Dear Preeti,
Please find attached the LEGAL FORM AND RETURN as per the Act herewith for your reference. Kindly go through the entire file thoroughly and revert if you have any doubts.
If needed, you can reach me at this number: 9975491937.
From India, Pune
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Please find attached the LEGAL FORM AND RETURN as per the Act herewith for your reference. Kindly go through the entire file thoroughly and revert if you have any doubts.
If needed, you can reach me at this number: 9975491937.
From India, Pune
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Hi Preeti,
Considering you as a fresher, I guess you might need to gain a deeper understanding and output from many seniors in this forum regarding various HR activities. Also, seek guidance from your boss on the role you are expected to play and the mission, vision, and culture required in the organization.
Let me guide you step by step to help you understand HR activities in a newly set-up organization, based on my experience.
The first phase will mostly involve work related to admin activities such as leave and attendance tracking, statutory tasks, system and workplace allocation, preparing letters, employee file maintenance, and managing data related to employees (HRIS) along with recruitment.
The second phase will focus on drafting policies, creating an employee handbook, defining grades and designations, setting salary brackets, establishing the organization chart, developing processes, creating a balance scorecard, identifying KRAs and KSAs, and preparing for performance management system (PMS) implementation.
In the third phase, the emphasis will be on metrics, effective PMS, policy and process modifications, developing training and development plans, executing competency mapping (optional).
The fourth phase will involve maintaining organizational activities to enhance sustainability and growth, succession planning, mentoring, setting up a buddy system, and introducing employee engagement activities to encourage the exchange of ideas and fun.
Note: Once an activity is rolled out, it should be sustained; otherwise, rework will disrupt the system. Maintain a history for each document to allow for review or additions during different phases or implementations at work.
I am suggesting these activities as an outline, but if you need further assistance, feel free to call me at 9790926889 or email me at sujitkr_p@rediffmail.com.
All the best.
Regards,
Sujit Kumar P
From India, Madras
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Considering you as a fresher, I guess you might need to gain a deeper understanding and output from many seniors in this forum regarding various HR activities. Also, seek guidance from your boss on the role you are expected to play and the mission, vision, and culture required in the organization.
Let me guide you step by step to help you understand HR activities in a newly set-up organization, based on my experience.
The first phase will mostly involve work related to admin activities such as leave and attendance tracking, statutory tasks, system and workplace allocation, preparing letters, employee file maintenance, and managing data related to employees (HRIS) along with recruitment.
The second phase will focus on drafting policies, creating an employee handbook, defining grades and designations, setting salary brackets, establishing the organization chart, developing processes, creating a balance scorecard, identifying KRAs and KSAs, and preparing for performance management system (PMS) implementation.
In the third phase, the emphasis will be on metrics, effective PMS, policy and process modifications, developing training and development plans, executing competency mapping (optional).
The fourth phase will involve maintaining organizational activities to enhance sustainability and growth, succession planning, mentoring, setting up a buddy system, and introducing employee engagement activities to encourage the exchange of ideas and fun.
Note: Once an activity is rolled out, it should be sustained; otherwise, rework will disrupt the system. Maintain a history for each document to allow for review or additions during different phases or implementations at work.
I am suggesting these activities as an outline, but if you need further assistance, feel free to call me at 9790926889 or email me at sujitkr_p@rediffmail.com.
All the best.
Regards,
Sujit Kumar P
From India, Madras
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Dear Friend If you can call me on my number ... i ll be able to help you very accurately. My number is : 9849940050 My Present Company is : MTAR Technologies Pvt Ltd Lakshman Kumar Grandhi
From India, Hyderabad
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1From India, Hyderabad
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Hi Ptlp,
Do not worry about forming an HR department. Please, follow up on your job description to understand the requirements and roles of the job title. Make sure you handle 100% of all HR issues by ensuring that all HR working tools are in place, such as department structure, objectives of the HR department, roles of each staff member, maintaining and updating all personnel files, establishing staff regulations, monitoring staff discipline, providing guidelines on recruitment, training and developing staff, following up on performance management, and creating job description documents for your company. This will help you understand everyone at the company and their respective roles.
With best regards,
Elisante Yona
From Tanzania
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Do not worry about forming an HR department. Please, follow up on your job description to understand the requirements and roles of the job title. Make sure you handle 100% of all HR issues by ensuring that all HR working tools are in place, such as department structure, objectives of the HR department, roles of each staff member, maintaining and updating all personnel files, establishing staff regulations, monitoring staff discipline, providing guidelines on recruitment, training and developing staff, following up on performance management, and creating job description documents for your company. This will help you understand everyone at the company and their respective roles.
With best regards,
Elisante Yona
From Tanzania
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First step is to give a shape to your organisation by defining the various roles and functions in the organisation.
Get all the statutory formalities completed, especially under the Employment of Contract Labor Act.
An efficient payroll system should comprise attendance, leave, salary, benefits, etc.
You can think of an employee handbook once you are through with the above.
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Get all the statutory formalities completed, especially under the Employment of Contract Labor Act.
An efficient payroll system should comprise attendance, leave, salary, benefits, etc.
You can think of an employee handbook once you are through with the above.
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Dear Preeti,
This is a great challenge for you, and if you are successful, you will experience a steep growth in your career. But at the same time, do not forget your "intervention" lessons. You must interact with your MD on a daily basis regarding your planning and implementation and gain his confidence before proceeding with your plans.
I am working as an HR for an IT hardware company where the HR functions are independently handled by me. I have put my 4 years of experience into practice and have introduced many new policies for my company.
The information provided by Narender is of vital importance and serves as a baseline for HR functions. The key statistics for HR are the employee database. You must collate and work accordingly.
