Dear All,
My present company is going to launch a new company in the first week of June. We have decided on a flow chart of staff members and profiles. The problem now is that I am the only HR here, and I have one month to set up all these departments, including all documentation, job profiles, and work agreements.
Can anybody help me with the documents I need to keep for our new organization? Could anybody provide me with all the necessary documents and job profiles for some positions, as well as work agreements for upper-level management? Please find the attachment of the flow chart of all profiles.
Contact: Rachana
8800177766
From India, Delhi
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6My present company is going to launch a new company in the first week of June. We have decided on a flow chart of staff members and profiles. The problem now is that I am the only HR here, and I have one month to set up all these departments, including all documentation, job profiles, and work agreements.
Can anybody help me with the documents I need to keep for our new organization? Could anybody provide me with all the necessary documents and job profiles for some positions, as well as work agreements for upper-level management? Please find the attachment of the flow chart of all profiles.
Contact: Rachana
8800177766
From India, Delhi
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Hi Rachna,
Departments are dependent on the business profile of the company. Similarly, documents required to maintain for your new setup will also depend on the same. Support can be given based on the nature of the business of your company, objectives, services, or operations, etc.
For the HR department, you can maintain the following:
1. Organization chart
2. HR Policy containing recruitment process, joining formalities, salary structure, training, engagement, growth, performance management, leave policy, travel policy, maternity, etc. There are many more to be added.
3. HR manual, i.e., an extract of policy for circulation
4. Standard offer letter
5. Standard appointment letter
6. Joining formalities documents
7. Job profile
8. Many others as mentioned before.
You need to share more details to get support.
Regards,
Manjay Sharma
Email: manjay@malaygauri.com
Phone: +91 9810507200
Malay Gauri Consultants Private Limited
From India, Delhi
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Departments are dependent on the business profile of the company. Similarly, documents required to maintain for your new setup will also depend on the same. Support can be given based on the nature of the business of your company, objectives, services, or operations, etc.
For the HR department, you can maintain the following:
1. Organization chart
2. HR Policy containing recruitment process, joining formalities, salary structure, training, engagement, growth, performance management, leave policy, travel policy, maternity, etc. There are many more to be added.
3. HR manual, i.e., an extract of policy for circulation
4. Standard offer letter
5. Standard appointment letter
6. Joining formalities documents
7. Job profile
8. Many others as mentioned before.
You need to share more details to get support.
Regards,
Manjay Sharma
Email: manjay@malaygauri.com
Phone: +91 9810507200
Malay Gauri Consultants Private Limited
From India, Delhi
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Dear Rachana,
Congratulations on the opportunity as an HR to set up entire departments, their functions, responsibilities, and authorities, etc.
The attachment you provided does not indicate anything.
Anyway, I am an ISO Consultant as well as an HR. Please brief me about your company's activities, nature of business, and the number of manpower required for functioning.
My role is to guide and create formats for different departments, functions, organization charts, process flow charts, etc.
Some basic files that may be used for any company include:
- Company Registration File
- Approved Vendors and Suppliers File
- Bank Statement Record
- Accounts File
- Purchase Department
- Sales Department
- Resume File (Skilled and Unskilled)
- Attendance Register
- Leave Record
- Sales/Marketing File
- Correspondence Record
- HR File
- Contract Agreement File
- List Of Clients (City/State Wise)
- Quality Policy, Quality Objective, Mission, and Vision Of Company
- Hierarchy Of Workforce
- Process Flow Chart
- Leave Policy
- Checklist of Documents at the time of recruitment/appointment
- Salary/Wages Record
- Service Providers List
- List Of Machines/Equipment Record
I hope the above basic framework will assist you, Rachana Ji.
Please provide more details about the company and its activities. Feel free to reach out in case of any questions or clarifications.
Alternatively, you can contact me via phone or email for further assistance.
Thanks and Regards,
Manish Srivastava
ISO Consultant (QMS and EMS)
Masters in Industrial Relations and Personnel Management
+91-96707-66888
Correct Certification
Varanasi, Uttar Pradesh
Email: correctcertification@gmail.com
Website: www.correctcertification.org
From India, Lucknow
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Congratulations on the opportunity as an HR to set up entire departments, their functions, responsibilities, and authorities, etc.
