Hi seniors,
I have just joined as the Head HR for a startup which offers extended warranty programs for consumer electronics and appliances. It's a customer service company in the electronics after-sales space. They partner with retailers and service centers with the objective of improving the service that customers get post-sale. In the process, they also create powerful customer loyalty tools for their retail partners.
Request your help on the following:
a. Develop Reward and Recognition schemes
b. Identify competencies, prepare career growth prospects, and recommend personnel actions, such as promotions, transfers, as a retention technique
c. Analyze training needs to develop new training programs or modify and improve existing programs - Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops
d. Organization Development initiatives such as competency-based scorecards, succession planning, and talent management - Leadership Development Programs and career management for high-potential employees - Facilitate the performance management process, review effectiveness from time to time to increase performance level. Create awareness about appraisal cycles.
Thanks
From India, Mumbai
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1I have just joined as the Head HR for a startup which offers extended warranty programs for consumer electronics and appliances. It's a customer service company in the electronics after-sales space. They partner with retailers and service centers with the objective of improving the service that customers get post-sale. In the process, they also create powerful customer loyalty tools for their retail partners.
Request your help on the following:
a. Develop Reward and Recognition schemes
b. Identify competencies, prepare career growth prospects, and recommend personnel actions, such as promotions, transfers, as a retention technique
c. Analyze training needs to develop new training programs or modify and improve existing programs - Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops
d. Organization Development initiatives such as competency-based scorecards, succession planning, and talent management - Leadership Development Programs and career management for high-potential employees - Facilitate the performance management process, review effectiveness from time to time to increase performance level. Create awareness about appraisal cycles.
Thanks
From India, Mumbai
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Dear Imrqur,
You have asked for help on the entire gamut of the HR function. What is left out now? Almost nothing. Against this background, I recommend you hire an HR consultant.
Secondly, if yours is just a start-up, then why do you want to do so many things at a time? Let HR evolve as the company evolves. At this stage, the most important thing for you is the establishment of a Performance Management System (PMS). If you do that then you will have PMS-based recruitment, employee training, rewards, promotions, salary increases, and so on. What PMS does is lay the foundation. Therefore, concentrate on building the foundation first. The structure can be built later. If you wish to refer to my earlier post on PMS, then you can click the following link:
https://www.citehr.com/509315-perfor...oyee-task.html
Thanks,
Dinesh Divekar
Management Training Consultant
+91-9900155394
From India, Bangalore
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You have asked for help on the entire gamut of the HR function. What is left out now? Almost nothing. Against this background, I recommend you hire an HR consultant.
Secondly, if yours is just a start-up, then why do you want to do so many things at a time? Let HR evolve as the company evolves. At this stage, the most important thing for you is the establishment of a Performance Management System (PMS). If you do that then you will have PMS-based recruitment, employee training, rewards, promotions, salary increases, and so on. What PMS does is lay the foundation. Therefore, concentrate on building the foundation first. The structure can be built later. If you wish to refer to my earlier post on PMS, then you can click the following link:
https://www.citehr.com/509315-perfor...oyee-task.html
Thanks,
Dinesh Divekar
Management Training Consultant
+91-9900155394
From India, Bangalore
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Could you pls suggest a step by step plan as to how I can implement and set up an HR function from scratch? What is it that I should focus on first and how should I go about it ?
From India, Mumbai
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From India, Mumbai
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Dear seniors...have attached my thoughts on setting up HR function ...request your guidance and inputs on the same pls.
From India, Mumbai
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From India, Mumbai
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dear seniors...waiting for your reply....sincerely appreciate yuor inputs on the doc attached.
From India, Mumbai
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From India, Mumbai
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Hi all,
I am Sanjana, joining a startup as an HR Manager in a month. Can anyone here please share how to go about setting up the department? It would be great if you could share some policies for reference. This is an IT company that I will join. I have an overall experience of 5 years.
From India , Jaipur
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I am Sanjana, joining a startup as an HR Manager in a month. Can anyone here please share how to go about setting up the department? It would be great if you could share some policies for reference. This is an IT company that I will join. I have an overall experience of 5 years.
From India , Jaipur
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Hi friends,
I have been seeing the postings regarding HR functions, especially in a start-up company. I have a total of 40 years of industry experience, including 33 years with Larsen and Toubro, from where I retired as Senior DGM and Head of HR in 2011. Since then, apart from a soft skills trainer role, I have been providing HR support for various industries in India and the Middle East.
In Dubai, I helped convert a family business into a corporate setup, conducted an HR audit in a 30-year-old freight firm, and subsequently stayed for over a month to overhaul their policies and procedures. I had to make efforts to change the mindset of a few individuals regarding various misguided initiatives.
For about 7 months, I worked as an HR Consultant for an online start-up company in Bangalore from June 2021 to January 2022. Prior to that, in a pharmaceutical manufacturing unit in Tumkur, Karnataka, I overhauled their Performance Management system and created job descriptions for over 40 senior positions in the factory and at their headquarters. These are a few cases I am highlighting here.
People are most welcome to get in touch with me offline if you need any support in the HR domain. Best wishes.
NK Sundaram
9844008049
sundargem@gmail.com
From India, Bengaluru
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I have been seeing the postings regarding HR functions, especially in a start-up company. I have a total of 40 years of industry experience, including 33 years with Larsen and Toubro, from where I retired as Senior DGM and Head of HR in 2011. Since then, apart from a soft skills trainer role, I have been providing HR support for various industries in India and the Middle East.
In Dubai, I helped convert a family business into a corporate setup, conducted an HR audit in a 30-year-old freight firm, and subsequently stayed for over a month to overhaul their policies and procedures. I had to make efforts to change the mindset of a few individuals regarding various misguided initiatives.
For about 7 months, I worked as an HR Consultant for an online start-up company in Bangalore from June 2021 to January 2022. Prior to that, in a pharmaceutical manufacturing unit in Tumkur, Karnataka, I overhauled their Performance Management system and created job descriptions for over 40 senior positions in the factory and at their headquarters. These are a few cases I am highlighting here.
People are most welcome to get in touch with me offline if you need any support in the HR domain. Best wishes.
NK Sundaram
9844008049
sundargem@gmail.com
From India, Bengaluru
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Kindly suggest me leave register simple format for the manufacturing company.
From India, Patna
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From India, Patna
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Planning & Priority Setting-HR.ppt
Setting up HR department.pdf