I joined an organization that is 1 year old and i am selected as an hr here then what steps should I follow for a newly established business as an hr?
From India, Delhi
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From India, Delhi
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Hello,
Interesting stage of the career and certainly an interesting question!
Before I say something, it would have been nicer and more appropriate if you had also stated your background - particularly experience in the profession and academic qualifications in HR! That would elicit appropriate responses!
Having said that, kindly look at the following questions.
1) Are you in the manufacturing industry or some other sector (please state the nature of the industry)?
2) What is the total category-wise strength of the organization?
3) What is the status on statutory compliances?
4) Is there an organizational chart showing levels of responsibilities and reporting relationships in tune with the functional arrangement?
5) Are terms and conditions of employment in place?
6) Is every employee issued an "Appointment Letter"?
7) Are codified rules and procedures of conduct established?
I could go on and on, but it would be beneficial if you collect and compile the above information before focusing on your approach to handling your HR responsibilities. Have you been provided with a job profile by the organization?
Feel free to respond on the message board or send a private message as this could lead to a lengthy dialogue. Decide on how you wish to better equip yourself for the responsibilities you have been entrusted with and how you plan to handle them.
There is a lot of hard work in store for you to establish yourself in the profession and excel!
Cheers!
Regards,
Samvedan
November 26, 2014
From India, Pune
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335Interesting stage of the career and certainly an interesting question!
Before I say something, it would have been nicer and more appropriate if you had also stated your background - particularly experience in the profession and academic qualifications in HR! That would elicit appropriate responses!
Having said that, kindly look at the following questions.
1) Are you in the manufacturing industry or some other sector (please state the nature of the industry)?
2) What is the total category-wise strength of the organization?
3) What is the status on statutory compliances?
4) Is there an organizational chart showing levels of responsibilities and reporting relationships in tune with the functional arrangement?
5) Are terms and conditions of employment in place?
6) Is every employee issued an "Appointment Letter"?
7) Are codified rules and procedures of conduct established?
I could go on and on, but it would be beneficial if you collect and compile the above information before focusing on your approach to handling your HR responsibilities. Have you been provided with a job profile by the organization?
Feel free to respond on the message board or send a private message as this could lead to a lengthy dialogue. Decide on how you wish to better equip yourself for the responsibilities you have been entrusted with and how you plan to handle them.
There is a lot of hard work in store for you to establish yourself in the profession and excel!
Cheers!
Regards,
Samvedan
November 26, 2014
From India, Pune
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Dear Tanuja,
You could have given a little more information about your future job. What is the nature of the industry? What is your finished product or service? How many persons are employed, etc.?
The main job of the HR department is to improve productivity or maintain productivity at a certain level for each person or department in order to optimize the various costs associated with the business. We need to optimize costs because while reducing one cost, we should not increase some other cost.
Secondly, your organization is new. Therefore, the standards that you maintain now will determine the standards of the future. For this, you need to concentrate on measures of performance. Measures of performance are not just for people but for the organization as well. To do this, you need to identify the direct and indirect costs associated with each department. It is highly recommended to introduce a Performance Management System (PMS) in your company for this purpose.
The introduction of a performance-centric culture will surely bring a sea change in the organization's thinking. You may need to convince your MD to introduce PMS. Possibly, you may meet resistance from him as well. However, your real test lies in convincing him. There is a great misconception that HR jargon like PMS is reserved for big organizations and not for "small" organizations like ours.
Let me draw an analogy with a person who is homeless. He has some money to build a house. Should he go for building the foundation or the structure with a roof? Some think a roof over the head is important, while others think that once the structure is raised, digging for the foundation is not wise. Therefore, let us go as per sequence.
Management science is applicable to all, whether small or big. In fact, when you are small, it is at this stage that the culture of the company is shaped. PMS fosters a culture of measurement. What you are going to do after five years depends on what you do today. Therefore, never defer the introduction of PMS. The stabilization of PMS takes 2-5 years. By the time you grow, PMS will have stabilized. To know more about PMS, you may click the following link: https://www.citehr.com/511936-pms-company.html
In the above link, you will find further hyperlinks. Go through the entire thread of discussion. It will educate you about PMS. If your MD is convinced, then you may approach for the consulting services.
