Dear seniors,
I want to talk about my company related to HR work. My company is new in India, and there are only 20 employees in my company. There are no seniors in my HR department, and my boss is also new in India because they worked overseas for the last 14 years. Our company is also overseas, and I joined as a fresher. Please give me some ideas on how to start HR-related tasks here. Salaries are given in hand, and there is no salary record; only salary vouchers are filled by employees. There is no HR work currently, so please tell me how I can learn HR work and how to start HR work here.
Regards,
Anjana
From India, Chandigarh
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8I want to talk about my company related to HR work. My company is new in India, and there are only 20 employees in my company. There are no seniors in my HR department, and my boss is also new in India because they worked overseas for the last 14 years. Our company is also overseas, and I joined as a fresher. Please give me some ideas on how to start HR-related tasks here. Salaries are given in hand, and there is no salary record; only salary vouchers are filled by employees. There is no HR work currently, so please tell me how I can learn HR work and how to start HR work here.
Regards,
Anjana
From India, Chandigarh
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hi meetu pls tell me how i have start hr exective work like attandnace pf , nd Esi there is no work rite now
From India, Chandigarh
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From India, Chandigarh
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Dear Anjana,
Start working on HR policies, for example, recruitment policies, attendance policy, leave policy, dress code, payroll policy, etc. Once you set all the policies and HR formats, it will be easier for you to take care of HR activities.
Prepare formats for employment, leave application, permission slips, etc., and get approval from the management for all the above.
Start updating employee data and personnel files, maintain employee attendance, in and out timings on a daily basis.
Hope this helps you to learn and handle HR activities.
With Regards,
Priya
From India, Bangalore
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Start working on HR policies, for example, recruitment policies, attendance policy, leave policy, dress code, payroll policy, etc. Once you set all the policies and HR formats, it will be easier for you to take care of HR activities.
Prepare formats for employment, leave application, permission slips, etc., and get approval from the management for all the above.
Start updating employee data and personnel files, maintain employee attendance, in and out timings on a daily basis.
Hope this helps you to learn and handle HR activities.
With Regards,
Priya
From India, Bangalore
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Dear Anjana,
Please divide your tasks under the following heads. Speak to the decision makers and start implementing as required.
Legal:
- I am sure you have your office registered under the Shops and Establishment Act. If it is not done, then that becomes your starting point. Speak to a legal consultant; you would find many of them through the yellow pages of your city.
- Streamline the Gratuity and PF accounts. This would be as per the compensation that is offered to the employees. Speak to your reporting manager and involve a finance firm who can handle PF, ESIC, and payroll if required.
- Identify the insurance to be initiated to cover the employees. Most of the time, Mediclaim policies do this. You can speak to the finance consultant you involve for PF & Gratuity.
- Check for the legal standards to be maintained by HR in your company. Speak to your global team and study the standards that are followed by the other centers. When you meet the legal consultant, ask for the list of activities that you need to maintain at your office.
HR Operations
- Identify the process for HR that is followed by the company globally. Study every process in depth, of how it starts and what activities are done in it.
- Identify the HR process, what you need to do for your center. You may consider different heads such as recruitment, induction, payroll, performance management, separation, etc. List the activities. It may not be very elaborate as you don't have a large employee-base; on top of that, they already have worked in the same company, hence may not need processes such as Induction.
- Set guidelines, on the basis of who is delivering what, how it needs to be done, and in case anything goes wrong, who will handle the escalations.
- Roll out each process. Identify vendors or external consultants, till you are good to manage it.
HR Strategic
- Read every policy that the company has been practicing globally.
- Identify the core values and the integral part of the policies.
- Study the policies that are practiced by the industry leaders and your competitors in your sector.
- Speak to the reporting manager there in your center to identify the needs.
- Once you have streamlined it. Please draft the policies and involve your superior to implement it.
- Identify the activities, such as training and development, employee engagement, etc., that you would require to do in order to keep your employees effective and motivated.
You may read the documents shared in this How to start an HR Department <link updated to site home> (Search on Cite | Search on Google)
Please visit the CiteHR New Members group to read every document required in an HR department. <link outdated-removed>
Share your queries and allow us to work for your success.
Regards,
(Cite Contribution)
From India, Mumbai
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Please divide your tasks under the following heads. Speak to the decision makers and start implementing as required.
Legal:
- I am sure you have your office registered under the Shops and Establishment Act. If it is not done, then that becomes your starting point. Speak to a legal consultant; you would find many of them through the yellow pages of your city.
- Streamline the Gratuity and PF accounts. This would be as per the compensation that is offered to the employees. Speak to your reporting manager and involve a finance firm who can handle PF, ESIC, and payroll if required.
- Identify the insurance to be initiated to cover the employees. Most of the time, Mediclaim policies do this. You can speak to the finance consultant you involve for PF & Gratuity.
- Check for the legal standards to be maintained by HR in your company. Speak to your global team and study the standards that are followed by the other centers. When you meet the legal consultant, ask for the list of activities that you need to maintain at your office.
HR Operations
- Identify the process for HR that is followed by the company globally. Study every process in depth, of how it starts and what activities are done in it.
- Identify the HR process, what you need to do for your center. You may consider different heads such as recruitment, induction, payroll, performance management, separation, etc. List the activities. It may not be very elaborate as you don't have a large employee-base; on top of that, they already have worked in the same company, hence may not need processes such as Induction.
- Set guidelines, on the basis of who is delivering what, how it needs to be done, and in case anything goes wrong, who will handle the escalations.
- Roll out each process. Identify vendors or external consultants, till you are good to manage it.
HR Strategic
- Read every policy that the company has been practicing globally.
- Identify the core values and the integral part of the policies.
- Study the policies that are practiced by the industry leaders and your competitors in your sector.
- Speak to the reporting manager there in your center to identify the needs.
- Once you have streamlined it. Please draft the policies and involve your superior to implement it.
- Identify the activities, such as training and development, employee engagement, etc., that you would require to do in order to keep your employees effective and motivated.
You may read the documents shared in this How to start an HR Department <link updated to site home> (Search on Cite | Search on Google)
Please visit the CiteHR New Members group to read every document required in an HR department. <link outdated-removed>
Share your queries and allow us to work for your success.
Regards,
(Cite Contribution)
From India, Mumbai
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