Hi Friends
i am working ina private limited manufacturing company.
The co has started up with a family business and now is in the
process of getting listed. And i am the only HR here with lots
of responsibilities and less of exp.
Somehow I am able to manage the responsibilities I am given with.
But gradually management’s expectations on me has increased and
I am puzzled. I know its good for me but also agreater challenge in front
of me.
As told earlier our co. started up wity family business, there is no definite
structure or hierarchy of employees working here. The new employee
who joins doesn’t get any written document, and high degree of
unprofessionalism.
And politics is in the root. Problem is my director has asked me for
restructuring of the company. I don’t understand how will manage,
as there is know database of the old employees, and for sure they not even going to help me out.
In this regard I have catagorised the employees as under:
L class- Labour
E class- Executive
M class- Managerial
E class- Executive
E0- Jr Executive- Trainees, Entry Level, Old employees, but Less skilled
E1- clerks and officers with 2-5years of exp. depending on past performance
E2- employees with good performance, but not having proff qualification. Also employees with potential to grow to managerial levels.
M0- Asst. manager/ Manager
M1- Sr. manager/ AGM
M2- DGM/GM.
And I am catagorising the employees on the basis of the above. Suggest me what else criteria I should consider. Please guide other possible measures.
Regards
Debasmita
From India, Bhubaneswar
Acknowledge(0)
Amend(0)
1i am working ina private limited manufacturing company.
The co has started up with a family business and now is in the
process of getting listed. And i am the only HR here with lots
of responsibilities and less of exp.
Somehow I am able to manage the responsibilities I am given with.
But gradually management’s expectations on me has increased and
I am puzzled. I know its good for me but also agreater challenge in front
of me.
As told earlier our co. started up wity family business, there is no definite
structure or hierarchy of employees working here. The new employee
who joins doesn’t get any written document, and high degree of
unprofessionalism.
And politics is in the root. Problem is my director has asked me for
restructuring of the company. I don’t understand how will manage,
as there is know database of the old employees, and for sure they not even going to help me out.
In this regard I have catagorised the employees as under:
L class- Labour
E class- Executive
M class- Managerial
E class- Executive
E0- Jr Executive- Trainees, Entry Level, Old employees, but Less skilled
E1- clerks and officers with 2-5years of exp. depending on past performance
E2- employees with good performance, but not having proff qualification. Also employees with potential to grow to managerial levels.
M0- Asst. manager/ Manager
M1- Sr. manager/ AGM
M2- DGM/GM.
And I am catagorising the employees on the basis of the above. Suggest me what else criteria I should consider. Please guide other possible measures.
Regards
Debasmita
From India, Bhubaneswar
Acknowledge(0)Amend(0)
Hi Debasmita,
I think you have a very tough job on your hands. I am sure that you can't attain the restructuring until and unless you have complete data, and hence the support of your co-workers is required.
You will need a more practical approach. Release a memo or any system that you use to communicate with your employees, stating that they are being issued ID cards and you need some information. Ask people to fill in these forms (maybe pass it during the payday) and inform them that they have two weeks to provide you with details.
Ask your director to follow up with a communication to the respective managers so that each person is contacted. When you have the data, you might need to spend some money here. Get some ID cards printed (not expensive) and issue them ID numbers based on their separation as you have done before.
The first step you need to take is to create a basic organization chart and then proceed from there. Please inform me of the type of organization and the services you provide so that I can forward you a sample organization chart.
Before you move ahead, you need complete support from your director. Along with an organization structure, you might have to develop processes and procedures for the company.
Please post if you need more information.
Thanks & Regards,
AJ
From India, Thana
Acknowledge(0)Amend(0)
I think you have a very tough job on your hands. I am sure that you can't attain the restructuring until and unless you have complete data, and hence the support of your co-workers is required.
You will need a more practical approach. Release a memo or any system that you use to communicate with your employees, stating that they are being issued ID cards and you need some information. Ask people to fill in these forms (maybe pass it during the payday) and inform them that they have two weeks to provide you with details.
Ask your director to follow up with a communication to the respective managers so that each person is contacted. When you have the data, you might need to spend some money here. Get some ID cards printed (not expensive) and issue them ID numbers based on their separation as you have done before.
The first step you need to take is to create a basic organization chart and then proceed from there. Please inform me of the type of organization and the services you provide so that I can forward you a sample organization chart.
Before you move ahead, you need complete support from your director. Along with an organization structure, you might have to develop processes and procedures for the company.
Please post if you need more information.
Thanks & Regards,
AJ
From India, Thana
Acknowledge(0)Amend(0)
Thanx a lot for your valuable reply. I will work upon your suggestion. but i have lots more confusion.