Thanks,
Dinesh Divekar
From India, Bangalore
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You could have given a little more information about your future job. What is the nature of the industry? What is your finished product or service? How many persons are employed, etc.?
The main job of the HR department is to improve productivity or maintain productivity at a certain level for each person or department in order to optimize the various costs associated with the business. We need to optimize costs because while reducing one cost, we should not increase some other cost.
Secondly, your organization is new. Therefore, the standards that you maintain now will determine the standards of the future. For this, you need to concentrate on measures of performance. Measures of performance are not just for people but for the organization as well. To do this, you need to identify the direct and indirect costs associated with each department. It is highly recommended to introduce a Performance Management System (PMS) in your company for this purpose.
The introduction of a performance-centric culture will surely bring a sea change in the organization's thinking. You may need to convince your MD to introduce PMS. Possibly, you may meet resistance from him as well. However, your real test lies in convincing him. There is a great misconception that HR jargon like PMS is reserved for big organizations and not for "small" organizations like ours.
Let me draw an analogy with a person who is homeless. He has some money to build a house. Should he go for building the foundation or the structure with a roof? Some think a roof over the head is important, while others think that once the structure is raised, digging for the foundation is not wise. Therefore, let us go as per sequence.
Management science is applicable to all, whether small or big. In fact, when you are small, it is at this stage that the culture of the company is shaped. PMS fosters a culture of measurement. What you are going to do after five years depends on what you do today. Therefore, never defer the introduction of PMS. The stabilization of PMS takes 2-5 years. By the time you grow, PMS will have stabilized. To know more about PMS, you may click the following link: https://www.citehr.com/511936-pms-company.html
In the above link, you will find further hyperlinks. Go through the entire thread of discussion. It will educate you about PMS. If your MD is convinced, then you may approach for the consulting services.
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi Tanujaji,
When I joined my last two Organisations (1 Steel Plant & 2 Power Plant-both labour intensive Mfg.Cos., I have followed/developed following Policies/Steps to Manage/Set up HR Dept., Hope; it may be useful to u/ur Co.,
I am based near Bangaluru and will be happy to clarify all details. Please contact on 9535470460.
IMPORTANT POLICIES TO SET-UP HR DEPT. / FOR H.R. MANAGEMENT.
================================================== ==
(Some of the Below Points are to elicit information to develop Policies. You may please skip / ignore if not applicable).
1. What are the HR Policies currently introduced /
Implemented ?.
2. Which are the Policies Management wants to introduce ?
3. (Some of the Policies are furnished below for Ready Reference)
All POLICIES for Recruitment, T&D, Framing of Standing Orders, HR Manual, Leave Rules, Service Rules, Leave Encashment, MB Rules, C.A., LTA, Medical Reimbursement, Medical Treatment, Performance Appraisal, Performance Incentive, Production Incentive, Benevolent / Death /Accident Relief Fund / Adarshanidhi, Bonus, Gratuity, Superannuation Scheme, Advances for Medical Treatment, Marriage, Education, Purchase of House, Vehicles etc.,
M.P./HRIS Reports, Man-power Planning, Succession Planning, Salary Admn., EPF,ESI, all Statutory Licence, Returns, Compliances, Contractors & Contract Labourers, Transport, Canteen, Security, Insurance, WC, Wage Settlement, Disciplinary Procedures for Absenteeism, Issue Show Cause Notice, Conduct Enquiry for various Misconducts as per Certified Standing Orders & Service Rules, Lay-Off, Retrenchment, Strike, Dismissal, all types of Terminations, V.R.S., Superannuation, Exit Formalities, etc.,
4. Attendance/Punching System, Out/OOD/Visitor Pass
5. Absent Reporting Form/Monitoring/Disciplinary Measures to control
Absenteeism- Memo, SC Notice, Enquiry, Termination under A.O.S.