The attachment you provided does not indicate anything.
Anyway, I am an ISO Consultant as well as an HR. Please brief me about your company's activities, nature of business, and the number of manpower required for functioning.
My role is to guide and create formats for different departments, functions, organization charts, process flow charts, etc.
Some basic files that may be used for any company include:
- Company Registration File
- Approved Vendors and Suppliers File
- Bank Statement Record
- Accounts File
- Purchase Department
- Sales Department
- Resume File (Skilled and Unskilled)
- Attendance Register
- Leave Record
- Sales/Marketing File
- Correspondence Record
- HR File
- Contract Agreement File
- List Of Clients (City/State Wise)
- Quality Policy, Quality Objective, Mission, and Vision Of Company
- Hierarchy Of Workforce
- Process Flow Chart
- Leave Policy
- Checklist of Documents at the time of recruitment/appointment
- Salary/Wages Record
- Service Providers List
- List Of Machines/Equipment Record
I hope the above basic framework will assist you, Rachana Ji.
Please provide more details about the company and its activities. Feel free to reach out in case of any questions or clarifications.
Alternatively, you can contact me via phone or email for further assistance.
Thanks and Regards,
Manish Srivastava
ISO Consultant (QMS and EMS)
Masters in Industrial Relations and Personnel Management
+91-96707-66888
Correct Certification
Varanasi, Uttar Pradesh
Email: correctcertification@gmail.com
Website: www.correctcertification.org
From India, Lucknow
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Dear Rachana,
I have carefully reviewed your communication. Based on your inquiry and its responses, I believe that if your company is planning to launch a new company, various procedures and formalities must be adhered to in accordance with the prevailing statutes in India, applicable to the state where the new company intends to operate. This is contingent upon the nature of operations of the new company.
Therefore, you need to outline a comprehensive work plan covering all aspects where your team has already completed tasks, areas that still need completion, and areas that require further attention. While HR is an integral part of the company, compliance considerations are crucial before commencing operations.
Should you have any further questions or require clarification, please do not hesitate to reach out.
Have a pleasant day.
Regards,
Jagdish K.
Kochi
9947662384
From India, Kochi
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I have carefully reviewed your communication. Based on your inquiry and its responses, I believe that if your company is planning to launch a new company, various procedures and formalities must be adhered to in accordance with the prevailing statutes in India, applicable to the state where the new company intends to operate. This is contingent upon the nature of operations of the new company.
Therefore, you need to outline a comprehensive work plan covering all aspects where your team has already completed tasks, areas that still need completion, and areas that require further attention. While HR is an integral part of the company, compliance considerations are crucial before commencing operations.
Should you have any further questions or require clarification, please do not hesitate to reach out.
Have a pleasant day.
Regards,
Jagdish K.
Kochi
9947662384
From India, Kochi
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Dear Rachna,
Greetings!
Setting up a department is not an easy task, nor can it be accomplished solely based on suggestions provided by external parties. If you lack experience in this area, it may be beneficial to seek professional assistance to ensure the successful establishment of the department within the specified timeframe.
Having personally been involved in HR department setups, I am willing to provide you with a quotation for the services. Feel free to contact me using the email address provided below.
Thank you.
From India, Delhi
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Greetings!
Setting up a department is not an easy task, nor can it be accomplished solely based on suggestions provided by external parties. If you lack experience in this area, it may be beneficial to seek professional assistance to ensure the successful establishment of the department within the specified timeframe.
Having personally been involved in HR department setups, I am willing to provide you with a quotation for the services. Feel free to contact me using the email address provided below.
Thank you.
From India, Delhi
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Dear Rachana,
Welcome to citeHR, you reached a very appropriate domain and rightly sought our guidance. Don’t panic, but really, really you got a very good & rarest of rare opportunity to prove your mettle. I hope citeHR got everything you need. But problem is that NOTHING you revealed here about your co. excepting you are going to start a co. and you have to set up all the depts. Do you thing anybody whosoever he/she could give you all you need now ? You have to tell us everything, you need not reveal your co.’s name, address etc which might personally affect you. Minimum required the following among others to enable us to give you meaningful suggestions:
1. First of all whether it’s a co. or a firm of partners or a proprietorship firm. You should know, first of all the difference between these.
