At present I am working in a company which never had HR dept. I am the first HR and I consider myself lucky. It is a challenging job. Initially I am going to work under HR consultant appointed by the company. He will provide me all guidance required to set up the dept. There are 28 staff employees and around 50 workers. It is a factory. The consultant comes once in every week and he tells me what I need to do. The problem is he said that we have to create job profiles for every position. In this company jobs are not properly defined. Many employees are performing various jobs. The consultant gave a presentation to one of the seniors regarding how to prepare job profile. This senior is working in the company for many years and he had a lot of disagreements like:
1. Why the consultant is delaying the work of preparing HR policy?
2. The consultant is not aware about the ground reality and he is just sharing all formats of various companies without understanding how will it work in our company?
3. The consultant is focusing on something which is not urgent and very important in the present scenario of the company.
4. The company is not into major expansion which requires immediate streamlining of entire HR process.
5. First the existing system needs to be improved and finetuned and non-existant system should be created. Using high funda words, presentations will not work. You cant suddenly shock the organisation.
Kindly provide me guidance on how to handle such situation.
From India, Mumbai
471. Why the consultant is delaying the work of preparing HR policy?
2. The consultant is not aware about the ground reality and he is just sharing all formats of various companies without understanding how will it work in our company?
3. The consultant is focusing on something which is not urgent and very important in the present scenario of the company.
4. The company is not into major expansion which requires immediate streamlining of entire HR process.
5. First the existing system needs to be improved and finetuned and non-existant system should be created. Using high funda words, presentations will not work. You cant suddenly shock the organisation.
Kindly provide me guidance on how to handle such situation.
From India, Mumbai
Dear friend
Human Resource Department is very important and crucial to any firm. You have to first understand the policy of your organization to create job profiles. The Human Resource Employment staff begins its work by designing and developing policies, procedures, and programs to recruit the most able and qualified candidates available for the job openings according to the needs of the company. Human Resource activities comprises of preparation of Policy outlines, Recruitment process, Training and Development, Induction programme, Wage and salary administration vis-a-vis job descriptions, job analysis and job design, suitable wage policy, Disciplinary control, Performance appraisal ( 90 degrees to 360 degrees performance appraisal according to the needs of the company), Welfare measures of the employees as per the statutory requirements of the locality, Workmen compensation, Legal compliance role of the HR Dept., Medical insurance benefits to the staff including Group Insurance, ESI etc. For each and every item of activity, the HR Department has to prepare proper guidelines taking into account the organizational goals and objectives.
Suri Babu Komakula
From Canada, Calgary
Human Resource Department is very important and crucial to any firm. You have to first understand the policy of your organization to create job profiles. The Human Resource Employment staff begins its work by designing and developing policies, procedures, and programs to recruit the most able and qualified candidates available for the job openings according to the needs of the company. Human Resource activities comprises of preparation of Policy outlines, Recruitment process, Training and Development, Induction programme, Wage and salary administration vis-a-vis job descriptions, job analysis and job design, suitable wage policy, Disciplinary control, Performance appraisal ( 90 degrees to 360 degrees performance appraisal according to the needs of the company), Welfare measures of the employees as per the statutory requirements of the locality, Workmen compensation, Legal compliance role of the HR Dept., Medical insurance benefits to the staff including Group Insurance, ESI etc. For each and every item of activity, the HR Department has to prepare proper guidelines taking into account the organizational goals and objectives.
Suri Babu Komakula
From Canada, Calgary
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HR Dept.zip
HOW TO SET UP HR DEPT.doc