6. Do you have a Standing Orders ? / Certified ?
Compliance with Certified STANDING ORDERS,
Do’s & don’ts / Duties, Obligations of employees,
. What employees Supposed to do & what NOT to do-140 Points.
Mis-conducts for which employees
LIABLE FOR DISCIPLINARY ACTION -100 points.
Effect of Non-Compliance with S.O.,
7. Do you have Leave Rules framed for the employees ?
8. Details of SL/CL/PL+PL Encashment,Leave Card/Register+MB
9. Recruitment / Appointment Procedures / Policies
10. Man Power Indent Form
11. Company Application / Bio Data Form to collect full details.
12. Screening Applications for Interview / Selection Form
13. Check-list for Interview- Form
14. Interview Assessment & Approval for Recruitment Form
15. Check-list for Appointment - Form
16. Offer Letter / Appointment Advice
17. Medical Examination for Fitness
18. Joining Report, Induction Process
19. Personal Files with all Certificates - Contents Form.
20. Rules & Regulations relating to Appointment.
21. Terms and Conditions, Salary Fixing in Appointment Orders
22. Service Rules -All Circular, Office Orders, Rules,
Systems, Procedures, Practices etc. framed for Compliance.
23. O.T., Extra Work - Co-Off Application/Register
24. MP Monthly Reports, MIS
25. Statutory Reports / Returns / Compliance
26. RIGHTS of Employer on Employees
Employees are appointed & paid not only to be present but also
to do assigned job, Actions for Negligence / Neglect of work,
27. Work Execution, Job Description, Daily Duty Chart
28. Disciplinary Procedures for Mis-Conduct
29. Constitution of various Committees
30. Welfare Activities/Policies for the Benefit of employees
31. Transport, Canteen & Medical Provision
32. EPF & ESI, All ACTS, LAWS, Welfare Schemes/Measures.
33. ISO Certification, T&D
34. Employees Turnover per month,
35. Resignation/Terminations/Exiting Procedures, Notice Period etc.,
36. Exit Interview Form to get feedback from Leaving employees.
37. Whether Company has a Salary/Pay Scale/Grading/Categorising
of employees based on Qlfcn. Exp.,Designation, Salary etc.,
38. Performance Appraisal/Assessment for Regularisation of Trainees,
Confirmation, Promotion, Special Increment, T&D etc.,
39. Contract Labour Registration with LO, Registers, Licences
40. Factories Act/Shops & Estt.Act, Records, Registers
In addition to the above 40 Points, the Steps mentioned in the Main Letter i.e., STEPS FOLLOWED TO SET UP H.R. Dept. for Mfg.Cos. / Estt., together will give full inputs required to setup a HR Dept.
(I have 150+ Policies on all HR Matters in Soft-Copy. The List with Rules, Procedures & Formats will be provided as per your needs).
All these POLICIES are made with supporting Formats, Rules, in simple terms with my long years of exp. in various Mfg.Cos. in Soft Copy (in Pendrive) for easy adoption and implementation.
I request you kindly to Identify your Specific Subjects/ Policies to frame HR Rules and inform me; for further needful action.
I am grateful to you for sparing your valuable time to look into our Proposal and I now request you to give me an opportunity to train & implement HR Policies in your Organisation.
Thanks and Regards.
C.Neyimkhan,
H.R. Consultant & Advocate,
AGM (HR&A), #.FS 478, Dr.Ambedkar High School, CM Lay Out , Hiriyur, Chitradurga /
# Rahaman Bldg., Chikkamaranahalli, Devasandra, Bangalore, Karnataka, S.India. /
Mobile No. 9535470460 Email:
Email:
, Qualification: BA,LLB, PGDPM, (MBA-HR),
Ex-Member, NIPM, Calcutta, Ex- Trainee-Member, Indian Institute of Management, B;lore.
Languages Known: All South Indian Languages + English & Hindi
From India, Bangalore
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When I joined my last two Organisations (1 Steel Plant & 2 Power Plant-both labour intensive Mfg.Cos., I have followed/developed following Policies/Steps to Manage/Set up HR Dept., Hope; it may be useful to u/ur Co.,
I am based near Bangaluru and will be happy to clarify all details. Please contact on 9535470460.
