Dear All,
I am seeking guidance in designing the structure of the HR & ADMIN department following a merger with a multinational construction company. Please assist by suggesting references or guidelines for the same.
Thank you.
From United Arab Emirates, Dubai
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I am seeking guidance in designing the structure of the HR & ADMIN department following a merger with a multinational construction company. Please assist by suggesting references or guidelines for the same.
Thank you.
From United Arab Emirates, Dubai
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Hi Sanjay,
I am not quite sure if you are looking for mere suggestions or guidance from an established firm with expertise in setting up HR & Admin processes within organizations.
In case it is the latter, we at Careercruise could help you in setting up your HR & Admin department.
A little bit about ourselves: We are an eight-year-old organization headed by Anjali Misra, ex-HR Head at GE, and having a PAN India presence.
Today, our clients include some of the biggest names in the industry. We are running total/partial HR activities for companies like HUL, Barclays Bank & Finance, Accor Hospitality, Bank of America, American Express, Bharti AXA, Prudential UK, JP Morgan Chase, HP, Nokia, PepsiCo India, to name a few.
We can, therefore, help your organization by understanding your AS-IS process and then defining a TO-BE process.
You could contact us on +919820389180. Alternatively, you can suggest your contact so that our representative can touch base with you at your preferred location.
Looking forward to hearing from you.
Regards,
Imran.
From India, Mumbai
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8I am not quite sure if you are looking for mere suggestions or guidance from an established firm with expertise in setting up HR & Admin processes within organizations.
In case it is the latter, we at Careercruise could help you in setting up your HR & Admin department.
A little bit about ourselves: We are an eight-year-old organization headed by Anjali Misra, ex-HR Head at GE, and having a PAN India presence.
Today, our clients include some of the biggest names in the industry. We are running total/partial HR activities for companies like HUL, Barclays Bank & Finance, Accor Hospitality, Bank of America, American Express, Bharti AXA, Prudential UK, JP Morgan Chase, HP, Nokia, PepsiCo India, to name a few.
We can, therefore, help your organization by understanding your AS-IS process and then defining a TO-BE process.
You could contact us on +919820389180. Alternatively, you can suggest your contact so that our representative can touch base with you at your preferred location.
Looking forward to hearing from you.
Regards,
Imran.
From India, Mumbai
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Here are the corrected and formatted guidelines for setting up an HR department:
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HERE ARE SOME USEFUL GUIDELINES TO SET UP AN HR DEPARTMENT.
STAGE 1
- Review the current practices/policies [if any].
- Audit all HR activities that are performed [even in a crude format].
Here are the CORE HR KRAs [Key Result Areas]:
1. KRA 1: Recruitment / Selection
2. KRA 2: Workforce Planning and Diversity
3. KRA 3: Performance Management
4. KRA 4: Reward Management
5. KRA 5: Workplace Management and Relations
6. KRA 6: A Safe and Healthy Workplace
7. KRA 7: Building Capabilities and Organisational Learning
8. KRA 8: Effective HR Management Systems, Support, and Monitoring
STAGE 2
- Understand the organization.
- Understand the organization structure.
- Understand the organization systems.
- Understand the organization politics/influential people.
- Understand the organization/individual roles.
- Understand the organization/positions.
- Understand the individual job descriptions.
- Understand the job/job specifications, etc.
STAGE 3
- Discuss the values/beliefs with senior management/CEO and the need for an HR department.
- Discuss the expectations from the HR department - short/medium/long-term.
- Discuss with the CEO the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.
- Discuss/seek consensus on organization structure/management process.
- Discuss the current organization culture with senior management.
- Discuss with CEO/senior management the core activities/competences and business drivers of the organization.
To get a good start and hold your credibility, you need these pieces of information to start your work on the HR Dept.
Get a copy of the Corporate Plan, which outlines the company's:
- Vision
- Mission
- Corporate Objectives
- Corporate Strategies, etc.
HR dept. is a support unit and hence must work closely with other depts.
STAGE 4
Even though there is currently no HR department, there are a number of HR activities being carried out now.
You have to know what they are/how it is being carried out/by whom.
