Dear All, Kindly see the HR Processes matrix which i formulated for my company. Please share your views on that.how is it. Please do provide your valuable inputs & suggestions.
From India, Delhi
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21From India, Delhi
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Dear Swati Saxena Season Greetings Another good posting from u. Really handy information for the members.
From India, Nagpur
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From India, Nagpur
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Hi Swati,
It's a great contribution. You have mentioned why for all the processes, you can create measurables/deliverables for each of those processes. By doing all those activities/processes, whether you have achieved your targets/deliverables or not can be measured. If not, then you can plan for those loopholes/weak areas next time.
From India, Pune
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It's a great contribution. You have mentioned why for all the processes, you can create measurables/deliverables for each of those processes. By doing all those activities/processes, whether you have achieved your targets/deliverables or not can be measured. If not, then you can plan for those loopholes/weak areas next time.
From India, Pune
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Dear Swathi,
The HR Process matrix seems to be good. Still, a lot of information/process needs to be updated. You have started with the JD process and finished with the Exit Interview; in between, you have left out the other HR activities. Your HR Process matrix speaks only about Hiring & Firing. Good work, keep going.
Regards,
Vyasaivallal
The ones who want to achieve and win championships motivate themselves.
From India, Madras
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The HR Process matrix seems to be good. Still, a lot of information/process needs to be updated. You have started with the JD process and finished with the Exit Interview; in between, you have left out the other HR activities. Your HR Process matrix speaks only about Hiring & Firing. Good work, keep going.
Regards,
Vyasaivallal
The ones who want to achieve and win championships motivate themselves.
From India, Madras
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Hi Swati , Its really nice.Thanks for your post. Regards, Mohan.M.S HR Executive "Everyone thinks of changing the world, but no one thinks of changing himself"
From India, Madras
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From India, Madras
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Hi Swati,
The process is quite informative. I would suggest including the responsible person/department for the activities mentioned. This would make it clearer for others. For example, if you hand over the procedure to an employee who is in the process of exiting, he should also be made aware of whom he should get in touch with.
Regards,
Deepak
From Qatar
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The process is quite informative. I would suggest including the responsible person/department for the activities mentioned. This would make it clearer for others. For example, if you hand over the procedure to an employee who is in the process of exiting, he should also be made aware of whom he should get in touch with.
Regards,
Deepak
From Qatar
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Hi Swati,Good work. It can be generalised for any company also.warm regards,Swaminath Adabala
From India, Hyderabad
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From India, Hyderabad
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Hi Swati,
Great work done by you. It has really helped me to understand the HR strategies right from recruitment till exit. Keep posting.
Regards,
Priyanka
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From India, Pune
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Great work done by you. It has really helped me to understand the HR strategies right from recruitment till exit. Keep posting.
Regards,
Priyanka
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=YWRtYW5lLnByaX lhbmthQGdtYWlsLmNvbQ==[/IMG]
From India, Pune
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Hi Swati, Good Work. The document is very much information. Even i do have some informative document, but i don’t know how to attach it. Can you help me in this. Regards Arun.
From India, Bangalore
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From India, Bangalore
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Hi Swathi,
I am Vijay, just now I have registered in this forum. I have gone through your HR Pro; it looks good but seems to need some additions. I will let you know about them in my next message. Anyway, keep going with your process; this will be helpful in the near future.
Vijay R P
From India, Madras
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I am Vijay, just now I have registered in this forum. I have gone through your HR Pro; it looks good but seems to need some additions. I will let you know about them in my next message. Anyway, keep going with your process; this will be helpful in the near future.
Vijay R P
From India, Madras
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Hi Swati,
I have almost 8 years of experience in HR, especially in recruitment. I have already written 3 manuals, and I would like to offer you the following advice:
1) Whenever you mention a procedure or process, ALWAYS include a timetable.
2) You discussed the "What and Why" of the processes matrix but did not address the "WHO and the WHEN."