IMPORTANT POLICIES TO SET-UP HR DEPT. / FOR H.R. MANAGEMENT.
================================================== ==
(Some of the Below Points are to elicit information to develop Policies. You may please skip / ignore if not applicable).
1. What are the HR Policies currently introduced /
Implemented ?.
2. Which are the Policies Management wants to introduce ?
3. (Some of the Policies are furnished below for Ready Reference)
All POLICIES for Recruitment, T&D, Framing of Standing Orders, HR Manual, Leave Rules, Service Rules, Leave Encashment, MB Rules, C.A., LTA, Medical Reimbursement, Medical Treatment, Performance Appraisal, Performance Incentive, Production Incentive, Benevolent / Death /Accident Relief Fund / Adarshanidhi, Bonus, Gratuity, Superannuation Scheme, Advances for Medical Treatment, Marriage, Education, Purchase of House, Vehicles etc.,
M.P./HRIS Reports, Man-power Planning, Succession Planning, Salary Admn., EPF,ESI, all Statutory Licence, Returns, Compliances, Contractors & Contract Labourers, Transport, Canteen, Security, Insurance, WC, Wage Settlement, Disciplinary Procedures for Absenteeism, Issue Show Cause Notice, Conduct Enquiry for various Misconducts as per Certified Standing Orders & Service Rules, Lay-Off, Retrenchment, Strike, Dismissal, all types of Terminations, V.R.S., Superannuation, Exit Formalities, etc.,
4. Attendance/Punching System, Out/OOD/Visitor Pass
5. Absent Reporting Form/Monitoring/Disciplinary Measures to control
Absenteeism- Memo, SC Notice, Enquiry, Termination under A.O.S.
6. Do you have a Standing Orders ? / Certified ?
Compliance with Certified STANDING ORDERS,
Do’s & don’ts / Duties, Obligations of employees,
. What employees Supposed to do & what NOT to do-140 Points.
Mis-conducts for which employees
LIABLE FOR DISCIPLINARY ACTION -100 points.
Effect of Non-Compliance with S.O.,
7. Do you have Leave Rules framed for the employees ?
8. Details of SL/CL/PL+PL Encashment,Leave Card/Register+MB
9. Recruitment / Appointment Procedures / Policies
10. Man Power Indent Form
11. Company Application / Bio Data Form to collect full details.
12. Screening Applications for Interview / Selection Form
13. Check-list for Interview- Form
14. Interview Assessment & Approval for Recruitment Form
15. Check-list for Appointment - Form
16. Offer Letter / Appointment Advice
17. Medical Examination for Fitness
18. Joining Report, Induction Process
19. Personal Files with all Certificates - Contents Form.
20. Rules & Regulations relating to Appointment.
21. Terms and Conditions, Salary Fixing in Appointment Orders
22. Service Rules -All Circular, Office Orders, Rules,
Systems, Procedures, Practices etc. framed for Compliance.
23. O.T., Extra Work - Co-Off Application/Register
24. MP Monthly Reports, MIS
25. Statutory Reports / Returns / Compliance
26. RIGHTS of Employer on Employees
Employees are appointed & paid not only to be present but also
to do assigned job, Actions for Negligence / Neglect of work,
27. Work Execution, Job Description, Daily Duty Chart
28. Disciplinary Procedures for Mis-Conduct
29. Constitution of various Committees
30. Welfare Activities/Policies for the Benefit of employees
31. Transport, Canteen & Medical Provision
32. EPF & ESI, All ACTS, LAWS, Welfare Schemes/Measures.
33. ISO Certification, T&D
34. Employees Turnover per month,
35. Resignation/Terminations/Exiting Procedures, Notice Period etc.,
36. Exit Interview Form to get feedback from Leaving employees.
37. Whether Company has a Salary/Pay Scale/Grading/Categorising
of employees based on Qlfcn. Exp.,Designation, Salary etc.,
38. Performance Appraisal/Assessment for Regularisation of Trainees,
Confirmation, Promotion, Special Increment, T&D etc.,
39. Contract Labour Registration with LO, Registers, Licences
40. Factories Act/Shops & Estt.Act, Records, Registers
In addition to the above 40 Points, the Steps mentioned in the Main Letter i.e., STEPS FOLLOWED TO SET UP H.R. Dept. for Mfg.Cos. / Estt., together will give full inputs required to setup a HR Dept.
