I have joined a company that did not have an HR before plz help me by suggesting as to what things I can introduce as an Hr to start with.
From India, Mumbai
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From India, Mumbai
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For starting a new department, you can follow the below basic steps:
Decide on HR Functions
1) Decide on various functions in HR for which you want to hire. For example, based on the employee strength, you can designate one person for recruitment, onboarding, and employee relations. I suggest having one employee for statutory and payroll tasks.
Define Job Descriptions
2) Once you decide on the roles, please define the job description of each position. It is crucial to clearly outline the work and responsibilities to reduce ambiguity.
Align Vision and Mission
3) Prepare a vision and mission for HR, which should align with the organization's mission.
Develop Employee Life Cycle Processes
4) Broadly, in an employee life cycle, you should consider the activities of recruitment, induction, assessment, development, retention, and exit. Develop processes for each of these activities.
Remember, it is always beneficial to follow documented procedures. This is just the beginning of a long journey. Good luck!
The list of tasks can be endless. You are advised to use the search tab at the top for more suggestions.
Regards
From India, Mumbai
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26Decide on HR Functions
1) Decide on various functions in HR for which you want to hire. For example, based on the employee strength, you can designate one person for recruitment, onboarding, and employee relations. I suggest having one employee for statutory and payroll tasks.
Define Job Descriptions
2) Once you decide on the roles, please define the job description of each position. It is crucial to clearly outline the work and responsibilities to reduce ambiguity.
Align Vision and Mission
3) Prepare a vision and mission for HR, which should align with the organization's mission.
Develop Employee Life Cycle Processes
4) Broadly, in an employee life cycle, you should consider the activities of recruitment, induction, assessment, development, retention, and exit. Develop processes for each of these activities.
Remember, it is always beneficial to follow documented procedures. This is just the beginning of a long journey. Good luck!
The list of tasks can be endless. You are advised to use the search tab at the top for more suggestions.
Regards
From India, Mumbai
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Please tell us about your industry, the size, and age of your company. How did they manage payroll, employee engagement, performance appraisal, leave, etc., without HR?
Now, you can start maintaining the attendance (Muster Roll & OT Register) of the employees. Begin preparing the pay sheet and leave records. Keep copies of educational and experience certificates of the employees and update all employee records with their applications, interview details, pay fixation, offer of employment on probation, confirmation letters, salary revision, bonus payment details, etc.
Please ensure statutory compliance such as RC under S&E Act or any other relevant act. If necessary, obtain licenses under various acts. Register for PF & ESI and obtain the registration code so that employees' PF and ESI can be deducted and deposited.
As advised by Supriya, you can create an HR Manual with Vision, Mission, and Objectives, recruitment process, Promotion policy, Performance appraisal policy, separation policy (resignation, retirement, superannuation, death, accident, absconding, termination), training, and developmental needs of employees, etc.
In your free time, you can pursue your studies and personal development.
If you have any doubts, please ask specific questions, and our members will guide you accordingly.
Wishing you all the best.
From India, Kumbakonam
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Now, you can start maintaining the attendance (Muster Roll & OT Register) of the employees. Begin preparing the pay sheet and leave records. Keep copies of educational and experience certificates of the employees and update all employee records with their applications, interview details, pay fixation, offer of employment on probation, confirmation letters, salary revision, bonus payment details, etc.
Please ensure statutory compliance such as RC under S&E Act or any other relevant act. If necessary, obtain licenses under various acts. Register for PF & ESI and obtain the registration code so that employees' PF and ESI can be deducted and deposited.
As advised by Supriya, you can create an HR Manual with Vision, Mission, and Objectives, recruitment process, Promotion policy, Performance appraisal policy, separation policy (resignation, retirement, superannuation, death, accident, absconding, termination), training, and developmental needs of employees, etc.
In your free time, you can pursue your studies and personal development.
If you have any doubts, please ask specific questions, and our members will guide you accordingly.
Wishing you all the best.
From India, Kumbakonam
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Good morning everybody I M working in manufacturing industry as HR Plz guide me how to calculate Income Tax and TDSin Payroll and what is slab of Income Tax and TDS
From India, Mumbai
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From India, Mumbai
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Formulate HR Policies
Formulate HR policies for leave, attendance, dress code, timings, payroll, sexual harassment, resignation, etc.
Prepare Job Descriptions and KRAs
Prepare job descriptions, KRAs, and start Employee Connect (employee connect calendar). Conduct training sessions and implement an Employee RnR (reward and recognition) program.
All the best for your new role!!
Regards,
Kanika
From India, Delhi
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Formulate HR policies for leave, attendance, dress code, timings, payroll, sexual harassment, resignation, etc.
Prepare Job Descriptions and KRAs
Prepare job descriptions, KRAs, and start Employee Connect (employee connect calendar). Conduct training sessions and implement an Employee RnR (reward and recognition) program.
All the best for your new role!!
Regards,
Kanika
From India, Delhi
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