My problem is actually like this. I just started working in this new company of mine on the 16th of October. This company is actually a construction company dealing with the realty business originating from Taiwan, so most of the management here is Chinese people. The thing is, the management of my company is asking for my suggestions regarding their admin management, especially in their human resource management. The reason why I got this job is actually because of my major in HRM. That's why they are asking for my suggestions. It's a good thing for me as I can challenge myself to prove to others that I can improve something in this company. But the thing is, I am still a fresh graduate and I know nothing about this company, I mean their system.
So far, I have found out that they have this performance appraisal for their employees. In terms of other HR functions, I am still searching.
So, I hope anyone can give me some idea where I should start searching for their weaknesses and improve them?
From Malaysia, Kota Kinabalu
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1So far, I have found out that they have this performance appraisal for their employees. In terms of other HR functions, I am still searching.
So, I hope anyone can give me some idea where I should start searching for their weaknesses and improve them?
From Malaysia, Kota Kinabalu
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Hi Adrina,
It's tough when there are a lot of expectations from you, and people expect an HR person to know everything and solve their problems. I think first, you need to identify the problems by talking to various divisions, departments, and heads of departments (HODs). Try to analyze the market your company has covered and the competitors in the field. You can study other similar companies and try to devise some basic training programs based on Training Needs Identification (TNI). I am attaching a questionnaire on "measuring employee effectiveness" that each department/division can use. You know best how to use it according to the situation.
Hope this will help you in some way.
All the best.
Regards,
Anuradha
From India, Delhi
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It's tough when there are a lot of expectations from you, and people expect an HR person to know everything and solve their problems. I think first, you need to identify the problems by talking to various divisions, departments, and heads of departments (HODs). Try to analyze the market your company has covered and the competitors in the field. You can study other similar companies and try to devise some basic training programs based on Training Needs Identification (TNI). I am attaching a questionnaire on "measuring employee effectiveness" that each department/division can use. You know best how to use it according to the situation.
Hope this will help you in some way.
All the best.
Regards,
Anuradha
From India, Delhi
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Hi Anuradha,
Thank you for the idea. I think it is good for me to talk to people in every department we have here. But one thing that makes me worried is that they are all very senior. I mean, they have been working in this company for so long. Would they listen to me if there are any changes that I might propose? Oh, that makes me worry so much. Moreover, as I heard from my colleagues, it is very hard to have an increment in our salary. There are some of my superiors who have been working for this company for 6-7 years, but their salary is only RM1200. How come? They should have about RM2k and above already since they have the experience. But I don't know much since I am still new and only listen to the rumors.
Anyway, I hope we can keep in touch.
Kind regards, [Your Name]
From Malaysia, Kota Kinabalu
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Thank you for the idea. I think it is good for me to talk to people in every department we have here. But one thing that makes me worried is that they are all very senior. I mean, they have been working in this company for so long. Would they listen to me if there are any changes that I might propose? Oh, that makes me worry so much. Moreover, as I heard from my colleagues, it is very hard to have an increment in our salary. There are some of my superiors who have been working for this company for 6-7 years, but their salary is only RM1200. How come? They should have about RM2k and above already since they have the experience. But I don't know much since I am still new and only listen to the rumors.
Anyway, I hope we can keep in touch.
Kind regards, [Your Name]
From Malaysia, Kota Kinabalu
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Hi Adrina,
I can well understand your problem. Do you have an HR department in your company? You can talk to your HR head about the implementation of such a program. Otherwise, I think you need to involve a senior management person in this. Maybe try talking with your immediate boss or the person you think can understand your standpoint.
The financial aspect is something over which you have no control. If the senior management is content, then it's fine. However, if it's a different case, then I suggest you take time to settle into the group before giving your opinion. I recommend that you try to speak with people with whom you feel comfortable first. Alternatively, you can use a written form for the senior management, but you must always follow up on this process.
Some suggestions after identifying the basic training needs may be to:
Start a training program for junior-level management led by senior staff.
A mentoring program would be highly recommended at this stage.
You can also try to conduct a SWOT analysis with the personnel. However, what's more crucial is that you have the support of the management.
Regards,
Anuradha
From India, Delhi
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I can well understand your problem. Do you have an HR department in your company? You can talk to your HR head about the implementation of such a program. Otherwise, I think you need to involve a senior management person in this. Maybe try talking with your immediate boss or the person you think can understand your standpoint.
The financial aspect is something over which you have no control. If the senior management is content, then it's fine. However, if it's a different case, then I suggest you take time to settle into the group before giving your opinion. I recommend that you try to speak with people with whom you feel comfortable first. Alternatively, you can use a written form for the senior management, but you must always follow up on this process.
Some suggestions after identifying the basic training needs may be to:
Start a training program for junior-level management led by senior staff.
A mentoring program would be highly recommended at this stage.
You can also try to conduct a SWOT analysis with the personnel. However, what's more crucial is that you have the support of the management.
Regards,
Anuradha
From India, Delhi
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Hi Anuradha,
Actually, I'm in the admin department. We don't have any HR department here, so the function is as well as the HR department. Thanks for understanding me. I will try my best to settle down this problem. And now for your information, my superior asked me to prepare a proposal for a salary increment. Do you have any idea what sort of things I should do? I mean the format of a proposal or anything else. I don't have anything in my mind right now.
From Malaysia, Kota Kinabalu
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Actually, I'm in the admin department. We don't have any HR department here, so the function is as well as the HR department. Thanks for understanding me. I will try my best to settle down this problem. And now for your information, my superior asked me to prepare a proposal for a salary increment. Do you have any idea what sort of things I should do? I mean the format of a proposal or anything else. I don't have anything in my mind right now.
From Malaysia, Kota Kinabalu
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Hi Adrina83,
Salary increments should be implemented in a structured manner. They should be based on performance, using a rating system that includes five types: FEE, EE, ME, BE, and FBE. Ratings should be determined by immediate managers for their subordinates, with appropriate justifications provided. Subsequently, specific amounts should be allocated to each rating based on the company's financial position. For further details, you can refer to any Performance Management book from an MBA program.
From India, Mumbai
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Salary increments should be implemented in a structured manner. They should be based on performance, using a rating system that includes five types: FEE, EE, ME, BE, and FBE. Ratings should be determined by immediate managers for their subordinates, with appropriate justifications provided. Subsequently, specific amounts should be allocated to each rating based on the company's financial position. For further details, you can refer to any Performance Management book from an MBA program.
From India, Mumbai
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