(I have 150+ Policies on all HR Matters in Soft-Copy. The List with Rules, Procedures & Formats will be provided as per your needs).
All these POLICIES are made with supporting Formats, Rules, in simple terms with my long years of exp. in various Mfg.Cos. in Soft Copy (in Pendrive) for easy adoption and implementation.
I request you kindly to Identify your Specific Subjects/ Policies to frame HR Rules and inform me; for further needful action.
I am grateful to you for sparing your valuable time to look into our Proposal and I now request you to give me an opportunity to train & implement HR Policies in your Organisation.
Thanks and Regards.
C.Neyimkhan,
H.R. Consultant & Advocate,
AGM (HR&A), #.FS 478, Dr.Ambedkar High School, CM Lay Out , Hiriyur, Chitradurga /
# Rahaman Bldg., Chikkamaranahalli, Devasandra, Bangalore, Karnataka, S.India. /
Mobile No. 9535470460 Email:
Email:
Ex-Member, NIPM, Calcutta, Ex- Trainee-Member, Indian Institute of Management, B;lore.
Languages Known: All South Indian Languages + English & Hindi
From India, Bangalore
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OMG, you are just in a similar position like my friend last year. In fact, he joined a company that started with 3 employees and grew to 43 employees. I am not sure what the present condition of paperwork, etc., is.
Samvedan and C. Neyimkhan have given a good list of work details above. The best solution is to start from scratch:
1) Determine the headcount.
2) Put the employee payroll role first. Ensure all deductions (PPF, etc.) as per the law were done. If not, start from this month.
3) Take charge of all old attendance registers, resumes, etc., and then start putting everything in place.
A little more reference to your standing and we would be in a better position to help you.
Jeff Davy
From India, Mumbai
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Samvedan and C. Neyimkhan have given a good list of work details above. The best solution is to start from scratch:
1) Determine the headcount.
2) Put the employee payroll role first. Ensure all deductions (PPF, etc.) as per the law were done. If not, start from this month.
3) Take charge of all old attendance registers, resumes, etc., and then start putting everything in place.
A little more reference to your standing and we would be in a better position to help you.
Jeff Davy
From India, Mumbai
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Dear Jeff,
There are 20 employees in my organization; most of them are working in the sales team. I am the new one and the only one in the HR department. I really need guidance on how to set up and grow the HR department because I want to advance my career in HR. This is a great opportunity for me to prove myself.
Please guide and help me.
Thank you.
From India, Gurgaon
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There are 20 employees in my organization; most of them are working in the sales team. I am the new one and the only one in the HR department. I really need guidance on how to set up and grow the HR department because I want to advance my career in HR. This is a great opportunity for me to prove myself.
Please guide and help me.
Thank you.
From India, Gurgaon
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Hi Jyoti,
It's very tricky since I do not know the qualifications you have, but since you want to build your career in HR, I would definitely advise you to do a certification in HR. An HR job comes with great responsibility and compliance; if not followed to the core, it can get the company into legal trouble. Certification will take time, so to start things running the correct way, follow my prior answers. Since it is a small setup, it is easy to start. I have some good Excel sheets for calculating payroll. Do send your email ID to davyjeff@gmail.com.
Jeff
From India, Mumbai
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It's very tricky since I do not know the qualifications you have, but since you want to build your career in HR, I would definitely advise you to do a certification in HR. An HR job comes with great responsibility and compliance; if not followed to the core, it can get the company into legal trouble. Certification will take time, so to start things running the correct way, follow my prior answers. Since it is a small setup, it is easy to start. I have some good Excel sheets for calculating payroll. Do send your email ID to davyjeff@gmail.com.
Jeff
From India, Mumbai
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