Greetings to all,
Hi friends, recently i joined a book publication house which is working since 1948. Company is working all over India. but there is everything in unorganized manner.
here is no HR department. i have to start HR department. so please tell me, What should be the initial things for a HR to organized everything.
Thanks in advance :)
From India, Aligarh
1Hi friends, recently i joined a book publication house which is working since 1948. Company is working all over India. but there is everything in unorganized manner.
here is no HR department. i have to start HR department. so please tell me, What should be the initial things for a HR to organized everything.
Thanks in advance :)
From India, Aligarh
Hi!
I think you have excellent opprtunity to perform your excellence, so be positive, confident and prepared with knowledge.
I would like to suggest as following,
1. First try to prepare an organization chart with the positions available, from top to bottom. Then try to understand roles and responsibilities of each positions and try to defined the Job discriptions with the exact roll of each position.
2. With such initiatives, try to understand each operations of your unit, so that you will able to understand the existing position and related activities with your organization, so that you will understand the manpower requirements and their proper deployment for the desired output. You will also come to know the requirements of the manpower and its propor utilization.
3. If you will have a clear idea about manpower allocation then try to relate it with salary and wages in respect to the proper expenses of your organization towards employees.
3. Once you get aquinted with those things, then try to develop any OD inventions through out the plant. Then initiate Trainings & Developments, motivational programmes, rewards and recognition, implementation of amicable peaceful relations with employees, their grievance redressal systems, various policies like attendance, overtime, time office, OD, leave etc.
4. Slowly try to command over the things which are not in the core HR practices and try to build faith of all employees, so that they will be in supportive role with you, without which your work will not be succeeded.
5. Try to communicate with employees so that to understand the truth, facts and findings and then only make assumptions and suggest management the benefits of the core HR's implementations, so that management will also render their support to you.
According to me this will definately helpful to create HR's existance in your organization.
Regards,
Atul S Malve
Manager- HR & Admin
From India, Sholapur
I think you have excellent opprtunity to perform your excellence, so be positive, confident and prepared with knowledge.
I would like to suggest as following,
1. First try to prepare an organization chart with the positions available, from top to bottom. Then try to understand roles and responsibilities of each positions and try to defined the Job discriptions with the exact roll of each position.
2. With such initiatives, try to understand each operations of your unit, so that you will able to understand the existing position and related activities with your organization, so that you will understand the manpower requirements and their proper deployment for the desired output. You will also come to know the requirements of the manpower and its propor utilization.
3. If you will have a clear idea about manpower allocation then try to relate it with salary and wages in respect to the proper expenses of your organization towards employees.
3. Once you get aquinted with those things, then try to develop any OD inventions through out the plant. Then initiate Trainings & Developments, motivational programmes, rewards and recognition, implementation of amicable peaceful relations with employees, their grievance redressal systems, various policies like attendance, overtime, time office, OD, leave etc.
4. Slowly try to command over the things which are not in the core HR practices and try to build faith of all employees, so that they will be in supportive role with you, without which your work will not be succeeded.
5. Try to communicate with employees so that to understand the truth, facts and findings and then only make assumptions and suggest management the benefits of the core HR's implementations, so that management will also render their support to you.
According to me this will definately helpful to create HR's existance in your organization.
Regards,
Atul S Malve
Manager- HR & Admin
From India, Sholapur
hi,
Firstly go n visit each n every department, randomly ask the employees, what they like the most about the environment n facilities has been provided to them jot down the main points( or you can use some kind of assesment form for the purpose also) you noticed n then call for section head's n HOD,s meeting.......discuss about the environment n facilities............what kind of problem they are facing...etc....there could be some issues which would found common.since you already know that things are in unorganised manner ...... and in this way you would get the clue that what effecting them n their work the most.........accordingly you can make your action plan.
From India, New Delhi
Firstly go n visit each n every department, randomly ask the employees, what they like the most about the environment n facilities has been provided to them jot down the main points( or you can use some kind of assesment form for the purpose also) you noticed n then call for section head's n HOD,s meeting.......discuss about the environment n facilities............what kind of problem they are facing...etc....there could be some issues which would found common.since you already know that things are in unorganised manner ...... and in this way you would get the clue that what effecting them n their work the most.........accordingly you can make your action plan.
From India, New Delhi
Hi
Some good suggestions already given but you need to do some work before you start following what Atul and Shipra have said.
You need to first understand the business you are in. If you do not do that than all activities that Atul said will not make any sense to you. Every industry comes with their own set of problems and nuances. So for you to do what Shipra said, you need to understand the business you are in as well.
