Hi Seniors,
I need your guidance in setting up HR Functions in my organization. I work with a startup Consultancy and was appointed as an HR Recruiter. Now, the company is focusing on other avenues like getting into training and taking up corporate projects, etc. We have appointed more recruiters and also feel the need for proper HR systems. I have been promoted to Executive HR, and the responsibility of building systems has been entrusted to me.
I need to start from scratch as I was more focused on recruitment and need guidance on making the whole process work. Kindly help me. I am really confused about how to go about doing all this.
Thanks and Regards,
Poonam :icon1:
From India, Bangalore
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I need your guidance in setting up HR Functions in my organization. I work with a startup Consultancy and was appointed as an HR Recruiter. Now, the company is focusing on other avenues like getting into training and taking up corporate projects, etc. We have appointed more recruiters and also feel the need for proper HR systems. I have been promoted to Executive HR, and the responsibility of building systems has been entrusted to me.
I need to start from scratch as I was more focused on recruitment and need guidance on making the whole process work. Kindly help me. I am really confused about how to go about doing all this.
Thanks and Regards,
Poonam :icon1:
From India, Bangalore
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Dear Poonam, m hereby attaching an article on HR. Regards Vipin:icon1::icon1:
From India, New Delhi
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32From India, New Delhi
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Hi Poonam,
Great job. Look into the needs and wants at this point in time. Firstly, understand the manpower requirements and the finance allocated to you for the same. Now, do a detailed study for every position (like why, responsibility, salary, ROI). For example, if you are hiring a trainer for a certain skill set, you need to make sure that you have the projects for the trainers; otherwise, you can get those trainers on contract. Similarly, if you are working on the HR function, you can get associates in different fields (C&B, Performance appraisal, MIS). This will help with day-to-day activities in-house as well as on the project.
Regards,
Maninder Singh
From India, Bangalore
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Great job. Look into the needs and wants at this point in time. Firstly, understand the manpower requirements and the finance allocated to you for the same. Now, do a detailed study for every position (like why, responsibility, salary, ROI). For example, if you are hiring a trainer for a certain skill set, you need to make sure that you have the projects for the trainers; otherwise, you can get those trainers on contract. Similarly, if you are working on the HR function, you can get associates in different fields (C&B, Performance appraisal, MIS). This will help with day-to-day activities in-house as well as on the project.
Regards,
Maninder Singh
From India, Bangalore
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Hi Poonam,
I congratulate you for getting such an opportunity. Policy making and system development of HR is really not an easy task. Remember, "YOU CAN'T DO IT BY FOLLOWING SOMEONE ELSE'S DOCUMENTS."
Step 1: I can suggest a process as I have done this in my past two employers. Line up the functionalities of HR such as recruitment, referral check, induction, training, etc., respecting your company's needs.
Step 2: Lay out the process, workflow, and department chart for every functionality to make everyone aware and assign ownership to every department.
Step 3: Develop or design the templates, forms, and documents required for communication in the process and for documentation.
Thanks & Best Regards,
Shiva
From India, Bangalore
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I congratulate you for getting such an opportunity. Policy making and system development of HR is really not an easy task. Remember, "YOU CAN'T DO IT BY FOLLOWING SOMEONE ELSE'S DOCUMENTS."
Step 1: I can suggest a process as I have done this in my past two employers. Line up the functionalities of HR such as recruitment, referral check, induction, training, etc., respecting your company's needs.
Step 2: Lay out the process, workflow, and department chart for every functionality to make everyone aware and assign ownership to every department.
Step 3: Develop or design the templates, forms, and documents required for communication in the process and for documentation.
Thanks & Best Regards,
Shiva
From India, Bangalore
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Hi Poonam,
To start the HR function from scratch, you have to implement these functions:
1. Recruitment (Your Core Function)
2. Training & development: Identify and analyze the training needs of the employees, and based on that, arrange training programs.
3. Performance appraisal: Begin the confirmation and appraisal process on a six-month or yearly basis.
4. Attendance & payroll process: Track attendance records and late arrivals.
5. You can engage in Fun @ Work activities by organizing monthly employee gatherings.
These functions are the foundation to establish an HR system. If you are able to do this, that would be great.
Thanks & Regards,
Sachin Dhamija
From Singapore, Singapore
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To start the HR function from scratch, you have to implement these functions:
1. Recruitment (Your Core Function)
2. Training & development: Identify and analyze the training needs of the employees, and based on that, arrange training programs.
3. Performance appraisal: Begin the confirmation and appraisal process on a six-month or yearly basis.
4. Attendance & payroll process: Track attendance records and late arrivals.
5. You can engage in Fun @ Work activities by organizing monthly employee gatherings.
These functions are the foundation to establish an HR system. If you are able to do this, that would be great.
Thanks & Regards,
Sachin Dhamija
From Singapore, Singapore
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HR Job Functions.doc
Planning & Priority Setting-HR.ppt