Hi everyone,
I have been appointed as an HR Officer in an NGO recently. I was asked to set up a new HR department here. All my experiences are in manufacturing industries, and this is a new setup for me. I am completely in the dark as to where to begin and don't know what statutory things need to be done here. Payroll is handled by accounts with mistakes (hearsay information), there are no leave rules, and other admin works are done in bits and pieces across the departments.
This is the situation, and I kindly ask for help in setting up an effective HR department here.
Thanks,
Suleka
From India, Madras
Acknowledge(0)
Amend(0)
4I have been appointed as an HR Officer in an NGO recently. I was asked to set up a new HR department here. All my experiences are in manufacturing industries, and this is a new setup for me. I am completely in the dark as to where to begin and don't know what statutory things need to be done here. Payroll is handled by accounts with mistakes (hearsay information), there are no leave rules, and other admin works are done in bits and pieces across the departments.
This is the situation, and I kindly ask for help in setting up an effective HR department here.
Thanks,
Suleka
From India, Madras
Acknowledge(0)Amend(0)
What statutory compliances were you doing in manufacturing that are all applicable? There are a few exceptions. Being an experienced employee, could you provide the total number of employees employed and the nature of the activity? The NGO is presently registered under which acts, and what laws are already in force?
From India, New Delhi
Acknowledge(0)Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
Thank you for the reply. We have around 200 employees. People here are saying it has been registered under the Societies Act in Calcutta, but I have not seen its copy until now. No statutory laws are being followed here so far. I have been asked to streamline all this. Kindly help.
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
You have not mentioned the nature of the activity carried out, the location of the NGO (Place/State, etc.), and the central laws applicable such as EPF, ESI, and gratuity. Additionally, state laws like profession tax and the Minimum Wages Act are also applicable.
From India, New Delhi
Acknowledge(0)Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
Ms. Suleka/JAYARANI,
I am V. Murali, a member of the Cite HR team. There are specific exceptions from employment laws for NGOs. 200 is a really good count. I can guide you. I have 33 years of work experience in the HR domain, and I have experience working in an NGO that runs schools and colleges. If your management feels the need to have a senior in the team, I do not mind giving it a try. Please revert.
V. Murali
9941153511
From India, Madipakkam
Acknowledge(0)Amend(0)
I am V. Murali, a member of the Cite HR team. There are specific exceptions from employment laws for NGOs. 200 is a really good count. I can guide you. I have 33 years of work experience in the HR domain, and I have experience working in an NGO that runs schools and colleges. If your management feels the need to have a senior in the team, I do not mind giving it a try. Please revert.
V. Murali
9941153511
From India, Madipakkam
Acknowledge(0)Amend(0)
Dear Mr. Srinath, MY organisation belongs to Pondicherry. It is an NGO which runs schools and handles some sustainable development projects .
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Hi everyone,
I have been appointed as an administrative manager in a Flex printing company named Ray Brand Communication Pvt Ltd in Bhopal (M.P) recently. I was asked to set up a new HR and admin department here. All my experience is in the manufacturing industries as an HR Executive, and this is a new setup for me.
I don't know where to start, what statutory things need to be done here, and how to set up things here.
Payroll is managed by accounts with mistakes, there are no leave rules, and other admin works are done in bits and pieces across the departments.
There are around 30-40 employees on the payroll and 100 employees on a contract basis.
The issue is that no one arrives on time, absent employees receive a full salary, and those who come regularly receive the same salary. There is no monitoring done by the authorized people.
This is the situation, and I kindly request help in setting up an effective HR and admin department here.
Thanks,
Rashmi Sahu
From India, Ujjain
Acknowledge(0)Amend(0)
I have been appointed as an administrative manager in a Flex printing company named Ray Brand Communication Pvt Ltd in Bhopal (M.P) recently. I was asked to set up a new HR and admin department here. All my experience is in the manufacturing industries as an HR Executive, and this is a new setup for me.
I don't know where to start, what statutory things need to be done here, and how to set up things here.
Payroll is managed by accounts with mistakes, there are no leave rules, and other admin works are done in bits and pieces across the departments.
There are around 30-40 employees on the payroll and 100 employees on a contract basis.
The issue is that no one arrives on time, absent employees receive a full salary, and those who come regularly receive the same salary. There is no monitoring done by the authorized people.
This is the situation, and I kindly request help in setting up an effective HR and admin department here.
Thanks,
Rashmi Sahu
From India, Ujjain
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.