HI ALL The HR dept in my company is totally unprocessed. I need to Streamline all HR functions. Any valuable inputs pls..................
From India, Madras
1From India, Madras
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Greetings,
Please find my suggestions as shared below:
- Identify the process flow. Find out the starting point, the essential steps, the approvals, and information-sharing joints.
- Find out the bottlenecks in each process. It can be a clear area where the work gets delayed. Alternatively, it can remain elusive, i.e., if the recruitment for a role was delayed once due to the unavailability of the interviewers. It can be the absence of the signing authority to the letters next time. Identify all such grey areas where work gets stuck. Create a second line where it will move in order to avoid delays.
- Create simpler processes with clearer accountability to deliver the tasks and within the time frame it has to end. Avoid cutting the long processes down at once; rather, choose to do it in phases.
- Review and benchmark the documents and policies with respect to an industry leader or any organization that meets the required standard.
- Try to keep the main responsibilities of each process to a fewer number of employees. This will create fewer dependencies. In case you have a dire situation, you may consider otherwise. Please create levels for managing different responsibilities.
Please share if this suits what you were looking for.
Regards,
(Cite Contribution)
From India, Mumbai
Please find my suggestions as shared below:
- Identify the process flow. Find out the starting point, the essential steps, the approvals, and information-sharing joints.
- Find out the bottlenecks in each process. It can be a clear area where the work gets delayed. Alternatively, it can remain elusive, i.e., if the recruitment for a role was delayed once due to the unavailability of the interviewers. It can be the absence of the signing authority to the letters next time. Identify all such grey areas where work gets stuck. Create a second line where it will move in order to avoid delays.
- Create simpler processes with clearer accountability to deliver the tasks and within the time frame it has to end. Avoid cutting the long processes down at once; rather, choose to do it in phases.
- Review and benchmark the documents and policies with respect to an industry leader or any organization that meets the required standard.
- Try to keep the main responsibilities of each process to a fewer number of employees. This will create fewer dependencies. In case you have a dire situation, you may consider otherwise. Please create levels for managing different responsibilities.
Please share if this suits what you were looking for.
Regards,
(Cite Contribution)
From India, Mumbai
Hi,
Response to your query can be quite exhaustive. Organizing HR processes of a company is a huge concept, so in order to get relevant advice, please complete your query with relevant information such as the nature of the company, number of employees, organizational structure, size of HR department, etc.
Best Wishes,
Hussain
From Kuwait, Salmiya
Response to your query can be quite exhaustive. Organizing HR processes of a company is a huge concept, so in order to get relevant advice, please complete your query with relevant information such as the nature of the company, number of employees, organizational structure, size of HR department, etc.
Best Wishes,
Hussain
From Kuwait, Salmiya
Hello Sanjeevi Sekar,
(Cite Contribution) has given you the right ingredients. However, if you find things unwieldy, suggest going step-by-step -- meaning take up one process at a time. This way you can remain focused and also begin to show results to your superiors faster -- since at the end of the day, it's their word with the management that finally counts if you have been successful or not.
Also, a word of caution, since such efforts in many organizations have been known to fail for anything else other than pure effort -- please try to take others along with you in this effort after you do the initial groundwork. If you reveal your exact plans/modus operandi in the beginning itself, there's every chance that they will be hijacked [you do the donkey's work and the other guy takes the credit]. But if you delay including others, there's a chance that your plans could be sabotaged [basically a result of professional envy]. It's a fine cut-off that you need to handle along with your actual efforts to streamline the processes.
All the best.
Regards,
TS
From India, Hyderabad
(Cite Contribution) has given you the right ingredients. However, if you find things unwieldy, suggest going step-by-step -- meaning take up one process at a time. This way you can remain focused and also begin to show results to your superiors faster -- since at the end of the day, it's their word with the management that finally counts if you have been successful or not.
Also, a word of caution, since such efforts in many organizations have been known to fail for anything else other than pure effort -- please try to take others along with you in this effort after you do the initial groundwork. If you reveal your exact plans/modus operandi in the beginning itself, there's every chance that they will be hijacked [you do the donkey's work and the other guy takes the credit]. But if you delay including others, there's a chance that your plans could be sabotaged [basically a result of professional envy]. It's a fine cut-off that you need to handle along with your actual efforts to streamline the processes.
All the best.
Regards,
TS
From India, Hyderabad
Dear Mr. Sanjeev,
I second Mr. Hussain. From your post, it is evident that your HR department is totally unprocessed. However, no member knows the exact scenario at your end. I am sure you understand HRM in detail; otherwise, you wouldn't have made the same statement.
Do you mind updating/sharing with us about the abnormalities you found in your company's HR Department? Based on that, I am sure you will receive more effective and precise suggestions.
With profound regards,
From India, Chennai
I second Mr. Hussain. From your post, it is evident that your HR department is totally unprocessed. However, no member knows the exact scenario at your end. I am sure you understand HRM in detail; otherwise, you wouldn't have made the same statement.
