Hi there, Could anyone guide with the complete HR Strategy starting from Recruitment until F&F. I am in the process of framing a strategy for a client presentation. Regards, Priya
From India, Madras
Acknowledge(0)
Amend(0)
41From India, Madras
Acknowledge(0)Amend(0)
Hello Priya,
Suggest first go through the old postings in CiteHR before posting such messages. You will find loads of info that you may not need all of it. It will save you, as well as all the others who see such postings, lots of time. Sorry for being direct, but I think you need to first put in your effort before asking others.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
Suggest first go through the old postings in CiteHR before posting such messages. You will find loads of info that you may not need all of it. It will save you, as well as all the others who see such postings, lots of time. Sorry for being direct, but I think you need to first put in your effort before asking others.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi TS, I have done with quiet something and have gone through some, I fear that the info i have collected from previous posts would not be sufficient to annalyse and frame strategies. Regards, Priya
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Hi Priya Ranganathan,
Right from recruitment until F&F would not be possible in one shot, I believe. But which posts the members suggest to be searched meticulously and retrieved. As you say, I have also gone through enough posts and found them useful many times.
Regards,
KB
From India, Madras
Acknowledge(0)Amend(0)
Right from recruitment until F&F would not be possible in one shot, I believe. But which posts the members suggest to be searched meticulously and retrieved. As you say, I have also gone through enough posts and found them useful many times.
Regards,
KB
From India, Madras
Acknowledge(0)Amend(0)
Dear Priya,
My personal suggestion here would be to first try to establish some good HR policies for your company. Study your company well, ask about the designations for which recruitments have been made, and then research on Google, Naukri, or any job portal regarding those specific requirements in case you have not done so before.
Also, when it comes to recruitment, if you are responsible for making appointments and handling salary breakdowns, consider the components you would need and how to segregate them. It is crucial to learn these basic aspects if you are unaware of them.
Rashmi
From India, Mumbai
Acknowledge(0)Amend(0)
My personal suggestion here would be to first try to establish some good HR policies for your company. Study your company well, ask about the designations for which recruitments have been made, and then research on Google, Naukri, or any job portal regarding those specific requirements in case you have not done so before.
Also, when it comes to recruitment, if you are responsible for making appointments and handling salary breakdowns, consider the components you would need and how to segregate them. It is crucial to learn these basic aspects if you are unaware of them.
Rashmi
From India, Mumbai
Acknowledge(0)Amend(0)
dear priya, in one post Peer Mohammed sir has explained the complete process search that one...i think thst was under implimentation of HR dept
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Hi,
This is Ferdinand Dsouza, an outsourcer for many outbound processes from the UK and US. We are looking for centers all over India for better growth. We have already started three centers in Mumbai with more than 100 seats. For further details about the process, just leave a mail. No upfront payment is required!
(P.S. - We do not engage in processes that require upfront payments, which is why we do not have any processes with upfront fees.)
Thanks & Regards, Ferdinand Dsouza
From India, Mumbai
Acknowledge(0)Amend(0)
This is Ferdinand Dsouza, an outsourcer for many outbound processes from the UK and US. We are looking for centers all over India for better growth. We have already started three centers in Mumbai with more than 100 seats. For further details about the process, just leave a mail. No upfront payment is required!
(P.S. - We do not engage in processes that require upfront payments, which is why we do not have any processes with upfront fees.)
Thanks & Regards, Ferdinand Dsouza
From India, Mumbai
Acknowledge(0)Amend(0)
Hi everyone,
Thank you for all the suggestions.
We are trying to start our own BPO (European, 1000-seater), and from head to toe, everything would be tailor-made.
I am in the process of framing the HR policies and have completed most of them.
We have plans to start with a pilot batch of 100 individuals, with top members in operations through referrals, and agents to be freshers through consultants or portals and walk-ins.
My concern now is, as we are a software company and venturing into a BPO, do you think the same management would be able to handle it, or should we recruit new people to manage the BPO?
To clarify, the BPO is our own, not outsourced, but created for our own products.
My point is, we are reluctant to entrust everything to a new person as we are starting from scratch. I am concerned if others would share the same commitment to the company's growth. Perhaps we can manage for the first year, and as the headcount reaches 500, we could consider adding more to the management team.
"Grow as you work" is our current policy. That's why we plan to recruit freshers and nurture their growth within the company.
Your suggestions and criticisms are most welcome. Please provide all your insights and enlighten me.
Regards,
Priya
From India, Madras
Acknowledge(0)Amend(0)
Thank you for all the suggestions.
We are trying to start our own BPO (European, 1000-seater), and from head to toe, everything would be tailor-made.
I am in the process of framing the HR policies and have completed most of them.
We have plans to start with a pilot batch of 100 individuals, with top members in operations through referrals, and agents to be freshers through consultants or portals and walk-ins.