If any further information is required, you can contact me at
.
All the best.
Regards,
Shuchi
From India, Delhi
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This is a great challenge for you, and if you are successful, you will experience a steep growth in your career. But at the same time, do not forget your "intervention" lessons. You must interact with your MD on a daily basis regarding your planning and implementation and gain his confidence before proceeding with your plans.
I am working as an HR for an IT hardware company where the HR functions are independently handled by me. I have put my 4 years of experience into practice and have introduced many new policies for my company.
The information provided by Narender is of vital importance and serves as a baseline for HR functions. The key statistics for HR are the employee database. You must collate and work accordingly.
If any further information is required, you can contact me at
All the best.
Regards,
Shuchi
From India, Delhi
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Hi,
I am new here and in South Africa. Maybe the way that you guys do things is different from us. However, I believe that HR is HR regardless of where you are.
My understanding is that you are starting an HR department from scratch, right? I hope my insights will provide some insight.
As you have learned from your studies, you probably have to understand the role that HR plays within an organization. There is TRANSFORMATIONAL and TRANSACTIONAL HR.
The two complement each other. With Transformational HR, you deal with HR as a Strategic Partner - The Dave Ulrich's model - HR as a Strategic Partner, Human Capital Developer, Employee Champion, Functional Expert. I will briefly explain:
Strategic Partner - You will have to develop an HR Strategy that will drive the overall Business Strategy and Business Objectives. Your MD is probably interested in seeing how much your division will bring to the overall business. The first thing will be for you to understand what the strategy of the business is. Once you do that, you are home free. My experience has taught me that the Business Executive needs someone who speaks their language. For example, if we're talking about leave maladministration, you need to quantify how much it costs the company, etc. I have attached a file that will guide you through the HR strategy development session.
HR as a Human Capital Developer - Focus will be on Talent Management, Succession Planning, Organizational Structure, etc. Still driven by the Overall Company strategy and Objectives.
HR as an Employee Advocate - that deals largely with how you will keep your employees happy, motivated, etc. This will be informed by your HR policies.
Lastly, HR as an Administrative Expert - As much as other people within the organizations are experts in their field of specialization, what's stopping us from being the same? Make sure that you use HR Best practices. I call it "Cradle to grave" - We should be experts in the processes involved from recruitment to exit (retirement or termination).
Transactional HR will deal with issues such as your Administrative processes, your HR Maintenance - most of the things our colleagues have mentioned in the preceding responses.
I hope this helps.
From South Africa, Johannesburg
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I am new here and in South Africa. Maybe the way that you guys do things is different from us. However, I believe that HR is HR regardless of where you are.
My understanding is that you are starting an HR department from scratch, right? I hope my insights will provide some insight.
As you have learned from your studies, you probably have to understand the role that HR plays within an organization. There is TRANSFORMATIONAL and TRANSACTIONAL HR.
The two complement each other. With Transformational HR, you deal with HR as a Strategic Partner - The Dave Ulrich's model - HR as a Strategic Partner, Human Capital Developer, Employee Champion, Functional Expert. I will briefly explain:
Strategic Partner - You will have to develop an HR Strategy that will drive the overall Business Strategy and Business Objectives. Your MD is probably interested in seeing how much your division will bring to the overall business. The first thing will be for you to understand what the strategy of the business is. Once you do that, you are home free. My experience has taught me that the Business Executive needs someone who speaks their language. For example, if we're talking about leave maladministration, you need to quantify how much it costs the company, etc. I have attached a file that will guide you through the HR strategy development session.
HR as a Human Capital Developer - Focus will be on Talent Management, Succession Planning, Organizational Structure, etc. Still driven by the Overall Company strategy and Objectives.
HR as an Employee Advocate - that deals largely with how you will keep your employees happy, motivated, etc. This will be informed by your HR policies.
Lastly, HR as an Administrative Expert - As much as other people within the organizations are experts in their field of specialization, what's stopping us from being the same? Make sure that you use HR Best practices. I call it "Cradle to grave" - We should be experts in the processes involved from recruitment to exit (retirement or termination).
Transactional HR will deal with issues such as your Administrative processes, your HR Maintenance - most of the things our colleagues have mentioned in the preceding responses.
I hope this helps.
From South Africa, Johannesburg
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Sorry, guys, I meant Functional Expert. Over and above, find yourself a MENTOR. Someone who has been in the HR field for quite some time. They will give you guidance. Your MD can only take your questions to a certain level, as they will remind you why they chose you as the best candidate for the job!!!! The best place to start will be your lecturers from universities...
From South Africa, Johannesburg
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From South Africa, Johannesburg
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Dear Preeti,
It has been almost 3-4 days since you posted a thread regarding the startup of an HR department in your organization. So far, you have received 19 posts on the same. Have you started or initiated anything based on the inputs or posts that you are still receiving? Please provide feedback on the effectiveness of the suggestions and inputs being given or posted by the members of CiteHR. Feedback is required as it helps the members guide others confidently and efficiently. Don't forget to post your feedback after implementing the inputs shared by CiteHR members.
Regards,
Narendra
From India, Hyderabad
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It has been almost 3-4 days since you posted a thread regarding the startup of an HR department in your organization. So far, you have received 19 posts on the same. Have you started or initiated anything based on the inputs or posts that you are still receiving? Please provide feedback on the effectiveness of the suggestions and inputs being given or posted by the members of CiteHR. Feedback is required as it helps the members guide others confidently and efficiently. Don't forget to post your feedback after implementing the inputs shared by CiteHR members.
Regards,
Narendra
From India, Hyderabad
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