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 file
- leave balance record
- monthly birthday celebration, exit celebration
- monthly salary process
- pay slip distribution
Apart from this I would like to know more what can be included in my profile. As the above mentioned job is just once in a month and on daily basis its boring to do nothing at work.
Also had formulated policies for the organizaton but my director doesn't have time and thus he said to implement on my own but I feel I myself cannot authorize it and thus its lying as it is.
I also want to come up with employee engagement activities every month but my staff is mix crowd of young & old and cannot think what could be the actitivty. Also I want an indoor based activity.
At our company we process salary in a normal form (Gross- TDS). My staff is asking for PF, ESIC benefit. I would like to understand in this how will employee & employer both benefit if we start with Statutory compliances?? If its beneficial how do I go about it??
Request seniors to kindly guide on each and every point.
Pls help
From India, Mumbai
1- having employee personnel file
- leave balance record
- monthly birthday celebration, exit celebration
- monthly salary process
- pay slip distribution
Apart from this I would like to know more what can be included in my profile. As the above mentioned job is just once in a month and on daily basis its boring to do nothing at work.
Also had formulated policies for the organizaton but my director doesn't have time and thus he said to implement on my own but I feel I myself cannot authorize it and thus its lying as it is.
I also want to come up with employee engagement activities every month but my staff is mix crowd of young & old and cannot think what could be the actitivty. Also I want an indoor based activity.
At our company we process salary in a normal form (Gross- TDS). My staff is asking for PF, ESIC benefit. I would like to understand in this how will employee & employer both benefit if we start with Statutory compliances?? If its beneficial how do I go about it??
Request seniors to kindly guide on each and every point.
Pls help
From India, Mumbai
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
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
PF,ESIC are mandatory legal deductions if the company falls into the authorised category.
The higher management need to be appraised about the legal imperatives,work out financial implications and start contributing to these agencies after registration.
PF is a life time saving avenue and ESIC looks after health/accident etc of workers/families etc.
The legal implication of not complying with law need not be stated.
You can take steps to record attendance of employees in automatic mode-Biometric system can be introduced in consultation with higher management.|
Policies for leave as per law has to be introduced and proper leave records maintained.
Procedure to induct new employees and exit policies can be considered.
All changes must be done in consultation with Directors and HOD concerned so as to carry them along and support your great efforts.
Good to see you are trying to make a change and set up stable systems.
From India, Pune
The higher management need to be appraised about the legal imperatives,work out financial implications and start contributing to these agencies after registration.
PF is a life time saving avenue and ESIC looks after health/accident etc of workers/families etc.
The legal implication of not complying with law need not be stated.
You can take steps to record attendance of employees in automatic mode-Biometric system can be introduced in consultation with higher management.|
Policies for leave as per law has to be introduced and proper leave records maintained.
Procedure to induct new employees and exit policies can be considered.
All changes must be done in consultation with Directors and HOD concerned so as to carry them along and support your great efforts.
Good to see you are trying to make a change and set up stable systems.
From India, Pune
Hello, I need Candidate Evalution form format & Candidate Screening format could you please help me with his HR Asma
From India, Mumbai
From India, Mumbai
The HR division is the most important part of every organization and Development and training both are an essential part of an organization. Training means giving new employees extensive orientation training to assist them transition into a new organizational culture many HR departments also give get your assignments done online leadership training and professional development to the new employees. Leadership training may be required for recently hired employees.
From United Kingdom, London
From United Kingdom, London
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