Hello ALL
I am looking for a good HR Policy document in line with the Flexible HR policy the can build the following culture.
How start-ups can build a company culture
We are primarily a Project Management Company and have good reputation with our clients... However, we want to build a very high performing teams... which I believe can be achieved only by giving them some flexibility... and rewards and recognitions.
Kindly let me know if there is a good document that would reflect the above policy in a Project Management company.
Thank you in advance.
Saurin Mehta
From India, Vadodara
I am looking for a good HR Policy document in line with the Flexible HR policy the can build the following culture.
How start-ups can build a company culture
We are primarily a Project Management Company and have good reputation with our clients... However, we want to build a very high performing teams... which I believe can be achieved only by giving them some flexibility... and rewards and recognitions.
Kindly let me know if there is a good document that would reflect the above policy in a Project Management company.
Thank you in advance.
Saurin Mehta
From India, Vadodara
Dear Saurin,
HR policies of the company are derived from the organisation's philosophy. Leadership devises this philosophy.
You have asked for the "good" HR policy document. However, please note that howsoever the policy document "best" may be, what if is not consistent with the organisation's philosophy? This mismatch will not sustain for long.
Your second contention is about "project management company". Please note that there is no separate HR Management for project management.
You have written that "However, we want to build a very high performing teams". To build high performing team, your belief is that teams need to be given flexibility along with rewards and recognition. However, what precedes these two solutions is scientific measurement of the performance. Have you done that? If you want "high" performing team, then have you defined what is "high" performance? Secondly, if you are a project management company then have you defined measures of performance that are common across all the projects? Have you defined measures of performance that are specific to the type of projects? This is far more important than having a HR policy document. For further queries, please feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
7883HR policies of the company are derived from the organisation's philosophy. Leadership devises this philosophy.
You have asked for the "good" HR policy document. However, please note that howsoever the policy document "best" may be, what if is not consistent with the organisation's philosophy? This mismatch will not sustain for long.
Your second contention is about "project management company". Please note that there is no separate HR Management for project management.
You have written that "However, we want to build a very high performing teams". To build high performing team, your belief is that teams need to be given flexibility along with rewards and recognition. However, what precedes these two solutions is scientific measurement of the performance. Have you done that? If you want "high" performing team, then have you defined what is "high" performance? Secondly, if you are a project management company then have you defined measures of performance that are common across all the projects? Have you defined measures of performance that are specific to the type of projects? This is far more important than having a HR policy document. For further queries, please feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
Thanks Dinesh for this detailed write up.
This does give me an insight of what material do I need to be ready with... However, I do have certain criteria for Project Management teams... But to come up with performance parameters e.g. for an Accountant or Tendering department or back office who are not directly involved in projects is a bit tedious task...
Unfortunately, the first task for me is to show the management of how an HR Policy may look like... and then how we can customize that policy for our own philosophy.. Currently our management is an old school managment and I want to change that... There is lot of rigidity which is harming the organization.. The good thing is 50% of the management is looking for good inputs and is open to adopt.. and so it is the other 50% that I need to convince...
I do not have the expertise of writing an HR policy afresh and hence was looking for a good document to begin with and then customize the policy to the culture that we want to develop inhouse.
Hope this answers your questions.
From India, Vadodara
This does give me an insight of what material do I need to be ready with... However, I do have certain criteria for Project Management teams... But to come up with performance parameters e.g. for an Accountant or Tendering department or back office who are not directly involved in projects is a bit tedious task...
Unfortunately, the first task for me is to show the management of how an HR Policy may look like... and then how we can customize that policy for our own philosophy.. Currently our management is an old school managment and I want to change that... There is lot of rigidity which is harming the organization.. The good thing is 50% of the management is looking for good inputs and is open to adopt.. and so it is the other 50% that I need to convince...
I do not have the expertise of writing an HR policy afresh and hence was looking for a good document to begin with and then customize the policy to the culture that we want to develop inhouse.
Hope this answers your questions.
From India, Vadodara
Dear Saurin,
The mainstay of HR department is driving the performance of the people. Therefore, creation of Policy on Performance Management should precede everything else. Your recruitment policy, training policy, policy on career planning etc are derived from this policy. Hence the recommendation to give primacy to this policy. Nevertheless, if you wish to discuss further, then you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
The mainstay of HR department is driving the performance of the people. Therefore, creation of Policy on Performance Management should precede everything else. Your recruitment policy, training policy, policy on career planning etc are derived from this policy. Hence the recommendation to give primacy to this policy. Nevertheless, if you wish to discuss further, then you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
I would like to share some broad thoughts on this:
1.Such a comprehensive policy document aligned to the specific needs of the Project Management company will come for a price.
2. If you want to build high performing teams, the performance parameters will have to be closely linked to the deliverables of the project - the time frames, the demands for excellence in the quality of the work and the quantity and and ability to get organized in systematic manner to achieve customer delight.
3. You need to have competitive compensation structure in place, well defined and measurable performance standards for the individuals and the teams, transparent performance appraisal system and its fair and sound linkage with reward and recognition system.
3 Those who are in the leadership roles, should always 'walk the talk'.
4. If you yourself give some deep thought , google it and come up with your need based policy , it will serve you better than looking for idealistic model .
Regards,
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
1.Such a comprehensive policy document aligned to the specific needs of the Project Management company will come for a price.
2. If you want to build high performing teams, the performance parameters will have to be closely linked to the deliverables of the project - the time frames, the demands for excellence in the quality of the work and the quantity and and ability to get organized in systematic manner to achieve customer delight.
3. You need to have competitive compensation structure in place, well defined and measurable performance standards for the individuals and the teams, transparent performance appraisal system and its fair and sound linkage with reward and recognition system.
3 Those who are in the leadership roles, should always 'walk the talk'.
4. If you yourself give some deep thought , google it and come up with your need based policy , it will serve you better than looking for idealistic model .
Regards,
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
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How to write HR policy.pdf