Do you mind updating/sharing with us about the abnormalities you found in your company's HR Department? Based on that, I am sure you will receive more effective and precise suggestions.
With profound regards,
From India, Chennai
Hi,
I assume you are familiar with the process for HR activities and are aware of what is currently happening in your organization, allowing you to recognize the need. Do your management officials demonstrate any interest in streamlining processes, or do they find the current situation satisfactory? Before initiating any cleanup activities, it is advisable to consult with your boss or Head of Department (HOD) to ensure alignment. Failure to do so could result in adverse consequences.
If there is enthusiasm for change, proceed systematically as recommended by others. Address one process at a time, pinpoint the issues, devise simpler methods for task completion, establish delegation of authority, outline responsibilities, engage in discussions with management, and formulate policies.
These are general guidelines that should offer assistance. Should you require detailed step-by-step procedures for various HR activities, please do not hesitate to reach out.
Regards
From India, Visakhapatnam
I assume you are familiar with the process for HR activities and are aware of what is currently happening in your organization, allowing you to recognize the need. Do your management officials demonstrate any interest in streamlining processes, or do they find the current situation satisfactory? Before initiating any cleanup activities, it is advisable to consult with your boss or Head of Department (HOD) to ensure alignment. Failure to do so could result in adverse consequences.
If there is enthusiasm for change, proceed systematically as recommended by others. Address one process at a time, pinpoint the issues, devise simpler methods for task completion, establish delegation of authority, outline responsibilities, engage in discussions with management, and formulate policies.
These are general guidelines that should offer assistance. Should you require detailed step-by-step procedures for various HR activities, please do not hesitate to reach out.
Regards
From India, Visakhapatnam
Hi,
Firstly, try to identify the gaps in HR policies and functions. Analyze the situation and determine what measures are needed to streamline the process. Collect various techniques and methods to address the identified gaps. Once you have gathered the necessary data, approach your boss or the relevant authority to discuss the issues. If your boss acknowledges the problem, provide different suggestions for improvement. Upon receiving approval, proceed with the implementation process.
From India, Gurgaon
Firstly, try to identify the gaps in HR policies and functions. Analyze the situation and determine what measures are needed to streamline the process. Collect various techniques and methods to address the identified gaps. Once you have gathered the necessary data, approach your boss or the relevant authority to discuss the issues. If your boss acknowledges the problem, provide different suggestions for improvement. Upon receiving approval, proceed with the implementation process.
From India, Gurgaon
Dear Sanjeev,
I am attaching a file for your audit purposes. First of all, you should audit your HR functions. Then, a clear picture will be drawn of where your department and your organization stand. After that, you should take the necessary steps to improve HR functions.
Regards,
Abdul Wahab.
From Pakistan, Hyderabad
I am attaching a file for your audit purposes. First of all, you should audit your HR functions. Then, a clear picture will be drawn of where your department and your organization stand. After that, you should take the necessary steps to improve HR functions.
Regards,
Abdul Wahab.
From Pakistan, Hyderabad
Greetings,
Thanks to Hussain, Satheesh, Khadir, Ninpins, and Meenu. I am sure this will help Sanjeevi to formulate it better.
@Abdul Wahab, spot on! Immensely appreciate what you have shared. Have you worked through any of these audit cycles? Please share your experiences.
Thank you,
(Cite Contribution)
From India, Mumbai
Thanks to Hussain, Satheesh, Khadir, Ninpins, and Meenu. I am sure this will help Sanjeevi to formulate it better.
@Abdul Wahab, spot on! Immensely appreciate what you have shared. Have you worked through any of these audit cycles? Please share your experiences.
Thank you,
(Cite Contribution)
From India, Mumbai
Great list, Abdul.
Sanjeevi, I guess (Cite Contribution) has given excellent ways to help.
Sanjeevi,
Two things for you:
1. I feel the need to streamline is essentially linked to your ability to demonstrate the business need. Your post doesn't clearly support a business driver (data insufficiency!). It's more of an improvement perspective, which really doesn't support a business need. You need to be able to demonstrate that need. That's the BEST way to muster management support.
2. It's easy to look at lists, but I would prefer an organic approach. Try to see what is done now and how it is done. Slowly develop the concept. You will need folks to drive it within your department and within user departments. After all, you might have a different perspective to develop.
From United States, Daphne
Sanjeevi, I guess (Cite Contribution) has given excellent ways to help.
Sanjeevi,
Two things for you:
1. I feel the need to streamline is essentially linked to your ability to demonstrate the business need. Your post doesn't clearly support a business driver (data insufficiency!). It's more of an improvement perspective, which really doesn't support a business need. You need to be able to demonstrate that need. That's the BEST way to muster management support.
2. It's easy to look at lists, but I would prefer an organic approach. Try to see what is done now and how it is done. Slowly develop the concept. You will need folks to drive it within your department and within user departments. After all, you might have a different perspective to develop.
From United States, Daphne
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