Hi Rukmane,
Welcome n am glad it helped you..
Grievance form..Suggest that you keep it simple and let the person who has an issue to fill it up on a blank page or you write the same once the person speaks to you as there could be myriad of issues..this is important as we HR should not be caught up in paper work or developing formats..just try to think from the user's point of view..
Exit interview : For an ITES industry..have discussed this to curtail the attrition rate..please refer to my article on Innovative Retention Strategies under section Articles by Forum Members..
Hope this helps..
Regards,
Rajat
Hi Anu840,
Great to hear that you have started the process despite being all alone..believe me it would be a great learning experience!! :)
Most Accountants are like that :) especially after juggling with numbers and often lose touch with the human reality..often they decide that the head count is to be reduced after doing the spreadsheet exercises..Nay that's where we HR professionals come into the picture to balance the same as an employee advocate n make sure their issues are handled with due sensitivity.
Don;t worry..keep your chin high and don;t get discouraged..and frame policies accordingly and most importantly understand his views and address the issues ..
Best wishes,
Rajat
From India, Pune
101Welcome n am glad it helped you..
Grievance form..Suggest that you keep it simple and let the person who has an issue to fill it up on a blank page or you write the same once the person speaks to you as there could be myriad of issues..this is important as we HR should not be caught up in paper work or developing formats..just try to think from the user's point of view..
Exit interview : For an ITES industry..have discussed this to curtail the attrition rate..please refer to my article on Innovative Retention Strategies under section Articles by Forum Members..
Hope this helps..
Regards,
Rajat
Hi Anu840,
Great to hear that you have started the process despite being all alone..believe me it would be a great learning experience!! :)
Most Accountants are like that :) especially after juggling with numbers and often lose touch with the human reality..often they decide that the head count is to be reduced after doing the spreadsheet exercises..Nay that's where we HR professionals come into the picture to balance the same as an employee advocate n make sure their issues are handled with due sensitivity.
Don;t worry..keep your chin high and don;t get discouraged..and frame policies accordingly and most importantly understand his views and address the issues ..
Best wishes,
Rajat
From India, Pune
Thank you Rajat
But yesterday GM finance has behaved with me very badly. He asked me make an employee history card. I made with his previous experience, salary, revised salary and date (all the details DOJ,DOC,DOP, DESIGNATION CHANGE EVERY THING INCLUDES) for that he was not satisfied and started telling you have your own formats and you will do in that format I do not want any history just show changes made in salary details. started speaking abuse words.
Do you think I have done any mistake?
regards
Anupama
From India, Bangalore
But yesterday GM finance has behaved with me very badly. He asked me make an employee history card. I made with his previous experience, salary, revised salary and date (all the details DOJ,DOC,DOP, DESIGNATION CHANGE EVERY THING INCLUDES) for that he was not satisfied and started telling you have your own formats and you will do in that format I do not want any history just show changes made in salary details. started speaking abuse words.
Do you think I have done any mistake?
regards
Anupama
From India, Bangalore
Dear Anupama,
First of all Kudos to u for surviving there.
I had a similar problem and I think the best way is to let your GM- Fin blow off his steam... Just hear all that he has to say and find out what is it that he wants in Employee History.Probably he got frazzled with all the extra non- financial details. :)
Anything that you do will obviously have to be done inspite of him and hence i suggest that you make what is required of an HR person. Afterall you will be the one working on those details.
Also why have physical cards ? You already have the physical proof and record in employee files. All the rest of the recording can be done in softcopy on Excel or some Database.
Regards,
Leks
From India, New Delhi
First of all Kudos to u for surviving there.
I had a similar problem and I think the best way is to let your GM- Fin blow off his steam... Just hear all that he has to say and find out what is it that he wants in Employee History.Probably he got frazzled with all the extra non- financial details. :)
Anything that you do will obviously have to be done inspite of him and hence i suggest that you make what is required of an HR person. Afterall you will be the one working on those details.
Also why have physical cards ? You already have the physical proof and record in employee files. All the rest of the recording can be done in softcopy on Excel or some Database.
Regards,
Leks
From India, New Delhi
Hi Anupama,
Agree with Leks that he may just have blown off unintentionally..
Don't worry..we all go through such phases and of course we need to learn the expectations of our superior officers as well and be very clear as what you have understood by way of communicating to them..also we need loads of Emotional Quotient to deal with these egos.. :D
Cheer up.. :) More importantly don;t take pressures to home as well..
Best wishes,
Rajat
From India, Pune
Agree with Leks that he may just have blown off unintentionally..
Don't worry..we all go through such phases and of course we need to learn the expectations of our superior officers as well and be very clear as what you have understood by way of communicating to them..also we need loads of Emotional Quotient to deal with these egos.. :D
Cheer up.. :) More importantly don;t take pressures to home as well..
Best wishes,
Rajat
From India, Pune
Dear all,
Recently i recieved the private message from a new member with regards to setting up the HR deptt for a FMCG..
My response is being shared with you all..
