Hello Everyone, i am Nikunj Rohit from Vapi - Gujarat. I did MBA in HR and started a job at Plastic Company as the post of HR Head. As this company is new and appointed me as an HR Head but I am new (Fresher) so I am having some problems regarding HR polices like Recruitment process, Attendance, PF and ESIC, etc. So please anyone can help me with this basic general problem?
From India, Daman
2From India, Daman
Dear Rohit, Getting from Elite Hr Management which topic u need, what is your problem HR polices like Recruitment process, Attendance, PF and ESIC
From India, Vijayawada
From India, Vijayawada
what r u saying rohit.....
think over your query....u heading the department...asking very nominal things of HR cadre....
from where u have passed ur degree.....unviersity must re-check ur copies of all semester....
bye
From India, Mumbai
think over your query....u heading the department...asking very nominal things of HR cadre....
from where u have passed ur degree.....unviersity must re-check ur copies of all semester....
bye
From India, Mumbai
Dear Rohit,
since you are also new and company also new , you have to design HR policy for company and practice it .
to design HR policy for company, sound HR knowledge and practical experience is required , I think you should attend some workshops on HR aspects .
HR and labour laws are professional practices where as you suppose to join with seniors and learn the things , after pleasant experience you can head the department .
however just search the policy in search field and go through the respective attachments , I have also learnt many things from this portal
all the best
From India, Bangalore
since you are also new and company also new , you have to design HR policy for company and practice it .
to design HR policy for company, sound HR knowledge and practical experience is required , I think you should attend some workshops on HR aspects .
HR and labour laws are professional practices where as you suppose to join with seniors and learn the things , after pleasant experience you can head the department .
however just search the policy in search field and go through the respective attachments , I have also learnt many things from this portal
all the best
From India, Bangalore
Dear Abhay,
Pls read the query once again which was sent by Mr. Rohit.
Rohit is a fresh candidate. He was forced by the management to do the HR Head activity. So i request you to pls dont DEMOTIVATE in this Forum.
Dear Mr. Rohit,
Regarding your query.
Congrats on your Job and Position,
First of all BE PROUD TO BE A HR. Everything is very simple in the field of HR.
Tell me what is the strength of your company. Where is your company situated. Process of the company.
Regards,
M. Dinesh kumar. M.B.A., M.L.M.
From India, Chennai
Pls read the query once again which was sent by Mr. Rohit.
Rohit is a fresh candidate. He was forced by the management to do the HR Head activity. So i request you to pls dont DEMOTIVATE in this Forum.
Dear Mr. Rohit,
Regarding your query.
Congrats on your Job and Position,
First of all BE PROUD TO BE A HR. Everything is very simple in the field of HR.
Tell me what is the strength of your company. Where is your company situated. Process of the company.
Regards,
M. Dinesh kumar. M.B.A., M.L.M.
From India, Chennai
Sir actually i have bookis knowledge but i dont know how to implement as i am fresher and there is no one to guide me . i am sorry if i have asked anything wrong here but i thought i can get any kind of help so i posted my problrm here.
From India, Daman
From India, Daman
Respected Dinesh Sir, Thank you for your wishes and my company’s strength is almost 150 with staff and workers, its an plastic and packaging company and is situated at Daman.
From India, Daman
From India, Daman
Dear Rohit
Get the basics in the place first. Start with the statutory part. Does your firm have any Consultant managing it ? If so, call for a meeting and understand every process managed by them.
Stay focussed on what needs deep adherence and how many ways can it go wrong. A deep study in this area, would get you on your foot.
Next is the operation or Line-HR as they call it. There is a ay your company functions, and you have to define HR Operations in an alignment with it. Suppose if the production needs to be delivered in shifts, you have to outline the time keeping process and collecting data for the payrol.
There are more drill down to that we can discuss as we get there.
Looking forward to hear from you !
From India, Mumbai
Get the basics in the place first. Start with the statutory part. Does your firm have any Consultant managing it ? If so, call for a meeting and understand every process managed by them.
Stay focussed on what needs deep adherence and how many ways can it go wrong. A deep study in this area, would get you on your foot.
Next is the operation or Line-HR as they call it. There is a ay your company functions, and you have to define HR Operations in an alignment with it. Suppose if the production needs to be delivered in shifts, you have to outline the time keeping process and collecting data for the payrol.
There are more drill down to that we can discuss as we get there.
Looking forward to hear from you !
From India, Mumbai
As (Cite Contribution) said first try to start with the statutory related things.
