Hi all,
I am working in a small concern where there was no HR person previously. I am the first HR over here. i have made out the HR policies, can any one guide me in implementing the policy, more over i have no idea how to go about employee over heads, it would be great if any of the seniors could help me out too...
Currently couple of employees are not up to the mark, my MD wants them to terminate, do you have any legal policy to go about it??? or how can we proceed with not terminating them, can the employees being kept under evaluation?
please advice
From United Arab Emirates, Dubai
1I am working in a small concern where there was no HR person previously. I am the first HR over here. i have made out the HR policies, can any one guide me in implementing the policy, more over i have no idea how to go about employee over heads, it would be great if any of the seniors could help me out too...
Currently couple of employees are not up to the mark, my MD wants them to terminate, do you have any legal policy to go about it??? or how can we proceed with not terminating them, can the employees being kept under evaluation?
please advice
From United Arab Emirates, Dubai
Hello Honey.raju,
How I wish others who Post their queries learn from you--posting AFTER doing what they COULD vis-a-vis the situation they are into.
Reg 'how to go about employee over heads', suggest wait for others to respond--I am as good [or as bad] as you in that area :-)
Coming to your query of 'termination', suggest FIRST have a discussion with the concerned employees to know first-hand the actual situation/problems/reasons for their poor performance--FROM THEIR PERSPECTIVE. Then you can checkout with the Manager concerned [or the MD, if he/she is the one who handles these persons directly].
If you notice any meeting-ground to correct the situation FROM THE HR PERSPECTIVE, implement it.
Let the persons be very clear on the timeframes applicable to them for the course-correction/improvement & the parameters/aspects that will be under watch to decide if they made any improvement [& how much] after the evaluation period is over--this will be explicitly YOUR domain as the HR person. People in such situations need to be given even-ground to put-in their full & best efforts.
Along with the timeframes, it MAY also be effective to convey to them the POSSIBLE actions that can follow if: (1) their performance IMPROVES (2) if their performance REMAINS UNCHANGED OR SHOWS overall POOR CHANGE. That way, they will know the PROs & the CONs of THEIR subsequent efforts/actions. This may need some amount of discussion with your MD.
Rgds,
TS
From India, Hyderabad
How I wish others who Post their queries learn from you--posting AFTER doing what they COULD vis-a-vis the situation they are into.
Reg 'how to go about employee over heads', suggest wait for others to respond--I am as good [or as bad] as you in that area :-)
Coming to your query of 'termination', suggest FIRST have a discussion with the concerned employees to know first-hand the actual situation/problems/reasons for their poor performance--FROM THEIR PERSPECTIVE. Then you can checkout with the Manager concerned [or the MD, if he/she is the one who handles these persons directly].
If you notice any meeting-ground to correct the situation FROM THE HR PERSPECTIVE, implement it.
Let the persons be very clear on the timeframes applicable to them for the course-correction/improvement & the parameters/aspects that will be under watch to decide if they made any improvement [& how much] after the evaluation period is over--this will be explicitly YOUR domain as the HR person. People in such situations need to be given even-ground to put-in their full & best efforts.
Along with the timeframes, it MAY also be effective to convey to them the POSSIBLE actions that can follow if: (1) their performance IMPROVES (2) if their performance REMAINS UNCHANGED OR SHOWS overall POOR CHANGE. That way, they will know the PROs & the CONs of THEIR subsequent efforts/actions. This may need some amount of discussion with your MD.
Rgds,
TS
From India, Hyderabad
Hi Honey,
Implementing HR policies can be done through, providing information about the purpose and the objectives of policies, accompanied with instructions regarding how to implement them in a step by step manner.
If possible, conducting a staff meeting would be also be a good option and provide clear cut communication about the objectives of all policies and why they are necessary for the business.
Be open for any criticism during the first stages, be prepared for answering questions and then in case a change is required, than go ahead with that.
I did not understand your question on Overheads clearly,whether you want to know how to calculate overhead costs, or you want to know what all are included in employee overhead.
Now coming to next question about termination, I think TS has mentioned lot of things and I would also suggest the same that give them another chance with of course an Performance Improvement plan where there performance can be monitored timely and if required coaching can also be introduced at some stage where some signs of improvements are noticed.
All the best
From India, Delhi
Implementing HR policies can be done through, providing information about the purpose and the objectives of policies, accompanied with instructions regarding how to implement them in a step by step manner.
If possible, conducting a staff meeting would be also be a good option and provide clear cut communication about the objectives of all policies and why they are necessary for the business.
Be open for any criticism during the first stages, be prepared for answering questions and then in case a change is required, than go ahead with that.
I did not understand your question on Overheads clearly,whether you want to know how to calculate overhead costs, or you want to know what all are included in employee overhead.
Now coming to next question about termination, I think TS has mentioned lot of things and I would also suggest the same that give them another chance with of course an Performance Improvement plan where there performance can be monitored timely and if required coaching can also be introduced at some stage where some signs of improvements are noticed.
All the best
From India, Delhi
Hi TS ,
Thanks a lot for your valuable comments :) As per your advice will talk to that employee and even put him under Performance evaluation.
Hi Archana,
Thanks a lot or your advice :) Will do the implementation of HR policy through employee meeting itself,:)
I need to know the components of employee over heads as well as how to calculate the same, kindly advice
Thanks a tonne for your early reply and for your good advice too.
Thanks & Regards
Honey
From United Arab Emirates, Dubai
Thanks a lot for your valuable comments :) As per your advice will talk to that employee and even put him under Performance evaluation.
Hi Archana,
Thanks a lot or your advice :) Will do the implementation of HR policy through employee meeting itself,:)
I need to know the components of employee over heads as well as how to calculate the same, kindly advice
Thanks a tonne for your early reply and for your good advice too.
Thanks & Regards
Honey
From United Arab Emirates, Dubai
Hi TS ,
Thanks a lot for your valuable comments :) As per your advice will talk to that employee and even put him under Performance evaluation.
Hi Archana,
Thanks a lot or your advice :) Will do the implementation of HR policy through employee meeting itself,:)
I need to know the components of employee over heads as well as how to calculate the same, kindly advice
Thanks a tonne for your early reply and for your good advice too.
Thanks & Regards
Honey
From United Arab Emirates, Dubai
Thanks a lot for your valuable comments :) As per your advice will talk to that employee and even put him under Performance evaluation.
Hi Archana,
Thanks a lot or your advice :) Will do the implementation of HR policy through employee meeting itself,:)
I need to know the components of employee over heads as well as how to calculate the same, kindly advice
Thanks a tonne for your early reply and for your good advice too.
Thanks & Regards
Honey
From United Arab Emirates, Dubai
Archana, Can i have a clue how to go about the employee overheads!! Looking forward to hear from you !! Regards Honey
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Hi Honey
Employee overheads includes cost on equipment, such as laptop or PC used by employee, training costs, canteen, insurance, cost of using electricity and all other indirect costs related to an employee in a company.
there are various ways of calculating overhead costs, but that means going very technical and i really do not think that your job may involve doing that at this stage...
Hope it will be of assistance...
From India, Delhi
Employee overheads includes cost on equipment, such as laptop or PC used by employee, training costs, canteen, insurance, cost of using electricity and all other indirect costs related to an employee in a company.
there are various ways of calculating overhead costs, but that means going very technical and i really do not think that your job may involve doing that at this stage...
Hope it will be of assistance...
From India, Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
All hr heads.xls
HR Heads Wear More Hats in the Business.pdf