Hi all
Please help me in framing HR policies
our company is into automotive engineering services company and a new merged company.
Could you anyone help me in suggesting policies and what are areas should cover
Regards
From India, Madras
3Please help me in framing HR policies
our company is into automotive engineering services company and a new merged company.
Could you anyone help me in suggesting policies and what are areas should cover
Regards
From India, Madras
Hi Brother, Please let us the specific policies you plan to draft.May be you can start with employee handbook,recruitment,policy on leave etc Be a bit more specific Regards, Bishwajeet
From United States, Long Beach
From United States, Long Beach
Thank you Bishwajeet
Since it is 1 month old company..... we are now on the starting process of HR activities.... so we need to do all from the scrap... so it will be helpful for me if you giving ideas in how to frame policy....
Regards
From India, Madras
Since it is 1 month old company..... we are now on the starting process of HR activities.... so we need to do all from the scrap... so it will be helpful for me if you giving ideas in how to frame policy....
Regards
From India, Madras
Hey Guys I also need your help.. i need to draft a dress code policy. please help me to frame it asap....
From India, Chandigarh
From India, Chandigarh
Dear Sahil,
I am not sure how you do in India, but over here in Malaysia, it is pretty straight forward. You can just say something like
You are required to report for duty in appropriate business attire. Male employees are advised to wear full sleeved business shirts and ties. Female staffs are allowed to wear tailored pants. You shall not, whilst on duty, wear any of the following:
i) casual clothing such as t-shirts, shorts and jeans;
ii) casual footwear such as slippers, sandals and rubber shoes or sneakers.
You can perhaps add the list of Indian formal wear (such as salwar etc.) as an appendix in a section of the handbook or as part of the dress code regulations. Hope that helps.
Venkat
From Malaysia, Petaling Jaya
I am not sure how you do in India, but over here in Malaysia, it is pretty straight forward. You can just say something like
You are required to report for duty in appropriate business attire. Male employees are advised to wear full sleeved business shirts and ties. Female staffs are allowed to wear tailored pants. You shall not, whilst on duty, wear any of the following:
i) casual clothing such as t-shirts, shorts and jeans;
ii) casual footwear such as slippers, sandals and rubber shoes or sneakers.
You can perhaps add the list of Indian formal wear (such as salwar etc.) as an appendix in a section of the handbook or as part of the dress code regulations. Hope that helps.
Venkat
From Malaysia, Petaling Jaya
Dress code
While we do not wish to limit your expressions of taste and individuality, we must all be aware that what we wear to work is a reflection of our own professionalism and that of the Organization.
We ask you to dress appropriately to present a clean, neat and professional appearance.
Jewelry should not be excessive. On Saturdays, smart casual clothing is permitted.
However, extremely casual dress is generally not considered appropriate for work. A professional
Appearance is especially important for those of us who come into contact with clients and/or Potential customers on a regular basis.
Alternate dress code will be prescribed for field / customer facing employees in Network, Sales & Marketing and other areas.
From India, Mumbai
While we do not wish to limit your expressions of taste and individuality, we must all be aware that what we wear to work is a reflection of our own professionalism and that of the Organization.
We ask you to dress appropriately to present a clean, neat and professional appearance.
Jewelry should not be excessive. On Saturdays, smart casual clothing is permitted.
However, extremely casual dress is generally not considered appropriate for work. A professional
Appearance is especially important for those of us who come into contact with clients and/or Potential customers on a regular basis.
Alternate dress code will be prescribed for field / customer facing employees in Network, Sales & Marketing and other areas.
From India, Mumbai
:-P
dear brother ,
i will give you some hints for it.
Dont implement directly tailormade hr policy if you received from any one ,because every company has its own style.So please study and note down your present companies practices.and try to give them new look with your hr touch.
regards,
Deepak
From India, Pune
dear brother ,
i will give you some hints for it.
Dont implement directly tailormade hr policy if you received from any one ,because every company has its own style.So please study and note down your present companies practices.and try to give them new look with your hr touch.
regards,
Deepak
From India, Pune
Hello
Myself Sushil Kumar, MBA HR guy with 1 year Exp into recruitment field right now im looking for job into corporate HR because im keen to gain more expertise into HR field so if anybody can help me out it will be pleasure to me .
Regards
Sushil Kumar.
From India, Bangalore
Myself Sushil Kumar, MBA HR guy with 1 year Exp into recruitment field right now im looking for job into corporate HR because im keen to gain more expertise into HR field so if anybody can help me out it will be pleasure to me .
Regards
Sushil Kumar.
From India, Bangalore
Hi
I am giving some hints to frame HR Policies. At the outset, we have to frame Service Regulations based on the Policies and aims and objectives of the relevant Company whether it is automobile Engineering Company or else. The service regulations must contain the following articles
1. Preamble
2. Name of the company and its aims and objectives
3. Details of the categories of employees manned to organize the Company to run the day to day business keeping in view the policy of the Company
4. Qualifications prescribed for each category of post keeping in view the business of the firm or company who are capable to cater to the needs of the company for effective business process.It is the prerogatory of the Management of every firm to get the best employees by paying employees, providing benefits, and training employees.
5. Method of Recruitment ( to be specified clearly what kind of methods the Company intend to follow in recruiting or creating manpower). The recruitment policy is key role in Human Resource Management. Utmost care has to be taken to frame the Recruitment procedures to safe guard the interests of the Company as well as the Employees community. Transfers and postings are to be delegated to the concerned authorities for smooth running of the firm. It should be specified about the staffing-workforce planning, specifying jobs and roles, Recruiting, outsourcing, screeing applicants, interviews, written tests, oral tests, Group discussions, selecting or hiring new employees by virtue of their qualifications and experience for the benefit of the firm.
