Hi,
I have currently joined a company which is 4+ years and having almost 100 employees but neither have a HR Department nor administrative personnel.
The company does not have any details of any employees here.They never does any Performance Appraisal.When the management feels that they have to increase any of the employee's salary they just do it.
To sum up there is nothing much in the company related to employees.But the company is performing well and is genuine.
Now I have been Appointed and I am the only one in HR.The management wants to rework on the employee details and wants to have a proper and well set Standards.
I am having closer to 3years of experience as HR executive and have worked in 2 companies, but this is the first time I am seeing a company with NO HR!
Please help me from where I have to start to make it work in an effective manner.What should be the most priority work that I have to do?
Looking forward for help.
From India, Trivandrum
I have currently joined a company which is 4+ years and having almost 100 employees but neither have a HR Department nor administrative personnel.
The company does not have any details of any employees here.They never does any Performance Appraisal.When the management feels that they have to increase any of the employee's salary they just do it.
To sum up there is nothing much in the company related to employees.But the company is performing well and is genuine.
Now I have been Appointed and I am the only one in HR.The management wants to rework on the employee details and wants to have a proper and well set Standards.
I am having closer to 3years of experience as HR executive and have worked in 2 companies, but this is the first time I am seeing a company with NO HR!
Please help me from where I have to start to make it work in an effective manner.What should be the most priority work that I have to do?
Looking forward for help.
From India, Trivandrum
Hello,
Your situation has BOTH pros & cons to it--the Con being the dilemma you already have--Where to start, since it can be mind-numbing & the Pro being--you have such a good opportunity to make a difference to the entire working environment of a FULL company, something not many HR professionals have or get even after gathering more exp than you.
Suggest begin to meet EACH employee one-by-one & collate the typical HR info that you need to build-up the Employee records/files. That way, it will also help you to establish a rapport with the employees--and, MORE IMPORTANTLY, clarify the queries they are bound to have ALONG THE WAY, rather than make a separate effort to handle this aspect of HR.
This interaction will also ENABLE YOU to begin making a List of areas that you need to prioritize/focus as well as provide data/inputs, when you reach the stage of formulating the HR policies.
I am sure other members would have more suggestions to help you pull it off with elan :-)
All the Best.
Rgds,
TS
From India, Hyderabad
1637Your situation has BOTH pros & cons to it--the Con being the dilemma you already have--Where to start, since it can be mind-numbing & the Pro being--you have such a good opportunity to make a difference to the entire working environment of a FULL company, something not many HR professionals have or get even after gathering more exp than you.
Suggest begin to meet EACH employee one-by-one & collate the typical HR info that you need to build-up the Employee records/files. That way, it will also help you to establish a rapport with the employees--and, MORE IMPORTANTLY, clarify the queries they are bound to have ALONG THE WAY, rather than make a separate effort to handle this aspect of HR.
This interaction will also ENABLE YOU to begin making a List of areas that you need to prioritize/focus as well as provide data/inputs, when you reach the stage of formulating the HR policies.
I am sure other members would have more suggestions to help you pull it off with elan :-)
All the Best.
Rgds,
TS
From India, Hyderabad
First of all let me request you and other new members to disclose your name so that the members can address by name.
We welcome you to this knowledge sharing forum in which you can learn a lot and share a lot with our members.
While joining the company your MD might have told you the purpose of your appointment. What is his priority. Please act accordingly.
Otherwise, Please collect and consolidate all the details of the employees, their application, resume, copy of educational Certificate & experience Certificates, address proof, offer of employment letter, appointment letter, their salary details, other benefits, promotion, performance appraisal everything start filing and maintaining individual staffwise. If the appointment letters are not issued then start preparing and get the same signed by your MD and issue the same to the employees and keep the accepted copy in their personal file.
Start making the HR policies part by part so that you need not to struggle to get it approved. You can start with leave policy, performance appraisal, promotion, separtion, interviewing procedure, joining formalities, transfer, Benefits, compensation package details, discipline, punishment, working hours and working day, holidays, etc., one by one and get it approved from your MD, so that others will not resist to adopt the same.
Wish you all the best
From India, Kumbakonam
We welcome you to this knowledge sharing forum in which you can learn a lot and share a lot with our members.
While joining the company your MD might have told you the purpose of your appointment. What is his priority. Please act accordingly.
Otherwise, Please collect and consolidate all the details of the employees, their application, resume, copy of educational Certificate & experience Certificates, address proof, offer of employment letter, appointment letter, their salary details, other benefits, promotion, performance appraisal everything start filing and maintaining individual staffwise. If the appointment letters are not issued then start preparing and get the same signed by your MD and issue the same to the employees and keep the accepted copy in their personal file.
Start making the HR policies part by part so that you need not to struggle to get it approved. You can start with leave policy, performance appraisal, promotion, separtion, interviewing procedure, joining formalities, transfer, Benefits, compensation package details, discipline, punishment, working hours and working day, holidays, etc., one by one and get it approved from your MD, so that others will not resist to adopt the same.
Wish you all the best
From India, Kumbakonam
Hello new HR,
I have also joined the same kind of organisation like you.
