Dear Seniors,
I have joined a newly established IT firm as Hr Executive (MBA - HR) and am interested in introducing good Hr Practies and policies. However i dont have relevant experience as i was working as a recruiter earlier.
Could you guide me as to what should be the appropraite HR road map. How must i go about implementing Hr practices and exactly what practices shall i introduce?
Plzzzzz help! Thanks
Regrads,
Lillian
From India, Mumbai
I have joined a newly established IT firm as Hr Executive (MBA - HR) and am interested in introducing good Hr Practies and policies. However i dont have relevant experience as i was working as a recruiter earlier.
Could you guide me as to what should be the appropraite HR road map. How must i go about implementing Hr practices and exactly what practices shall i introduce?
Plzzzzz help! Thanks
Regrads,
Lillian
From India, Mumbai
Mr. Lillian
HR Road Map Starts form the Muster roll and ends on the same.
-Entriy of an employee in to muster roll
-ESI & EPF Submissions
-Performance Mgt. to His T&D
-And give him a suitable result To yield in.
But above all is the Decision making is At the core to HRM.
Bharat
From India, Gurgaon
2HR Road Map Starts form the Muster roll and ends on the same.
-Entriy of an employee in to muster roll
-ESI & EPF Submissions
-Performance Mgt. to His T&D
-And give him a suitable result To yield in.
But above all is the Decision making is At the core to HRM.
Bharat
From India, Gurgaon
Dear Bharat,
Thank you for your suggestion.
could you please elaborate on the Performance Management part.. i have downloaded certain performance appraisal forms from cite. However i am still pondering as to how to apply them.
Thanks & regards,
Lillian
From India, Mumbai
Thank you for your suggestion.
could you please elaborate on the Performance Management part.. i have downloaded certain performance appraisal forms from cite. However i am still pondering as to how to apply them.
Thanks & regards,
Lillian
From India, Mumbai
Dear Lillian,
Performance Management is a very broader term. the same can be broadly categorised as SOPM (Standard oriented performance management) & EOPM (Excellence oriented performance Management.
SOPM is what we see in most of the organisation, where they make an effort to review the past performance, where as EOPM concentrates on less on past performance and more on capability of the person to deliver the assigned tasks in the upcoming year.
Application of performance management varies from industry to industry, but the objective will be the same .
Some of the objectives of the performance Management are
* Promotion / demotion
* Skill set database
* Identifying training details.
* Salary revision for the potential employees .
* General analysis on working conditions and their analysis with supervisors.
Keeping this in mind, start working . the process is very simple, you can get hell lot of discussions happened in the forum. kindly go through the same. will get an idea for the further process.
Regards
Sundar
From India, Bangalore
Performance Management is a very broader term. the same can be broadly categorised as SOPM (Standard oriented performance management) & EOPM (Excellence oriented performance Management.
SOPM is what we see in most of the organisation, where they make an effort to review the past performance, where as EOPM concentrates on less on past performance and more on capability of the person to deliver the assigned tasks in the upcoming year.
Application of performance management varies from industry to industry, but the objective will be the same .
Some of the objectives of the performance Management are
* Promotion / demotion
* Skill set database
* Identifying training details.
* Salary revision for the potential employees .
* General analysis on working conditions and their analysis with supervisors.
Keeping this in mind, start working . the process is very simple, you can get hell lot of discussions happened in the forum. kindly go through the same. will get an idea for the further process.
Regards
Sundar
From India, Bangalore
Dear Sundar, Thank you.. I wasnt aware of SOPM & EOPM concept. I will concentrate on the objectives and move further on those lines. Thanks once again. Regards, Lillian
From India, Mumbai
From India, Mumbai
Dear Lillian
PERFORMANCE MANAGEMENT includes
§ Design and implement a performance management system linked to relevant HRM systems and aimed at contributing directly to the business strategy.
§ Assess performance.
§ Use outcome of performance assessment as the basis for decision-making in areas mentioned in point 1.
§ Management of individual as well as collective labour (organizational) performance.
Anything Else
From India, Gurgaon
PERFORMANCE MANAGEMENT includes
§ Design and implement a performance management system linked to relevant HRM systems and aimed at contributing directly to the business strategy.
§ Assess performance.
§ Use outcome of performance assessment as the basis for decision-making in areas mentioned in point 1.
§ Management of individual as well as collective labour (organizational) performance.
Anything Else
From India, Gurgaon
Dear Lillian
you must Have your sepecific Aim in your career so that you can find out the actual road map of HR
this needs a lot of brainstorming which is your own work.
go through each place i.e. choose one field of work Wether PM, T&D, OD or compliance but be the master of that one field.
be careful go step wise otherwise you lose everything
From India, Gurgaon
you must Have your sepecific Aim in your career so that you can find out the actual road map of HR
this needs a lot of brainstorming which is your own work.
go through each place i.e. choose one field of work Wether PM, T&D, OD or compliance but be the master of that one field.
be careful go step wise otherwise you lose everything
From India, Gurgaon
Hi lilian,
The first thing that I would suggest to understand whether there is anything in particular that the employees are expecting from you. Try to address that fist.To me good HR practices are those that make the employee happy and facilitates growth for them.
Regarding perforamance management try to balance SOPM & EOPM.In SOPM you give them inputs on how they have performed in the previous year and then try to see where they have to improve going forward and then also give them specific goals to be met in alingnment with the organisation's plan for the year
From India, Bangalore
The first thing that I would suggest to understand whether there is anything in particular that the employees are expecting from you. Try to address that fist.To me good HR practices are those that make the employee happy and facilitates growth for them.
Regarding perforamance management try to balance SOPM & EOPM.In SOPM you give them inputs on how they have performed in the previous year and then try to see where they have to improve going forward and then also give them specific goals to be met in alingnment with the organisation's plan for the year
From India, Bangalore
Dear All,
Thank you for your valuable advice.. i will work on it.. also finding out what employees expect of me as an HR.
With the help of cite i have made performance appraisal forms for permanent and probationary employees.
Now once these forms are filled by the appraiser how do we calculate how much of appraisal on salary should be given? on what basis should we quantify the results of the appraisal?
Please guide....
Thanks in advance.
Lillian
From India, Mumbai
Thank you for your valuable advice.. i will work on it.. also finding out what employees expect of me as an HR.
With the help of cite i have made performance appraisal forms for permanent and probationary employees.
Now once these forms are filled by the appraiser how do we calculate how much of appraisal on salary should be given? on what basis should we quantify the results of the appraisal?
Please guide....
Thanks in advance.
Lillian
From India, Mumbai
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