6. Training facilities provided by the firm to enrich the skills of the employees either freshers or in-service employees taking into account the needs of the comapny for its promotion of business activities. Training given to the employees is the best policy of every management. It provides career development, Employees orientation, Leadership development, Management development, Personal development, Supervisory development, Monitoring, supervising, Training & Development.
7. Job security and welfare of the emloyees community. It should apprpriate if the Management of the firm ensures for safe working environment in the organization i.e., safe facilities in the workplace, Employees Assistance programs, prevention of violence in the workspot, supporting spirituality in the workplace.
8. Wage Policy to be clearly embodied in the rules.
9. Career promotions accorded by the Company to attract the employees
10. Performance Management to be specified. Performance appraisal methods have to be specified to derive good results from the employees.It is quite necessary to sustain high performance of the employees in the organization. Employees performance Management, interpersonal skills, personal productivity to be defined and decided so that the employees will be taken care of their own duties and responsibilities effectively.
11. Welfare measures to be undertaken for promoting Employees welfare namely, Group Insurance, Medical reimbursement, PF, Gratuity, Risk allowances, Childrens' Educational needs, Staff quarters, Conveyance, Transport, Travelling allowances, Tour allowances, etc
12. Disciplinary control to be specified clearly in the regulations
13. Provision for appeals and representations to redress the grievances of the employees
14. Employee benefits and Compensation as well as the Retiral benefits to be specified clearly for the wellbeing of the workers.
15. Regulation of the personnel policies and records, Employees ethical values, Conduct of the employees, Devotion to duty, Employees laws and topcs which are subjected to legal scrutiny.
Hope you may satisfy with the above hints
Suri Babu Komkula
From India, Vijayawada
I am giving some hints to frame HR Policies. At the outset, we have to frame Service Regulations based on the Policies and aims and objectives of the relevant Company whether it is automobile Engineering Company or else. The service regulations must contain the following articles
1. Preamble
2. Name of the company and its aims and objectives
3. Details of the categories of employees manned to organize the Company to run the day to day business keeping in view the policy of the Company
4. Qualifications prescribed for each category of post keeping in view the business of the firm or company who are capable to cater to the needs of the company for effective business process.It is the prerogatory of the Management of every firm to get the best employees by paying employees, providing benefits, and training employees.
5. Method of Recruitment ( to be specified clearly what kind of methods the Company intend to follow in recruiting or creating manpower). The recruitment policy is key role in Human Resource Management. Utmost care has to be taken to frame the Recruitment procedures to safe guard the interests of the Company as well as the Employees community. Transfers and postings are to be delegated to the concerned authorities for smooth running of the firm. It should be specified about the staffing-workforce planning, specifying jobs and roles, Recruiting, outsourcing, screeing applicants, interviews, written tests, oral tests, Group discussions, selecting or hiring new employees by virtue of their qualifications and experience for the benefit of the firm.
6. Training facilities provided by the firm to enrich the skills of the employees either freshers or in-service employees taking into account the needs of the comapny for its promotion of business activities. Training given to the employees is the best policy of every management. It provides career development, Employees orientation, Leadership development, Management development, Personal development, Supervisory development, Monitoring, supervising, Training & Development.
7. Job security and welfare of the emloyees community. It should apprpriate if the Management of the firm ensures for safe working environment in the organization i.e., safe facilities in the workplace, Employees Assistance programs, prevention of violence in the workspot, supporting spirituality in the workplace.
8. Wage Policy to be clearly embodied in the rules.
9. Career promotions accorded by the Company to attract the employees
10. Performance Management to be specified. Performance appraisal methods have to be specified to derive good results from the employees.It is quite necessary to sustain high performance of the employees in the organization. Employees performance Management, interpersonal skills, personal productivity to be defined and decided so that the employees will be taken care of their own duties and responsibilities effectively.
11. Welfare measures to be undertaken for promoting Employees welfare namely, Group Insurance, Medical reimbursement, PF, Gratuity, Risk allowances, Childrens' Educational needs, Staff quarters, Conveyance, Transport, Travelling allowances, Tour allowances, etc
12. Disciplinary control to be specified clearly in the regulations
13. Provision for appeals and representations to redress the grievances of the employees
14. Employee benefits and Compensation as well as the Retiral benefits to be specified clearly for the wellbeing of the workers.
15. Regulation of the personnel policies and records, Employees ethical values, Conduct of the employees, Devotion to duty, Employees laws and topcs which are subjected to legal scrutiny.
Hope you may satisfy with the above hints
Suri Babu Komkula
From India, Vijayawada
Hi!
My company, Emilla Consulting, can help you with all of your company's operating policies requirements -- both HR and non-HR/Admin related.
But we SELL them.
Please visit our site for the detailed list: EMILLA CONSULTING |
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobible)
From Philippines, Parañaque
My company, Emilla Consulting, can help you with all of your company's operating policies requirements -- both HR and non-HR/Admin related.
But we SELL them.
Please visit our site for the detailed list: EMILLA CONSULTING |
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobible)
From Philippines, Parañaque
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Aligning HR Policies to Business Objectives.ppt
HR policies & procedures May 2007.pdf
Index of HR Policies.docx