Dear All,
I have joined a small manufacturing industry (Hyderabad). It is a 25 year old organisation. But do not have even practice of issuing offer / appointment letter to its employees. It's really incredible that around 30 employees are working in this company without appointment letters.
Now I am given a resposibility to formulate and implement all the HR Policies and Systems. Earlier I worked in a Telecom Company for more than an year.They also do not have HR policies. I have knowledge about all the HR functions.and I have taken up the job as a challenge.
I request you all to suggest and advise me to how to start working and what are all the policies should be formulated. I am even unable to understand from where I should being to work.
Awating your valuable suggestions and advices.
Regards,
Vissu
From India, Hyderabad
19I have joined a small manufacturing industry (Hyderabad). It is a 25 year old organisation. But do not have even practice of issuing offer / appointment letter to its employees. It's really incredible that around 30 employees are working in this company without appointment letters.
Now I am given a resposibility to formulate and implement all the HR Policies and Systems. Earlier I worked in a Telecom Company for more than an year.They also do not have HR policies. I have knowledge about all the HR functions.and I have taken up the job as a challenge.
I request you all to suggest and advise me to how to start working and what are all the policies should be formulated. I am even unable to understand from where I should being to work.
Awating your valuable suggestions and advices.
Regards,
Vissu
From India, Hyderabad
Hello Vishwanathan
I think this points will help you.
I think this points will help you.
- CONDITIONS OF SERVICE
1.1 Contract of Employment
..
1.2 Working hours .
1.3 Duty Station .
1.4 Confidentiality .
1.2 Working hours .
1.3 Duty Station .
1.4 Confidentiality .
- RECRUITMENT AND SELECTION POLICY
2.1 Introduction
.
2.2 Objectives
2.3 Recruitment Authorisation Procedure .
2.4 Newly Created or Restructured Positions
2.5 Employment Procedure
2.6 Employment Interview Panel ...
2.7 Age ...
2.8 Appointment .
2.9 Personal Data
2.10 Staff Transfer
2.11 Induction ..
2.2 Objectives
2.3 Recruitment Authorisation Procedure .
2.4 Newly Created or Restructured Positions
2.5 Employment Procedure
2.6 Employment Interview Panel ...
2.7 Age ...
2.8 Appointment .
2.9 Personal Data
2.10 Staff Transfer
2.11 Induction ..
- PERFORMANCE MANAGEMENT POLICY
3.1 Introduction
..
3.2 Objectives .
3.3 Responsibilities of Manager/Supervisors .
3.4 The Performance Management Process
3.4.1 Performance Planning
3.4.2 Monitoring.. ..
3.4.3 Performance Summary
3.4.4 Recognition ..
3.2 Objectives .
3.3 Responsibilities of Manager/Supervisors .
3.4 The Performance Management Process
3.4.1 Performance Planning
3.4.2 Monitoring.. ..
3.4.3 Performance Summary
3.4.4 Recognition ..
- TRAINING AND DEVELOPMENT POLICY
4.1 Introduction
..
4.2 Objectives
4.3 Process and Criteria .
4.2 Objectives
4.3 Process and Criteria .
- LEAVE POLICY
- DICIPLINARY CODE
6.1 Introduction ..
6.2 Procedure and Documentation .
6.3 Special Cases
6.4 Classification of Offences
6.4.1 Absenteeism
6.4.2 Offences related to Control at Work
6.4.3 Offences relating to indiscipline or disorderly behavior .
6.4.4 Offences related to dishonesty .
6.4.5 Industrial Action ..
6.5 Penalties
6.5.1 Verbal Warning
6.5.2 Recorded Warning
6.5.3 Severe Warning
6.5.4 Final Warning ..
6.5.5 Dismissal ..
6.5.6 Demotion ..
6.5.7 Transfer
6.5.8 Alternative Penalty to Dismissal ..
6.5.9 Dismissal Procedure .
6.5 Disciplinary Appeal Procedure
- GRIEVANCE POLICY
7.1 Introduction
..
