Hi All..
Currently i am working as HR Executive and i am new in HR profession.
Also the company where i am working does not have a full fledge HR system..I would like to implement some HR functions which will enable smooth functioning of the company.
I am stuck where to start...also can anyone explain mew on "Standing orders"
Sandhya
From India, Pune
Currently i am working as HR Executive and i am new in HR profession.
Also the company where i am working does not have a full fledge HR system..I would like to implement some HR functions which will enable smooth functioning of the company.
I am stuck where to start...also can anyone explain mew on "Standing orders"
Sandhya
From India, Pune
hi
there is nothing big problem where you can stuck for formation of standing orders, since the model standing order book is readily available at any law publishing stores. the standing order is an act called "The industrial Employment (standing orders) Act 1946". Please get the book from the shop and proceed straight away. Modify whereever necessary according your company policy.
design accordingly like heading, sub heading, clause nos sub clause nos etc.,. First prepare a draft in english and in local language, get it corrected by seniors, prepare final and apply. the details of how to apply and get it approved by the government is also clearly defined in the book.
so first get the book, study and then proceed.
regards
R Devarajan
From India, Madras
10there is nothing big problem where you can stuck for formation of standing orders, since the model standing order book is readily available at any law publishing stores. the standing order is an act called "The industrial Employment (standing orders) Act 1946". Please get the book from the shop and proceed straight away. Modify whereever necessary according your company policy.
design accordingly like heading, sub heading, clause nos sub clause nos etc.,. First prepare a draft in english and in local language, get it corrected by seniors, prepare final and apply. the details of how to apply and get it approved by the government is also clearly defined in the book.
so first get the book, study and then proceed.
regards
R Devarajan
From India, Madras
Hi,
I think I am a bit late in answering but nonethless here it goes.
HR is a collection of policies & practices. Your orgn may not have any formal policies but it will have certain admin & HR practices - e.g - one may not have an induction program per se but one will be foing something to welcome the new joinee within the orgn.
Your 1st step shld be documenting the current practices & capturing as many details as possible.
Then you can pick up the 3 critical issues that either need an enhancement or need to initiated on an urgent basis. Once u reach this point, u will know how to proceed.
Please note & remember your owners/management will have a major sakte in deciding what are the priorities to work on.
Hope this helped,
Chow
I think I am a bit late in answering but nonethless here it goes.
HR is a collection of policies & practices. Your orgn may not have any formal policies but it will have certain admin & HR practices - e.g - one may not have an induction program per se but one will be foing something to welcome the new joinee within the orgn.
Your 1st step shld be documenting the current practices & capturing as many details as possible.
Then you can pick up the 3 critical issues that either need an enhancement or need to initiated on an urgent basis. Once u reach this point, u will know how to proceed.
Please note & remember your owners/management will have a major sakte in deciding what are the priorities to work on.
Hope this helped,
Chow
Hii sandhya,
For drafting a stanidng orders, u have to go through the Industrial Employment (Standing Orders) Act book.
Standing orders defines the conditions of recruitment, discharge, disciplinary action, holidays, leave, etc., go a long way towards minimising friction between the management and workers in industrial undertakings
This Act requires any establishment with more than 100 workers to provide for conditions of employment (Standing Orders) which must be submitted to the competent authority within 6 months. Conditions that the Standing Orders must cover include dismissal procedures and means of redress for workmen against unfair treatment or wrongful exactions by the employer or his agents or servants.
Basically the following matters r provided in Standing orders under this Act.
1.Classification of workmen, e.g., whether permanent, temporary, apprentices, probationers, or badlis.
2.Manner of intimating to workmen periods and hours of work, holidays, pay-days and wage rates.
3.Shift working.
4.Attendance and late coming.
5.Conditions of, procedure in applying for, and the authority which may grant leave and holidays.
6.Requirement to enter premises by certain gates, an liability to search.
7.Closing and reporting of sections of the industrial establishment, temporary stoppages of work and the rights and liabilities of he employer and workmen arising there from.
8.Termination of employment, and the notice thereof to be given by employer and workmen.
9. Suspension or dismissal for misconduct, and acts or omissions which constitute misconduct.
10.Means of redress for workmen against unfair treatment or wrongful exactions by the employer or his agents or servants.
11.Any other matter which may be prescribed.
Hope it will fulfill ur requirements
Thanks
basant
From India
For drafting a stanidng orders, u have to go through the Industrial Employment (Standing Orders) Act book.
Standing orders defines the conditions of recruitment, discharge, disciplinary action, holidays, leave, etc., go a long way towards minimising friction between the management and workers in industrial undertakings
This Act requires any establishment with more than 100 workers to provide for conditions of employment (Standing Orders) which must be submitted to the competent authority within 6 months. Conditions that the Standing Orders must cover include dismissal procedures and means of redress for workmen against unfair treatment or wrongful exactions by the employer or his agents or servants.
Basically the following matters r provided in Standing orders under this Act.
1.Classification of workmen, e.g., whether permanent, temporary, apprentices, probationers, or badlis.
2.Manner of intimating to workmen periods and hours of work, holidays, pay-days and wage rates.
3.Shift working.
4.Attendance and late coming.
5.Conditions of, procedure in applying for, and the authority which may grant leave and holidays.
6.Requirement to enter premises by certain gates, an liability to search.
7.Closing and reporting of sections of the industrial establishment, temporary stoppages of work and the rights and liabilities of he employer and workmen arising there from.
8.Termination of employment, and the notice thereof to be given by employer and workmen.
9. Suspension or dismissal for misconduct, and acts or omissions which constitute misconduct.
10.Means of redress for workmen against unfair treatment or wrongful exactions by the employer or his agents or servants.
11.Any other matter which may be prescribed.
Hope it will fulfill ur requirements
Thanks
basant
From India
Hi Sandhya,
Few more to add with Basant...... most important..... you also need to specify what are going to be taken as misconduct and how the organization is going to react in these situations. You also need to include about the probation period, notice period to be given at the time of resignation, any benefits, if given to the employees need to be specified, how do you expect your employees to behave in the office, etc...
Last but not the least, don't forget to get your standing orders reviewed by any legal advisor to conform that you are abiding by the labour laws.
Regards
Sirisha Reddy
From India, Bangalore
Few more to add with Basant...... most important..... you also need to specify what are going to be taken as misconduct and how the organization is going to react in these situations. You also need to include about the probation period, notice period to be given at the time of resignation, any benefits, if given to the employees need to be specified, how do you expect your employees to behave in the office, etc...
Last but not the least, don't forget to get your standing orders reviewed by any legal advisor to conform that you are abiding by the labour laws.
Regards
Sirisha Reddy
From India, Bangalore
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