Hi,
I'm just appointed as HR for a new started company.
Can someone tell me how to Implement HR policy? I have no idea. I got a HR policy and have to Introduce and Implement the HR policy. But how?
- Krish
From Suriname, Paramaribo
5I'm just appointed as HR for a new started company.
Can someone tell me how to Implement HR policy? I have no idea. I got a HR policy and have to Introduce and Implement the HR policy. But how?
- Krish
From Suriname, Paramaribo
Dear Vish Krish,
pl follow https://www.citehr.com/290765-hr-pol...ml#post1312941
From India, Bangalore
pl follow https://www.citehr.com/290765-hr-pol...ml#post1312941
From India, Bangalore
Dear Krish,
Someone asked similar question in 2007; I am just copying & pasting my previous answer. I am sure this would be of a great help to you and others.
I would advise u to first fulfill the basic needs of the employees. Like whether there is clean toilets, canteen/pantry, whether they get tea/coffeee on time, whether they are paid salary/incentive on time or not, what's the problem they have been facing, ask for suggestions, spend time with them rather than sitting in your cabin. When you will get questions from employees, you'll answer those questions yourself. Every co. has a different working culture and different employees. Doesn't mean that my employees or your employees are different from each other.
Usually HR Policy Manual consists of all HR Policies. You know even the best company having HR practices lack something or else in their HR Manual. The best way to write an HR policy is to start from the day and write all your problems or happenings.
Let starts from the day, office is opened, it must have working hours, many people come late in office for which you need a policy on late comers, and fix a punishment etc. for the same. All people do not come in the office, some will be on leaves and some will be onb tours. You must have a tour policy but hierarchy wise containing daily DA, Food allowance, travelling class, format for reimbursement of all these expenses. People ask for advance while going on tours, you should also have a money advance policy (like before how many days/hours you can take advance). This will help you in handling people who come at last moment and doesn't give the balance amount when they come back from the tour on time.
Re: leave policy, you can have CL, EL, ML or any other policy but please make sure you follow all the legal rules of leaves. You can also have policies like:
1.Training policy (people are nominated but when they dont attend trg, a fine should be imposed), issuance of certificates etc.
2. Compensation policy containing pay structure, incentive policy, conveyance, mobile exp, bonus, gratuity etc. and day of reimbursement.
3. Recruitment Policy (Manpower requirement form, sources, conducting interviews etc., also referral schemes)
4. Selection Policy: Upon selection,whether you issue offer/or appointment letter.
5. Induction: No. of days of induction.
6. Promotion Policy
7. Increment policy
8. Tours Policy
9. Advertisement Policy
10. Employee Grievance Policy
11. Uniform policy
12. I Card policy
13. Loan Policy
14. Certificate policy (Sal certificate/address proof)
15. Probation or Non-probation policy
16. Employee Recreation Policy
17. List of holidays
18. Policy on Working hours/weekly off etc.
19. Office Vehicle Usage policy
20. Overtime payment policy
21. Birthday celebration policy
22. Employee Reward and Recognition policy
23. Board of Directors
24. Organisation Structure
25. Use of laptop/PC policy
26. Leaves
27. Employees Personal File system
28. Making Employees Codes and Cadre (grades)
As you have just started HR department from the scratch. First of all concentrate on these:
Employee Joining Formalities:
1. There must be a HRD form filled by Employee and supported by education, experience, medical and character certificates, with 4 photographs (for Visiting card, I card, Personal file and and one extra for future use). Give him/her an unique employee no. like ihave my company as Employee Code: WS01010703099 which symbolises <WS means Workshop, it's a factory of ours><01 is for location of the city say for delhi 01 amd for mumbai 02 etc.><01 for hierarchy level in the organisation><07 month of joining><03 year of joining><099 is the actual employee number>< you can also prefix department wise like 01 for HR, 02 for IT, 03 for Accounts etc.etc.>
Verify all the documents that this employee has submitted upon joiningthe company.
2. Instead of going straight away to PMS or other hi-fi things in HRE, first of all concentrate on infrastructure issues, is there sufficient seats in Canteen, whether employees wear uniforms, (if not you can mark half day etc.), whether there is sufficient stationary for employees. check all their basic requirements. the idea whether you have fulfilled all employees basic needs
I hope, this will be useful for you,
regards,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
Someone asked similar question in 2007; I am just copying & pasting my previous answer. I am sure this would be of a great help to you and others.
I would advise u to first fulfill the basic needs of the employees. Like whether there is clean toilets, canteen/pantry, whether they get tea/coffeee on time, whether they are paid salary/incentive on time or not, what's the problem they have been facing, ask for suggestions, spend time with them rather than sitting in your cabin. When you will get questions from employees, you'll answer those questions yourself. Every co. has a different working culture and different employees. Doesn't mean that my employees or your employees are different from each other.
Usually HR Policy Manual consists of all HR Policies. You know even the best company having HR practices lack something or else in their HR Manual. The best way to write an HR policy is to start from the day and write all your problems or happenings.
Let starts from the day, office is opened, it must have working hours, many people come late in office for which you need a policy on late comers, and fix a punishment etc. for the same. All people do not come in the office, some will be on leaves and some will be onb tours. You must have a tour policy but hierarchy wise containing daily DA, Food allowance, travelling class, format for reimbursement of all these expenses. People ask for advance while going on tours, you should also have a money advance policy (like before how many days/hours you can take advance). This will help you in handling people who come at last moment and doesn't give the balance amount when they come back from the tour on time.
