Dear All, need your valuable response for people woking in small medium sized company
From India, Delhi
21From India, Delhi
Hi Swati,
According To Our Best Indian Hr Professionals Advise I Received Is As Follows:
Your Approach Should Be:
1. Engage Employees On Yoga Training To Improve Mental And Physical Fitness.
2. Conduct Regular Intervals Psychometric Test To Improve Morale And Motivation.
3. Approach To Palmist Or Astrologist For Best Recruitment Of Best Suitable Candidate.
4. Do Some Compitancy Profiling Of Employees To Register What Psychological Charactors/traits They Should Have In Order To Perform.
5. Recommend Practice Aryuda For Medical Treatment.
This Is Pure Indian Hr Now A Days, I Hope This Will Work In India.
Regards
Sawant
From Saudi Arabia
According To Our Best Indian Hr Professionals Advise I Received Is As Follows:
Your Approach Should Be:
1. Engage Employees On Yoga Training To Improve Mental And Physical Fitness.
2. Conduct Regular Intervals Psychometric Test To Improve Morale And Motivation.
3. Approach To Palmist Or Astrologist For Best Recruitment Of Best Suitable Candidate.
4. Do Some Compitancy Profiling Of Employees To Register What Psychological Charactors/traits They Should Have In Order To Perform.
5. Recommend Practice Aryuda For Medical Treatment.
This Is Pure Indian Hr Now A Days, I Hope This Will Work In India.
Regards
Sawant
From Saudi Arabia
Dear Swati,
One thing you should understand is, everybody wants to avoid the change. THey might think that there is no need for HR department and thats why they are behaving like that.
What you should do is try and gain the confidance of these people. Make them understand that u r there for employees benfit. This will require to have patiance.
Make employee friendly HR plocies. While making the policies u can get some of the senoir members involved in it. This will help you to gain their confidance.
And then u can start implimenting the policies.
Regards
Suyash
From India, Pune
One thing you should understand is, everybody wants to avoid the change. THey might think that there is no need for HR department and thats why they are behaving like that.
What you should do is try and gain the confidance of these people. Make them understand that u r there for employees benfit. This will require to have patiance.
Make employee friendly HR plocies. While making the policies u can get some of the senoir members involved in it. This will help you to gain their confidance.
And then u can start implimenting the policies.
Regards
Suyash
From India, Pune
dear swati
job is little difficult assigned to you but you should take it as a challenge.
as your firm is in delhi first of all get it registered under shop and est act if not registered .if u donot have service rules or certified standing orders pls do it.
you should be disciplined first so no one should be able to object you.
now u will be facing problem that they will not come on time,you put a circular on that and make policy deduct their salary if they donot follow it.
your firm is not so small as u are thinking ,have punching system for attendance.
you should have HR
policies like leave policy ,short leave policy ,holidays list,late sitting policy ,travelling policy.than be strict on policies.dear you have to create your identity.
tks
j s malik
From India, Delhi
job is little difficult assigned to you but you should take it as a challenge.
as your firm is in delhi first of all get it registered under shop and est act if not registered .if u donot have service rules or certified standing orders pls do it.
you should be disciplined first so no one should be able to object you.
now u will be facing problem that they will not come on time,you put a circular on that and make policy deduct their salary if they donot follow it.
your firm is not so small as u are thinking ,have punching system for attendance.
you should have HR
policies like leave policy ,short leave policy ,holidays list,late sitting policy ,travelling policy.than be strict on policies.dear you have to create your identity.
tks
j s malik
From India, Delhi
Hi Swati,
Forget about my earlier reply it was joke.............
OK, Then My advise is as follows:
First, Prepare one presentation on entire gamut of HR Functions in your organization.
List out some guidelines for principle approval of the Management & their acknowledgement to your HR functions.
1 Organization Structure
2. Organization chart department wise.
3. Writing Job Descriptions.
4. Create Salary Structure with grades
5. Design entire compensation package inclusive of allowances with definations.
6. Draft Promotion Policy
7. Annual Incrment Policy and performance ratings
8. Define the performance level for each position first.
9. Design performance measurement based on your defined performance.
10.Creae Incentive Scheme and Recongnition System
11. Workout career path for each position in the organization.
12. workout on Time bound promotion or performance base promotions etc.