7.2 Objectives .
7.3 Procedure and Guideline ..
TERMINATION OF EMPLOYMENT POLICY
8.1 Introduction ...
8.2 Termination by Notice .
8.3 Retirement .
8.4 Death of Staff Member .
8.5 Certificate of Service
8.6 Discharge Form .
9. RETRENCHMENT POLICY
9.1 Introduction ...
9.2 Objectives .
9.3 Consultation ..
9.4 Assistance from SBCGT
9.5 Retrenchment Procedure
10. COMPENSATION POLICY
POLICY FOR TEMPORARY EMPLOYEES
11.1 Introduction
11.2 Appointment ..
11.2.3 Terms of Service .
11.4 Short Term Consultants .
12. HEALTH AND SAFETY POLICY
12.1 Introduction
12.2 Objectives ..
12.3 Security ..
12.4 First Aid .
12.5 Visitors
12.6 Smoking ..
12.7 Emergencies
12.8 Office Services
13. STAFF MOVEMENTS
13.1 Transfers .
13.2 Out of Station Travel on Official Duty
13.3OverseasTrips .
13.4TravelAdvances .
13.5 Reimbursement of Expenses
14. HIV/AIDS POLICY
14.1 Introduction .
14.2 Objectives
14.3 Rights of Positive Employees .
15. SUCCESION PLAN POLICY
15.1 Introduction . .
15.2 Objectives
15.3Procedure ..
Appendices
Appendix 1: Contract of Employment
Appendix 2: Employment Authorization Form
Appendix 3: Employee Personal Data Form
Appendix 4: Supply upward Feedback for Employees
Appendix 5: Supply upward Feedback for Supervisors
Appendix 6: Study Loan Application Form
Appendix 7: Complaint Form
Appendix 8: Notice of Disciplinary Hearing
Appendix 9: Grievance Form
Appendix 10: Field Travel and Authorisation Form
Appendix 11: Overseas Travel Form
Appendix 12: Reconcile Travel and Related costs
7.2 Objectives .
7.3 Procedure and Guideline ..
TERMINATION OF EMPLOYMENT POLICY
8.1 Introduction ...
8.2 Termination by Notice .
8.3 Retirement .
8.4 Death of Staff Member .
8.5 Certificate of Service
8.6 Discharge Form .
9. RETRENCHMENT POLICY
9.1 Introduction ...
9.2 Objectives .
9.3 Consultation ..
9.4 Assistance from SBCGT
9.5 Retrenchment Procedure
10. COMPENSATION POLICY
POLICY FOR TEMPORARY EMPLOYEES
11.1 Introduction
11.2 Appointment ..
11.2.3 Terms of Service .
11.4 Short Term Consultants .
12. HEALTH AND SAFETY POLICY
12.1 Introduction
12.2 Objectives ..
12.3 Security ..
12.4 First Aid .
12.5 Visitors
12.6 Smoking ..
12.7 Emergencies
12.8 Office Services
13. STAFF MOVEMENTS
13.1 Transfers .
13.2 Out of Station Travel on Official Duty
13.3OverseasTrips .
13.4TravelAdvances .
13.5 Reimbursement of Expenses
14. HIV/AIDS POLICY
14.1 Introduction .
14.2 Objectives
14.3 Rights of Positive Employees .
15. SUCCESION PLAN POLICY
15.1 Introduction . .
15.2 Objectives
15.3Procedure ..
Appendices
Appendix 1: Contract of Employment
Appendix 2: Employment Authorization Form
Appendix 3: Employee Personal Data Form
Appendix 4: Supply upward Feedback for Employees
Appendix 5: Supply upward Feedback for Supervisors
Appendix 6: Study Loan Application Form
Appendix 7: Complaint Form
Appendix 8: Notice of Disciplinary Hearing
Appendix 9: Grievance Form
Appendix 10: Field Travel and Authorisation Form
Appendix 11: Overseas Travel Form
Appendix 12: Reconcile Travel and Related costs
Regards
Shraddha
From India, Pune
Hi Vissu,
As you have mentioned in your mail the employees are not having appointment letters. i think you must start from the basic thing i.e. making the personal file by collecting their CV's issue them an appointment letter and make a proper database after that you can start with pocily making and other things.
Regards,
Deepak A Rajan
From India
As you have mentioned in your mail the employees are not having appointment letters. i think you must start from the basic thing i.e. making the personal file by collecting their CV's issue them an appointment letter and make a proper database after that you can start with pocily making and other things.
Regards,
Deepak A Rajan
From India
Hi Vishwanath,
We integritti into HR managed and Visa services. We can manage entire HR functionality and provide service at high end spectrum. We have 60 years of combined experience in HR space. You can recommend our company, so that we will place a person to help you out in all the things say or we can do from our corporate office. we can formulate all the policies and process and there on you can go on build and maintain the process. And we charge less compare to other companies.
Please go thru our website www.integritti.in and get back to us.
Thanks and regards,
Vishnuvardhan R.
