Hi, it's been more than 2 months in my new company where there was no HR department. As suggested by seniors, I have initiated by:
- having employee personnel files
- leave balance records
- monthly birthday celebrations, exit celebrations
- monthly salary processing
- pay slip distribution
Apart from this, I would like to know more about what can be included in my profile. The above-mentioned tasks are only once a month, and on a daily basis, it's boring to do nothing at work.
I have also formulated policies for the organization, but my director doesn't have time. He suggested implementing them on my own, but I feel I cannot authorize them myself, so they remain pending.
I want to introduce employee engagement activities every month, but my staff is a mix of young and old, and I'm struggling to come up with suitable indoor activities.
Our company currently processes salaries in a standard form (Gross- TDS). My staff is requesting PF, ESIC benefits. I would like to understand how both employees and employers would benefit if we start with statutory compliances. If it's beneficial, how should I proceed?
I kindly request seniors to guide me on each point.
Please help.
From India, Mumbai
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1- having employee personnel files
- leave balance records
- monthly birthday celebrations, exit celebrations
- monthly salary processing
- pay slip distribution
Apart from this, I would like to know more about what can be included in my profile. The above-mentioned tasks are only once a month, and on a daily basis, it's boring to do nothing at work.
I have also formulated policies for the organization, but my director doesn't have time. He suggested implementing them on my own, but I feel I cannot authorize them myself, so they remain pending.
I want to introduce employee engagement activities every month, but my staff is a mix of young and old, and I'm struggling to come up with suitable indoor activities.
Our company currently processes salaries in a standard form (Gross- TDS). My staff is requesting PF, ESIC benefits. I would like to understand how both employees and employers would benefit if we start with statutory compliances. If it's beneficial, how should I proceed?
I kindly request seniors to guide me on each point.
Please help.
From India, Mumbai
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Dear Snel,
You have presented your request very well by first giving the background, what you have already initiated, what more is expected of you, and also what else you can do. Accept my congratulations for your effort and presentation. You can look into statutory requirements, legal requirements, training requirements, HR manual, etc. Please search in Cite HR for each of these and also for what you want to do. You will get plenty of useful material. With that as the basis, prepare your own formats and documents.
V. Raghunathan
From India
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You have presented your request very well by first giving the background, what you have already initiated, what more is expected of you, and also what else you can do. Accept my congratulations for your effort and presentation. You can look into statutory requirements, legal requirements, training requirements, HR manual, etc. Please search in Cite HR for each of these and also for what you want to do. You will get plenty of useful material. With that as the basis, prepare your own formats and documents.
V. Raghunathan
From India
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PF and ESIC are mandatory legal deductions if the company falls into the authorized category. The higher management needs to be apprised about the legal imperatives, work out financial implications, and start contributing to these agencies after registration. PF is a lifetime saving avenue, and ESIC looks after health/accidents, etc., of workers/families. The legal implications of not complying with the law need not be stated. Steps can be taken to record employees' attendance in automatic mode; a Biometric system can be introduced in consultation with higher management.
Policies for leave as per the law have to be introduced, and proper leave records maintained. Procedures to induct new employees and exit policies can be considered. All changes must be done in consultation with Directors and concerned HODs to carry them along and support your efforts. It's good to see you are trying to make a change and set up stable systems.
From India, Pune
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Policies for leave as per the law have to be introduced, and proper leave records maintained. Procedures to induct new employees and exit policies can be considered. All changes must be done in consultation with Directors and concerned HODs to carry them along and support your efforts. It's good to see you are trying to make a change and set up stable systems.
From India, Pune
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Thanks for your reply and advice. I have also made formats for everything that is required in our office. I guess there's nothing more to do than this, and thus the job is not challenging for me. I am looking for a change now. Please advise.
From India, Mumbai
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From India, Mumbai
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Hello, I need Candidate Evalution form format & Candidate Screening format could you please help me with his HR Asma
From India, Mumbai
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From India, Mumbai
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The HR division is the most important part of every organization. Development and training are both essential components of an organization. Training involves providing new employees with extensive orientation to help them transition into a new organizational culture. Many HR departments also offer leadership training and professional development opportunities to new employees. Leadership training may be necessary for newly hired employees.
From United Kingdom, London
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From United Kingdom, London
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