To collect and consolidate these, you need to conduct a quick HR audit of the present situation.
After you gather all the information and summarize, you should sit down with your boss [CEO] and discuss and prioritize the items as follows:
- Urgent/Important
- Urgent/Not Important
- Not Urgent/Important
- Not Urgent/Not Important, but needed down the line.
STAGE 5
Please review the HR MANUAL, as listed below. Pick out what you need based on your discussion/audit results. You may want to start with:
- HR department OBJECTIVES.
- HR DEPARTMENT STRATEGIES.
- Draft on Recruitment/Selection Procedure/PROCESS.
- Draft on organization/structure.
- Draft on jobs' analyses/job descriptions/job specifications/competences.
- Draft on payroll/compensation/administration.
- Appointment/confirmation/Termination/resignation/PROCEDURES/PROCESS.
- Induction program.
- Orientation program.
- Employee communications.
- Training & development of employees.
- Performance Appraisals/management, etc.
Once you have the preliminary draft ready, you can start with your EMPLOYEE HANDBOOK[LIST PROVIDED BELOW].
---
(Continued in the next message due to character limit)
From Kuwait, Kuwait
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---
HERE ARE SOME USEFUL GUIDELINES TO SET UP AN HR DEPARTMENT.
STAGE 1
- Review the current practices/policies [if any].
- Audit all HR activities that are performed [even in a crude format].
Here are the CORE HR KRAs [Key Result Areas]:
1. KRA 1: Recruitment / Selection
2. KRA 2: Workforce Planning and Diversity
3. KRA 3: Performance Management
4. KRA 4: Reward Management
5. KRA 5: Workplace Management and Relations
6. KRA 6: A Safe and Healthy Workplace
7. KRA 7: Building Capabilities and Organisational Learning
8. KRA 8: Effective HR Management Systems, Support, and Monitoring
STAGE 2
- Understand the organization.
- Understand the organization structure.
- Understand the organization systems.
- Understand the organization politics/influential people.
- Understand the organization/individual roles.
- Understand the organization/positions.
- Understand the individual job descriptions.
- Understand the job/job specifications, etc.
STAGE 3
- Discuss the values/beliefs with senior management/CEO and the need for an HR department.
- Discuss the expectations from the HR department - short/medium/long-term.
- Discuss with the CEO the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.
- Discuss/seek consensus on organization structure/management process.
- Discuss the current organization culture with senior management.
- Discuss with CEO/senior management the core activities/competences and business drivers of the organization.
To get a good start and hold your credibility, you need these pieces of information to start your work on the HR Dept.
Get a copy of the Corporate Plan, which outlines the company's:
- Vision
- Mission
- Corporate Objectives
- Corporate Strategies, etc.
HR dept. is a support unit and hence must work closely with other depts.
STAGE 4
Even though there is currently no HR department, there are a number of HR activities being carried out now.
You have to know what they are/how it is being carried out/by whom.
To collect and consolidate these, you need to conduct a quick HR audit of the present situation.
After you gather all the information and summarize, you should sit down with your boss [CEO] and discuss and prioritize the items as follows:
- Urgent/Important
- Urgent/Not Important
- Not Urgent/Important
- Not Urgent/Not Important, but needed down the line.
STAGE 5
Please review the HR MANUAL, as listed below. Pick out what you need based on your discussion/audit results. You may want to start with:
- HR department OBJECTIVES.
- HR DEPARTMENT STRATEGIES.
- Draft on Recruitment/Selection Procedure/PROCESS.
- Draft on organization/structure.
- Draft on jobs' analyses/job descriptions/job specifications/competences.
- Draft on payroll/compensation/administration.
- Appointment/confirmation/Termination/resignation/PROCEDURES/PROCESS.
- Induction program.
- Orientation program.
- Employee communications.
- Training & development of employees.
- Performance Appraisals/management, etc.
Once you have the preliminary draft ready, you can start with your EMPLOYEE HANDBOOK[LIST PROVIDED BELOW].
---
(Continued in the next message due to character limit)
From Kuwait, Kuwait
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Setup HR Department.doc