Dear Seniours and Friends
I hope that you wont ignore this posting ......Kindly spend 2 mns and help with your precious experience and knowledge
I am going to join a new organization as HR.Unfortunatly there is no Hr Department yet now.So I have to initiate and make the platform for the HR department.It has 4 braches and i will be placed at the head office.It has a good manpower also
1.wt all are the stratergies for starting a HR department
2.Wt all are the steps should be taken
3.How can start from beging? Which factor should be given priority
4.IF you have any guide lines please send to me
,
,
Dont ignore this mail please revert to me
With Warm Regards
SHYAM
From India, Mumbai
I hope that you wont ignore this posting ......Kindly spend 2 mns and help with your precious experience and knowledge
I am going to join a new organization as HR.Unfortunatly there is no Hr Department yet now.So I have to initiate and make the platform for the HR department.It has 4 braches and i will be placed at the head office.It has a good manpower also
1.wt all are the stratergies for starting a HR department
2.Wt all are the steps should be taken
3.How can start from beging? Which factor should be given priority
4.IF you have any guide lines please send to me
Dont ignore this mail please revert to me
With Warm Regards
SHYAM
From India, Mumbai
Dear Shyam
You can start with getting to know the people and work environment.
Avoid hasty conclusions, judgements and labeling be it seniors, collegues or employees.
Start creating a detail data base like employee name, address, contact numbers, email id's, birth days, qualifications, blood group, imergency contact person and no, PAN no., date of joining, date of probation, date of confirmation, date of increment.
Develop a data base for pay package of employees, starting salary and benefits of each employee, increments or reductions if any, useful for MIS at the time of revison of pay / new pay policy / incentive payments
Develop and maintain leave forms and leave record w.r.t. ur organisatio's policy - whatever practiced.
Try to pen down the HR policy in consultation with seniors - refer this sight again. Formalise Policy inclusive of HR Admin and Pay Package.
Try and have a tie up with institutes like CS, CA, BCA, RBI, NIBM for training - they give annual corporate membership - relating to your Co's area of operation of course.
I m sure after the initial donkey work of data base creation, you will help management for MIS and make your way with bright ideas like celebrating Birtdays / extending a email wish. But make it a point not to exclude anyone. Clebrating festivals in semi formals.
Wish you all the very best
Regards
Pari
From India, Mumbai
19You can start with getting to know the people and work environment.
Avoid hasty conclusions, judgements and labeling be it seniors, collegues or employees.
Start creating a detail data base like employee name, address, contact numbers, email id's, birth days, qualifications, blood group, imergency contact person and no, PAN no., date of joining, date of probation, date of confirmation, date of increment.
Develop a data base for pay package of employees, starting salary and benefits of each employee, increments or reductions if any, useful for MIS at the time of revison of pay / new pay policy / incentive payments
Develop and maintain leave forms and leave record w.r.t. ur organisatio's policy - whatever practiced.
Try to pen down the HR policy in consultation with seniors - refer this sight again. Formalise Policy inclusive of HR Admin and Pay Package.
Try and have a tie up with institutes like CS, CA, BCA, RBI, NIBM for training - they give annual corporate membership - relating to your Co's area of operation of course.
I m sure after the initial donkey work of data base creation, you will help management for MIS and make your way with bright ideas like celebrating Birtdays / extending a email wish. But make it a point not to exclude anyone. Clebrating festivals in semi formals.
Wish you all the very best
Regards
Pari
From India, Mumbai
Dear Shyam,
This is what Kavitha and I tried telling u in ur same post in a different forum. Pls check thru these posts below:
https://www.citehr.com/154268-new-joining-h-r.html
https://www.citehr.com/152990-new-jo...r-manager.html
The reason why u r receiving less response is because its already a discussed topic. So just go thru the above links. U will get an idea of how and where to start from. Then come up with some idea, from there u can expect guidance flowing into the posts.
I would anyways suggest - take time in knowing the structure and UNDERSTAND why they hired u.
See their need of the hour and focus on those areas. This must be the key.
Take care!
From India, Madras
This is what Kavitha and I tried telling u in ur same post in a different forum. Pls check thru these posts below:
https://www.citehr.com/154268-new-joining-h-r.html
https://www.citehr.com/152990-new-jo...r-manager.html
The reason why u r receiving less response is because its already a discussed topic. So just go thru the above links. U will get an idea of how and where to start from. Then come up with some idea, from there u can expect guidance flowing into the posts.
I would anyways suggest - take time in knowing the structure and UNDERSTAND why they hired u.
