Hi, I am Soujanya. I am a fresher in HR. I am supposed to start up the HR process from the beginning. I am working for an IT company, and our company consists of 18 people. We are starting recruiting again from this month. Can anybody help me with the details?
1) What processes am I supposed to follow?
2) I also need templates for appraisals, KRAs, KPIs, Compensation, and Exit formalities.
All seniors, please help me out.
Soujanya
From India, Delhi
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1) What processes am I supposed to follow?
2) I also need templates for appraisals, KRAs, KPIs, Compensation, and Exit formalities.
All seniors, please help me out.
Soujanya
From India, Delhi
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Hi Soujanya,
Congratulations on starting up the same.
In my opinion, a few things are to be taken care of in the beginning:
1. You should start with preparing the HR manual for the company. If it is not there, or else just read carefully the things mentioned in it. If it needs to be revised, then go ahead carefully.
2. For starting anything in HR, in my opinion, one should have the complete employee demographics for the existing employees. If recruiting new, then you can start with some formats such as candidate's info, appointment letter, induction, training, etc., which you can put in one place and start off.
3. Go for some recruitment agencies, job portals, newspaper ads, campaigning in colleges, etc. Also, you should have complete knowledge of the working profile of the staff.
4. Take care of things like performance appraisal, increment, demotion, appreciation, etc., later on.
5. As far as exit is concerned, you can conduct an exit interview. For FFS (Full & final settlements), look for their dues on both parties, take back the company belongings (I-card, Laptop, mobile, etc.) with the issuance of proper NOC, relieving letter, experience certificates, etc.
As far as templates are concerned, I'm sorry I can't help this time. 😢
I hope this will prove to be quite helpful to you, though it is a vast field and we cannot say this is the end!!!
Goodbye with all the best wishes. 😊
From India, Ahmadabad
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Congratulations on starting up the same.
In my opinion, a few things are to be taken care of in the beginning:
1. You should start with preparing the HR manual for the company. If it is not there, or else just read carefully the things mentioned in it. If it needs to be revised, then go ahead carefully.
2. For starting anything in HR, in my opinion, one should have the complete employee demographics for the existing employees. If recruiting new, then you can start with some formats such as candidate's info, appointment letter, induction, training, etc., which you can put in one place and start off.
3. Go for some recruitment agencies, job portals, newspaper ads, campaigning in colleges, etc. Also, you should have complete knowledge of the working profile of the staff.
4. Take care of things like performance appraisal, increment, demotion, appreciation, etc., later on.
5. As far as exit is concerned, you can conduct an exit interview. For FFS (Full & final settlements), look for their dues on both parties, take back the company belongings (I-card, Laptop, mobile, etc.) with the issuance of proper NOC, relieving letter, experience certificates, etc.
As far as templates are concerned, I'm sorry I can't help this time. 😢
I hope this will prove to be quite helpful to you, though it is a vast field and we cannot say this is the end!!!
Goodbye with all the best wishes. 😊
From India, Ahmadabad
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Hi Kavitha, Thanx for the advice.. I have already done the recruitment thing.. :D i wanted to know about the KRA and KPI ...... Soujanya
From India, Delhi
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From India, Delhi
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Hi,
The basic processes that you need to address urgently are as follows:
1) Recruitment Process
2) Attendance Process (Explaining absenteeism policy)
3) Availing Leaves Process (Explaining Leave Policy)
4) Suggestion/Feedback Process (Explaining Suggestion policy)
5) Appraisal Process
6) Code of Conduct Process
7) Travel/Conveyance Process
8) Telephone/Mobile Reimbursement Process
9) Exit Process
Amit Goyal
From India, Delhi
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10The basic processes that you need to address urgently are as follows:
1) Recruitment Process
2) Attendance Process (Explaining absenteeism policy)
3) Availing Leaves Process (Explaining Leave Policy)
4) Suggestion/Feedback Process (Explaining Suggestion policy)
5) Appraisal Process
6) Code of Conduct Process
7) Travel/Conveyance Process
8) Telephone/Mobile Reimbursement Process
9) Exit Process
Amit Goyal
From India, Delhi
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Hi,
KRA or KPA stands for Key Result/Performance Area, which is part of a JD. KRA defines all those jobs that a person holding the said position is supposed to do. These may be measurable or not measurable.
KPI stands for Key Performance Indicators. As the name reveals, KPI defines all those parts of KPA/KRA which are directly measurable and which may indicate the level of performance of an individual employee. For example, let us take the case of an HR person. His KPIs may include:
- To close the position within 2 weeks of posting
- To submit the PF/ESI return latest by the 15th of every month
- To send the salary advice to the accounts dept latest by the 27th of every month, etc.
As you can see, all these tasks can be directly measured, and hence one can measure the performance of an HR person.
You may ask the difference between a JD and KPA. A JD not only defines the jobs to be done but also the name of the position, reporting structure, level of the position, qualifications required, skills required, etc., while KPA just defines the jobs to be done.
Amit Goyal
From India, Delhi
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KRA or KPA stands for Key Result/Performance Area, which is part of a JD. KRA defines all those jobs that a person holding the said position is supposed to do. These may be measurable or not measurable.
KPI stands for Key Performance Indicators. As the name reveals, KPI defines all those parts of KPA/KRA which are directly measurable and which may indicate the level of performance of an individual employee. For example, let us take the case of an HR person. His KPIs may include:
- To close the position within 2 weeks of posting
- To submit the PF/ESI return latest by the 15th of every month
- To send the salary advice to the accounts dept latest by the 27th of every month, etc.
As you can see, all these tasks can be directly measured, and hence one can measure the performance of an HR person.
You may ask the difference between a JD and KPA. A JD not only defines the jobs to be done but also the name of the position, reporting structure, level of the position, qualifications required, skills required, etc., while KPA just defines the jobs to be done.
Amit Goyal
From India, Delhi
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Hi,
Please click the following links. You might get lots of information.
https://www.citehr.com/search_new.ph...r+IT+employees
https://www.citehr.com/search_new.php?q=KPIs
For more details, keep in touch. I am also working in Bangalore as Manager-HR/Admin.
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
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Please click the following links. You might get lots of information.
https://www.citehr.com/search_new.ph...r+IT+employees
https://www.citehr.com/search_new.php?q=KPIs
For more details, keep in touch. I am also working in Bangalore as Manager-HR/Admin.
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
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KRA & KPI SHEET HR & ADMIN 09-10 final (1).xls