Dear All,
I recently joined a IT Company having 25 employees in noida branch.
corporate office is in udaipur.
My responsibilities is to implement all HR fuctions in company.
Following things i already started:
1. Employee record
2. employee handbook(still polocies is no defined)
3. leave rules- inculde 12 CL, 12 PL & 6 SL for all confirnaed employee and for probationary empl it is 12 CL & 6 SL.
4. Recruitments
now i need to implement performance appraisal & Training programme
can anyone help me in implementing all HR function in an IT company.
Looking for good responce....................
Regards,
Seema
From India, Delhi
3I recently joined a IT Company having 25 employees in noida branch.
corporate office is in udaipur.
My responsibilities is to implement all HR fuctions in company.
Following things i already started:
1. Employee record
2. employee handbook(still polocies is no defined)
3. leave rules- inculde 12 CL, 12 PL & 6 SL for all confirnaed employee and for probationary empl it is 12 CL & 6 SL.
4. Recruitments
now i need to implement performance appraisal & Training programme
can anyone help me in implementing all HR function in an IT company.
Looking for good responce....................
Regards,
Seema
From India, Delhi
Hi Seema,
How are you doing? Hope you have a great weekend. I would like to have your personal mail-id. Where I have something to share relating to policies.
Regards,
sridharb.hr@gmail.com
9885667886.
From India, Hyderabad
How are you doing? Hope you have a great weekend. I would like to have your personal mail-id. Where I have something to share relating to policies.
Regards,
sridharb.hr@gmail.com
9885667886.
From India, Hyderabad
Hi Seema,
Congratulation to come in HR sector.Laughing
Before implementing anything first go through all the things and be familiar with those, that will help you a lot to communicate with others, these are-
1. Shift Management of employees
2. Checking and updation of personal files of each & every employee
3. ESI status
4. PF status
5. Attendance details
6. Leave status
7. Mode of salary payment
8. working culture etc.
Then you can start implementation with-
1. Prepare an MIS in an excel sheet
a. There prepare basedata of each & every employee with all the details
b. Prepare the attrition rate over there
c. List out New Joinee
d. Resignation of the month
2. From that MIS you can see the DOB of employee coming in that month then you arrange a small meeting at weekend with a huge cake and celebrate the same
3. You can implement the Employee of the MOnth award over there, with help of seniors. And give a certificate and if possible a Momento to that employee
4. You can prepare a weekly attence report of employees and check out who is coming late and all and can show it to your senior.
5. First complete all pending works related with ESI, PF and all if it comes under ur profile.
Likewise you can do a lot of thing from the very first month itself, and last but not least try to interact with each & every employee. And let them feel your importance, that you are working all the things for their welfare only.
Seems its going too long..
Okkk Keep in touch n do reply
Regards,
Amit Seth.
From India, Ahmadabad
Congratulation to come in HR sector.Laughing
Before implementing anything first go through all the things and be familiar with those, that will help you a lot to communicate with others, these are-
1. Shift Management of employees
2. Checking and updation of personal files of each & every employee
3. ESI status
4. PF status
5. Attendance details
6. Leave status
7. Mode of salary payment
8. working culture etc.
Then you can start implementation with-
1. Prepare an MIS in an excel sheet
a. There prepare basedata of each & every employee with all the details
b. Prepare the attrition rate over there
c. List out New Joinee
d. Resignation of the month
2. From that MIS you can see the DOB of employee coming in that month then you arrange a small meeting at weekend with a huge cake and celebrate the same
3. You can implement the Employee of the MOnth award over there, with help of seniors. And give a certificate and if possible a Momento to that employee
4. You can prepare a weekly attence report of employees and check out who is coming late and all and can show it to your senior.
5. First complete all pending works related with ESI, PF and all if it comes under ur profile.
Likewise you can do a lot of thing from the very first month itself, and last but not least try to interact with each & every employee. And let them feel your importance, that you are working all the things for their welfare only.
Seems its going too long..
Okkk Keep in touch n do reply
Regards,
Amit Seth.
From India, Ahmadabad
Hi Amit,
Thnx for all the information..
Can you please send the format of MIS report so i can have an idea..
