Dear All
I am currently setting up a HR Department in one of the Engineering Construction company. This company currently doesn't have HR Dept., in their corporate office. But all HR functions are activated from their Regional Office, which is situated in some other area. In the corporate Office I am the only newly appointed person and also newly started department. How should I proceed ? What are the essential aspects do I need to consider in setting up the new HR department?
Regards
KSLBP
From India, Hyderabad
2I am currently setting up a HR Department in one of the Engineering Construction company. This company currently doesn't have HR Dept., in their corporate office. But all HR functions are activated from their Regional Office, which is situated in some other area. In the corporate Office I am the only newly appointed person and also newly started department. How should I proceed ? What are the essential aspects do I need to consider in setting up the new HR department?
Regards
KSLBP
From India, Hyderabad
Dear KSLBP,
let me first congratulate that you have got a job at hand which will give you rich dividends in future. The experience which you are going to earn will be very valuable and enriching.
Well, coming to the point, I think you should go about in the following manner:
1) First, make a centralised Employee Database and also make Corporate and Individual Organisation Charts. Frame a policy in ammending and modifying or making new Organisation Charts.
For example: To create an additional post the Chart must be sanctioned by Functional Head.
2) Create and Implement a Recruitment Policy. For e.g. All employees above the rank of Engineer/Officer must be recruited via Head/Regional Office, or while recruiting a Manager the CTC must be between 5 lacs p.a to 7 lacs p.a. Any deviation will require sanction of the Corporate Head.
3) Create and Implement an uniform Performance Appraisal Policy linked to a promotion and increment.
4) If possible create and implement an uniform Compensation and Benefit Structure.
5) Make an uniform Travelling, Conveyance and Transfer related expenditure reimbursement policy, which is essential for Construction Company.
5) Make an uniform Recreation and Welfare Policy for site employee including standard of accomodation and facilities like Insurance to be provided.
6) Implement a Statutory checklist and oversee the implementation of various statutes at both Site and Corporate Office.
7) Make a Training Need Assessment policy and frame a Training Calender.
The list goes no. The above is only suggestive and please revert back for further help.
Kind Regards,
SC
From India, Thane
let me first congratulate that you have got a job at hand which will give you rich dividends in future. The experience which you are going to earn will be very valuable and enriching.
Well, coming to the point, I think you should go about in the following manner:
1) First, make a centralised Employee Database and also make Corporate and Individual Organisation Charts. Frame a policy in ammending and modifying or making new Organisation Charts.
For example: To create an additional post the Chart must be sanctioned by Functional Head.
2) Create and Implement a Recruitment Policy. For e.g. All employees above the rank of Engineer/Officer must be recruited via Head/Regional Office, or while recruiting a Manager the CTC must be between 5 lacs p.a to 7 lacs p.a. Any deviation will require sanction of the Corporate Head.
3) Create and Implement an uniform Performance Appraisal Policy linked to a promotion and increment.
4) If possible create and implement an uniform Compensation and Benefit Structure.
5) Make an uniform Travelling, Conveyance and Transfer related expenditure reimbursement policy, which is essential for Construction Company.
5) Make an uniform Recreation and Welfare Policy for site employee including standard of accomodation and facilities like Insurance to be provided.
6) Implement a Statutory checklist and oversee the implementation of various statutes at both Site and Corporate Office.
7) Make a Training Need Assessment policy and frame a Training Calender.
The list goes no. The above is only suggestive and please revert back for further help.
Kind Regards,
SC
From India, Thane
Dear friend...
be perfect in filing... the papers in separate... collect all the employee data and file them, check the salaries to be paid.. check the deduction of PF and ESI.. other policies like recruitment, welfare, performance and other things are be followed according to your head office. keep in touch with local people and maintain good relation. since it is construction company check the safety policy followed by the company to the workers.
be perfect in filing... the papers in separate... collect all the employee data and file them, check the salaries to be paid.. check the deduction of PF and ESI.. other policies like recruitment, welfare, performance and other things are be followed according to your head office. keep in touch with local people and maintain good relation. since it is construction company check the safety policy followed by the company to the workers.
Dear KSLBP,
There are two definite areas you have to address, Hygiene factor and others. For the Hygiene factor setup the HR Services in order i.e. Employee Database, Attendance and Payroll management besides statutory requirements. Once the hygiene factors are taken care off you can concentrate on establishing other areas. Such as proper recruitment channels, Training & Development and Engagement exercises.
This is to ensure that all people get salary on time and statutory requirements are met with, that is the basic requirement from HR. Then you could concentrate on other areas.
Hope this provides basic clarity.
regards
From India, Mumbai
There are two definite areas you have to address, Hygiene factor and others. For the Hygiene factor setup the HR Services in order i.e. Employee Database, Attendance and Payroll management besides statutory requirements. Once the hygiene factors are taken care off you can concentrate on establishing other areas. Such as proper recruitment channels, Training & Development and Engagement exercises.
This is to ensure that all people get salary on time and statutory requirements are met with, that is the basic requirement from HR. Then you could concentrate on other areas.
Hope this provides basic clarity.
regards
From India, Mumbai
Hi,
I have also joined as an AM-HR in a construction company last week. Will you please help me regarding the pay scale and designations in the construction company. Please mail me the details on
From India, Mumbai
I have also joined as an AM-HR in a construction company last week. Will you please help me regarding the pay scale and designations in the construction company. Please mail me the details on
From India, Mumbai
Hi KSLBP, Greetings! Please find attached document here with for your reference. Thanks & Regards, S. Narendra Nath
From India, Hyderabad
From India, Hyderabad
Hi frenz'
I have also joined as an HR/Admin Manager in a construction company this week. Please mail me the relevent details on
Dear Mr. S Narendra Nath, the write-up u attached here is just execellent. HATS OFF to you. Thanx for providing such guide.
Sachin
From India, Pune
I have also joined as an HR/Admin Manager in a construction company this week. Please mail me the relevent details on
Dear Mr. S Narendra Nath, the write-up u attached here is just execellent. HATS OFF to you. Thanx for providing such guide.
Sachin
From India, Pune
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HR Dept.zip
HOW TO SET UP HR DEPT.doc