3) The objectives of your matrix are not clear. Remember, for a document to be used outside your company's structure, it must be easy to understand and quick to implement.
I appreciated the flow and the breakdown of each phase. These are my comments, and I hope they will be helpful.
Best regards, [Your Name]
From United Arab Emirates, Dubai
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I have almost 8 years of experience in HR, especially in recruitment. I have already written 3 manuals, and I would like to offer you the following advice:
1) Whenever you mention a procedure or process, ALWAYS include a timetable.
2) You discussed the "What and Why" of the processes matrix but did not address the "WHO and the WHEN."
3) The objectives of your matrix are not clear. Remember, for a document to be used outside your company's structure, it must be easy to understand and quick to implement.
I appreciated the flow and the breakdown of each phase. These are my comments, and I hope they will be helpful.
Best regards, [Your Name]
From United Arab Emirates, Dubai
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Hi, i am a new member . My Name if I.b.mishra . Can you please forward me a complete hr manual and policy to get the intrioduced in the cpompany.
From India, Mumbai
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From India, Mumbai
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Hi, i am a new member . My Name is I.b.mishra . Can you please forward me a complete hr manual and policy to get the intrioduced in the cpompany.
From India, Mumbai
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From India, Mumbai
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Can any senior Industrial Relations professional help me?
We want to have the tripartite settlement among the Contractor, Workmen representative, and Principal employer in the presence of the Conciliation Officer. Should we prepare a Memorandum of Settlement and proceed under Section 12(3) of the Industrial Disputes Act, 1947, or FORM-H?
Please advise me urgently as we are going to amicably settle the dispute before the Conciliation proceedings.
Ashok K. Gupta
Manager - HR
From India, New Delhi
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We want to have the tripartite settlement among the Contractor, Workmen representative, and Principal employer in the presence of the Conciliation Officer. Should we prepare a Memorandum of Settlement and proceed under Section 12(3) of the Industrial Disputes Act, 1947, or FORM-H?
Please advise me urgently as we are going to amicably settle the dispute before the Conciliation proceedings.
Ashok K. Gupta
Manager - HR
From India, New Delhi
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Hi Swati,
Quite an appreciable effort. However, I believe a few things are missing in the process, such as Payroll, Employee relations, Grievance handling, etc. Please correct me if I am wrong.
Thanks and best regards,
Manish M. Nair
From India, Ernakulam
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Quite an appreciable effort. However, I believe a few things are missing in the process, such as Payroll, Employee relations, Grievance handling, etc. Please correct me if I am wrong.
Thanks and best regards,
Manish M. Nair
From India, Ernakulam
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Hi Swati,
Nice posting, dear. These processes are very simple to understand, and everyone who wants to implement them can learn from here what to do and why to do it. Good work; keep it up. But you can also make it excellent or very good by making some improvements. My Cite HR seniors may suggest you a better path.
Regards,
Mohit Gujral
mohit_gujral2003@yahoo.com
From India, Bhogpur
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Nice posting, dear. These processes are very simple to understand, and everyone who wants to implement them can learn from here what to do and why to do it. Good work; keep it up. But you can also make it excellent or very good by making some improvements. My Cite HR seniors may suggest you a better path.
Regards,
Mohit Gujral
mohit_gujral2003@yahoo.com
From India, Bhogpur
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Yes that is nice. The matrix youve made is very timely because I am currently doing the Performance Evaluation in our company. Which KRA are valid descriptors for the evaluation.
Thanks a lot.
Chris Casiño
Xinapse
Philippines
From Philippines, Quezon City
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Thanks a lot.
Chris Casiño
Xinapse
Philippines
From Philippines, Quezon City
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Swati, Its a good working at this level but there is always a room for betterment. You will improve to process as and when implemented.
