Dear friends,
I require some help and suggestions in setting up a full-fledged HR department in an organization. I have started with manpower planning and have also prepared a questionnaire for the same. What should be the next thing that I must look into? Ours is a non-IT firm with a well-established Personnel Department but no HR department.
From India, Pune
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I require some help and suggestions in setting up a full-fledged HR department in an organization. I have started with manpower planning and have also prepared a questionnaire for the same. What should be the next thing that I must look into? Ours is a non-IT firm with a well-established Personnel Department but no HR department.
From India, Pune
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If you have a Personnel Department, hence you have a base, so setting up an HR Department will be much easier. Plan the job profile while planning other issues. Well define the authority and responsibility of each employee so that there is no conflict with the Personnel Department. There shall be good cooperation, with no overlapping of functions.
Jitendra
From Italy
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1Jitendra
From Italy
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Hi Jitu,
Thanks for replying. My organization does have a personnel department, but they are only focused on the duties of the personnel department. I am sure there would not be any conflicts; however, my main concern is introducing systematic and organized ways of HR. How should I go about that? We have a huge number of employees, but there isn't much focus on the required skills. Hence, the company ends up paying large salaries without gaining much productivity from the employees.
From India, Pune
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Thanks for replying. My organization does have a personnel department, but they are only focused on the duties of the personnel department. I am sure there would not be any conflicts; however, my main concern is introducing systematic and organized ways of HR. How should I go about that? We have a huge number of employees, but there isn't much focus on the required skills. Hence, the company ends up paying large salaries without gaining much productivity from the employees.
From India, Pune
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Hi,
In reference to your query, since you have a large number of employees, it would be beneficial to invest in an HRMS + Payroll software. This software can help manage HR-related activities efficiently, leading to increased productivity from the employees. As we specialize in HRMS+Payroll solutions, we can offer you the software solution you need. If you are interested, please provide your contact details so we can proceed with this smoothly.
Thanks and regards,
Nilabja
09007002303
From India, Calcutta
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In reference to your query, since you have a large number of employees, it would be beneficial to invest in an HRMS + Payroll software. This software can help manage HR-related activities efficiently, leading to increased productivity from the employees. As we specialize in HRMS+Payroll solutions, we can offer you the software solution you need. If you are interested, please provide your contact details so we can proceed with this smoothly.
Thanks and regards,
Nilabja
09007002303
From India, Calcutta
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Dear Mashrita,
HR does not increase productivity directly but, of course, has a direct effect on productivity. Here are some suggestions:
a) Firstly, plan out HR activities on a half-yearly or yearly basis, such as a training calendar and programs (Issues shall be chosen to attract the people).
b) Arrange small programs initially with a low budget, such as safety quizzes or games, etc.
c) Most importantly, conduct an employee survey to feel their pulse, understand their needs, and know what they expect from management.
It is very difficult to define what your organization and people want as it all depends on the cultural environment, mindset, etc. Factors like the state of your factory, the number of employees (categorized), what your factory produces, etc., also influence what needs to be done. If it is labor-intensive, we have to act accordingly.
Although I am not a consultant, I can share some of my experiences.
Jitendra
9879591588
From Italy
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HR does not increase productivity directly but, of course, has a direct effect on productivity. Here are some suggestions:
a) Firstly, plan out HR activities on a half-yearly or yearly basis, such as a training calendar and programs (Issues shall be chosen to attract the people).
b) Arrange small programs initially with a low budget, such as safety quizzes or games, etc.
c) Most importantly, conduct an employee survey to feel their pulse, understand their needs, and know what they expect from management.
It is very difficult to define what your organization and people want as it all depends on the cultural environment, mindset, etc. Factors like the state of your factory, the number of employees (categorized), what your factory produces, etc., also influence what needs to be done. If it is labor-intensive, we have to act accordingly.
Although I am not a consultant, I can share some of my experiences.
Jitendra
9879591588
From Italy
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Hi Mashrita,
If you search in Cite HR, you will find ample posts to guide you on creating an HR department. I hope payroll, leave management, and attendance are being taken care of by your personnel. To start with and keep it simple, you can work on the following:
a. Recruitment & Selection procedure
b. Proper Induction and Exit formalities
c. Setting up Training guidelines - technical trainings, soft skill/behavioral trainings
d. Effective Performance Appraisal methods
e. Employee engagement activities
As you progress, you will discover the scope for new tasks. You have a great opportunity ahead; give it your best effort!
With regards,
Vaishalee Parkhi
From India, Pune
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If you search in Cite HR, you will find ample posts to guide you on creating an HR department. I hope payroll, leave management, and attendance are being taken care of by your personnel. To start with and keep it simple, you can work on the following:
a. Recruitment & Selection procedure
b. Proper Induction and Exit formalities
c. Setting up Training guidelines - technical trainings, soft skill/behavioral trainings
d. Effective Performance Appraisal methods
e. Employee engagement activities
As you progress, you will discover the scope for new tasks. You have a great opportunity ahead; give it your best effort!
With regards,
Vaishalee Parkhi
From India, Pune
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Hi, Mashrita,
I am also doing the same job as you. For a better beginning, you should prepare an organization chart (Consolidated and department-wise). Roles, responsibilities, authorities, and reporting systems for each designation should be defined. This will help us in the recruitment process and in performance management.
Prerana
From India, Pune
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I am also doing the same job as you. For a better beginning, you should prepare an organization chart (Consolidated and department-wise). Roles, responsibilities, authorities, and reporting systems for each designation should be defined. This will help us in the recruitment process and in performance management.
Prerana
From India, Pune
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hi vinay, Well, if i get the responses i am expecting from our employees then thats more than enuf. if you have any better suggestions then you might as well chip in a bit. Regards, mashrita
From India, Pune
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From India, Pune
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Hi,
You are getting a good opportunity as well as a big responsibility. If you digest it, then in the future, you will not face any problems with HR activities, and you will be capable enough to work in any HR environment. The most important thing is that your image and personality will be recognized everywhere. So keep it up.
From India, Mumbai
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You are getting a good opportunity as well as a big responsibility. If you digest it, then in the future, you will not face any problems with HR activities, and you will be capable enough to work in any HR environment. The most important thing is that your image and personality will be recognized everywhere. So keep it up.
From India, Mumbai
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Setting up HR department.pdf
HR department.zip