Dear All,
I recently joined an IT Company with 25 employees in the Noida branch. The corporate office is located in Udaipur. My responsibility is to implement all HR functions in the company. So far, I have started the following tasks:
1. Employee records
2. Employee handbook (policies are not yet defined)
3. Leave rules - including 12 CL, 12 PL, & 6 SL for all confirmed employees, and for probationary employees, it is 12 CL & 6 SL.
4. Recruitment
I now need to implement performance appraisals and training programs. Can anyone help me with implementing all HR functions in an IT company?
Looking forward to a good response.
Regards,
Seema
From India, Delhi
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3I recently joined an IT Company with 25 employees in the Noida branch. The corporate office is located in Udaipur. My responsibility is to implement all HR functions in the company. So far, I have started the following tasks:
1. Employee records
2. Employee handbook (policies are not yet defined)
3. Leave rules - including 12 CL, 12 PL, & 6 SL for all confirmed employees, and for probationary employees, it is 12 CL & 6 SL.
4. Recruitment
I now need to implement performance appraisals and training programs. Can anyone help me with implementing all HR functions in an IT company?
Looking forward to a good response.
Regards,
Seema
From India, Delhi
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Hi Seema,
How are you doing? I hope you had a great weekend. I would like to have your personal email address, as I have something to share regarding policies.
Regards,
sridharb.hr@gmail.com
9885667886.
From India, Hyderabad
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How are you doing? I hope you had a great weekend. I would like to have your personal email address, as I have something to share regarding policies.
Regards,
sridharb.hr@gmail.com
9885667886.
From India, Hyderabad
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Hi Hope this will be of benefit to you... Regds Mohd Baramy
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Hi Seema,
Congratulations on entering the HR sector! 😊
Before implementing anything, first, go through all the aspects and familiarize yourself with them. This will help you communicate effectively with others. These include:
1. Shift management of employees
2. Checking and updating personal files of each employee
3. ESI status
4. PF status
5. Attendance details
6. Leave status
7. Mode of salary payment
8. Working culture, etc.
Then, you can begin implementation by:
1. Prepare an MIS in an Excel sheet.
a. Prepare basic data of each employee with all the necessary details.
b. Calculate the attrition rate.
c. List new joiners.
d. Note resignations for the month.
2. Use the MIS to identify employees with upcoming birthdays, then arrange a meeting to celebrate with a cake on a weekend.
3. Implement an Employee of the Month award with the help of seniors. Recognize the awardee with a certificate and, if possible, a memento.
4. Create a weekly attendance report for employees to track punctuality and share with your seniors.
5. Prioritize completing pending tasks related to ESI, PF, and other relevant areas within your responsibilities.
You can accomplish a lot in your first month itself. Finally, ensure to engage with every employee and make them feel valued by showing that your efforts are for their well-being.
If it seems lengthy, feel free to reach out.
Regards,
Amit Seth
From India, Ahmadabad
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Congratulations on entering the HR sector! 😊
Before implementing anything, first, go through all the aspects and familiarize yourself with them. This will help you communicate effectively with others. These include:
1. Shift management of employees
2. Checking and updating personal files of each employee
3. ESI status
4. PF status
5. Attendance details
6. Leave status
7. Mode of salary payment
8. Working culture, etc.
Then, you can begin implementation by:
1. Prepare an MIS in an Excel sheet.
a. Prepare basic data of each employee with all the necessary details.
b. Calculate the attrition rate.
c. List new joiners.
d. Note resignations for the month.
2. Use the MIS to identify employees with upcoming birthdays, then arrange a meeting to celebrate with a cake on a weekend.
3. Implement an Employee of the Month award with the help of seniors. Recognize the awardee with a certificate and, if possible, a memento.
4. Create a weekly attendance report for employees to track punctuality and share with your seniors.
5. Prioritize completing pending tasks related to ESI, PF, and other relevant areas within your responsibilities.
You can accomplish a lot in your first month itself. Finally, ensure to engage with every employee and make them feel valued by showing that your efforts are for their well-being.
If it seems lengthy, feel free to reach out.
Regards,
Amit Seth
From India, Ahmadabad
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Hi Amit,
Thank you for all the information. Could you please send me the format of the MIS report so I can get an idea? Also, can you advise me on how to set up the performance appraisal system in my company? Is a 360-degree review suitable for 25 employees or should we consider a 180-degree review instead? What are the major steps I need to take?