My concern now is, as we are a software company and venturing into a BPO, do you think the same management would be able to handle it, or should we recruit new people to manage the BPO?
To clarify, the BPO is our own, not outsourced, but created for our own products.
My point is, we are reluctant to entrust everything to a new person as we are starting from scratch. I am concerned if others would share the same commitment to the company's growth. Perhaps we can manage for the first year, and as the headcount reaches 500, we could consider adding more to the management team.
"Grow as you work" is our current policy. That's why we plan to recruit freshers and nurture their growth within the company.
Your suggestions and criticisms are most welcome. Please provide all your insights and enlighten me.
Regards,
Priya
From India, Madras
Acknowledge(0)Amend(0)
Dear,
The strategy always depends upon the company's culture and its way of working. First, you need to chalk out what is going on in your organization in terms of attendance, punctuality, performance assessment, movement of manpower and materials, disciplinary activities, recruitment system, security system, salary structure, administration, and so on. Make some refinements if you are allowed to do so.
In the case of a new company, you need to get connected with an experienced person. Please feel free to discuss - 09816615455.
Thanks,
Rajesh Sarao
From India, Velluru
Acknowledge(0)Amend(0)
The strategy always depends upon the company's culture and its way of working. First, you need to chalk out what is going on in your organization in terms of attendance, punctuality, performance assessment, movement of manpower and materials, disciplinary activities, recruitment system, security system, salary structure, administration, and so on. Make some refinements if you are allowed to do so.
In the case of a new company, you need to get connected with an experienced person. Please feel free to discuss - 09816615455.
Thanks,
Rajesh Sarao
From India, Velluru
Acknowledge(0)Amend(0)
Priya,
Not sure if your question makes any sense. In order to develop an HR strategy, you need to understand the overall business strategy. Once you have the overall business strategy and a good sense of the challenges the business faces, you can then develop an HR strategy. The strategy should help drive business results and maximize the human potential in the organization.
From Canada, London
Acknowledge(0)Amend(0)
Not sure if your question makes any sense. In order to develop an HR strategy, you need to understand the overall business strategy. Once you have the overall business strategy and a good sense of the challenges the business faces, you can then develop an HR strategy. The strategy should help drive business results and maximize the human potential in the organization.
From Canada, London
Acknowledge(0)Amend(0)
Please visit [Global Overseas - Home](http://www.globaloverseas.in) for more details on Compliance Audit, ISO certification, BFSI Audit, Export, Gems, Jewellery, and Chemical Industry.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Hi Priya, pls find the attachd ppt. warm regards, Surendra.Shettigar
From India
Acknowledge(0)Amend(0)
From India
Acknowledge(0)Amend(0)
Priya,
Good luck in your new assignment. First of all, do you know the meaning of HR Strategy? Strategy is nothing but the methods to align your HR policies with those of your organizational objectives, in order to achieve organizational goals through proper implementation of your HRM activities.
Initially, you have to identify your organizational strategies and determine how you will achieve the goals and objectives through your HR practices. Then, you will understand how to develop the HR modus operandi. Analyze its pros and cons in consultation with senior officials (Top Management) and then finalize the strategies that will directly impact your organization.
There are no standardized strategies in HR; they vary from organization to organization.
Gopan
From India, Kochi
Acknowledge(0)Amend(0)
Good luck in your new assignment. First of all, do you know the meaning of HR Strategy? Strategy is nothing but the methods to align your HR policies with those of your organizational objectives, in order to achieve organizational goals through proper implementation of your HRM activities.
Initially, you have to identify your organizational strategies and determine how you will achieve the goals and objectives through your HR practices. Then, you will understand how to develop the HR modus operandi. Analyze its pros and cons in consultation with senior officials (Top Management) and then finalize the strategies that will directly impact your organization.
There are no standardized strategies in HR; they vary from organization to organization.
Gopan
From India, Kochi
Acknowledge(0)Amend(0)
Hi Priya,
I suggest you start step by step because recruitment for F&F includes a lot of process flows, and many things need to be considered. Start with one process at a time.
Regards,
Durga
Head HR
From India, Jaipur
Acknowledge(0)Amend(0)
I suggest you start step by step because recruitment for F&F includes a lot of process flows, and many things need to be considered. Start with one process at a time.
Regards,
Durga
Head HR
From India, Jaipur
Acknowledge(0)Amend(0)
I will support tajsateesh's Avatar. First of all, you should go through all the forums and postings. You can find lots of material out there. Also, you can search on the net because the question you have asked is an open-ended question, depending upon the industry.
From India, Calcutta
Acknowledge(0)Amend(0)
From India, Calcutta
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
TALENT MANAGEMENT IN HR - STRATEGY ppt.pdf
152120-very-use ful-hr-manageme nt-software-bui lt-excel-psa-hr -manager-mainta in-payrrol-exce l-soft.zip
Recruitment Strategy.ppt