But I was fresher when I joined here. and fortunately you have Experience of 3 years.
I will try to shary my experience to you in this regard which may help you.
1. Dont rush into every aspects of HR at a time.
2. Start the work for maintaininf the Employee record.
3. Start to recollect the Information which is possible to collect.
4. Concentrate on Timing, Attendance and other things.
5. Discuss with the management to get one HR manual for the company.
6. As per my knoweledge there was no HR means it doesnot mean that ther was no HR work.
7. Attendance Management, Salary process, Time management every thing comes under HR work.
8. In My company also responsiblities of HR sahred by other departments like Acoounts Department, O M etc.
9. If you have sound knowledge on IR issues Strat that Immidiately. For example ESI registration, Yearly & Half yearly returns, Submission of Holiday lists, leave Recor form-15, Form-11, Form-23, Form-24(these are all related to production Industies)
10. If you dont have sound knowledge in all these means you ask management to have 1 consultant for the same.
11. Introduce Job Discription for each position in each department & try to Implement Competency & Skill Matrix Also so that u can start Trainingss.
12.If possible go for an ISO certification wihich will make HR work to execute in proper manner. It will be helpful For Performance review, employee record, Training for Individuals And by that increse In The Productivity.
Regards
Shobha.S
From India, Bangalore
I have also joined the same kind of organisation like you.
But I was fresher when I joined here. and fortunately you have Experience of 3 years.
I will try to shary my experience to you in this regard which may help you.
1. Dont rush into every aspects of HR at a time.
2. Start the work for maintaininf the Employee record.
3. Start to recollect the Information which is possible to collect.
4. Concentrate on Timing, Attendance and other things.
5. Discuss with the management to get one HR manual for the company.
6. As per my knoweledge there was no HR means it doesnot mean that ther was no HR work.
7. Attendance Management, Salary process, Time management every thing comes under HR work.
8. In My company also responsiblities of HR sahred by other departments like Acoounts Department, O M etc.
9. If you have sound knowledge on IR issues Strat that Immidiately. For example ESI registration, Yearly & Half yearly returns, Submission of Holiday lists, leave Recor form-15, Form-11, Form-23, Form-24(these are all related to production Industies)
10. If you dont have sound knowledge in all these means you ask management to have 1 consultant for the same.
11. Introduce Job Discription for each position in each department & try to Implement Competency & Skill Matrix Also so that u can start Trainingss.
12.If possible go for an ISO certification wihich will make HR work to execute in proper manner. It will be helpful For Performance review, employee record, Training for Individuals And by that increse In The Productivity.
Regards
Shobha.S
From India, Bangalore
Hi,
Please follow the link, it should be helpful. Similar question was raised.
https://www.citehr.com/430518-settin...ml#post1948112
From India, Mumbai
Please follow the link, it should be helpful. Similar question was raised.
https://www.citehr.com/430518-settin...ml#post1948112
From India, Mumbai
Hi Karthik,
As many members have pointed out here, don't get overwhelmed by your situation. What could help you most at this point is to
1.Set specific goals that you would like to achieve for the next 1 year; you could break it down into 3 months / 6 months as well.
Be sure to discuss this with your top management and get their buy-in. Factor in their expectations from you as an HR professional when you draft this document.
2. The goals could be a mix of basic things like collating and maintaining employees' personnel files, reviewing and adhering ot statutory compliances ( your PF, ESIC etc would be covered in this), time office & attendance
At the same time, I would suggest that you do not restrict yourself only to basic things since the potential to create impact in this young organization is immense.
You could include either training and performance management in your goals. And the trainings need not be behavioural, it could be related to safety / 5 S etc. Introduce simple forms for Performance Management and conduct in-depth trainings to get it seeped into the organization.
In case you would like to discuss more in detail, you could write to me at
All the best,
--
Santhi Krishnan
Director
Metrica Bizsol Pvt Ltd.
F-42, Shagun Arcade
Off Western Express Highway,
Goregaon ( East)
Mumbai - 400063
Ph : 022- 42957577 /
+91 7738333452
From India, Mumbai
As many members have pointed out here, don't get overwhelmed by your situation. What could help you most at this point is to
1.Set specific goals that you would like to achieve for the next 1 year; you could break it down into 3 months / 6 months as well.
Be sure to discuss this with your top management and get their buy-in. Factor in their expectations from you as an HR professional when you draft this document.
2. The goals could be a mix of basic things like collating and maintaining employees' personnel files, reviewing and adhering ot statutory compliances ( your PF, ESIC etc would be covered in this), time office & attendance
At the same time, I would suggest that you do not restrict yourself only to basic things since the potential to create impact in this young organization is immense.
You could include either training and performance management in your goals. And the trainings need not be behavioural, it could be related to safety / 5 S etc. Introduce simple forms for Performance Management and conduct in-depth trainings to get it seeped into the organization.
In case you would like to discuss more in detail, you could write to me at
All the best,
--
Santhi Krishnan
Director
Metrica Bizsol Pvt Ltd.
F-42, Shagun Arcade
Off Western Express Highway,
Goregaon ( East)
Mumbai - 400063
Ph : 022- 42957577 /
+91 7738333452
From India, Mumbai
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