And please tell me how can i set up the performance appraisal system in my company?
Is 360* suits for 25 employees or 180*?
What are major step i have to take???
Regards,
Seema
From India, Delhi
Thnx for all the information..
Can you please send the format of MIS report so i can have an idea..
And please tell me how can i set up the performance appraisal system in my company?
Is 360* suits for 25 employees or 180*?
What are major step i have to take???
Regards,
Seema
From India, Delhi
Hi Amit,
Thnx for all the information..
Can you please send the format of MIS report so i can have an idea..
And please tell me how can i set up the performance appraisal system in my company?
Is 360* suits for 25 employees or 180*?
What are major step i have to take???
Regards,
Seema
From India, Delhi
Thnx for all the information..
Can you please send the format of MIS report so i can have an idea..
And please tell me how can i set up the performance appraisal system in my company?
Is 360* suits for 25 employees or 180*?
What are major step i have to take???
Regards,
Seema
From India, Delhi
Dear Seema,
Please take management into confidence , all policies designed by you is going to affect the organisation in long run.
Attendance :- Is it manual recording or you have a attendance management system, how much hours you need to put up in a day including lunch hour. What attendance policy for Marketing executives,
How many hours one need to put up for counting of Half day.
What is the cut off time for marking of late or Half , one has to be precise on this issue and equally transparent.
Compensation Policy has to be unique as one get a clear picture of their take off package.
Travel policy has to clear , and tune to the local needs
Company Ethics :-
Dress code or attire policy has to be designed to suit your buisness needs, and all depends upon Target customers.
If you want any policy in detail.
feel free to contact me on
From India, Mumbai
Please take management into confidence , all policies designed by you is going to affect the organisation in long run.
Attendance :- Is it manual recording or you have a attendance management system, how much hours you need to put up in a day including lunch hour. What attendance policy for Marketing executives,
How many hours one need to put up for counting of Half day.
What is the cut off time for marking of late or Half , one has to be precise on this issue and equally transparent.
Compensation Policy has to be unique as one get a clear picture of their take off package.
Travel policy has to clear , and tune to the local needs
Company Ethics :-
Dress code or attire policy has to be designed to suit your buisness needs, and all depends upon Target customers.
If you want any policy in detail.
feel free to contact me on
From India, Mumbai
Dear Raghu
i want retention policy in details , if u have please help me
And What should i do for appraisal system
should i do personal appraisal or should i implement 180*?
Is 360* successful in a start up company?
please revert ASAP.
Regards,
Seema
From India, Delhi
i want retention policy in details , if u have please help me
And What should i do for appraisal system
should i do personal appraisal or should i implement 180*?
Is 360* successful in a start up company?
please revert ASAP.
Regards,
Seema
From India, Delhi
Hi Seema,
This is not the policy exactly but here is some guidelines that you can apply in your Organisation-
1. Show employees that you have an interest in their success
60 to 70 per cent of workers do not feel that their companies help them to develop their career. Managers of successful companies are acutely aware that even the most brilliant business model will not work without skilled individuals motivated by a culture of management concern.
2. Allow employees the room to develop their skills
Many employees find themselves trapped in a narrow job function so mission-critical that the organisation cannot afford to move them. Frustrated employees, unable to satisfy their need for growth, resign, leaving holes that disrupt the company’s workflow in the short term. The company also loses strong performers who could have filled other, more important, roles over the long term.
3. Give employees a clear idea of the long-term goals of the company
Three quarters of unhappy employees do not believe that their company knows where it is going. Companies should endeavour to change their perceptions by communicating effectively to employees the direction it wants to take. This should be followed up with behaviour that is consistent with what they have told employees!
4. Measure soft skills
Many companies say they value people and train their management team to cope with people issues. Yet these same managers are rewarded based on their technical skills and financial results. Too often, people skills are not rewarded and no measure exists to evaluate them. Employees get the message that, “people skills don’t matter” and so neither do people.
5. Fight turnover with smart training
Two principles can help companies score big retention wins through training. Firstly, keep it relevant. Some firms act as though any training is better than none. From the employees’ perspective, that is not true. If training is not relevant to their jobs they feel it is a waste of time. Secondly, use training to broaden experience. Companies too often provide training that merely reinforces old skills instead of building new ones.