Regards,
Seema
From India, Delhi
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Thank you for all the information. Could you please send me the format of the MIS report so I can get an idea? Also, can you advise me on how to set up the performance appraisal system in my company? Is a 360-degree review suitable for 25 employees or should we consider a 180-degree review instead? What are the major steps I need to take?
Regards,
Seema
From India, Delhi
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Hi Amit,
Thank you for all the information. Can you please send the format of the MIS report so I can have an idea? Also, please tell me how I can set up the performance appraisal system in my company. Is 360 degrees suitable for 25 employees or 180 degrees? What are the major steps I have to take?
Regards,
Seema
From India, Delhi
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Thank you for all the information. Can you please send the format of the MIS report so I can have an idea? Also, please tell me how I can set up the performance appraisal system in my company. Is 360 degrees suitable for 25 employees or 180 degrees? What are the major steps I have to take?
Regards,
Seema
From India, Delhi
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Dear Seema,
Please take management into confidence. All policies designed by you are going to affect the organization in the long run.
Attendance: Is it manual recording, or do you have an attendance management system? How many hours do you need to put in a day, including lunch hour? What is the attendance policy for Marketing executives? How many hours does one need to put in for counting a Half day? What is the cut-off time for marking late or Half? One has to be precise on this issue and equally transparent.
Compensation Policy has to be unique so that one gets a clear picture of their take-off package.
Travel policy has to be clear and tuned to the local needs.
Company Ethics:
Dress code or attire policy has to be designed to suit your business needs, and all depends upon Target customers.
If you want any policy in detail, feel free to contact me at to2kiran@gmail.com.
From India, Mumbai
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Please take management into confidence. All policies designed by you are going to affect the organization in the long run.
Attendance: Is it manual recording, or do you have an attendance management system? How many hours do you need to put in a day, including lunch hour? What is the attendance policy for Marketing executives? How many hours does one need to put in for counting a Half day? What is the cut-off time for marking late or Half? One has to be precise on this issue and equally transparent.
Compensation Policy has to be unique so that one gets a clear picture of their take-off package.
Travel policy has to be clear and tuned to the local needs.
Company Ethics:
Dress code or attire policy has to be designed to suit your business needs, and all depends upon Target customers.
If you want any policy in detail, feel free to contact me at to2kiran@gmail.com.
From India, Mumbai
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Dear Raghu,
I want the retention policy in detail. If you have it, please help me. Also, what should I do for the appraisal system? Should I conduct personal appraisals or should I implement 180-degree appraisals? Is 360-degree appraisal successful in a startup company? Please revert ASAP.
Regards,
Seema
From India, Delhi
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I want the retention policy in detail. If you have it, please help me. Also, what should I do for the appraisal system? Should I conduct personal appraisals or should I implement 180-degree appraisals? Is 360-degree appraisal successful in a startup company? Please revert ASAP.
Regards,
Seema
From India, Delhi
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Hi Seema,
This is not the policy exactly but here is some guidelines that you can apply in your Organisation-
1. Show employees that you have an interest in their success
60 to 70 per cent of workers do not feel that their companies help them to develop their career. Managers of successful companies are acutely aware that even the most brilliant business model will not work without skilled individuals motivated by a culture of management concern.
2. Allow employees the room to develop their skills
Many employees find themselves trapped in a narrow job function so mission-critical that the organisation cannot afford to move them. Frustrated employees, unable to satisfy their need for growth, resign, leaving holes that disrupt the company's workflow in the short term. The company also loses strong performers who could have filled other, more important, roles over the long term.
3. Give employees a clear idea of the long-term goals of the company
Three quarters of unhappy employees do not believe that their company knows where it is going. Companies should endeavour to change their perceptions by communicating effectively to employees the direction it wants to take. This should be followed up with behaviour that is consistent with what they have told employees!
4. Measure soft skills
Many companies say they value people and train their management team to cope with people issues. Yet these same managers are rewarded based on their technical skills and financial results. Too often, people skills are not rewarded and no measure exists to evaluate them. Employees get the message that, “people skills don't matter” and so neither do people.
5. Fight turnover with smart training
Two principles can help companies score big retention wins through training. Firstly, keep it relevant. Some firms act as though any training is better than none. From the employees' perspective, that is not true. If training is not relevant to their jobs they feel it is a waste of time. Secondly, use training to broaden experience. Companies too often provide training that merely reinforces old skills instead of building new ones.