13. Write one HR Manual incorporating all above subjects defining approved principles and adding or addressing following subjects for administrative empowerment of HR role and function.
a. Classification of employees - Management-
- Staff- Temporary appointment, Permanent appointment, Probations, Trainees, Apprentice with previileges to each catagories for leave provision, salary grade and allowances coverageetc.
b.Induction programe.
b. Recruitment Procedure
c. Criteria for KPI/KRA
d. Leave Rules- CL,PL,SL as per Shops and Establishment Act
b. TA & DA Rules
c. Procedure for reimbursement of claims.
d. Standing Orders as code of conduct for dealing with Late comming, Absenteesm.
If you wan't to get recognised in this company or firm this is high time to concentrate on above to establish your worth and gradually bring things into proper order.
This is slow process you have to invest lot of time and energy in explaining or justifying all above initiatives and benefits to the company.
Take one subject at a time and workout have constant discussion with Owners of the company explain them these as imperative for organizations employeeing over 100 employee can be managed with some degree of discipline in the interest of business as a whole to become forward looking 21st Century organization.
This will enable organization less dependancy by attracting, retaining and rewarding best talent in the market.
I hope you will understand the sprit in which I have explain to you. I would say you have to market this HR function to your owners of company. Unless you market this you have no future in this company or any real exposure to HR Functions.
Regards
Sawant
From Saudi Arabia
Forget about my earlier reply it was joke.............
OK, Then My advise is as follows:
First, Prepare one presentation on entire gamut of HR Functions in your organization.
List out some guidelines for principle approval of the Management & their acknowledgement to your HR functions.
1 Organization Structure
2. Organization chart department wise.
3. Writing Job Descriptions.
4. Create Salary Structure with grades
5. Design entire compensation package inclusive of allowances with definations.
6. Draft Promotion Policy
7. Annual Incrment Policy and performance ratings
8. Define the performance level for each position first.
9. Design performance measurement based on your defined performance.
10.Creae Incentive Scheme and Recongnition System
11. Workout career path for each position in the organization.
12. workout on Time bound promotion or performance base promotions etc.
13. Write one HR Manual incorporating all above subjects defining approved principles and adding or addressing following subjects for administrative empowerment of HR role and function.
a. Classification of employees - Management-
- Staff- Temporary appointment, Permanent appointment, Probations, Trainees, Apprentice with previileges to each catagories for leave provision, salary grade and allowances coverageetc.
b.Induction programe.
b. Recruitment Procedure
c. Criteria for KPI/KRA
d. Leave Rules- CL,PL,SL as per Shops and Establishment Act
b. TA & DA Rules
c. Procedure for reimbursement of claims.
d. Standing Orders as code of conduct for dealing with Late comming, Absenteesm.
If you wan't to get recognised in this company or firm this is high time to concentrate on above to establish your worth and gradually bring things into proper order.
This is slow process you have to invest lot of time and energy in explaining or justifying all above initiatives and benefits to the company.
Take one subject at a time and workout have constant discussion with Owners of the company explain them these as imperative for organizations employeeing over 100 employee can be managed with some degree of discipline in the interest of business as a whole to become forward looking 21st Century organization.
This will enable organization less dependancy by attracting, retaining and rewarding best talent in the market.
I hope you will understand the sprit in which I have explain to you. I would say you have to market this HR function to your owners of company. Unless you market this you have no future in this company or any real exposure to HR Functions.
Regards
Sawant
From Saudi Arabia
thanks for response. but one more issue i would like to bring in notice that my boss dont have or have very less time to discuss all these issues. plz suggest.
From India, Delhi
From India, Delhi
Dear Swati,
You have to first prepare one very good presentation to sell this idea, your selling skills and presentation skills is important. To set up a HR Functions will be a key to establish yourself in key role in the organization.
You have to request for one exclusive 45 minutes time slot just to persue your case.
Only influencial people in the management who's consent to your proposal matter most and who own the crutial authority in the company to approve your ideas shall only be requested to be present.
