Hi, I am Jyoti working in the Financial Industry as a Senior Executive in HR.
The management wants me to make changes in the HR department, They are looking for NEW HR POLICIES & TRENDS in 2021 as of now the company had followed the standard HR policies fully and they want me to implement something new. So can you please guide me with :
1. What are the latest HR Policies I should implement?
3. What are the Other general and innovative things I should do in the HR Department?
Please help me out so that I can make a 30-minute presentation on current trends & policies in HRM and what all can b included in the presentation because it's really vast and I'm getting confused.
From India
1The management wants me to make changes in the HR department, They are looking for NEW HR POLICIES & TRENDS in 2021 as of now the company had followed the standard HR policies fully and they want me to implement something new. So can you please guide me with :
1. What are the latest HR Policies I should implement?
3. What are the Other general and innovative things I should do in the HR Department?
Please help me out so that I can make a 30-minute presentation on current trends & policies in HRM and what all can b included in the presentation because it's really vast and I'm getting confused.
From India
Dear Jyoti,
It's good to note that your management wishes to modernise the HR department. Nevertheless, modernisation does not just come up with new policies. The facelift of the HR Department should benefit all the employees.
Lately, most of the work is software-assisted. Apps are part and parcel of our life. Therefore, employees prefer to get the information through the App. Therefore, you need to have a modern HRIS or HRMS that has a smooth interface with the App.
You have not exactly written what kind of HRMS you have and where you stand as of now. Nevertheless, let me give a few suggestions. Through App, the employees should be able to access the notices, their employment history, their performance history, their achievements and so on.
Going further, the software-assisted work should improve the productivity of the HR Department. Therefore, list out the activities in which the HR department spends time, and thereafter find out what is the scope to reduce the time spent.
Technological interventions apart, the major factor is the empowerment of the HR professionals. The HR professionals are given secondary treatment. Their parity with the other departments is equally important. The problem from the HR professionals is that they do not care to know how the company functions, how their business functions and so on. Their ignorance alienates them. Therefore, the technological upgrade may improve the working of the HR Department, but what matters is value to the profession.
Thanks,
Dinesh Divekar
From India, Bangalore
It's good to note that your management wishes to modernise the HR department. Nevertheless, modernisation does not just come up with new policies. The facelift of the HR Department should benefit all the employees.
Lately, most of the work is software-assisted. Apps are part and parcel of our life. Therefore, employees prefer to get the information through the App. Therefore, you need to have a modern HRIS or HRMS that has a smooth interface with the App.
You have not exactly written what kind of HRMS you have and where you stand as of now. Nevertheless, let me give a few suggestions. Through App, the employees should be able to access the notices, their employment history, their performance history, their achievements and so on.
Going further, the software-assisted work should improve the productivity of the HR Department. Therefore, list out the activities in which the HR department spends time, and thereafter find out what is the scope to reduce the time spent.
Technological interventions apart, the major factor is the empowerment of the HR professionals. The HR professionals are given secondary treatment. Their parity with the other departments is equally important. The problem from the HR professionals is that they do not care to know how the company functions, how their business functions and so on. Their ignorance alienates them. Therefore, the technological upgrade may improve the working of the HR Department, but what matters is value to the profession.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear madam,
I am afraid, you seem to be interested in making cosmetic interventions by simply trying to get latest trends in HR policies without giving good thought on why you need it. Without knowing what are inadequacies in existing policies and what your needs are, it may turn out to be unfruitful exercise. You may like to give a thought to this before jumping into bandwagon of HR trends.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
I am afraid, you seem to be interested in making cosmetic interventions by simply trying to get latest trends in HR policies without giving good thought on why you need it. Without knowing what are inadequacies in existing policies and what your needs are, it may turn out to be unfruitful exercise. You may like to give a thought to this before jumping into bandwagon of HR trends.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
In the present changing scenario HR also needs changes for obvious reasons. For example a very nominal change is with the attendance system- replacement of thumb impression by face recognition system for avoiding surface touch by skin.