1. Find out answers to following questions to determine how many people you'll need in HR and what will be the organization structure like:
- The total number of employees/contracto rs in the organization
- The number of departments
- Business plan (any possible expansions?)
- What are the dire needs on people issues?
- What solutions are being expected/required by employees/line management?
2. Define the organization structure of HR. Please keep in mind that the organization structure you define will ultimately dictate the efficiency of HR services and HR capabilities & development of your organization. The nature of your business organization will primarily dictate whether you'll need a flat organization structure, a pyramid structure etc;
3. For an FMCG, I feel, HR should have three wings:
- HR services (hiring & placement, training support, relocation, payroll, employee group insurance administration, leave administration, employee database/HRIS etc)
- Organizational Development (policy & process development & review, internal customer satisfaction survey & improvisation efforts, policy/process orientation and interpretation, performance management counseling, career management counseling, grievance/harassmen t handling, HR communication etc);
- HR Development (Develop/outsource customized training/workshops and necessary development events focused at enhancing workforce capabilities to yield better business results)
4. Once you have the wings identified, engage the appropriate number of capable personnel with overlapping roles to make necessary swtich to any HR wings as and when required; Establish a working relationship within the HR group to serve as reasonable backup for one another. This will also enhance chances of career growth of the HR folks in the department;
5. Consider automation as a leveraging tool for employee self-service. Try getting rid of administrative HR work through outsourcing, automation or obsolescence and focus on developing HR capabilities to serve better and contribute to business results;
These are just insights to chalk out the HR philosophy and how you can go about establishing the department. Hope they're of help.
Regards,
Rajat
From India, Pune
Recently i recieved the private message from a new member with regards to setting up the HR deptt for a FMCG..
My response is being shared with you all..
1. Find out answers to following questions to determine how many people you'll need in HR and what will be the organization structure like:
- The total number of employees/contracto rs in the organization
- The number of departments
- Business plan (any possible expansions?)
- What are the dire needs on people issues?
- What solutions are being expected/required by employees/line management?
2. Define the organization structure of HR. Please keep in mind that the organization structure you define will ultimately dictate the efficiency of HR services and HR capabilities & development of your organization. The nature of your business organization will primarily dictate whether you'll need a flat organization structure, a pyramid structure etc;
3. For an FMCG, I feel, HR should have three wings:
- HR services (hiring & placement, training support, relocation, payroll, employee group insurance administration, leave administration, employee database/HRIS etc)
- Organizational Development (policy & process development & review, internal customer satisfaction survey & improvisation efforts, policy/process orientation and interpretation, performance management counseling, career management counseling, grievance/harassmen t handling, HR communication etc);
- HR Development (Develop/outsource customized training/workshops and necessary development events focused at enhancing workforce capabilities to yield better business results)
4. Once you have the wings identified, engage the appropriate number of capable personnel with overlapping roles to make necessary swtich to any HR wings as and when required; Establish a working relationship within the HR group to serve as reasonable backup for one another. This will also enhance chances of career growth of the HR folks in the department;
5. Consider automation as a leveraging tool for employee self-service. Try getting rid of administrative HR work through outsourcing, automation or obsolescence and focus on developing HR capabilities to serve better and contribute to business results;
These are just insights to chalk out the HR philosophy and how you can go about establishing the department. Hope they're of help.
Regards,
Rajat
From India, Pune
Dear Sir
Iam also new to industry and i got opportunity to work as HR Generalist. In my company we maintain seperate register for every employee containing resume, application for job, reliving letter, offer letter, etc and seperate file is maintained for insurance. Our employees are also going to various place in and outside India and we are booking them tickets but these records are not maintained . Is there need for a register for this purpose. If so please guide
Thanks
Sherin
From India, Bangalore
Iam also new to industry and i got opportunity to work as HR Generalist. In my company we maintain seperate register for every employee containing resume, application for job, reliving letter, offer letter, etc and seperate file is maintained for insurance. Our employees are also going to various place in and outside India and we are booking them tickets but these records are not maintained . Is there need for a register for this purpose. If so please guide
Thanks
Sherin
From India, Bangalore
hi this is payal, working as an HR with a shipping logistics firm in Mubai with a staff strength of 250 employees. cn u please help me with a recruitment form format please
From India, Mumbai
From India, Mumbai
hi, As a MBA HR Graduate i am loooking for HR Jobs, if there any vacancy in ur department plz et me im attachin my resume with this
From India, Alappuzha
From India, Alappuzha
Hi,
We need these documents so as an evidence that the person is employee of the organisation.
Also, in case of any accidents or emergency, his/her family members can be contacted easily.
In case employee is absconding, warning letter can be sent to his address.
and many more issues, photo and address can be used.
From India, Mumbai
We need these documents so as an evidence that the person is employee of the organisation.
Also, in case of any accidents or emergency, his/her family members can be contacted easily.
In case employee is absconding, warning letter can be sent to his address.
and many more issues, photo and address can be used.
From India, Mumbai
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