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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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,
Understanding Performance Management
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.
Objectives of Performance Management
- 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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Understanding Performance Management
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.
Objectives of Performance Management
- 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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Performance Management
- Design and implement a performance management system linked to relevant HRM systems and aimed at contributing directly to the business strategy.
- Assess performance.
- Use the outcome of performance assessment as the basis for decision-making in areas mentioned in point 1.
- Manage individual as well as collective labor (organizational) performance.
Anything else?
Regards,
Lillian
From India, Gurgaon
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- Design and implement a performance management system linked to relevant HRM systems and aimed at contributing directly to the business strategy.
- Assess performance.
- Use the outcome of performance assessment as the basis for decision-making in areas mentioned in point 1.
- Manage individual as well as collective labor (organizational) performance.
Anything else?
Regards,
Lillian
From India, Gurgaon
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You must have a specific aim in your career so that you can find the actual roadmap in HR. This requires a lot of brainstorming, which is your own work. Go through each area, i.e., choose one field of work whether it's PM, T&D, OD, or compliance, but aim to master that one field. Be careful and proceed stepwise; otherwise, you may lose everything.
From India, Gurgaon
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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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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.
Performance Management
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.
Regards
From India, Bangalore
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Performance Management
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.
Regards
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.
Calculating Appraisal Amount
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.
Regards,
Lillian
From India, Mumbai
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Calculating Appraisal Amount
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.
Regards,
Lillian
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 an HR structure, and HR is like a milestone of an HR structure.
Regards,
Ravikumar Kulkarni
HR Executive
Apsora India Pvt. Ltd
Pune
From India, Mumbai
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Regards,
Ravikumar Kulkarni
HR Executive
Apsora India Pvt. Ltd
Pune
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Training on effective Performance Management.pdf
Performance Development Management.ppt