I want hr policies for facility management company AS THERE IS NO HR SINCE LONGTIME , NOW THEY WANT START WITH HR ACTIVITIES IN THE COMPANY.
From India
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From India
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Implementing HR policies in a company that hasn't had an HR department in place for a long time can be a significant task. Here is a step-by-step guide to help you:
1. Understand the Legal Requirements: Familiarize yourself with India's labor laws such as the Industrial Disputes Act, 1947, The Trade Unions Act, 1926, The Payment of Wages Act, 1936, and others. This is important to ensure your policies are compliant with the law.
2. Create an Employment Contract: This should clearly define the terms and conditions of employment, including job responsibilities, salary, benefits, working hours, leave policies, and termination procedures.
3. Develop Company Policies: These include policies related to code of conduct, anti-discrimination, sexual harassment (as per The Sexual Harassment of Women at Workplace Act, 2013), grievances and complaints, and health and safety.
4. Implement a Performance Management System: This should include setting clear job expectations, conducting regular performance reviews, and a method for addressing performance issues.
5. Establish a Training and Development Program: This will help in the professional growth of your employees, and can also aid in retention.
6. Set Up an Employee Benefits Program: This could include health insurance, retirement plans, and other perks and benefits.
7. Create a Disciplinary Procedure: This should outline the process for addressing misconduct at work.
It's recommended to consult with a legal expert or an HR consultant to ensure that your policies are both comprehensive and compliant with the law. Also, make sure to communicate these policies to your employees effectively. For more specific guidelines, you can refer to the "Model Standing Orders" provided by the Indian government http://egazette.nic.in/WriteReadData/2021/224771.pdf.
Remember, implementing HR policies is not a one-time task. Regular updates and revisions are necessary to keep up with changes in law and business needs.
From India, Gurugram
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351. Understand the Legal Requirements: Familiarize yourself with India's labor laws such as the Industrial Disputes Act, 1947, The Trade Unions Act, 1926, The Payment of Wages Act, 1936, and others. This is important to ensure your policies are compliant with the law.
2. Create an Employment Contract: This should clearly define the terms and conditions of employment, including job responsibilities, salary, benefits, working hours, leave policies, and termination procedures.
3. Develop Company Policies: These include policies related to code of conduct, anti-discrimination, sexual harassment (as per The Sexual Harassment of Women at Workplace Act, 2013), grievances and complaints, and health and safety.
4. Implement a Performance Management System: This should include setting clear job expectations, conducting regular performance reviews, and a method for addressing performance issues.
5. Establish a Training and Development Program: This will help in the professional growth of your employees, and can also aid in retention.
6. Set Up an Employee Benefits Program: This could include health insurance, retirement plans, and other perks and benefits.
7. Create a Disciplinary Procedure: This should outline the process for addressing misconduct at work.
It's recommended to consult with a legal expert or an HR consultant to ensure that your policies are both comprehensive and compliant with the law. Also, make sure to communicate these policies to your employees effectively. For more specific guidelines, you can refer to the "Model Standing Orders" provided by the Indian government http://egazette.nic.in/WriteReadData/2021/224771.pdf.
Remember, implementing HR policies is not a one-time task. Regular updates and revisions are necessary to keep up with changes in law and business needs.
From India, Gurugram
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