Dear, first what you have to do is:
1. Create a list of employees with their designations and maintain a file for each employee.
2. Create HR documents that you want to use in your organization (you can take examples from citehr).
3. Establish leave standards.
4. Define attendance styles.
5. Set salary guidelines.
You can start your HR department by:
- Training: Induction training manual.
- Proceed step by step. If you need any help, send me a message.
From India, Panipat
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21. Create a list of employees with their designations and maintain a file for each employee.
2. Create HR documents that you want to use in your organization (you can take examples from citehr).
3. Establish leave standards.
4. Define attendance styles.
5. Set salary guidelines.
You can start your HR department by:
- Training: Induction training manual.
- Proceed step by step. If you need any help, send me a message.
From India, Panipat
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Dear Rameshnaidu, For the time being, the Emp Handbook that I have posted is sufficient to start with. Later on you can include few more new policies to that on a need basis. Regards, Narendra
From India, Hyderabad
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From India, Hyderabad
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dont b confused go 1 by 1 step ahead. first work on HR amanual and then make excel sheet mentioning all employees data.n then start preparing letters ,formats.
From India, Mumbai
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From India, Mumbai
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Dear Preeti,
First of all, find out whether the employee database is available with the company or not. If yes, then upgrade the same, and if not, then start with this first. Collect all credentials of your employees, maintain a database of their personal files, which will help you in the future.
Secondly, prepare an Organizational chart for both the Head Office and the site. Ask the Head of Department (HOD) or the concerned site in charge to send you the necessary details, and accordingly, you can prepare it or even ask them to send you the chart. This is what we do in our company. I am from a construction company, and we have approximately 45 sites all over India.
Then prepare the format of Manpower requisition, Offer Letter, appointment letter, transfer letter, termination letter, etc., whichever you feel is required from the company's point of view, but consult your Managing Director (MD)/ Senior for this.
Job Description of Technical/ Non-technical staff. For that, you need to consult the concerned HOD/ Site In charge, which will help you in the recruitment process for finding the right candidate.
As mentioned above, there are other aspects you can start with like Induction, Confirmation, Performance Appraisal, welfare activities for employees, etc.
Preeti, I feel you are too fresh for all these activities, and to form a Department, your company needs to appoint a Senior-level person. You can do this, but being fresh, you need guidance from seniors to prepare an action plan for your department and have a word with your MD. If possible, suggest to him to appoint a Senior-level person, under which you will be able to learn many things that will definitely help you in your career.
All the best...
From India, Mumbai
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First of all, find out whether the employee database is available with the company or not. If yes, then upgrade the same, and if not, then start with this first. Collect all credentials of your employees, maintain a database of their personal files, which will help you in the future.
Secondly, prepare an Organizational chart for both the Head Office and the site. Ask the Head of Department (HOD) or the concerned site in charge to send you the necessary details, and accordingly, you can prepare it or even ask them to send you the chart. This is what we do in our company. I am from a construction company, and we have approximately 45 sites all over India.
Then prepare the format of Manpower requisition, Offer Letter, appointment letter, transfer letter, termination letter, etc., whichever you feel is required from the company's point of view, but consult your Managing Director (MD)/ Senior for this.
Job Description of Technical/ Non-technical staff. For that, you need to consult the concerned HOD/ Site In charge, which will help you in the recruitment process for finding the right candidate.
As mentioned above, there are other aspects you can start with like Induction, Confirmation, Performance Appraisal, welfare activities for employees, etc.
Preeti, I feel you are too fresh for all these activities, and to form a Department, your company needs to appoint a Senior-level person. You can do this, but being fresh, you need guidance from seniors to prepare an action plan for your department and have a word with your MD. If possible, suggest to him to appoint a Senior-level person, under which you will be able to learn many things that will definitely help you in your career.
All the best...
From India, Mumbai
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Dear Preeti,
Before initiating, I advise you to prepare the Employee database. For that, you need to collect the data. I am enclosing an attachment that I am using for this purpose. This attachment will help you understand the organizational hierarchy, salary system, departments, and designations clearly.
Once you have a good grasp of this information, prepare an HR presentation to show to your MD. This presentation should compare the current situation with the proposed changes and cover all aspects of HR including recruitment, training, payroll, employee welfare, legal matters, etc.
Based on your presentation, discuss the priorities with the management and prepare a policy book for all employees accordingly.
Regards,
Amit Ranjan
Email: ameetranjan@rediffmail.com
Mobile: +91-9540-317-351
From India, Chandigarh
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Before initiating, I advise you to prepare the Employee database. For that, you need to collect the data. I am enclosing an attachment that I am using for this purpose. This attachment will help you understand the organizational hierarchy, salary system, departments, and designations clearly.
Once you have a good grasp of this information, prepare an HR presentation to show to your MD. This presentation should compare the current situation with the proposed changes and cover all aspects of HR including recruitment, training, payroll, employee welfare, legal matters, etc.
Based on your presentation, discuss the priorities with the management and prepare a policy book for all employees accordingly.