Re: leave policy, you can have CL, EL, ML or any other policy but please make sure you follow all the legal rules of leaves. You can also have policies like:
1.Training policy (people are nominated but when they dont attend trg, a fine should be imposed), issuance of certificates etc.
2. Compensation policy containing pay structure, incentive policy, conveyance, mobile exp, bonus, gratuity etc. and day of reimbursement.
3. Recruitment Policy (Manpower requirement form, sources, conducting interviews etc., also referral schemes)
4. Selection Policy: Upon selection,whether you issue offer/or appointment letter.
5. Induction: No. of days of induction.
6. Promotion Policy
7. Increment policy
8. Tours Policy
9. Advertisement Policy
10. Employee Grievance Policy
11. Uniform policy
12. I Card policy
13. Loan Policy
14. Certificate policy (Sal certificate/address proof)
15. Probation or Non-probation policy
16. Employee Recreation Policy
17. List of holidays
18. Policy on Working hours/weekly off etc.
19. Office Vehicle Usage policy
20. Overtime payment policy
21. Birthday celebration policy
22. Employee Reward and Recognition policy
23. Board of Directors
24. Organisation Structure
25. Use of laptop/PC policy
26. Leaves
27. Employees Personal File system
28. Making Employees Codes and Cadre (grades)
As you have just started HR department from the scratch. First of all concentrate on these:
Employee Joining Formalities:
1. There must be a HRD form filled by Employee and supported by education, experience, medical and character certificates, with 4 photographs (for Visiting card, I card, Personal file and and one extra for future use). Give him/her an unique employee no. like ihave my company as Employee Code: WS01010703099 which symbolises <WS means Workshop, it's a factory of ours><01 is for location of the city say for delhi 01 amd for mumbai 02 etc.><01 for hierarchy level in the organisation><07 month of joining><03 year of joining><099 is the actual employee number>< you can also prefix department wise like 01 for HR, 02 for IT, 03 for Accounts etc.etc.>
Verify all the documents that this employee has submitted upon joiningthe company.
2. Instead of going straight away to PMS or other hi-fi things in HRE, first of all concentrate on infrastructure issues, is there sufficient seats in Canteen, whether employees wear uniforms, (if not you can mark half day etc.), whether there is sufficient stationary for employees. check all their basic requirements. the idea whether you have fulfilled all employees basic needs
I hope, this will be useful for you,
regards,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
Hi Krish,
To implement a policy, you have to get an approval from the Head HR (if you are the one, then ignore) and then followed by the approval of CEO.
Anything, w.r.t Finance (like Employee Referral, Appraisal et. all) must have CEO's approval. Depends on the impact to the organization.
Best Regards,
Jeyaganesh
From India, Chennai
To implement a policy, you have to get an approval from the Head HR (if you are the one, then ignore) and then followed by the approval of CEO.
Anything, w.r.t Finance (like Employee Referral, Appraisal et. all) must have CEO's approval. Depends on the impact to the organization.
Best Regards,
Jeyaganesh
From India, Chennai
Hi,
First and foremost, the HR policies that you have with you are already approved ? If so, please remember a few actions before talking about implementation. You have to take the employees into confidence before announcing anything. You cannot produce shocks and surprises to employees. You have to discuss each policy with your CEO or Head of HR, as my learned professionals mentioned above. Next, the heads of departments have to be taken into confidence. Then, either departmentwise or cadrewise you can call them up for a presentation on few policies at a time. Dont announce everything at one go and bamboozle the people... Keep something aside and announce them gradually, a few at a time.
Look for feedback from people and whenever you feel that the policies need revision and correction, please go ahead. There is nothing permanent or sacrosant in policies and need to be amended, altered, changed and corrected to suit the need of the time.
If you are interested, take somebody like me as your HR consultant, who has over 40 years of industry experience and over 20 years in HR domain alone.
Best wishes
From India
First and foremost, the HR policies that you have with you are already approved ? If so, please remember a few actions before talking about implementation. You have to take the employees into confidence before announcing anything. You cannot produce shocks and surprises to employees. You have to discuss each policy with your CEO or Head of HR, as my learned professionals mentioned above. Next, the heads of departments have to be taken into confidence. Then, either departmentwise or cadrewise you can call them up for a presentation on few policies at a time. Dont announce everything at one go and bamboozle the people... Keep something aside and announce them gradually, a few at a time.
Look for feedback from people and whenever you feel that the policies need revision and correction, please go ahead. There is nothing permanent or sacrosant in policies and need to be amended, altered, changed and corrected to suit the need of the time.
If you are interested, take somebody like me as your HR consultant, who has over 40 years of industry experience and over 20 years in HR domain alone.
Best wishes
From India
First of all the HR policy which I have to implement is a global one for all affiliates.
Second, but what are the important ones of the HR policy to implement?
How do u prepare if there were already HR activities on the go?
The introduction of the HR policy should be done for the employees and managers together?
Regs,
Krish
From Suriname, Paramaribo
Second, but what are the important ones of the HR policy to implement?
How do u prepare if there were already HR activities on the go?
The introduction of the HR policy should be done for the employees and managers together?
Regs,
Krish
From Suriname, Paramaribo
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