I require some help and suggestions in setting up a full-fledged HR department in an organization. I have started with manpower planning and have also prepared a questionnaire for the same. What should be the next thing that I must look into? Ours is a non-IT firm with a well-established Personnel Department but no HR department.
Regards
From India, Pune
Acknowledge(0)
Amend(0)
Regards
From India, Pune
Acknowledge(0)Amend(0)
If you have a Personnel Department, you have a base, so setting up an HR Department will be much easier. Plan the job profile while planning other issues. Clearly define the authority and responsibility of each employee so that there is no conflict with the Personnel Department. There should be good cooperation, with no overlapping of functions.
Regards,
Jitendra
From Italy
Acknowledge(0)Amend(0)
1Regards,
Jitendra
From Italy
Acknowledge(0)Amend(0)
Hi Jitu, thanks for replying. My organization does have a personnel department, but they are only focused on the duties of the personnel department. I am sure there would not be any conflicts; however, my main concern is introducing systematic and organized ways of HR. How should I go about that? We have a huge number of employees, but there isn't much focus on the required skills. Hence, the company ends up paying large salaries without gaining much productivity from the employees.
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
Dear Mashrita, HR does not increase productivity directly but, of course, has a direct effect on productivity. Here are some suggestions:
a) Firstly, plan out HR activities on a half-yearly or yearly basis, such as a training calendar and programs (issues shall be chosen to attract the people).
b) Arrange small programs initially with a low budget, such as safety quizzes or games, etc.
c) Most importantly, conduct an employee survey to feel their pulse, understand their needs, and know what they expect from management.
It is very difficult to define what your organization and people want as it all depends on the cultural environment, mindset, etc. Factors like the state of your factory, the number of employees (categorized), what your factory produces, etc., also influence what needs to be done. If it is labor-intensive, we have to act accordingly.
Although I am not a consultant, I can share some of my experiences.
Regards, Jitendra [Phone Number Removed For Privacy Reasons]
From Italy
Acknowledge(0)Amend(0)
a) Firstly, plan out HR activities on a half-yearly or yearly basis, such as a training calendar and programs (issues shall be chosen to attract the people).
b) Arrange small programs initially with a low budget, such as safety quizzes or games, etc.
c) Most importantly, conduct an employee survey to feel their pulse, understand their needs, and know what they expect from management.
It is very difficult to define what your organization and people want as it all depends on the cultural environment, mindset, etc. Factors like the state of your factory, the number of employees (categorized), what your factory produces, etc., also influence what needs to be done. If it is labor-intensive, we have to act accordingly.
Although I am not a consultant, I can share some of my experiences.
Regards, Jitendra [Phone Number Removed For Privacy Reasons]
From Italy
Acknowledge(0)Amend(0)
If you search in Cite HR, you will find ample posts to guide you on creating an HR department. I hope payroll, leave management, and attendance are being taken care of by your personnel. To start with and keep it simple, you can work on the following:
- Recruitment & Selection procedure
- Proper Induction and Exit formalities
- Setting up Training guidelines - technical trainings, soft skill/behavioral trainings
- Effective Performance Appraisal methods
- Employee engagement activities
As you progress, you will discover the scope for new tasks. You have a great opportunity ahead; give it your best effort!
With regards,
Vaishalee Parkhi
From India, Pune
Acknowledge(0)Amend(0)
- Recruitment & Selection procedure
- Proper Induction and Exit formalities
- Setting up Training guidelines - technical trainings, soft skill/behavioral trainings
- Effective Performance Appraisal methods
- Employee engagement activities
As you progress, you will discover the scope for new tasks. You have a great opportunity ahead; give it your best effort!
With regards,
Vaishalee Parkhi
From India, Pune
Acknowledge(0)Amend(0)
Hi Mashrita, I am also doing the same job as you. For a better beginning, you should prepare an organization chart (consolidated and department-wise). Roles, responsibilities, authorities, and reporting systems for each designation should be defined. This will help us in the recruitment process and in performance management.
Regards,
Prerana
From India, Pune
Acknowledge(0)Amend(0)
Regards,
Prerana
From India, Pune
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.
Setting up HR department.pdf
HR department.zip