Dear Kanika,
Greetings from Ram.
I am a freelancer having diversified industrial experience including apparel manufacturing.
Irrespective of industry, HR has a only one objective \"creating an environment where people can perform to their full potential\"
Since every business / company is unique, please assess what is required for your people if they want to perform.
As many respondents said above it could one or the combination of processes like welfare, safety , morale etc. which you should find out.
There are several tools available to adjudge your company\'s organization climate.
Having identified the exact requirements, present it to the management, develop improvement programs with adequate budget sanction, build a task force team and implement the solutions.
Without knowing what exactly the people want, gaining a knowledge is not going to bring changes.
By the by may i know your role in HR? Executive? Manager or Senior Management!!.
All the best,
Ram.
vram_36@hotmail.com
From United Arab Emirates,
Greetings from Ram.
I am a freelancer having diversified industrial experience including apparel manufacturing.
Irrespective of industry, HR has a only one objective \"creating an environment where people can perform to their full potential\"
Since every business / company is unique, please assess what is required for your people if they want to perform.
As many respondents said above it could one or the combination of processes like welfare, safety , morale etc. which you should find out.
There are several tools available to adjudge your company\'s organization climate.
Having identified the exact requirements, present it to the management, develop improvement programs with adequate budget sanction, build a task force team and implement the solutions.
Without knowing what exactly the people want, gaining a knowledge is not going to bring changes.
By the by may i know your role in HR? Executive? Manager or Senior Management!!.
All the best,
Ram.
vram_36@hotmail.com
From United Arab Emirates,
Thanx bpugazhendhi
You have asked few questions.
Emplpoyee strength is around 1000 employees,out of which 900 workers and around 80 is the office staff
Company incorporated in 1986, proprietership and turnover of 150 crores.
They dont provided any JD to me .
They want to take the initiative because according to them, there is no need of HR.
I m reporting to my MD, and working as a HR Manager and i m the only person in HR.
So thats the reason i want to know ,what all initiatives can be taken
From India, New Delhi
1You have asked few questions.
Emplpoyee strength is around 1000 employees,out of which 900 workers and around 80 is the office staff
Company incorporated in 1986, proprietership and turnover of 150 crores.
They dont provided any JD to me .
They want to take the initiative because according to them, there is no need of HR.
I m reporting to my MD, and working as a HR Manager and i m the only person in HR.
So thats the reason i want to know ,what all initiatives can be taken
From India, New Delhi
That somewhat clarifies the situation. [I still, however, fail to understand why the management has appointed you if they feel that there is no need for HR?!] Broadly speaking there are three aspects of HR. One is the Administrative side. The second is the Development side and the third is the Industrial Relations (IR) side. The administrative side includes pay roll and other compensation management, statutory compliance and general office management as a whole. The Development side includes recruitment, career progressing, skill development, performance assessments, productivity improvement (if it is not looked after by a separate department like the Industrial Engineering or methods improvement cell etc.) and the like. The IR side deals with maintaining cordial industrial relations as well as PR with outside agencies. You have to study all these areas as to how they are working now, whether there are any lacuna which need immediate attention or whether there are areas that need improvement. If you find that there are gaps that need to be filled immediately, that will have to be given the precedence over those linked to improvements that are desirable. You may pay special attention to compliance of legislations regarding minimum wages, contract labourers, EPF, ESI, and Apprentices. In the garment industry these are likely areas where certain aspects may be lacking in compliance. There are no thumb rules. You have to look around, study and analyse to locate the opportunities available for you to prove your usefulness to the organisation. There is always scope for improvement. If you can show improvement you justify your existence.
From India, Madras
From India, Madras
Dear Mr Jeevarathnam P,
You have given a very right suggestion to kanika kindly update how could we start to gain the knowwledge in respective areas of industrial relation ,labor laws ,esi ,pf etc .
i any book or any site then plz specify the same.
From India, New Delhi
You have given a very right suggestion to kanika kindly update how could we start to gain the knowwledge in respective areas of industrial relation ,labor laws ,esi ,pf etc .
i any book or any site then plz specify the same.
From India, New Delhi
What ever suggestion is okay, still inside the company premises, HR is the man responsibility for all activities.
including health and safety precautions should take by HR and Admin. Maintain all HR Records and Daily Attended
Monthly closing of ESI and EPF challans before 10 of every month.
Annual returns of Inspector of factories, Training in Frill Drill Evacuation, First AID Training, Medical Camp for general and Eye Checkup.
HR got Most work..NOT 20% Monitoring all departments, including access in Main Gate in separate Monitor for CCTV camera.
Workers out pass signature, Staff Leave, Permission, Daily Bio metric Management.
Canteen Maintenance, Bus Maintenance and other safety regulations.
In fact HR should be More alert 24*7
Thanking you
A.S. Komagan
HR and Compliance Manager
Tirupur Garments Manufacturing.
9566302999
From India, Coimbatore
including health and safety precautions should take by HR and Admin. Maintain all HR Records and Daily Attended
Monthly closing of ESI and EPF challans before 10 of every month.
Annual returns of Inspector of factories, Training in Frill Drill Evacuation, First AID Training, Medical Camp for general and Eye Checkup.
HR got Most work..NOT 20% Monitoring all departments, including access in Main Gate in separate Monitor for CCTV camera.
Workers out pass signature, Staff Leave, Permission, Daily Bio metric Management.
Canteen Maintenance, Bus Maintenance and other safety regulations.
In fact HR should be More alert 24*7
Thanking you
A.S. Komagan
HR and Compliance Manager
Tirupur Garments Manufacturing.
9566302999
From India, Coimbatore
Dear Sir,
I am working HR in Export garment manufacturing Company.
I want revised minimum wages 2018 tamilndau for Export garment manufacturing Company.
BASIC + VDA Details any changes in please send it to me.
I have follow the Tamil Nadu Minimum Wage w.e.f April 1, 2016 to March 31, 2017 , Export garment manufacturing Company.
That is Correct .
Please advice your valuable word
From India, Chennai
I am working HR in Export garment manufacturing Company.
I want revised minimum wages 2018 tamilndau for Export garment manufacturing Company.
BASIC + VDA Details any changes in please send it to me.
I have follow the Tamil Nadu Minimum Wage w.e.f April 1, 2016 to March 31, 2017 , Export garment manufacturing Company.
That is Correct .
Please advice your valuable word
From India, Chennai
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