Hello Everyone, I am Nikunj Rohit from Vapi, Gujarat. I have an MBA in HR and recently started a job at a Plastic Company as the HR Head. Since this company is new and has appointed me as the HR Head, I am facing challenges related to HR policies such as the recruitment process, attendance, PF, ESIC, etc. Can anyone please help me with these basic HR issues?
From India, Daman
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2From India, Daman
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Dear Rohit, Getting from Elite Hr Management which topic u need, what is your problem HR polices like Recruitment process, Attendance, PF and ESIC
From India, Vijayawada
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From India, Vijayawada
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Hello, Rohit. Please reconsider your query. You are leading the department and asking very basic HR-related questions. The university must recheck your copies for all semesters to verify your degree. Goodbye.
From India, Mumbai
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From India, Mumbai
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Dear Rohit,
Since you are new to the company and the company itself is new, you have to design HR policies and put them into practice. Designing HR policies requires sound HR knowledge and practical experience. I recommend attending workshops on HR aspects to enhance your understanding. HR and labor laws are professional practices, so it's important to work closely with seniors to learn the ropes. With valuable experience, you can eventually lead the HR department.
In the meantime, you can search for policies in the portal's search field and review the attachments. I have also gained a lot of insights from this platform. Best of luck!
All the best.
From India, Bangalore
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Since you are new to the company and the company itself is new, you have to design HR policies and put them into practice. Designing HR policies requires sound HR knowledge and practical experience. I recommend attending workshops on HR aspects to enhance your understanding. HR and labor laws are professional practices, so it's important to work closely with seniors to learn the ropes. With valuable experience, you can eventually lead the HR department.
In the meantime, you can search for policies in the portal's search field and review the attachments. I have also gained a lot of insights from this platform. Best of luck!
All the best.
From India, Bangalore
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Dear Abhay,
Please read the query once again which was sent by Mr. Rohit. Rohit is a fresh candidate. He was forced by the management to do the HR Head activity. So, I request you to please don't DEMOTIVATE in this Forum.
Dear Mr. Rohit,
Regarding your query. Congratulations on your job and position. First of all, BE PROUD TO BE IN HR. Everything is very simple in the field of HR. Tell me what the strength of your company is, where your company is situated, and the processes of the company.
Regards,
M. Dinesh Kumar, M.B.A., M.L.M.
From India, Chennai
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Please read the query once again which was sent by Mr. Rohit. Rohit is a fresh candidate. He was forced by the management to do the HR Head activity. So, I request you to please don't DEMOTIVATE in this Forum.
Dear Mr. Rohit,
Regarding your query. Congratulations on your job and position. First of all, BE PROUD TO BE IN HR. Everything is very simple in the field of HR. Tell me what the strength of your company is, where your company is situated, and the processes of the company.
Regards,
M. Dinesh Kumar, M.B.A., M.L.M.
From India, Chennai
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Sir, actually, I have bookish knowledge but I don't know how to implement it as I am a fresher and there is no one to guide me. I am sorry if I have asked anything wrong here, but I thought I could get any kind of help, so I posted my problem here.
From India, Daman
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From India, Daman
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Respected Dinesh Sir, Thank you for your wishes and my company’s strength is almost 150 with staff and workers, its an plastic and packaging company and is situated at Daman.
From India, Daman
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From India, Daman
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Dear Rohit,
Get the basics in place first. Start with the statutory part. Does your firm have any consultants managing it? If so, call for a meeting and understand every process managed by them. Stay focused on what needs deep adherence and how many ways it can go wrong. A deep study in this area would get you on your feet.
Next is the operation or Line-HR, as they call it. There is a way your company functions, and you have to define HR Operations in alignment with it. Suppose the production needs to be delivered in shifts; you have to outline the timekeeping process and collecting data for payroll. There are more drill-downs that we can discuss as we progress.
Looking forward to hearing from you!
From India, Mumbai
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Get the basics in place first. Start with the statutory part. Does your firm have any consultants managing it? If so, call for a meeting and understand every process managed by them. Stay focused on what needs deep adherence and how many ways it can go wrong. A deep study in this area would get you on your feet.
Next is the operation or Line-HR, as they call it. There is a way your company functions, and you have to define HR Operations in alignment with it. Suppose the production needs to be delivered in shifts; you have to outline the timekeeping process and collecting data for payroll. There are more drill-downs that we can discuss as we progress.