6. Develop your management team
People see good bosses as the wind beneath their wings, and employees who lack confidence in their bosses will leave the organisation sooner rather than later. A key retention strategy is to weed out marginal managers. Replace them with managers who can craft a compelling game plan, communicate it effectively to their teams and deploy initiatives that are consistent with company strategy.
7. Weed out poor performers in non-management ranks
Managers often under-estimate how strongly employees resent the presence of underperformers within their work group. The productive employee often has to take on more work to compensate for the poor performance of others, and they can feel that management is either turning a blind eye to unjust practices, or does not have sufficient interest in what goes on “below decks” to notice any disparity in working practices amongst employees. When the slackers are weeded out, both morale and retention improve.
And yes share the experience after implementation.
Regards,
Amit Seth.
From India, Ahmadabad
Acknowledge(0)Amend(0)
This is not the policy exactly but here is some guidelines that you can apply in your Organisation-
1. Show employees that you have an interest in their success
60 to 70 per cent of workers do not feel that their companies help them to develop their career. Managers of successful companies are acutely aware that even the most brilliant business model will not work without skilled individuals motivated by a culture of management concern.
2. Allow employees the room to develop their skills
Many employees find themselves trapped in a narrow job function so mission-critical that the organisation cannot afford to move them. Frustrated employees, unable to satisfy their need for growth, resign, leaving holes that disrupt the company's workflow in the short term. The company also loses strong performers who could have filled other, more important, roles over the long term.
3. Give employees a clear idea of the long-term goals of the company
Three quarters of unhappy employees do not believe that their company knows where it is going. Companies should endeavour to change their perceptions by communicating effectively to employees the direction it wants to take. This should be followed up with behaviour that is consistent with what they have told employees!
4. Measure soft skills
Many companies say they value people and train their management team to cope with people issues. Yet these same managers are rewarded based on their technical skills and financial results. Too often, people skills are not rewarded and no measure exists to evaluate them. Employees get the message that, “people skills don't matter” and so neither do people.
5. Fight turnover with smart training
Two principles can help companies score big retention wins through training. Firstly, keep it relevant. Some firms act as though any training is better than none. From the employees' perspective, that is not true. If training is not relevant to their jobs they feel it is a waste of time. Secondly, use training to broaden experience. Companies too often provide training that merely reinforces old skills instead of building new ones.
6. Develop your management team
People see good bosses as the wind beneath their wings, and employees who lack confidence in their bosses will leave the organisation sooner rather than later. A key retention strategy is to weed out marginal managers. Replace them with managers who can craft a compelling game plan, communicate it effectively to their teams and deploy initiatives that are consistent with company strategy.
7. Weed out poor performers in non-management ranks
Managers often under-estimate how strongly employees resent the presence of underperformers within their work group. The productive employee often has to take on more work to compensate for the poor performance of others, and they can feel that management is either turning a blind eye to unjust practices, or does not have sufficient interest in what goes on “below decks” to notice any disparity in working practices amongst employees. When the slackers are weeded out, both morale and retention improve.
And yes share the experience after implementation.
Regards,
Amit Seth.
From India, Ahmadabad
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Hi,
Most companies have performance management policies and processes that require, among other things, an annual formal written evaluation for each employee. Some companies go further and also require quarterly reviews.
Normally, the following steps are present in most IT companies:
Quarterly/half-yearly/yearly performance review (Form)
Self-performance review (Form)
Performance review from the Head of Department (Form)
Performance review from HR after probation.
Appraisal (Form) Confirmation with/without increment
After confirmation, there is a yearly increment available in three categories: Standard, Special, Outstanding, and Promotion.
From India, Pune
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Most companies have performance management policies and processes that require, among other things, an annual formal written evaluation for each employee. Some companies go further and also require quarterly reviews.
Normally, the following steps are present in most IT companies:
Quarterly/half-yearly/yearly performance review (Form)
Self-performance review (Form)
Performance review from the Head of Department (Form)
Performance review from HR after probation.
Appraisal (Form) Confirmation with/without increment
After confirmation, there is a yearly increment available in three categories: Standard, Special, Outstanding, and Promotion.
From India, Pune
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Should i start project wise performance evaluation of every employee please send me a format of performace appraisal in IT company so that i can have idea ti start it. Regards, Seema
From India, Delhi
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From India, Delhi
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