Dear All,
We are in sales and promotion business, dealing with the International Market only. We currently have 17 employees and are planning to transition from a proprietary firm to a Pvt. Ltd. Company. In this company, I am the sole HR personnel responsible for all HR-related tasks. Below, I have outlined the tasks I have completed so far:
- Company HR Policy
- Scheduling and conducting Interviews
- Forms/Letters such as: Interview Assessment Form, Induction Checklist Form, Offer letter, Appointment letter, Code of Conduct (to be attached with offer letter), Salary breakups (also to be attached with offer letter), Confirmation letter, Appraisal letter, Reference check form, Leave Form, Performance appraisal form, Minutes of meetings, Intellectual property form, Exit interview related questionnaire, F&F letter, etc.
- Salary Breakups with real digits and salary slips issuance
- Assignment of Employee IDs and cards
- Acquiring signed bonds from each employee
- Employee Induction on the first day
- MIS for recruitment processes, Leaves/attendance, Salary, personnel details, Training and development
- Designing various employee welfare activities
- Planning and organizing events like Antakshari, dressing up like the boss, Bad taste, Cricket, Diwali celebrations, etc.
- Sending welcome emails to all departments for new employees
- Celebrating each employee's birthday
- Organizing and managing files (handling Admin tasks as well)
- Providing training to all employees
Are there any other formalities or preparations that I might have overlooked? Your advice would be greatly appreciated.
Looking forward to your prompt and valuable reply.
Thank you.
From India, Mumbai
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2We are in sales and promotion business, dealing with the International Market only. We currently have 17 employees and are planning to transition from a proprietary firm to a Pvt. Ltd. Company. In this company, I am the sole HR personnel responsible for all HR-related tasks. Below, I have outlined the tasks I have completed so far:
- Company HR Policy
- Scheduling and conducting Interviews
- Forms/Letters such as: Interview Assessment Form, Induction Checklist Form, Offer letter, Appointment letter, Code of Conduct (to be attached with offer letter), Salary breakups (also to be attached with offer letter), Confirmation letter, Appraisal letter, Reference check form, Leave Form, Performance appraisal form, Minutes of meetings, Intellectual property form, Exit interview related questionnaire, F&F letter, etc.
- Salary Breakups with real digits and salary slips issuance
- Assignment of Employee IDs and cards
- Acquiring signed bonds from each employee
- Employee Induction on the first day
- MIS for recruitment processes, Leaves/attendance, Salary, personnel details, Training and development
- Designing various employee welfare activities
- Planning and organizing events like Antakshari, dressing up like the boss, Bad taste, Cricket, Diwali celebrations, etc.
- Sending welcome emails to all departments for new employees
- Celebrating each employee's birthday
- Organizing and managing files (handling Admin tasks as well)
- Providing training to all employees
Are there any other formalities or preparations that I might have overlooked? Your advice would be greatly appreciated.
Looking forward to your prompt and valuable reply.
Thank you.
From India, Mumbai
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Dear Knowledge HR,
You have listed almost all the activities of HR but missed out on two very important tasks of the department. One is handling IR-related issues, and another one is LL Compliance Management. In both tasks, there are various activities. I wish you and other members to list them out.
Thank you.
From India, Mumbai
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You have listed almost all the activities of HR but missed out on two very important tasks of the department. One is handling IR-related issues, and another one is LL Compliance Management. In both tasks, there are various activities. I wish you and other members to list them out.
Thank you.
From India, Mumbai
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As I have mentioned, I am working as an HR in a newly established firm and facing the following problem. Kindly suggest a solution for the same.
On the day of induction, we had already assigned offer letters and appointment letters to each employee. However, after the induction day, two of them have discontinued. We have been trying to contact them to join, but have been unsuccessful. Please suggest the procedure for canceling their offer letters and appointment letters.
Should we send them a termination letter, or should we just send a mail regarding the discontinuation of work?
Hope to receive a reply very soon.
From India, Mumbai
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On the day of induction, we had already assigned offer letters and appointment letters to each employee. However, after the induction day, two of them have discontinued. We have been trying to contact them to join, but have been unsuccessful. Please suggest the procedure for canceling their offer letters and appointment letters.
Should we send them a termination letter, or should we just send a mail regarding the discontinuation of work?
Hope to receive a reply very soon.
From India, Mumbai
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Dear Sir,
If any employee has not reported for duty without prior notification, it is considered as being ABSENT FROM DUTY. You may send an official standard letter to their residential address via registered post with acknowledgment for proof of delivery, especially for legal and record-keeping purposes. Initially, you should convey your expectation for them to return to work, and in the event of no response, you may issue a warning memo clearly outlining the possibility of termination. Finally, if there is still no compliance, termination of the job contract should be explicitly stated as the next step.
Thank you.
From India, Chennai
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If any employee has not reported for duty without prior notification, it is considered as being ABSENT FROM DUTY. You may send an official standard letter to their residential address via registered post with acknowledgment for proof of delivery, especially for legal and record-keeping purposes. Initially, you should convey your expectation for them to return to work, and in the event of no response, you may issue a warning memo clearly outlining the possibility of termination. Finally, if there is still no compliance, termination of the job contract should be explicitly stated as the next step.
Thank you.
From India, Chennai
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Dear All,
My situation is the same. I have been doing the same work. Apart from that, I am maintaining employee relationships and in contact with a labor contractor (I have just started working on this, so it would be greatly appreciated if I could get some practical ideas on how to proceed with them, the detailed process of working with them), which I believe falls under Industrial Relations (IR). However, I still want to do more to gain better practical knowledge and work experience that will also be beneficial for my future.
I would like to inform you that I am an HR Generalist (the only one in my department) working in a construction company based in Pune. The current employee strength on roll is more than 60. In my company, there is no one to guide me in my work. Therefore, it would be highly appreciated if all of you could provide your valuable suggestions.
Sincerely,
Mimu143
From India, Pune
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My situation is the same. I have been doing the same work. Apart from that, I am maintaining employee relationships and in contact with a labor contractor (I have just started working on this, so it would be greatly appreciated if I could get some practical ideas on how to proceed with them, the detailed process of working with them), which I believe falls under Industrial Relations (IR). However, I still want to do more to gain better practical knowledge and work experience that will also be beneficial for my future.
I would like to inform you that I am an HR Generalist (the only one in my department) working in a construction company based in Pune. The current employee strength on roll is more than 60. In my company, there is no one to guide me in my work. Therefore, it would be highly appreciated if all of you could provide your valuable suggestions.
Sincerely,
Mimu143
From India, Pune
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