Hi, I am in process of preparing HR Manual for Engineering Machinery Manufacturing company. Can you please suggest how to go about it. The index format and what all should it contain. Regards, Jitu
From India, Ahmadabad
2From India, Ahmadabad
Hi Jitu, Greetings! Please find attached document here with for your reference. Thanks & Regards, S. Narendra Nath
From India, Hyderabad
From India, Hyderabad
Dear jitu,
we can help you on framing HR manual for your co,we are group of hard core HR proffessional having more than 20 years of experience.
If intrested than please let us know on my mail id
From India, Delhi
we can help you on framing HR manual for your co,we are group of hard core HR proffessional having more than 20 years of experience.
If intrested than please let us know on my mail id
From India, Delhi
Hi Jitu,
In my opinion, just start with understanding of the organisation. First understand the organisation structure and then find out the various processes and their integration. like if we start with organsiation structure , ten next step is identification of mnapower in eac department (how it done, logic beind it, cost saving method etc.) , Recruitment and selection method ( Process , interview process, process of ofering offer letters, recruitment stategies applied, telephonic round of interview strategies, normal questions asked , how they do slot mangement, conveyance offer , etc.) then joining formalities (employee profiling hich includes organisational and operational profiling { reporting structures, hierarchy placement, KRA's , accounatbility , how performance will be judged .....access rights in soft, hard, files, softwrae rigts, risk assessment etc., process of prepartion, how it floats like who prepares it and who execute it ) , inductoion and orientation program (business overview, culture training, policies overview etc.), introduction , KRA's implementtaion, performance judgement etc. i thin u know all the HR functions. ...important thing is all the things should be in well defined integrated way and over and above there should be proper check and balance for each activity for e.g. facility officer requires to put a check on security guards and productivity is a check on facility officer .
i hope that vl help u out.....in case of further clarification requirement , please revert
From Malaysia, Kuala Lumpur
In my opinion, just start with understanding of the organisation. First understand the organisation structure and then find out the various processes and their integration. like if we start with organsiation structure , ten next step is identification of mnapower in eac department (how it done, logic beind it, cost saving method etc.) , Recruitment and selection method ( Process , interview process, process of ofering offer letters, recruitment stategies applied, telephonic round of interview strategies, normal questions asked , how they do slot mangement, conveyance offer , etc.) then joining formalities (employee profiling hich includes organisational and operational profiling { reporting structures, hierarchy placement, KRA's , accounatbility , how performance will be judged .....access rights in soft, hard, files, softwrae rigts, risk assessment etc., process of prepartion, how it floats like who prepares it and who execute it ) , inductoion and orientation program (business overview, culture training, policies overview etc.), introduction , KRA's implementtaion, performance judgement etc. i thin u know all the HR functions. ...important thing is all the things should be in well defined integrated way and over and above there should be proper check and balance for each activity for e.g. facility officer requires to put a check on security guards and productivity is a check on facility officer .
i hope that vl help u out.....in case of further clarification requirement , please revert
From Malaysia, Kuala Lumpur
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From Australia, Melbourne
From Australia, Melbourne
Dear friend, i agree with what Ms. Seema Jindal has elaborated. Additionally, i would suggest to collect all documents available on this in yr orgn and link all subsequent addendum, corrigendum and orders/circulars issud by the mgt on diff hr policies. Find gaps by cmparing statutory provisions n studying industry standards. Then make a final hr functionwise policy list integrating working formats and even guidelines to fill up the same. Aim of issuing this HR Manual should be to save time and minimise misunderstanding of the beneficiaries of it i.e. HR Exectvs in executing various hr functions , other tech or non tech employees, and other stakde holders of the orgn. Finally keep it updating every year or as n when a policy or work instruction gets changed, esp if u have own VPN maintained database system.
regards,
From India, Calcutta
regards,
From India, Calcutta
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