See their need of the hour and focus on those areas. This must be the key.
Take care!
From India, Madras
Hi asha
Thanks a lot ..............................
See i am fearing about the work culture there and wondering how they could run the org sans hr dept......
I came to mubmbai just 10 months back ......i belive that i can cop up immediatly but ...........some clouds in my mind ...
With warm regards
shyam
From India, Mumbai
Thanks a lot ..............................
See i am fearing about the work culture there and wondering how they could run the org sans hr dept......
I came to mubmbai just 10 months back ......i belive that i can cop up immediatly but ...........some clouds in my mind ...
With warm regards
shyam
From India, Mumbai
Hey Shyam...
Few words (from ownnnnnn experience)
When u r moving into a work place where theer has been no HR dept, it means:
Ur Senior Management has either understood / or heard from him peers that "Why dont u have an HR? things will go better."
So..it measn that the Senior Management has some core responsibilities for u to focus on Immediately. Try to find where they need "immediate" help.
Second - I understand there is no structure on paper. But a structure does exist. So, analyze the typ of work..who reports to whom..and come up with orgn structure (be it wrong or right.. prepare one and discuss with the Management - u will have a lot of input)
Starting from there - see where are the manpower gaps, and how to solve the recruitment needs (if that is immediate)
else see where the other gaps are - Performance management? Then u have to sit with everyone, understand their role. Come up with specifications and descriptions and, define the KEY RESPONSIBLE AREAS and the INDICATORS.
Check if any HR policies exist (invisible one..not on paper).. if not, create a manual on employee code of conduct and work ethics
Bring a system for applying for leave
Bring a system for permission for an hour . or so
Bring a system for how to apply for travel re-imbursement for official trips , set the limits for amount per KM.
Set mobile plan policy
Set leave policy..
U have many
but...do it one by one after u perpare a TO DO CHART for each week.
And a piece of note u need to keep in mind everytime - no one will show immediate acceptance of a new dept and a new role. People around will try to put u down.
I am talkign abt colleagues. But - be really good to them. Whether they accept or not shuld not be ur problem...whether ur ideas are accepted by management or not, must be ur first priority.
Never show frustration around. People will then start learning from u!
Good Luck!
From India, Madras
Few words (from ownnnnnn experience)
When u r moving into a work place where theer has been no HR dept, it means:
Ur Senior Management has either understood / or heard from him peers that "Why dont u have an HR? things will go better."
So..it measn that the Senior Management has some core responsibilities for u to focus on Immediately. Try to find where they need "immediate" help.
Second - I understand there is no structure on paper. But a structure does exist. So, analyze the typ of work..who reports to whom..and come up with orgn structure (be it wrong or right.. prepare one and discuss with the Management - u will have a lot of input)
Starting from there - see where are the manpower gaps, and how to solve the recruitment needs (if that is immediate)
else see where the other gaps are - Performance management? Then u have to sit with everyone, understand their role. Come up with specifications and descriptions and, define the KEY RESPONSIBLE AREAS and the INDICATORS.
Check if any HR policies exist (invisible one..not on paper).. if not, create a manual on employee code of conduct and work ethics
Bring a system for applying for leave
Bring a system for permission for an hour . or so
Bring a system for how to apply for travel re-imbursement for official trips , set the limits for amount per KM.
Set mobile plan policy
Set leave policy..
U have many
but...do it one by one after u perpare a TO DO CHART for each week.
And a piece of note u need to keep in mind everytime - no one will show immediate acceptance of a new dept and a new role. People around will try to put u down.
I am talkign abt colleagues. But - be really good to them. Whether they accept or not shuld not be ur problem...whether ur ideas are accepted by management or not, must be ur first priority.
Never show frustration around. People will then start learning from u!
Good Luck!
From India, Madras
We have discussed many times about this subject, anyhow please find below;
STAGE 1
Review the current practices/policies [ if any]
Audit all hr activities that are performed [ even the crude format]
HERE ARE THE CORE HR KRAs [ key result areas]
KRA 1 : Recruitment/Selection
KRA 2 : Workforce Planning and Diversity
KRA 3 : Performance Management
KRA 4 : Reward Management
KRA 5 : Workplace Management and Relations
KRA 6 : A Safe and Healthy Workplace
KRA 7 : Building Capabilities and Organisational Learning
KRA 8 : Effective HR Management Systems, Support and Monitoring
STAGE 2
· Understand the organization
· Understand the organization structure
· Understand the organization systems
· Understand the organization politics/influential people
· Understand the organization/individual roles
· Understand the organization/positions
· Understand the individual job descriptions
· Understand the job/ job specifications etc…
STAGE 3
· Discuss the values/beliefs with senior management/CEO and the need for HR department.