6. Develop your management team
People see good bosses as the wind beneath their wings, and employees who lack confidence in their bosses will leave the organisation sooner rather than later. A key retention strategy is to weed out marginal managers. Replace them with managers who can craft a compelling game plan, communicate it effectively to their teams and deploy initiatives that are consistent with company strategy.
7. Weed out poor performers in non-management ranks
Managers often under-estimate how strongly employees resent the presence of underperformers within their work group. The productive employee often has to take on more work to compensate for the poor performance of others, and they can feel that management is either turning a blind eye to unjust practices, or does not have sufficient interest in what goes on “below decks” to notice any disparity in working practices amongst employees. When the slackers are weeded out, both morale and retention improve.
And yes share the experience after implementation.
Regards,
Amit Seth.
From India, Ahmadabad
This is not the policy exactly but here is some guidelines that you can apply in your Organisation-
1. Show employees that you have an interest in their success
60 to 70 per cent of workers do not feel that their companies help them to develop their career. Managers of successful companies are acutely aware that even the most brilliant business model will not work without skilled individuals motivated by a culture of management concern.
2. Allow employees the room to develop their skills
Many employees find themselves trapped in a narrow job function so mission-critical that the organisation cannot afford to move them. Frustrated employees, unable to satisfy their need for growth, resign, leaving holes that disrupt the company’s workflow in the short term. The company also loses strong performers who could have filled other, more important, roles over the long term.
3. Give employees a clear idea of the long-term goals of the company
Three quarters of unhappy employees do not believe that their company knows where it is going. Companies should endeavour to change their perceptions by communicating effectively to employees the direction it wants to take. This should be followed up with behaviour that is consistent with what they have told employees!
4. Measure soft skills
Many companies say they value people and train their management team to cope with people issues. Yet these same managers are rewarded based on their technical skills and financial results. Too often, people skills are not rewarded and no measure exists to evaluate them. Employees get the message that, “people skills don’t matter” and so neither do people.
5. Fight turnover with smart training
Two principles can help companies score big retention wins through training. Firstly, keep it relevant. Some firms act as though any training is better than none. From the employees’ perspective, that is not true. If training is not relevant to their jobs they feel it is a waste of time. Secondly, use training to broaden experience. Companies too often provide training that merely reinforces old skills instead of building new ones.
6. Develop your management team
People see good bosses as the wind beneath their wings, and employees who lack confidence in their bosses will leave the organisation sooner rather than later. A key retention strategy is to weed out marginal managers. Replace them with managers who can craft a compelling game plan, communicate it effectively to their teams and deploy initiatives that are consistent with company strategy.
7. Weed out poor performers in non-management ranks
Managers often under-estimate how strongly employees resent the presence of underperformers within their work group. The productive employee often has to take on more work to compensate for the poor performance of others, and they can feel that management is either turning a blind eye to unjust practices, or does not have sufficient interest in what goes on “below decks” to notice any disparity in working practices amongst employees. When the slackers are weeded out, both morale and retention improve.
And yes share the experience after implementation.
Regards,
Amit Seth.
From India, Ahmadabad
Hi..........
Most companies have performance management policies and processes
that require, among other things, an annual formal written evaluation
for each employee. Some companies go further and also require quarterly
reviews.
Normally following steps are in most of the IT companies:-
Quarterly/half yearly/yearly performance review (Form)
Self performance review (Form)
Performance review from Head of Department (Form)
Performance review from HR
After probation.
Appraisal (Form) Confirmation with / without increment
After confirmation.
Yearly increment
Standard / Special / Outstanding
Promotion
From India, Pune
Most companies have performance management policies and processes
that require, among other things, an annual formal written evaluation
for each employee. Some companies go further and also require quarterly
reviews.
Normally following steps are in most of the IT companies:-
Quarterly/half yearly/yearly performance review (Form)
Self performance review (Form)
Performance review from Head of Department (Form)
Performance review from HR
After probation.
Appraisal (Form) Confirmation with / without increment
After confirmation.
Yearly increment
Standard / Special / Outstanding
Promotion
From India, Pune
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