Hi,
I am soujanya, I am a fresher in HR..I am supposed to start up the HR process from start.. I am working for a IT company and our company consists of 18 people and we are starting recruiting again from this month.. So any body can help me with the details...
1) What all process i am supposed to do?
2) Also i need templates for apprisals, KRA, KPI, Compensation, Exit formalities??
All seniors pls help me out...
Soujanya
From India, Delhi
I am soujanya, I am a fresher in HR..I am supposed to start up the HR process from start.. I am working for a IT company and our company consists of 18 people and we are starting recruiting again from this month.. So any body can help me with the details...
1) What all process i am supposed to do?
2) Also i need templates for apprisals, KRA, KPI, Compensation, Exit formalities??
All seniors pls help me out...
Soujanya
From India, Delhi
Hi Soujanya,
Congratulations to start up the same.
In my opinion,few things are to be taken care off in the beginning:
1.You should start up with the preparing of the HR manual for the company..if it is not there,or else just read carefully the things mentioned in it.If need to be revised then go ahead carefully.
2. For starting anything in HR ,in my opinion ,one should have the complete employee demographics for the existing employees .If recruiting new,then can start with some formats...candidate's info,appointment letter,induction,training,etc ,u can put at one place and start off...
3.Go for some recruitment agencies,job portals,newspaper ad,campigning in colleges etc.Also ,you should have the complete knowledge of the working profile of the staff.
4. Take care of things like performance appraisal.,increment,demotion,apprecaition etc. lateron.
5. As far as exit is concerned,you can conduct an exit interview.For FFS (Full & final settlements) see for ther dues on both the parties,take back the company belongings(I-card,Laptop,mobile etc. )with an issuance of proper NOC,releiving letter,experience certificates etc..
As far as templates are concerned,I ma soory ..can't help this time.. :cry:
I hope this will prove to be quite helpful to you..though it is a vast field and we cannot say this the end!!!
Gud Bye with all the best wishes. :)
From India, Ahmadabad
Congratulations to start up the same.
In my opinion,few things are to be taken care off in the beginning:
1.You should start up with the preparing of the HR manual for the company..if it is not there,or else just read carefully the things mentioned in it.If need to be revised then go ahead carefully.
2. For starting anything in HR ,in my opinion ,one should have the complete employee demographics for the existing employees .If recruiting new,then can start with some formats...candidate's info,appointment letter,induction,training,etc ,u can put at one place and start off...
3.Go for some recruitment agencies,job portals,newspaper ad,campigning in colleges etc.Also ,you should have the complete knowledge of the working profile of the staff.
4. Take care of things like performance appraisal.,increment,demotion,apprecaition etc. lateron.
5. As far as exit is concerned,you can conduct an exit interview.For FFS (Full & final settlements) see for ther dues on both the parties,take back the company belongings(I-card,Laptop,mobile etc. )with an issuance of proper NOC,releiving letter,experience certificates etc..
As far as templates are concerned,I ma soory ..can't help this time.. :cry:
I hope this will prove to be quite helpful to you..though it is a vast field and we cannot say this the end!!!
Gud Bye with all the best wishes. :)
From India, Ahmadabad
Hi Kavitha, Thanx for the advice.. I have already done the recruitment thing.. :D i wanted to know about the KRA and KPI ...... Soujanya
From India, Delhi
From India, Delhi
Hi,
The basic processes that you need to make on urgent basis are:
1) Recruitment Process
2) Attendance process (Explaining absenteeism policy)
3) Availing leaves process (Explaining Leave Policy)
4) Suggestion/ feedback process (Explaining Suggestion policy)
5) Appraisal Process
6) Code of conduct process
7) Travel / conveyance process
8) Telephone/ Mobile reimbursement process
9) Exit process
Amit Goyal
From India, Delhi
10The basic processes that you need to make on urgent basis are:
1) Recruitment Process
2) Attendance process (Explaining absenteeism policy)
3) Availing leaves process (Explaining Leave Policy)
4) Suggestion/ feedback process (Explaining Suggestion policy)
5) Appraisal Process
6) Code of conduct process
7) Travel / conveyance process
8) Telephone/ Mobile reimbursement process
9) Exit process
Amit Goyal
From India, Delhi
Hi,
KRA or KPA stands for Key Result/Performance Area which is part of JD. KRA define all those jobs which a person holding the said position is supposed to do. These may be measurable or not measurable.
KPI stands for Key Performance Indicators. As the name reveals KPI defines all those parts of KPA/KRA which are directly measurable and which may indicate the level of performance of an individual employee. e.g., Let us take the case of HR person. His KPIs may include:
To close the position within 2 weeks of posting
To submit the PF/ESI return latest by 15th of every month
To send the salary advice to accounts deptt latest by 27th of every month etc etc
As you can see that all these jobs can be directly measured and hence one can measure the performance of HR person
You may ask the difference between JD and KPA. JD not only defines the the jobs to be done but also name of position, reporting to, level of position, qualification required, skills required etc etc while KPA just defines the jobs to be done.
Amit Goyal
From India, Delhi
KRA or KPA stands for Key Result/Performance Area which is part of JD. KRA define all those jobs which a person holding the said position is supposed to do. These may be measurable or not measurable.
KPI stands for Key Performance Indicators. As the name reveals KPI defines all those parts of KPA/KRA which are directly measurable and which may indicate the level of performance of an individual employee. e.g., Let us take the case of HR person. His KPIs may include:
To close the position within 2 weeks of posting
To submit the PF/ESI return latest by 15th of every month
To send the salary advice to accounts deptt latest by 27th of every month etc etc
As you can see that all these jobs can be directly measured and hence one can measure the performance of HR person
You may ask the difference between JD and KPA. JD not only defines the the jobs to be done but also name of position, reporting to, level of position, qualification required, skills required etc etc while KPA just defines the jobs to be done.
Amit Goyal
From India, Delhi
Hi,,,
Please click the following link,,,
You might get lots of information..
https://www.citehr.com/search_new.ph...r+IT+employees
https://www.citehr.com/search_new.php?q=KPIs
for more details keep in touch,,
I am also working in bangalore as Manager-HR/Admin,,
M. Peer Mohamed Sardhar
093831 93832....
From India, Coimbatore
Please click the following link,,,
You might get lots of information..
https://www.citehr.com/search_new.ph...r+IT+employees
https://www.citehr.com/search_new.php?q=KPIs
for more details keep in touch,,
I am also working in bangalore as Manager-HR/Admin,,
M. Peer Mohamed Sardhar
093831 93832....
From India, Coimbatore
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