.
Regarding performance management, try to balance SOPM & EOPM. In SOPM, give them feedback on how they have performed in the previous year, then identify areas for improvement going forward, and set specific goals aligned with the organization's plan for the year.
From India, Bangalore
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Dear All,
Thank you for your valuable advice. I will work on it and also find out what employees expect of me as an HR. With the help of Cite, I have created performance appraisal forms for permanent and probationary employees.
Now, once these forms are filled out by the appraiser, how do we calculate the amount of the appraisal on salary that should be given? On what basis should we quantify the results of the appraisal? Please guide.
Thanks in advance.
Lillian
From India, Mumbai
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Thank you for your valuable advice. I will work on it and also find out what employees expect of me as an HR. With the help of Cite, I have created performance appraisal forms for permanent and probationary employees.
Now, once these forms are filled out by the appraiser, how do we calculate the amount of the appraisal on salary that should be given? On what basis should we quantify the results of the appraisal? Please guide.
Thanks in advance.
Lillian
From India, Mumbai
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Hello all,
I think Bharat is right. The roadmap starts from the muster entry and ends at the same point. All HR practices depend on employees, management, and available resources. In my opinion, a roadmap is like a HR structure, and HR is like a milestone of a HR structure.
With Regards,
Ravikumar Kulkarni
HR Executive
Apsora India Pvt. Ltd
Pune
From India, Mumbai
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I think Bharat is right. The roadmap starts from the muster entry and ends at the same point. All HR practices depend on employees, management, and available resources. In my opinion, a roadmap is like a HR structure, and HR is like a milestone of a HR structure.
With Regards,
Ravikumar Kulkarni
HR Executive
Apsora India Pvt. Ltd
Pune
From India, Mumbai
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Training on effective Performance Management.pdf
Training-develo pment-performan ce-appraisal.pp t