· Discuss the expectations from HR department -short/medium/long term.
· Discuss with CEO, the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.
· Discuss / seek consensus on organization structure / management process.
· Discuss the current organization culture with senior management.
· Discuss with CEO/senior management the core activities/competences and business drivers of the organization.
TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED THESE INFORMATIONS TO START YOUR WORK ON HR DEPT.
GET A COPY OF CORPORATE PLAN, WHICH OUTLINES THE COMPANY'S
· VISION
· MISSION
· CORPORATE OBJECTIVES
· CORPORATE STRATEGIES
etc…
HR dept. is a support unit and hence must work closely with other depts.
STAGE 4
Even though there is currently no HR department, there are a number of HR activities are being carried out now.
YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING CARRIED OUT / BY WHOM.
TO COLLECT AND CONSOLIDATE THESE, YOU NEED TO A QUICK HR AUDIT OF THE PRESENT SITUATION.
AFTER you gather all the informations and summarized, you should sit down with your boss [ CEO] and discuss and prioritize the items, as follows
· URGENT / IMPORTANT
· URGENT/ NOT IMPORTANT
· NOT URGENT/ IMPORTANT
· NOT URGENT / NOT IMPORTANT , BUT NEEDED DOWN THE LINE.
STAGE 5
Please REVIEW the HR MANUAL , as listed below.
Pick points out of it , as per your need, based on your discussion / audit results.
You may want to start up with
· HR department OBJECTIVES.
· HR DEPARTMENT STRATEGIES
· Draft on Recruitment / Selection Procedure /PROCESS
· Draft on organization / structure
· Draft on jobs' analyses/ job descriptions/ job specifications/competences
· Draft on payroll / compensation / administration
· Appointment /confirmation / Termination / resignation /PROCEDURES/PROCESS
· Induction program
· Orientation program
· Employee communications
· Training & development of the employees
· Performance Appraisals / management
Once you have the preliminary draft ready, you can start with your EMPLOYEE HANDBOOK[LIST PROVIDED BELOW]
STAGE 6
REVIEW THE HRM PROCESSES, MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.
HRM PROCESSES
· HR AUDITING
· HR BUDGETING
· Strategic HRM Planning
· HR Strategies and Policies.
· HR and change management.
· Competency-based HR
· Knowledge management
JOB DEVELOPMENT
· Job analysis
· Job Role
· Job Description.
· Job specifications
· Job enrichment
· Job rotation
RECRUITMENT/SELECTION
· Recruitment
· Selection
· Induction
· Orientation
ORGANIZATIONAL BEHAVIOR PROGRAMS
· Employee engagement
· Motivation
· Organization culture
· Organization development
ORGANIZATION
· Org. designing
· Org. structuring
· Org. development
· Job / role structuring
HUMAN RESOURCING
· HR planning
· Manpower planning
· Succession planning
· Talent management
PERFORMANCE MANAGEMENT
· Performance appraisals
· Performance managing the processes.
HR DEVELOPMENT
· Org. learning
· Training
· Education
· Development
· Training evaluation
· E-learning
· Management development
· Career planning /development.
REWARD MANAGEMENT
· Job evaluation
· Managing reward process
· Administration of rewards
· Benefits
EMPLOYEE RELATIONS
· Organization communications
· Employee communications.
· Staff amenities
HEALTH AND SAFETY.
· OHS
HUMAN RESOURCE INFORMATION SYSTEM.
STAGE 7
REVIEW THE HRM SYSTEMS , MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.
HR SYSTEMS
· HR strategic planning system
· Human resource planning system
· Manpower planning system
· Job profiling system
· Recruitment &selection system
· Performance appraisal system
· Performance management system
· People development systems
· Career planning and development system
· Succession planning system
· Job enrichment system
· Compensation planning and packaging system
THIS is just a common list.
AFTER STAGE 1,2,3,4,5,6,7 MAKE A REPORT
· What is the current situation
· What kind of HR DEPARTMENT is required.
· What you think are your priorities
· What is your action plan
· What is time schedule.
Thanks
From Kuwait, Kuwait
HERE ARE SOME USEFUL GUIDELINES TO SET UP HR DEPARTMENT.