There is a seperate factories Rule for Daman.
It is published in the Official Gazette (Extraordinary) Series I, No. 5, dated 3-5-1985
by government of Goa, Daman & diU- Industries & labour Department
Verify the Goa, Daman & Diu Factories Rule, 1985.
List down the things to be covered under statutory part and start work on it.
Regards,
M. Dinesh kumar.
From India, Chennai
There is a seperate factories Rule for Daman.
It is published in the Official Gazette (Extraordinary) Series I, No. 5, dated 3-5-1985
by government of Goa, Daman & diU- Industries & labour Department
Verify the Goa, Daman & Diu Factories Rule, 1985.
List down the things to be covered under statutory part and start work on it.
Regards,
M. Dinesh kumar.
From India, Chennai
Hello NIKUNJ ROHIT,
Further to what (Cite Contribution) & M. Dinesh kumar mentioned, also FIRST sit with the MD/Management as to what THEY actually want to be focused on .....meaning THEIR priorities. This aspect is of primary importance in such First-time HR dept cases [I mean the Organizations....NOT the new HR].
Quite often, the priorities from the HR-perspective end-up being DIFFERENT from those of the Management. So after spending weeks/months, all you MAY have to hear is, 'I wanted that first' sort of comments.
Make out a List of all the work that needs to be done--@ a very broad level.
Guess you can make a List & post in this thread & the members can add to the List. Once you have such a List ready, take time from your boss & ensure you get the focus right. It would be better IF you can make a Minutes-of-Meeting & send it back to him/her so that everyone is on the same page.
The main advantage of such a position that you have is the excellent opportunity you have to learn in the fast-track mode [you can be sure that not many Freshers ever get such a chance in their careers......most often what you are about to do would come to them after 4-5 yrs exp, IF at all].
Coming to the Downside, such an exercise has the built-in chance of boomeranging on the Fresher--IF things are not made clear right from the word GO--in BLACK & WHITE. And record EVERY discussion for future reference [quite often, after a couple of years, the primary reason(s) for any decision(s) @ the start of the effort get lost, unless they are recorded]. Recording the meetings would also inculcate a sense of professionalism in the way you work....would surely help all thru your career & not just here.
Another reason for recording ALL meetings/interaction is this: though I am sure the Company has valid reasons to appoint a Fresher as the HR Head, it can also mean that they don't know much about either HR or the business that they are in [150 employees aren't micro-level for sure]. So when anything goes wrong OR doesn't go at the speed initially asked for, it's YOU who will get the stick,
In a nutshell, GRAB the chance but with the associated safeguards into the way you go about the job.
All the Best.
Rgds,
TS
From India, Hyderabad
Further to what (Cite Contribution) & M. Dinesh kumar mentioned, also FIRST sit with the MD/Management as to what THEY actually want to be focused on .....meaning THEIR priorities. This aspect is of primary importance in such First-time HR dept cases [I mean the Organizations....NOT the new HR].
Quite often, the priorities from the HR-perspective end-up being DIFFERENT from those of the Management. So after spending weeks/months, all you MAY have to hear is, 'I wanted that first' sort of comments.
Make out a List of all the work that needs to be done--@ a very broad level.
Guess you can make a List & post in this thread & the members can add to the List. Once you have such a List ready, take time from your boss & ensure you get the focus right. It would be better IF you can make a Minutes-of-Meeting & send it back to him/her so that everyone is on the same page.
The main advantage of such a position that you have is the excellent opportunity you have to learn in the fast-track mode [you can be sure that not many Freshers ever get such a chance in their careers......most often what you are about to do would come to them after 4-5 yrs exp, IF at all].
Coming to the Downside, such an exercise has the built-in chance of boomeranging on the Fresher--IF things are not made clear right from the word GO--in BLACK & WHITE. And record EVERY discussion for future reference [quite often, after a couple of years, the primary reason(s) for any decision(s) @ the start of the effort get lost, unless they are recorded]. Recording the meetings would also inculcate a sense of professionalism in the way you work....would surely help all thru your career & not just here.
Another reason for recording ALL meetings/interaction is this: though I am sure the Company has valid reasons to appoint a Fresher as the HR Head, it can also mean that they don't know much about either HR or the business that they are in [150 employees aren't micro-level for sure]. So when anything goes wrong OR doesn't go at the speed initially asked for, it's YOU who will get the stick,
In a nutshell, GRAB the chance but with the associated safeguards into the way you go about the job.
All the Best.
Rgds,
TS
From India, Hyderabad
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