Regards,
Amit Ranjan
Email: ameetranjan@rediffmail.com
Mobile: +91-9540-317-351
From India, Chandigarh
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Sir,
The "Employee Handbook" which you have attached will be very much helpful for Ms. Preeti. Thank you very much for your support. I could find that all are very much helpful for her. I really appreciate and feel very comfortable with this site and its members. It's comfortable, like asking advice and doubts to our close friends. Thank you
From India, Kochi
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The "Employee Handbook" which you have attached will be very much helpful for Ms. Preeti. Thank you very much for your support. I could find that all are very much helpful for her. I really appreciate and feel very comfortable with this site and its members. It's comfortable, like asking advice and doubts to our close friends. Thank you
From India, Kochi
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Hi, I would like to suggest one thing: try to understand your boss's expectations and what the company requires.
1. Start by preparing the organizational and reporting structures. Identify any vacant positions and search the database for suitable candidates.
2. Ensure that all policies are in place. If not, work on implementing them.
3. Remember, HR is responsible for both the employer and the employee. Basic responsibilities include recruitment, onboarding, offboarding, performance evaluations, handling employee grievances, and more.
If you feel discouraged and consider quitting, you won't be able to perform well. Try reading more HR-related books.
Please feel free to ask more questions. - Hetal
From India, Pune
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1. Start by preparing the organizational and reporting structures. Identify any vacant positions and search the database for suitable candidates.
2. Ensure that all policies are in place. If not, work on implementing them.
3. Remember, HR is responsible for both the employer and the employee. Basic responsibilities include recruitment, onboarding, offboarding, performance evaluations, handling employee grievances, and more.
If you feel discouraged and consider quitting, you won't be able to perform well. Try reading more HR-related books.
Please feel free to ask more questions. - Hetal
From India, Pune
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Dear Preeti, I am atteching the HR tasks which will definately guide you with complete tasks of HRD and will help in setting up the HR. Thanks Navin Kumar
From India, Ahmadabad
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From India, Ahmadabad
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HERE ARE SOME USEFUL GUIDELINES TO SET UP HR DEPARTMENT.
STAGE 1
Review the current practices/policies [ if any]
Audit all hr activities that are performed [ even the crude format]
HERE ARE THE CORE HR KRAs [ key result areas]
KRA 1 : Recruitment/Selection
KRA 2 : Workforce Planning and Diversity
KRA 3 : Performance Management
KRA 4 : Reward Management
KRA 5 : Workplace Management and Relations
KRA 6 : A Safe and Healthy Workplace
KRA 7 : Building Capabilities and Organisational Learning
KRA 8 : Effective HR Management Systems, Support and Monitoring
STAGE 2
• Understand the organization
• Understand the organization structure
• Understand the organization systems
• Understand the organization politics/influential people
• Understand the organization/individual roles
• Understand the organization/positions
• Understand the individual job descriptions
• Understand the job/ job specifications etc…
STAGE 3
• Discuss the values/beliefs with senior management/CEO and the need for HR department.
• Discuss the expectations from HR department -short/medium/long term.
• Discuss with CEO, the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.
• Discuss / seek consensus on organization structure / management process.
• Discuss the current organization culture with senior management.
• Discuss with CEO/senior management the core activities/competences and business drivers of the organization.
Hi, there are some other stages also, i have mentioned only few stages of beginning . It would be too long write here. If you like to get compleate details than contact me . I will guide you how to set up HR dept.
From India, Mumbai
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STAGE 1
Review the current practices/policies [ if any]
Audit all hr activities that are performed [ even the crude format]
HERE ARE THE CORE HR KRAs [ key result areas]
KRA 1 : Recruitment/Selection
KRA 2 : Workforce Planning and Diversity
KRA 3 : Performance Management
KRA 4 : Reward Management
KRA 5 : Workplace Management and Relations
KRA 6 : A Safe and Healthy Workplace
KRA 7 : Building Capabilities and Organisational Learning
KRA 8 : Effective HR Management Systems, Support and Monitoring
STAGE 2
• Understand the organization
• Understand the organization structure
• Understand the organization systems
• Understand the organization politics/influential people
• Understand the organization/individual roles
• Understand the organization/positions
• Understand the individual job descriptions
• Understand the job/ job specifications etc…
STAGE 3
• Discuss the values/beliefs with senior management/CEO and the need for HR department.
• Discuss the expectations from HR department -short/medium/long term.
• Discuss with CEO, the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.
• Discuss / seek consensus on organization structure / management process.
• Discuss the current organization culture with senior management.
• Discuss with CEO/senior management the core activities/competences and business drivers of the organization.
Hi, there are some other stages also, i have mentioned only few stages of beginning . It would be too long write here. If you like to get compleate details than contact me . I will guide you how to set up HR dept.
From India, Mumbai
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You can refer to the above postings to get a good idea about HR team formation. Moreover, be specific in forming the following verticals under HR:
1) HR Admin - Administration/induction of new joiners/Employee records and compliance/Employee database.
2) Corporate HR - Policy, Process, Compensation Management, Performance Management.
3) Benefit HR - Insurance, Leave Management, Payroll.
4) Line HR or Account HR - Employee Grievance, Relations, Engagement activities, Initiatives rollout, etc.
Thanks,
Manoj Elanjickal
From India
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1) HR Admin - Administration/induction of new joiners/Employee records and compliance/Employee database.
2) Corporate HR - Policy, Process, Compensation Management, Performance Management.
3) Benefit HR - Insurance, Leave Management, Payroll.
4) Line HR or Account HR - Employee Grievance, Relations, Engagement activities, Initiatives rollout, etc.
Thanks,
Manoj Elanjickal
From India
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