Integritti HRes Solutions Pvt. Ltd.
9986057740.
From India, Bangalore
We integritti into HR managed and Visa services. We can manage entire HR functionality and provide service at high end spectrum. We have 60 years of combined experience in HR space. You can recommend our company, so that we will place a person to help you out in all the things say or we can do from our corporate office. we can formulate all the policies and process and there on you can go on build and maintain the process. And we charge less compare to other companies.
Please go thru our website www.integritti.in and get back to us.
Thanks and regards,
Vishnuvardhan R.
Integritti HRes Solutions Pvt. Ltd.
9986057740.
From India, Bangalore
Presently i m working in hospital as personnel officer since one year.
now i have gotten job in company as hr manager.
i will be joining this company after 1 month.
my main role in the company to set-up HR department.
there is no hr department.
now what should i have to do as hr manager
Please reply
sharad sarvaiya
B.com, DLLP, MSW
From India, Surat
now i have gotten job in company as hr manager.
i will be joining this company after 1 month.
my main role in the company to set-up HR department.
there is no hr department.
now what should i have to do as hr manager
Please reply
sharad sarvaiya
B.com, DLLP, MSW
From India, Surat
Dear Sharad,
First of all just see how many employees are working in your company?? Start maintaining their database, from database you will come to know their no. of experience, their role accordingly you will have to start functioning.
Start preparing formats of offer letter, appointment letter, confirmation letter etc
I think if strength is more then you need some assistant.
Pls do let us know about your company more so that we can help you.
Regards,
SoNaLi..
From India, Mumbai
First of all just see how many employees are working in your company?? Start maintaining their database, from database you will come to know their no. of experience, their role accordingly you will have to start functioning.
Start preparing formats of offer letter, appointment letter, confirmation letter etc
I think if strength is more then you need some assistant.
Pls do let us know about your company more so that we can help you.
Regards,
SoNaLi..
From India, Mumbai
Hi Sharad,
We integritti into HR managed and Visa services. We can manage entire HR functionality and provide service at high end spectrum. We have 60 years of combined experience in HR space. You can recommend our company, so that we will place a person to help you out in all the things say or we can do from our corporate office. we can formulate all the policies and process and there on you can go on build and maintain the process. And we charge less compare to other companies. Or else give me your phone number i will help you out.
Please go thru our website www.integritti.in and get back to us.
Thanks and regards,
Vishnuvardhan R.
Integritti HRes Solutions Pvt. Ltd.
9986057740.
From India, Bangalore
We integritti into HR managed and Visa services. We can manage entire HR functionality and provide service at high end spectrum. We have 60 years of combined experience in HR space. You can recommend our company, so that we will place a person to help you out in all the things say or we can do from our corporate office. we can formulate all the policies and process and there on you can go on build and maintain the process. And we charge less compare to other companies. Or else give me your phone number i will help you out.
Please go thru our website www.integritti.in and get back to us.
Thanks and regards,
Vishnuvardhan R.
Integritti HRes Solutions Pvt. Ltd.
9986057740.
From India, Bangalore
Dear,
For introducing a HR Manual in the Company, I believe that some General HR Guidelines will be issued for the Staff Members to follow them. This give them some informatory practices to follow the rule & regulations on regular basis.
Thanks,
From India, Delhi
For introducing a HR Manual in the Company, I believe that some General HR Guidelines will be issued for the Staff Members to follow them. This give them some informatory practices to follow the rule & regulations on regular basis.
Thanks,
From India, Delhi
Dear Sharad,
You need to look at the vision, mission and Business Strategy of the Organisation. Talk and understand the organisation size, overall culture and working environment then only take further intiative to frame the policy related to HR otherwise working of your own without understanding the above will go in vein and u will find moving nothing.
Success of any policy and procedures all depends on the attitude and believes of top level management as to how they want to run the organisation.
And once you believe that culture is positive then u can create anything u find best to implement and u will feel motivated and further you can built a team suitably.
Regards,
N.S. Hashmi
You need to look at the vision, mission and Business Strategy of the Organisation. Talk and understand the organisation size, overall culture and working environment then only take further intiative to frame the policy related to HR otherwise working of your own without understanding the above will go in vein and u will find moving nothing.
Success of any policy and procedures all depends on the attitude and believes of top level management as to how they want to run the organisation.
And once you believe that culture is positive then u can create anything u find best to implement and u will feel motivated and further you can built a team suitably.
Regards,
N.S. Hashmi
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