From India, Bhubaneswar
Acknowledge(0)Amend(0)
From India, Bhubaneswar
Acknowledge(0)Amend(0)
Hi Debasmita,
What kind of confusion are you referring to? Please advise on which areas I can make clearer. I have done that for a company of a friend of mine and would definitely not mind spending time on this one too.
Thanks & Regards, AJ
From India, Thana
Acknowledge(0)Amend(0)
What kind of confusion are you referring to? Please advise on which areas I can make clearer. I have done that for a company of a friend of mine and would definitely not mind spending time on this one too.
Thanks & Regards, AJ
From India, Thana
Acknowledge(0)Amend(0)
i think , u can see, office of personal management in usa web. very usefully.this is sample.
From Myanmar, Yangon
Acknowledge(0)Amend(0)
From Myanmar, Yangon
Acknowledge(0)Amend(0)
Hi,
I hope I could be of some help to you, as I did a project with a similar kind of business, and currently, they are running well, and the directors are happy with my work. Though I am not an employee of that firm, I did it for them as they are friends of my elder brother.
As far as I know, these types of organizations don't value HR. All they care about is HR taking care of the time office, submitting/filing returns, and disbursing salaries. Apart from this, they are very much concerned about money. They don't want to spend money on administrative and HR activities as they don't have a direct impact and influence on monetary gains.
Anyway, I can understand the issues you might be facing there, and I hope my experience would help you achieve your goals.
If you need any help, just give me a call. Let's discuss it, and then we can start working on it.
Contact details: 09571008513
Regards,
Sant
From India
Acknowledge(0)Amend(0)
I hope I could be of some help to you, as I did a project with a similar kind of business, and currently, they are running well, and the directors are happy with my work. Though I am not an employee of that firm, I did it for them as they are friends of my elder brother.
As far as I know, these types of organizations don't value HR. All they care about is HR taking care of the time office, submitting/filing returns, and disbursing salaries. Apart from this, they are very much concerned about money. They don't want to spend money on administrative and HR activities as they don't have a direct impact and influence on monetary gains.
Anyway, I can understand the issues you might be facing there, and I hope my experience would help you achieve your goals.
If you need any help, just give me a call. Let's discuss it, and then we can start working on it.
Contact details: 09571008513
Regards,
Sant
From India
Acknowledge(0)Amend(0)
Hi,
As Mr. AJ said, get the communication floated through your director to managers and staff. It's really great, but before that, you have to convince your director about your plan and step-by-step approach, as they generally object to the professional theories and practices. This is because they usually have direct links with every employee and hence don't feel any relevance of these technical and practical approaches in a growing scenario and its usefulness in the future. Anyway, we both will help you with this.
Regards,
Sant
From India
Acknowledge(0)Amend(0)
As Mr. AJ said, get the communication floated through your director to managers and staff. It's really great, but before that, you have to convince your director about your plan and step-by-step approach, as they generally object to the professional theories and practices. This is because they usually have direct links with every employee and hence don't feel any relevance of these technical and practical approaches in a growing scenario and its usefulness in the future. Anyway, we both will help you with this.
Regards,
Sant
From India
Acknowledge(0)Amend(0)
Hi Debasmita,
I am facing a similar problem. I am working with a startup firm as the only HR person. I am an MBA fresher and joined this company on a very low package, only with the hope of learning a lot here. They are giving me work on policy formulation, documentation, forms format designing, and hiring, which I feel I am enjoying and will be beneficial for me in the future. However, I am also given the work of admin, facilitator, and so many deadlines to follow, which I believe are beyond my job responsibilities.
At the end of the day, I feel exhausted and without any motivation, as even my co-workers are not following my instructions, and my boss does not have much time to clarify my doubts.
What should I do?
Tanvi
From India, Faridabad
Acknowledge(0)Amend(0)
I am facing a similar problem. I am working with a startup firm as the only HR person. I am an MBA fresher and joined this company on a very low package, only with the hope of learning a lot here. They are giving me work on policy formulation, documentation, forms format designing, and hiring, which I feel I am enjoying and will be beneficial for me in the future. However, I am also given the work of admin, facilitator, and so many deadlines to follow, which I believe are beyond my job responsibilities.
At the end of the day, I feel exhausted and without any motivation, as even my co-workers are not following my instructions, and my boss does not have much time to clarify my doubts.
What should I do?
Tanvi
From India, Faridabad
Acknowledge(0)Amend(0)
Hi Tanvi,
I think each one of us has to face this situation in our lives, but I never give up. Try to find other ways for it. Sometimes you have to find new ways to get things done. Try to apply new formulas and play a trial and error game; this will help you a lot.