From Pakistan, Karachi
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From Pakistan, Karachi
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Hey , Your matrix is really fine . you have to include HR Policy in your matrix.... for better presentaion on it. It will cover entire HR.... ALL THE BEST Nithya
From India, Madras
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From India, Madras
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Dear Swati, It is indeed a verygood attempt.I congratulate you.How about adding a few more items like communication,grievances handling.negotiations,rewardind process etc
From India, Mumbai
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From India, Mumbai
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Hi Swati Good work!!! Bt I hv a doubt as in nothing of Need Assessment or Training Evaluation will appear in this form in Training & Development section?
From India, Mumbai
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From India, Mumbai
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Dear Swati, This procees seems to be good and well formulated strategies and process mentioning each and every branches to HR stream. Good one...! keep posting it...! Thanks & Regards, SuGuNaN. A
From India, Madras
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From India, Madras
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Hi Swati, The process is good, you can also add employee engagement programs to enhance the employee relations in the organizations. REgards Srivalli
From India, Hyderabad
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From India, Hyderabad
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Hi Swathi, A very normal process which every one follows. But a good try from your end from Small and Medium Companies. Great Job from your end. Congrads.. Sridhar
From India, New Delhi
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From India, New Delhi
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Hi Swati...This is realy great...very logical and presize description of processes in claer order...great going dear...keep posting such kind of information...its realy helopful.... Rita...
From India, Rohtak
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From India, Rohtak
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hiii swati its really good ...can u please provide with the details of how compensation is benchmarked for a hotel sector? Regards Sweta Sinha
From India, Jaipur
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From India, Jaipur
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Nice matrix. As Minal suggested, it would be good if you mention another column for time period and achievements for each process. Currently, where you are (on which step), all things you can mention so that you will get a clear status of all the processes which are going on in your company.
From India, New Delhi
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From India, New Delhi
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Hi Swati............ Do not be upset.... you did really really good. I hope that it will be usefull to other person too..... Plz countinue posting like this. Thanks from all HR member. Mahesh
From India, Mumbai
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From India, Mumbai
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Hi Swati ..
What you have done is good but it is not a matrix, it is flow of process with reasons assigned to it.
Matrix is a tool for analyzing effectiveness / to evaluate quality of the particular work or task, it is also used for finding reasons or keeping it as base line information you can do causal analysis to upgrade or improve the task each time.... so hope you got the idea....
For recruitment examples can be
Lead-time calculation for recruitment or particular position closure
Consultant's evaluation or hit ratio,
Reason tracking for non conversion
Many more available for post recruitment ,exit & Training & development
So go ahead as you have all ready made why analysis to see that how you can evaluate what you want from each activity , you will get the idea
All the best
Regards
Sujit
From India, Madras
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What you have done is good but it is not a matrix, it is flow of process with reasons assigned to it.
Matrix is a tool for analyzing effectiveness / to evaluate quality of the particular work or task, it is also used for finding reasons or keeping it as base line information you can do causal analysis to upgrade or improve the task each time.... so hope you got the idea....
For recruitment examples can be
Lead-time calculation for recruitment or particular position closure
Consultant's evaluation or hit ratio,
Reason tracking for non conversion
Many more available for post recruitment ,exit & Training & development
So go ahead as you have all ready made why analysis to see that how you can evaluate what you want from each activity , you will get the idea
All the best
Regards
Sujit
From India, Madras
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Dear Swati, It is a good one,but some of the activities are missing as Remuneration/compensation and all you focused on hiring.But its really informative. keep posting. Reply.
From India, Indore
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From India, Indore
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Hi Swati,
It's really a great effort. As you asked to share our thoughts on the same, you will have a lot of other HR processes to add apart from those you have mentioned. For further assistance, all our senior professionals will help you if required.
Regards,
Kushal Shetty
From India, Bangalore
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It's really a great effort. As you asked to share our thoughts on the same, you will have a lot of other HR processes to add apart from those you have mentioned. For further assistance, all our senior professionals will help you if required.
Regards,
Kushal Shetty
From India, Bangalore
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Thank you to all of you. When I developed, I never thought that I would receive such a number of responses for my work. Believe me, friends, all your suggestions filled me with a lot of zeal and enthusiasm to work and develop HR stuff. Thanks a lot for your time and appreciation.