STAGE 1
Review the current practices/policies [ if any]
Audit all hr activities that are performed [ even the crude format]
HERE ARE THE CORE HR KRAs [ key result areas]
KRA 1 : Recruitment/Selection
KRA 2 : Workforce Planning and Diversity
KRA 3 : Performance Management
KRA 4 : Reward Management
KRA 5 : Workplace Management and Relations
KRA 6 : A Safe and Healthy Workplace
KRA 7 : Building Capabilities and Organisational Learning
KRA 8 : Effective HR Management Systems, Support and Monitoring
STAGE 2
· Understand the organization
· Understand the organization structure
· Understand the organization systems
· Understand the organization politics/influential people
· Understand the organization/individual roles
· Understand the organization/positions
· Understand the individual job descriptions
· Understand the job/ job specifications etc…
STAGE 3
· Discuss the values/beliefs with senior management/CEO and the need for HR department.
· Discuss the expectations from HR department -short/medium/long term.
· Discuss with CEO, the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.
· Discuss / seek consensus on organization structure / management process.
· Discuss the current organization culture with senior management.
· Discuss with CEO/senior management the core activities/competences and business drivers of the organization.
TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED THESE INFORMATIONS TO START YOUR WORK ON HR DEPT.
GET A COPY OF CORPORATE PLAN, WHICH OUTLINES THE COMPANY'S
· VISION
· MISSION
· CORPORATE OBJECTIVES
· CORPORATE STRATEGIES
etc…
HR dept. is a support unit and hence must work closely with other depts.
STAGE 4
Even though there is currently no HR department, there are a number of HR activities are being carried out now.
YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING CARRIED OUT / BY WHOM.
TO COLLECT AND CONSOLIDATE THESE, YOU NEED TO A QUICK HR AUDIT OF THE PRESENT SITUATION.
AFTER you gather all the informations and summarized, you should sit down with your boss [ CEO] and discuss and prioritize the items, as follows
· URGENT / IMPORTANT
· URGENT/ NOT IMPORTANT
· NOT URGENT/ IMPORTANT
· NOT URGENT / NOT IMPORTANT , BUT NEEDED DOWN THE LINE.
STAGE 5
Please REVIEW the HR MANUAL , as listed below.
Pick points out of it , as per your need, based on your discussion / audit results.
You may want to start up with
· HR department OBJECTIVES.
· HR DEPARTMENT STRATEGIES
· Draft on Recruitment / Selection Procedure /PROCESS
· Draft on organization / structure
· Draft on jobs' analyses/ job descriptions/ job specifications/competences
· Draft on payroll / compensation / administration
· Appointment /confirmation / Termination / resignation /PROCEDURES/PROCESS
· Induction program
· Orientation program
· Employee communications
· Training & development of the employees
· Performance Appraisals / management
Once you have the preliminary draft ready, you can start with your EMPLOYEE HANDBOOK[LIST PROVIDED BELOW]
STAGE 6
REVIEW THE HRM PROCESSES, MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.
HRM PROCESSES
· HR AUDITING
· HR BUDGETING
· Strategic HRM Planning
· HR Strategies and Policies.
· HR and change management.
· Competency-based HR
· Knowledge management
JOB DEVELOPMENT
· Job analysis
· Job Role
· Job Description.
· Job specifications
· Job enrichment
· Job rotation
RECRUITMENT/SELECTION
· Recruitment
· Selection
· Induction
· Orientation
ORGANIZATIONAL BEHAVIOR PROGRAMS
· Employee engagement
· Motivation
· Organization culture
· Organization development
ORGANIZATION
· Org. designing
· Org. structuring
· Org. development
· Job / role structuring
HUMAN RESOURCING
· HR planning
· Manpower planning
· Succession planning
· Talent management
PERFORMANCE MANAGEMENT
· Performance appraisals
· Performance managing the processes.
HR DEVELOPMENT
· Org. learning
· Training
· Education
· Development
· Training evaluation
· E-learning
· Management development
· Career planning /development.
REWARD MANAGEMENT
· Job evaluation
· Managing reward process
· Administration of rewards
· Benefits
EMPLOYEE RELATIONS
· Organization communications
· Employee communications.
· Staff amenities
HEALTH AND SAFETY.
· OHS
HUMAN RESOURCE INFORMATION SYSTEM.
STAGE 7
REVIEW THE HRM SYSTEMS , MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.
HR SYSTEMS
· HR strategic planning system
· Human resource planning system
· Manpower planning system
· Job profiling system
· Recruitment &selection system
· Performance appraisal system
· Performance management system
· People development systems
· Career planning and development system
· Succession planning system
· Job enrichment system
· Compensation planning and packaging system
THIS is just a common list.