If you need any help with policy formulation, implementation, forms, formats, hiring, training, PMS, compliance, and administration, just let me know. I think I might be able to guide and help you with this.
Anyway, good luck.
Sant
From India
Acknowledge(0)Amend(0)
I think each one of us has to face this situation in our lives, but I never give up. Try to find other ways for it. Sometimes you have to find new ways to get things done. Try to apply new formulas and play a trial and error game; this will help you a lot.
If you need any help with policy formulation, implementation, forms, formats, hiring, training, PMS, compliance, and administration, just let me know. I think I might be able to guide and help you with this.
Anyway, good luck.
Sant
From India
Acknowledge(0)Amend(0)
Hi Sant,
Thank you for the reply. I know everyone faces such situations; even I was all prepared when I started with it, but now just one month has passed, and I feel I am just stuck here.
Anyways, currently, I have some confusions regarding the Leave Policy where my boss is not in favor of giving any PL, only CL and SL, that too very minimum. Please give me some suggestions in framing an employee and management-favored Leave Policy.
Regards,
Tanvi
From India, Faridabad
Acknowledge(0)Amend(0)
Thank you for the reply. I know everyone faces such situations; even I was all prepared when I started with it, but now just one month has passed, and I feel I am just stuck here.
Anyways, currently, I have some confusions regarding the Leave Policy where my boss is not in favor of giving any PL, only CL and SL, that too very minimum. Please give me some suggestions in framing an employee and management-favored Leave Policy.
Regards,
Tanvi
From India, Faridabad
Acknowledge(0)Amend(0)
Dear Mr. Sant and AJ,
I am Ms. Suvarna from Pune, working in a medium-sized IT Company as an Administrator for the last 4 years. Initially, I was handling front office and admin responsibilities, but for the past year, we have appointed a front office executive, and I am now handling admin and some HR activities. Though I am not an HR person, considering the current situation, I have decided to pursue an MBA in HR. I have enrolled in the MBA correspondence course at YCMOU, Maharashtra.
My situation is not as dire as Debasmita's, but I am facing several challenges. We do not have a separate HR department or written documentation, yet I manage tasks such as timekeeping, leave policy, housekeeping policy, appointments, confirmations, relieving procedures, experience formats, issuing regular notices on various matters, yearly holidays, some employee welfare activities, and organizing events.
With the assistance of my Director and a senior colleague who is a Project Manager with over 5-6 years of experience in the company, I have drafted some office policies, ensuring our internal and departmental operations run smoothly. Currently, I am working on developing a Performance Management System and an Employee Handbook.
To proceed with the PMS, I need to create Job Descriptions and define KRAs and KPIs. I have initiated this task and completed 40% of it, but the remaining 60% is pending. I am facing challenges in finding sample JDs and KRAs for certain positions like Team Leader or Module Leader (S/W department) online. I have improvised by just mentioning "Programming" for such roles, but I am unsure about creating the appropriate KRAs and KPIs, leading to confusion.
I cannot elaborate on everything here, but I am in need of guidance from experienced professionals like yourselves.
Regards,
Suvarna
From India, Pune
Acknowledge(0)Amend(0)
I am Ms. Suvarna from Pune, working in a medium-sized IT Company as an Administrator for the last 4 years. Initially, I was handling front office and admin responsibilities, but for the past year, we have appointed a front office executive, and I am now handling admin and some HR activities. Though I am not an HR person, considering the current situation, I have decided to pursue an MBA in HR. I have enrolled in the MBA correspondence course at YCMOU, Maharashtra.
My situation is not as dire as Debasmita's, but I am facing several challenges. We do not have a separate HR department or written documentation, yet I manage tasks such as timekeeping, leave policy, housekeeping policy, appointments, confirmations, relieving procedures, experience formats, issuing regular notices on various matters, yearly holidays, some employee welfare activities, and organizing events.
With the assistance of my Director and a senior colleague who is a Project Manager with over 5-6 years of experience in the company, I have drafted some office policies, ensuring our internal and departmental operations run smoothly. Currently, I am working on developing a Performance Management System and an Employee Handbook.
To proceed with the PMS, I need to create Job Descriptions and define KRAs and KPIs. I have initiated this task and completed 40% of it, but the remaining 60% is pending. I am facing challenges in finding sample JDs and KRAs for certain positions like Team Leader or Module Leader (S/W department) online. I have improvised by just mentioning "Programming" for such roles, but I am unsure about creating the appropriate KRAs and KPIs, leading to confusion.
I cannot elaborate on everything here, but I am in need of guidance from experienced professionals like yourselves.
Regards,
Suvarna
From India, Pune
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
HR Challenges.doc