Hi all,
I\'m managing a company which is bound to grow next year as our signed projects is yet to be started. Currently there\'s only very few staff available but is it advisable for me to come up with a Job Grading System or should I wait till later once I have more staff?
If I need to, since I don\'t have many staff at the moment, how should I go about it?
Please advise. Thank you!
From Malaysia, Petaling Jaya
I\'m managing a company which is bound to grow next year as our signed projects is yet to be started. Currently there\'s only very few staff available but is it advisable for me to come up with a Job Grading System or should I wait till later once I have more staff?
If I need to, since I don\'t have many staff at the moment, how should I go about it?
Please advise. Thank you!
From Malaysia, Petaling Jaya
Hi Can you please advice the total number of staff and the nature of the business? Currently what system are you following? I hope any how you would have given designations to your employees.
From India, Bangalore
639From India, Bangalore
Hi,
I hope I can simplify it as best possible.
I'm employed under the holding company which holds company A (Oil & Gas) and B (Network Securities). Company A is not even a year old and Company B's projects will kick off next year. Currently, Company A has a few projects going on and they don't require a lot of staff so there's only a Project Manager on board for now. Soon there will be a Business Admin cum Clerk and a Despatch.
Company B's project will be kicking off next year 2nd quarter so hiring will start end of the year or early next year. We have an Accounts Manager for both companies but he is outsourced. So really, there's only two of us, Me (HR) and the Project Manager for Company A.
So I'm wondering IF I should start developing a Job Grading system now (if it's possible) or should I wait till later once we start hiring? And also, if you have any suggestions on what the processes are.
Thanks!
From Malaysia, Petaling Jaya
I hope I can simplify it as best possible.
I'm employed under the holding company which holds company A (Oil & Gas) and B (Network Securities). Company A is not even a year old and Company B's projects will kick off next year. Currently, Company A has a few projects going on and they don't require a lot of staff so there's only a Project Manager on board for now. Soon there will be a Business Admin cum Clerk and a Despatch.
Company B's project will be kicking off next year 2nd quarter so hiring will start end of the year or early next year. We have an Accounts Manager for both companies but he is outsourced. So really, there's only two of us, Me (HR) and the Project Manager for Company A.
So I'm wondering IF I should start developing a Job Grading system now (if it's possible) or should I wait till later once we start hiring? And also, if you have any suggestions on what the processes are.
Thanks!
From Malaysia, Petaling Jaya
Hi
With out much of employers it's not advisable to make grading system. As of now you shall plan designation system. Even designation system will be good enough for small and mid size organisations.
For your short term requirement you shall plan the positions required. Their roles and job knowledge.
From India, Bangalore
With out much of employers it's not advisable to make grading system. As of now you shall plan designation system. Even designation system will be good enough for small and mid size organisations.
For your short term requirement you shall plan the positions required. Their roles and job knowledge.
From India, Bangalore
Hello Lew Mable,
Like Jeevarathnam P suggested, for a company of your current size, it's not really necessary to have a Grading system.
In a way, it would add to your [being HR] workload & process without the associated gains. The core issue here is NOT if it's 'possible', but if it's 'necessary'.
But pl clarify/confirm as to how did this thought kick-off in the first place? There has to be a reason why you thought that grading MAY be needed.
Looking @your plans, I am not sure if implementing a grading system even when you hire in end-2012/early-2013 will be really needed--unless you plan to hire a large staff @ one-go.
All the Best.
Rgds,
TS
From India, Hyderabad
Like Jeevarathnam P suggested, for a company of your current size, it's not really necessary to have a Grading system.
In a way, it would add to your [being HR] workload & process without the associated gains. The core issue here is NOT if it's 'possible', but if it's 'necessary'.
But pl clarify/confirm as to how did this thought kick-off in the first place? There has to be a reason why you thought that grading MAY be needed.
Looking @your plans, I am not sure if implementing a grading system even when you hire in end-2012/early-2013 will be really needed--unless you plan to hire a large staff @ one-go.
All the Best.
Rgds,
TS
From India, Hyderabad
Hey,
Thanks so much for your feedback. I will take into consideration all your suggestions and advise. As to your query TS, the reason why I was thinking of implementing a grading system is if possible, I want everything to start as organised as possible and that's the thing, I'm not sure exactly how many people will I be hiring by the end 2012/early 2013 but it could be quite a number of people at a time. Hence, I thought IF a job grading system is already in place, I don't have to worry about it then. What I would probably need to do is just amend where is needed. By the way, what is your idea of large staff? How many people are we talking?
As to what Jeevarathnam P mentioned, I do already have the designation system, just not an in depth one as I'm still researching and trying to put together their responsibilities and such.
Sorry, all of this is quite new to me and I have the opportunity to build something up from scratch so I want to do everything as many rights as possible than wrongs (which of course along the way I will incur some).
Regards,
LM
From Malaysia, Petaling Jaya
Thanks so much for your feedback. I will take into consideration all your suggestions and advise. As to your query TS, the reason why I was thinking of implementing a grading system is if possible, I want everything to start as organised as possible and that's the thing, I'm not sure exactly how many people will I be hiring by the end 2012/early 2013 but it could be quite a number of people at a time. Hence, I thought IF a job grading system is already in place, I don't have to worry about it then. What I would probably need to do is just amend where is needed. By the way, what is your idea of large staff? How many people are we talking?
As to what Jeevarathnam P mentioned, I do already have the designation system, just not an in depth one as I'm still researching and trying to put together their responsibilities and such.
Sorry, all of this is quite new to me and I have the opportunity to build something up from scratch so I want to do everything as many rights as possible than wrongs (which of course along the way I will incur some).
Regards,
LM
From Malaysia, Petaling Jaya
There are many types of grading systems sir but for me I just use the comparison system based on documented duties and responsibilities and thereon establish the salary system attached to the job classification system.
From Philippines, Davao
From Philippines, Davao
Hi! I\'m new to this forum. Hope what I share may be useful. It\'s great that you would want to be as organised as possible. It would be a good time to since you are at the planning stage and do not have to many things on your plate currently. A Gunn CHart would be useful for you to plot the timeline for roll outs. You would be able to set the task involved and when possible you could look into them. That way you would be working on meeting the needs of the near future. Hope this helps.
From Malaysia, Kuala Lumpur
From Malaysia, Kuala Lumpur
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