Once you have understood that, you can start with what Atul & Shipra have rightly suggested. There is one more activity left to do. That is to understand the organizational dynamics ( The POWER Structure ). For an HR that is the single most important task to perform. Identify the power structure. That will help you get you work done faster, smoother and more intelligently.
Cheers
Navneet
From India, Delhi
Some good suggestions already given but you need to do some work before you start following what Atul and Shipra have said.
You need to first understand the business you are in. If you do not do that than all activities that Atul said will not make any sense to you. Every industry comes with their own set of problems and nuances. So for you to do what Shipra said, you need to understand the business you are in as well.
Once you have understood that, you can start with what Atul & Shipra have rightly suggested. There is one more activity left to do. That is to understand the organizational dynamics ( The POWER Structure ). For an HR that is the single most important task to perform. Identify the power structure. That will help you get you work done faster, smoother and more intelligently.
Cheers
Navneet
From India, Delhi
Shipra
Every organization has a power structure ( the corridors of power or influence). These are not necessarily the same as hierarchy. For example, there might be a GM in a department but the management (including the GM himself) might be listening more to a senior Manager of the same department. Now in terms of the Hierarchy The GM figures but in the Power dynamics he is nowhere in the picture.
The trick is to identify these corridors of influence and use it to your advantage to create positive change.
From India, Delhi
Every organization has a power structure ( the corridors of power or influence). These are not necessarily the same as hierarchy. For example, there might be a GM in a department but the management (including the GM himself) might be listening more to a senior Manager of the same department. Now in terms of the Hierarchy The GM figures but in the Power dynamics he is nowhere in the picture.
The trick is to identify these corridors of influence and use it to your advantage to create positive change.
From India, Delhi
who's Nakul??? LOL!!!
Nkulsh is just an alias i use.
Navneet Chandra Kulshrestha - India | LinkedIn
Navneet
From India, Delhi
Nkulsh is just an alias i use.
Navneet Chandra Kulshrestha - India | LinkedIn
Navneet
From India, Delhi
Others have given you some good ideas; hence, I will ask you a few questions. How large is your organisation? How many people work in the organisation? Is it privately owned?
Have a nice day.
Simhan
Leaning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-consulting
From United Kingdom
Have a nice day.
Simhan
Leaning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-consulting
From United Kingdom
Yes, I will Share everything with all of you. Dear Simhan, its a PAN india company. with the workforce of 109 employees and it is proprietorship firm
From India, Aligarh
From India, Aligarh
The effectiveness and efficiency should be kept in mind while setting up HR section.
Most of the time, the company has a bottle neck and the company does not know what to do. They appoint HR professional to address the organisational problem. The quick solutions are expected and one has to put in lot of effort. The best course to start with is to formalise certain good practices followed in industry by consciencious leadership. The organisational effectiveness comes once systems are followed. You may think of carrying out organisational survey for topics of fundamentals of HR which will bring in belongingness and involvement.
Try to involve key personnel for HR activity - contribution and support all HR related functions to be carried out by superior.
You may think of making HR Manual which should be as thin as possible.
The simplest activity to start with is Training - induction programme.
Best of luck
P L Negandhi
From United Arab Emirates, Dubai
Most of the time, the company has a bottle neck and the company does not know what to do. They appoint HR professional to address the organisational problem. The quick solutions are expected and one has to put in lot of effort. The best course to start with is to formalise certain good practices followed in industry by consciencious leadership. The organisational effectiveness comes once systems are followed. You may think of carrying out organisational survey for topics of fundamentals of HR which will bring in belongingness and involvement.
Try to involve key personnel for HR activity - contribution and support all HR related functions to be carried out by superior.
You may think of making HR Manual which should be as thin as possible.
The simplest activity to start with is Training - induction programme.
Best of luck
P L Negandhi
From United Arab Emirates, Dubai
hi
I have identified that thers a lot of planned and unplanned absenteesm in bpo industry which ultimately hits the service level agreement in a given slot.
can someone help me with some objectives with my live project in
"Developing an effective Absence Managemnt System in the Information Centre "
Manjari
thanks !!!
From India, Karnal
I have identified that thers a lot of planned and unplanned absenteesm in bpo industry which ultimately hits the service level agreement in a given slot.
can someone help me with some objectives with my live project in
"Developing an effective Absence Managemnt System in the Information Centre "
Manjari
thanks !!!
From India, Karnal
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