AFTER STAGE 1,2,3,4,5,6,7 MAKE A REPORT
· What is the current situation
· What kind of HR DEPARTMENT is required.
· What you think are your priorities
· What is your action plan
· What is time schedule.
Thanks
From Kuwait, Kuwait
Hi Shyam,
Now as you know the complete processes to be followed in your new role & for which you may require tools to put the processes in place like HRMS S/w, Time Attendance etc.
In case of any requirement of these tools please do contact on 67728227.
Regards
Abhi
From India, Bangalore
Now as you know the complete processes to be followed in your new role & for which you may require tools to put the processes in place like HRMS S/w, Time Attendance etc.
In case of any requirement of these tools please do contact on 67728227.
Regards
Abhi
From India, Bangalore
Dear Shyam,
Congratulation for new starting.... Hope you will be doing fine.. I just want to suggest you that if you are entering into HR field please consider your wording while writing, speaking and throwing words... I got a word "Manpower" in your blog, please keep in mind this shows a particular attitude, it will better if you use "person Power" or "Human resources" insteade of "manpower" becouse we need to break stereotype of Man dominent Society... women are also an important part, we should equally respect their gender too... Hope you understand what my actual mean is..... and also be senstive for each class, value and respect by wordings perhaps only becouse you re in HR field....
my wishes are with you...
regards,
Surjeet
From India, Mumbai
Congratulation for new starting.... Hope you will be doing fine.. I just want to suggest you that if you are entering into HR field please consider your wording while writing, speaking and throwing words... I got a word "Manpower" in your blog, please keep in mind this shows a particular attitude, it will better if you use "person Power" or "Human resources" insteade of "manpower" becouse we need to break stereotype of Man dominent Society... women are also an important part, we should equally respect their gender too... Hope you understand what my actual mean is..... and also be senstive for each class, value and respect by wordings perhaps only becouse you re in HR field....
my wishes are with you...
regards,
Surjeet
From India, Mumbai
Dear Shyam,
Asha and Nawas already depicted so much in this. The easy way to develop your own department is, to develop a Business Planning.
In order to develop a BP, you have to understand about the current scenario and future planning (where you want to go). Where you have to include the followin:
Mission & Vision
Strategic Priorities (SP)
Key Objectives & initiatives (How you will achieve the SP)
Working Plan (Your working plan of SP)
First of all, you have to develop an organizational structure (for the HR & Co)
Based on this, you have to build a foundation (HR Practices) for the HR deprt, where Workforce planning & management, Job evaluation & Description, Policies & Procedures, HR Forms, Payroll Management, (Compensation & Benefits), Performance Management etc.
Once your deprt is on the board and everything is under control, you can initiate for the following implementation:
1. Employer Branding
2. Employee Engagement
3. Employee Empowerment
4. Competency Management
5. Talent Management
6. Succession Planning.
An HR deprt should have a very good Strategy like "To deliver growth through people capability".
How many employees are working in your Co?
If it is more than 200, your deprt should have the following three difference division (if you are focusing the employee services more):
1. Employee Services
2. Capability Services
3. Administration
BR
Jaleel
Dubai
From United Arab Emirates, Dubai
Asha and Nawas already depicted so much in this. The easy way to develop your own department is, to develop a Business Planning.
In order to develop a BP, you have to understand about the current scenario and future planning (where you want to go). Where you have to include the followin:
Mission & Vision
Strategic Priorities (SP)
Key Objectives & initiatives (How you will achieve the SP)
Working Plan (Your working plan of SP)
First of all, you have to develop an organizational structure (for the HR & Co)
Based on this, you have to build a foundation (HR Practices) for the HR deprt, where Workforce planning & management, Job evaluation & Description, Policies & Procedures, HR Forms, Payroll Management, (Compensation & Benefits), Performance Management etc.
Once your deprt is on the board and everything is under control, you can initiate for the following implementation:
1. Employer Branding
2. Employee Engagement
3. Employee Empowerment
4. Competency Management
5. Talent Management
6. Succession Planning.
An HR deprt should have a very good Strategy like "To deliver growth through people capability".
How many employees are working in your Co?
If it is more than 200, your deprt should have the following three difference division (if you are focusing the employee services more):
1. Employee Services
2. Capability Services
3. Administration
BR
Jaleel
Dubai
From United Arab Emirates, Dubai
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