Dear All,I am setting up a new HR department in an Energy Company. The company has asked all the depts to give monthly targets to themselves. Can anybody guide me on target/activities for newly set up department HR Manager and HR Administrator.
Please help....Thanks & Regards
From Kenya, Nairobi
Please help....Thanks & Regards
From Kenya, Nairobi
Hi...
The targets for HR department can be fixed in this way:
Creating an Org chart...... set a target date
Find the positions which needs to be filled.......set a target dates
Recruitment targets/ filling the positions................target date to each position
Joining dates..........target dates
Recruitment cost to be kept at minimum low............target amount in comparison to past recruitments.
Training need analysis for the current employees..............set a target date
TNA form design, form filling formalities and other related work....target dates for each activity
Training calendar.............
Training and development planner for individuals.............target date
Every month if the trainings have taken place as per the training calendar.........
then similarly for Performance appraisal...various dates, various targets....
Job descriptions, activity planner, competencies, succession planning, policies drafting and many such activities can be worked upon.
Hope it works for you...if you have any further queries feel free....
Regards,
Archna
From India, Delhi
113The targets for HR department can be fixed in this way:
Creating an Org chart...... set a target date
Find the positions which needs to be filled.......set a target dates
Recruitment targets/ filling the positions................target date to each position
Joining dates..........target dates
Recruitment cost to be kept at minimum low............target amount in comparison to past recruitments.
Training need analysis for the current employees..............set a target date
TNA form design, form filling formalities and other related work....target dates for each activity
Training calendar.............
Training and development planner for individuals.............target date
Every month if the trainings have taken place as per the training calendar.........
then similarly for Performance appraisal...various dates, various targets....
Job descriptions, activity planner, competencies, succession planning, policies drafting and many such activities can be worked upon.
Hope it works for you...if you have any further queries feel free....
Regards,
Archna
From India, Delhi
Hi,
Good suggestions by Archna but I strongly feel since you are setting up a new HR department I think this is you chance to not get too bogged down with filling in transactional details, instead get a seat at the senior management table for HR and shape the organization culture, ethos and outlook through a transformational approach. Be heavily involved in the business, understand the strategic goals of the organization, keep an eye on the long term vision of the company and become a strong business partner for the operations and trusted confidente of the man at the top.
Regards,
Fazl
From Kuwait
Good suggestions by Archna but I strongly feel since you are setting up a new HR department I think this is you chance to not get too bogged down with filling in transactional details, instead get a seat at the senior management table for HR and shape the organization culture, ethos and outlook through a transformational approach. Be heavily involved in the business, understand the strategic goals of the organization, keep an eye on the long term vision of the company and become a strong business partner for the operations and trusted confidente of the man at the top.
Regards,
Fazl
From Kuwait
Dear Jemayi
I agree with Mr. Siddiqui and appreciate the information posted by Mrs. Archana. please do something beyond traditional approach and prove that this generation belongs to young dynamic passionate entrepreneurs who can do wonders
Hope you can apply this proverb to feel the difference "The only way to discover the limits of the possible is to go beyond them into the impossible" – Arthur C. Clarke
BEST OF LUCK.
With profound regards
From India, Chennai
I agree with Mr. Siddiqui and appreciate the information posted by Mrs. Archana. please do something beyond traditional approach and prove that this generation belongs to young dynamic passionate entrepreneurs who can do wonders
Hope you can apply this proverb to feel the difference "The only way to discover the limits of the possible is to go beyond them into the impossible" – Arthur C. Clarke
BEST OF LUCK.
With profound regards
From India, Chennai
Dear
You may set the departmental targets in consultaiton with unit head or departmental heads including HR&A targets. You may review these targets on quarterly basis with Unit heat and HODs and the thrust may be given on required areas.
The most thrust required from the HR&A side is Recruitment of man power(especially operation(shift charge)/project/CHP/Civil, retention, motiviation, high attrition rate, Basic infrastracture for employees (canteen, school, colony, medical facility etc) and poaching etc.
These targets may be reviewed at the time of yearly perfornamce appraisal so that there is thrust on individual, team as well as organizational goal achievements. I hope this is the practice being adopted in power plants.
Thanks ®ards
From India
You may set the departmental targets in consultaiton with unit head or departmental heads including HR&A targets. You may review these targets on quarterly basis with Unit heat and HODs and the thrust may be given on required areas.
The most thrust required from the HR&A side is Recruitment of man power(especially operation(shift charge)/project/CHP/Civil, retention, motiviation, high attrition rate, Basic infrastracture for employees (canteen, school, colony, medical facility etc) and poaching etc.
These targets may be reviewed at the time of yearly perfornamce appraisal so that there is thrust on individual, team as well as organizational goal achievements. I hope this is the practice being adopted in power plants.
Thanks ®ards
From India
Keep all the suggestions made by the members in mind. But INNOVATE your own ideas to suit your requirements in your own environment and setup. The general ideas work, but the innovations do wonders. You will notice that all successful people/organization has done the things differently.
Initially work in close coordination with other departments, and later try to take control over the entire operation. Set the weekly and monthly returns, calculate the variances of achievements and the targeted data and try to ascertain the reason of the variances. Revise the targets and so on. Designing the weekly/monthly reports is tricky one and here lies the key to success.
From India, Chandigarh
Initially work in close coordination with other departments, and later try to take control over the entire operation. Set the weekly and monthly returns, calculate the variances of achievements and the targeted data and try to ascertain the reason of the variances. Revise the targets and so on. Designing the weekly/monthly reports is tricky one and here lies the key to success.
From India, Chandigarh
Dear All. Really Very good suggestions / guidenace by Ms. Archna One can lead on . Regards Dinesh C. Sharma
From India, Gurgaon
From India, Gurgaon
Dear Jemwayi,
From a kenya percepective, prudent and priority is to look at statutory requirements ie. Employment Act 2007, OSH Act 2007 ,Employee Relations Act 2007.You develop the HR practices or procedures in line with the above statutes or better than the statutes.
I believe you also have a strategic plan for the organisation which has incorporated the HR strategic pillar. You should extract your Objectives and HR projects from the strategic plan.
That way you will be able to tailor make procedures e.g on Performance Management, Annual Leave , Training and development - aligned to the the labour statutes and also strategic plan of the organisation.
Juma Mohamed
Human Resourcse Manager
Aga Khan Hospital, Mombasa
From Kenya, Mombasa
From a kenya percepective, prudent and priority is to look at statutory requirements ie. Employment Act 2007, OSH Act 2007 ,Employee Relations Act 2007.You develop the HR practices or procedures in line with the above statutes or better than the statutes.
I believe you also have a strategic plan for the organisation which has incorporated the HR strategic pillar. You should extract your Objectives and HR projects from the strategic plan.
That way you will be able to tailor make procedures e.g on Performance Management, Annual Leave , Training and development - aligned to the the labour statutes and also strategic plan of the organisation.
Juma Mohamed
Human Resourcse Manager
Aga Khan Hospital, Mombasa
From Kenya, Mombasa
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