Project this presentation on HR policy as exclusive and confidential draw their attention. You have to project this as very much crucial and important to the organization.
Your buzz word should be:
No war can be fought without weapon or tool to fight.
This is HR tool to develop systematic mechanism and approach towards building good professional organization. Size of organization dosen't matter all trees grown from the small seeds.
Regards
Sawant.
From Saudi Arabia
You have to first prepare one very good presentation to sell this idea, your selling skills and presentation skills is important. To set up a HR Functions will be a key to establish yourself in key role in the organization.
You have to request for one exclusive 45 minutes time slot just to persue your case.
Only influencial people in the management who's consent to your proposal matter most and who own the crutial authority in the company to approve your ideas shall only be requested to be present.
Project this presentation on HR policy as exclusive and confidential draw their attention. You have to project this as very much crucial and important to the organization.
Your buzz word should be:
No war can be fought without weapon or tool to fight.
This is HR tool to develop systematic mechanism and approach towards building good professional organization. Size of organization dosen't matter all trees grown from the small seeds.
Regards
Sawant.
From Saudi Arabia
Hey I think you need to have a straight talk with your boss. HR in any place cant sustain and be the change agent it is supposed to be until it has the top management support and full commitment. It needs to be communicated to all senior managers/long timers that you are representing the HR function for the Company and they need to provide their complete cooperation. I personally feel that age should not be a reason for you to consider yourself any less than others. After all you have the expertise in your field :-) All the best!!!!!!
From India, Gurgaon
From India, Gurgaon
Hi,
Trully I agree with Mr.Sawant that Swati needs to take charge her self and if she has to go one step at a time moreover an HR Professional is a voice of both Emoloyees and Employer so be firm and prepare the presentation also take into account the cost factor involved in these activities or for laying the entier HR..u in the bargain will accumulate a lot of information and after you streamline the HR u would gain a lot of growth and respect for yourself in the organization
All the best
Regards,
Poonam
Trully I agree with Mr.Sawant that Swati needs to take charge her self and if she has to go one step at a time moreover an HR Professional is a voice of both Emoloyees and Employer so be firm and prepare the presentation also take into account the cost factor involved in these activities or for laying the entier HR..u in the bargain will accumulate a lot of information and after you streamline the HR u would gain a lot of growth and respect for yourself in the organization
All the best
Regards,
Poonam
Hi Swati,
Let me share some experience with you. I went through a similar phase when I joined my present company. I faced stiff opposition from other team members when I introduced HR practices and the first 6-8 months were like hell for me.
While I had support from my director, he also did not have too much time for me. But he gave me some really good advice...
Forget all about presentations and setting up policies and stuff. They are important, but they will not win you support. You should definitely put in the policies and start enforcing them too. But... while you are doing that, you should also become a solution provider for the other team members.
Stop going to them for work, don't go out of your way to help them. Let them come to you with issues... and provide them immediate or quick solutions. Just keep in touch with happenings and make sure you stay one step ahead of their expectations.
Once they understand that you are helping them, they will open up and you will get co-operation. Till then, buckle down and work hard through the opposition.
This approach worked for me and today I am heading the HR department for my company (just 2 years).
My best wishes are with you.
Regards,
Gaurang
From India, Mumbai
Let me share some experience with you. I went through a similar phase when I joined my present company. I faced stiff opposition from other team members when I introduced HR practices and the first 6-8 months were like hell for me.
While I had support from my director, he also did not have too much time for me. But he gave me some really good advice...
Forget all about presentations and setting up policies and stuff. They are important, but they will not win you support. You should definitely put in the policies and start enforcing them too. But... while you are doing that, you should also become a solution provider for the other team members.
Stop going to them for work, don't go out of your way to help them. Let them come to you with issues... and provide them immediate or quick solutions. Just keep in touch with happenings and make sure you stay one step ahead of their expectations.
Once they understand that you are helping them, they will open up and you will get co-operation. Till then, buckle down and work hard through the opposition.
This approach worked for me and today I am heading the HR department for my company (just 2 years).
My best wishes are with you.
Regards,
Gaurang
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
6 Quick and Easy Ways to Improve Your Small Business HR.pdf