From India, Delhi
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From India, Delhi
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Hi Swati, Thia is a good post, but only a few things changy from organization to other. rgds
From India, Madras
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From India, Madras
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Hi this is really very good one post I think it is use full to Fresher And new for the HR to understand the HR With Regards Rajesh Kagathara
From United States
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From United States
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Dear Swati,
In my view, you could have included the Compensation & Payroll process, as well as employee confirmation. Also, in T&D, you have missed out on the Post Training evaluation of learnings, which is very important.
From India, Bangalore
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In my view, you could have included the Compensation & Payroll process, as well as employee confirmation. Also, in T&D, you have missed out on the Post Training evaluation of learnings, which is very important.
From India, Bangalore
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Hi Swati, That's a wonderful contribution.
Dear all,
There was a similar post contributed by another member, Gladys. I have made a few changes to customize it to the needs of my organization and added some points as well... Posting it here for your reference.
Regards,
Kuntal
From India, Mumbai
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Dear all,
There was a similar post contributed by another member, Gladys. I have made a few changes to customize it to the needs of my organization and added some points as well... Posting it here for your reference.
Regards,
Kuntal
From India, Mumbai
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Dear Swati, The HR processes are excellent. Except the need of clarity in terms of HR audit and the PM. Rgs, S.Aravind.
From India, Madras
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From India, Madras
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Hi Swati,
Processes seem good. One thing you've missed out on is processes pertaining to employee communication or employee reach-out programs. In today's time, this is the most important area that most companies ignore.
Regards,
Gunjan
From India, Delhi
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Processes seem good. One thing you've missed out on is processes pertaining to employee communication or employee reach-out programs. In today's time, this is the most important area that most companies ignore.
Regards,
Gunjan
From India, Delhi
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Hi all,
I am pursuing an MBA. Three months have already been occupied in the same. Earlier, I worked as a recruiter. I am looking forward to some internship/training in an organization where I can learn and implement HR terms, policies, and many more, and not just be a recruiter.
We all know HR is a wide spectrum and doesn't end with recruitment. But whenever I try to find something better in HR, I always end up landing in recruitment. I am fed up with this low salary and the same old profile. If this continues, no matter even if we have an MBA or more, we will still be termed as a recruiter - phone calls, phone calls, and more phone calls. It seems like working in a call center, hehe.
Can anyone help me with how to get into full-fledged HR, so I can see myself down the lane as an HR executive? I have heard that certain companies require trainees, where candidates like me can get in. Can anyone please help me out to get out of this mess?
Megha
From India, Bangalore
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I am pursuing an MBA. Three months have already been occupied in the same. Earlier, I worked as a recruiter. I am looking forward to some internship/training in an organization where I can learn and implement HR terms, policies, and many more, and not just be a recruiter.
We all know HR is a wide spectrum and doesn't end with recruitment. But whenever I try to find something better in HR, I always end up landing in recruitment. I am fed up with this low salary and the same old profile. If this continues, no matter even if we have an MBA or more, we will still be termed as a recruiter - phone calls, phone calls, and more phone calls. It seems like working in a call center, hehe.
Can anyone help me with how to get into full-fledged HR, so I can see myself down the lane as an HR executive? I have heard that certain companies require trainees, where candidates like me can get in. Can anyone please help me out to get out of this mess?
Megha
From India, Bangalore
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Dear Swati,
Really great piece of work. In case you generate some ideas, please add them to it.
Kindly see the HR Processes matrix which I formulated for my company. Please share your views on that. How is it? Please do provide your valuable inputs and suggestions.
Thank you.
From India, New Delhi
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Really great piece of work. In case you generate some ideas, please add them to it.
Kindly see the HR Processes matrix which I formulated for my company. Please share your views on that. How is it? Please do provide your valuable inputs and suggestions.
Thank you.
From India, New Delhi
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HR Manual (Employee Hand Book).doc