With the onset of Work from Home almost all parameters of HR must be changed.
a) Attendance system, b) Performance management system, c) Learning & Development system, d) Organisational intervention, e) Employee separation.
a) Attendance system- must be online with dynamic login/ logout system; online application for leave, On duty ( in case one needs to traavel) etc
b) b) Performance management system- set criteria for weekly/ monthly measurement of performance through KRA/ KPI, uploading the same in HR portal, system of rating/ scoring per month.
c) Learning & Development system- encourage employees to participate in webinars or any other online courses. Evaluation of learning and setting reward for best learning.
d) Organisational intervention- regular online meeting with various teams and respective head of the departments, celebrating birthday and other events; a total dynamic approach
e) Employee separation-online process.
All the above needs first and foremost a very dynamic, staable HR Portal serving all purposes as above.
Hope my ssuggestion will help you.
From United States, Chicago
With the onset of Work from Home almost all parameters of HR must be changed.
a) Attendance system, b) Performance management system, c) Learning & Development system, d) Organisational intervention, e) Employee separation.
a) Attendance system- must be online with dynamic login/ logout system; online application for leave, On duty ( in case one needs to traavel) etc
b) b) Performance management system- set criteria for weekly/ monthly measurement of performance through KRA/ KPI, uploading the same in HR portal, system of rating/ scoring per month.
c) Learning & Development system- encourage employees to participate in webinars or any other online courses. Evaluation of learning and setting reward for best learning.
d) Organisational intervention- regular online meeting with various teams and respective head of the departments, celebrating birthday and other events; a total dynamic approach
e) Employee separation-online process.
All the above needs first and foremost a very dynamic, staable HR Portal serving all purposes as above.
Hope my ssuggestion will help you.
From United States, Chicago
Hi
i am sowmiya i am woking General Engineering manufacturing industry in HR Assistant
i need clarity about fixation of minimum wages as per minimum wages act 1948 and who is authority to fixing the minimum Wage?
From India, Puducherry
i am sowmiya i am woking General Engineering manufacturing industry in HR Assistant
i need clarity about fixation of minimum wages as per minimum wages act 1948 and who is authority to fixing the minimum Wage?
From India, Puducherry
hi sowmiya th authority to fixing the minimum Wage Labour Commissioner is fixing the wages rate in Annually two times April & October Month also define in Category wise A, B, & C.
From India, Visakhapatnam
From India, Visakhapatnam
yes agreed with the above concerns, we have to change the policy, and may be possible to amend and prepare some of the new policies and procedures as well for better understanding as per the organizational needs.
like some of the following policies should be reviewed.
1- Attendance Management System, (Inside office premises, Outside office premises, and work from home)
2- Leave Management System (Casual, Sick, Annual Leave, and Special Leave (for Covid)
3- Loan/ Advance Management System,
4- Employee hiring and orientation
5- Late Arrival and leaving early
6- Digital Grievance system
7- Performance appraisal, (mid-year review & annual appraisal)
8- Promotion Policy
8- Final Settlment Guideline
it is really great pleasure to learn here more about HR, Being learner I need HR manual for my Garment/ Textile apparel industry. i will be very thankful to you for this support.
my email ID
Regards
Syed Wajahat Ali
HR Profesional
From Pakistan, Karachi
like some of the following policies should be reviewed.
1- Attendance Management System, (Inside office premises, Outside office premises, and work from home)
2- Leave Management System (Casual, Sick, Annual Leave, and Special Leave (for Covid)
3- Loan/ Advance Management System,
4- Employee hiring and orientation
5- Late Arrival and leaving early
6- Digital Grievance system
7- Performance appraisal, (mid-year review & annual appraisal)
8- Promotion Policy
8- Final Settlment Guideline
it is really great pleasure to learn here more about HR, Being learner I need HR manual for my Garment/ Textile apparel industry. i will be very thankful to you for this support.
my email ID
Regards
Syed Wajahat Ali
HR Profesional
From Pakistan, Karachi
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