Looking forward to hearing from you!
From India, Mumbai
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As (Cite Contribution) mentioned, initially focus on the statutory aspects. There is a separate Factories Rule for Daman, published in the Official Gazette (Extraordinary) Series I, No. 5, dated 3-5-1985, by the government of Goa, Daman & Diu - Industries & Labour Department. Please verify the Goa, Daman & Diu Factories Rule, 1985, and outline the items to be addressed under the statutory requirements before commencing work on them.
Regards, M. Dinesh Kumar.
From India, Chennai
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Regards, M. Dinesh Kumar.
From India, Chennai
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Hello NIKUNJ ROHIT,
Further to what (Cite Contribution) & M. Dinesh Kumar mentioned, also FIRST sit with the MD/Management as to what THEY actually want to be focused on... meaning THEIR priorities. This aspect is of primary importance in such First-time HR dept cases [I mean the Organizations... NOT the new HR].
Quite often, the priorities from the HR perspective end up being DIFFERENT from those of the Management. So after spending weeks/months, all you MAY have to hear is, 'I wanted that first' sort of comments.
Make out a List of all the work that needs to be done -- at a very broad level.
Guess you can make a List & post in this thread & the members can add to the List. Once you have such a List ready, take time from your boss & ensure you get the focus right. It would be better IF you can make a Minutes-of-Meeting & send it back to him/her so that everyone is on the same page.
The main advantage of such a position that you have is the excellent opportunity you have to learn in the fast-track mode [you can be sure that not many Freshers ever get such a chance in their careers... most often what you are about to do would come to them after 4-5 yrs exp, IF at all].
Coming to the Downside, such an exercise has the built-in chance of boomeranging on the Fresher -- IF things are not made clear right from the word GO -- in BLACK & WHITE. And record EVERY discussion for future reference [quite often, after a couple of years, the primary reason(s) for any decision(s) @ the start of the effort get lost, unless they are recorded]. Recording the meetings would also inculcate a sense of professionalism in the way you work... would surely help all thru your career & not just here.
Another reason for recording ALL meetings/interaction is this: though I am sure the Company has valid reasons to appoint a Fresher as the HR Head, it can also mean that they don't know much about either HR or the business that they are in [150 employees aren't micro-level for sure]. So when anything goes wrong OR doesn't go at the speed initially asked for, it's YOU who will get the stick,
In a nutshell, GRAB the chance but with the associated safeguards into the way you go about the job.
All the Best.
Rgds,
TS
From India, Hyderabad
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Further to what (Cite Contribution) & M. Dinesh Kumar mentioned, also FIRST sit with the MD/Management as to what THEY actually want to be focused on... meaning THEIR priorities. This aspect is of primary importance in such First-time HR dept cases [I mean the Organizations... NOT the new HR].
Quite often, the priorities from the HR perspective end up being DIFFERENT from those of the Management. So after spending weeks/months, all you MAY have to hear is, 'I wanted that first' sort of comments.
Make out a List of all the work that needs to be done -- at a very broad level.
Guess you can make a List & post in this thread & the members can add to the List. Once you have such a List ready, take time from your boss & ensure you get the focus right. It would be better IF you can make a Minutes-of-Meeting & send it back to him/her so that everyone is on the same page.
The main advantage of such a position that you have is the excellent opportunity you have to learn in the fast-track mode [you can be sure that not many Freshers ever get such a chance in their careers... most often what you are about to do would come to them after 4-5 yrs exp, IF at all].
Coming to the Downside, such an exercise has the built-in chance of boomeranging on the Fresher -- IF things are not made clear right from the word GO -- in BLACK & WHITE. And record EVERY discussion for future reference [quite often, after a couple of years, the primary reason(s) for any decision(s) @ the start of the effort get lost, unless they are recorded]. Recording the meetings would also inculcate a sense of professionalism in the way you work... would surely help all thru your career & not just here.
Another reason for recording ALL meetings/interaction is this: though I am sure the Company has valid reasons to appoint a Fresher as the HR Head, it can also mean that they don't know much about either HR or the business that they are in [150 employees aren't micro-level for sure]. So when anything goes wrong OR doesn't go at the speed initially asked for, it's YOU who will get the stick,
In a nutshell, GRAB the chance but with the associated safeguards into the way you go about the job.
All the Best.
Rgds,
TS
From India, Hyderabad
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