2. What is your business-manufacturing, service, marketing, travels
3. What is your corporate goals
4. What is your present administration in the apex level-is there a board, who are there members, what are their profiles
5. What is going to be your operational man power strength at various levels, make out a pyramid like structure
6. What depts. Are you looking for- it would require to draw a man power chart (use a power point sheet to work out this which is easy for you.
7. Why this task has been entrusted to you (I think you are in executive level) you are alone or some of them above you? And you have been asked to double up-here as well as there, riding on two horses ?
8. Are there anybody to help you to do using computers
9. Who is going to be your approving authority, to whom you’ll discuss and take guidance & approvals
10. It’s necessary to answer all these points and begin with a road map for Operational manuals for every dept. you are going to conceive.
11. If there are existing HODs obtain their Perspective plans, linked with projected production, turnover, budgets, financing, profitability, accountability & governance. Don't try to neglect anybody, it is the job of every HODs to give you a detailed requirement of man power, qualifications/specialities, levels & pay structures, duties and responsibilities, without this document don't try to proceed.
12. We have no idea what is your background, experience and qualification & capabilities, much would depend on this.
13. Then comes compliance with recruitment (which itself time consuming task, say mini. of a month), labour laws, positioning, training and so on.
So first of all you should be clear about you and then systematically visualise what are all necessary limited to your status and capability. In short nothing is impossible but the task before you is very big. So get set, ready, go. Keep in touch with this forum continuously and you'll takeoff.
All the best.
From India, Bangalore
Acknowledge(0)Amend(0)
Welcome to citeHR, you reached a very appropriate domain and rightly sought our guidance. Don’t panic, but really, really you got a very good & rarest of rare opportunity to prove your mettle. I hope citeHR got everything you need. But problem is that NOTHING you revealed here about your co. excepting you are going to start a co. and you have to set up all the depts. Do you thing anybody whosoever he/she could give you all you need now ? You have to tell us everything, you need not reveal your co.’s name, address etc which might personally affect you. Minimum required the following among others to enable us to give you meaningful suggestions:
1. First of all whether it’s a co. or a firm of partners or a proprietorship firm. You should know, first of all the difference between these.
2. What is your business-manufacturing, service, marketing, travels
3. What is your corporate goals
4. What is your present administration in the apex level-is there a board, who are there members, what are their profiles
5. What is going to be your operational man power strength at various levels, make out a pyramid like structure
6. What depts. Are you looking for- it would require to draw a man power chart (use a power point sheet to work out this which is easy for you.
7. Why this task has been entrusted to you (I think you are in executive level) you are alone or some of them above you? And you have been asked to double up-here as well as there, riding on two horses ?
8. Are there anybody to help you to do using computers
9. Who is going to be your approving authority, to whom you’ll discuss and take guidance & approvals
10. It’s necessary to answer all these points and begin with a road map for Operational manuals for every dept. you are going to conceive.
11. If there are existing HODs obtain their Perspective plans, linked with projected production, turnover, budgets, financing, profitability, accountability & governance. Don't try to neglect anybody, it is the job of every HODs to give you a detailed requirement of man power, qualifications/specialities, levels & pay structures, duties and responsibilities, without this document don't try to proceed.
12. We have no idea what is your background, experience and qualification & capabilities, much would depend on this.
13. Then comes compliance with recruitment (which itself time consuming task, say mini. of a month), labour laws, positioning, training and so on.
So first of all you should be clear about you and then systematically visualise what are all necessary limited to your status and capability. In short nothing is impossible but the task before you is very big. So get set, ready, go. Keep in touch with this forum continuously and you'll takeoff.
All the best.
From India, Bangalore
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Dear Rachana,
Before you could respond, concerning only the functionality of HR, the attached copy of the HR manual of PSU major, BEML, one of the best manuals I have come across, would serve you well in drafting your own HR manual. Please draw ideas from this manual, in addition to what you have or will have in the future, for the best of your career. All the best.
From India, Bangalore
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Before you could respond, concerning only the functionality of HR, the attached copy of the HR manual of PSU major, BEML, one of the best manuals I have come across, would serve you well in drafting your own HR manual. Please draw ideas from this manual, in addition to what you have or will have in the future, for the best of your career. All the best.
From India, Bangalore
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HOW TO SET UP HR DEPT.doc