I have recently joined a startup as an HR. By God's grace, I am bestowed with a sensible management and an efficient team of 12 employees. We are expanding the team size to 25 by Jan '19.
Employees are content and motivated. So now, how do I implement HR? What all needs to be introduced? As of now, we follow:
i) Attendance
ii) Consolidated leave: 22 days annually
iii) Recognition: Employee of the month
iv) Continual monitoring of employees on targets (set vs achieved)
v) Issuing offer/appointment letters
vi) Maintaining employee records (relevant documents)
These are the basic things set. What's next? How can I enhance it further? Please do suggest.
From India, New Delhi
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Employees are content and motivated. So now, how do I implement HR? What all needs to be introduced? As of now, we follow:
i) Attendance
ii) Consolidated leave: 22 days annually
iii) Recognition: Employee of the month
iv) Continual monitoring of employees on targets (set vs achieved)
v) Issuing offer/appointment letters
vi) Maintaining employee records (relevant documents)
These are the basic things set. What's next? How can I enhance it further? Please do suggest.
From India, New Delhi
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Dear friend,
The most important thing about HR is to maintain records of their performance. Have you defined measures of performance scientifically? Have you identified the various ratios and costs associated with your business? The most important costs are Cost of Quality and Cost of Poor Quality (COPQ). If you measure those accurately, you will come to know where your HR Management practices stand.
Thanks,
Dinesh Divekar
From India, Bangalore
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8219The most important thing about HR is to maintain records of their performance. Have you defined measures of performance scientifically? Have you identified the various ratios and costs associated with your business? The most important costs are Cost of Quality and Cost of Poor Quality (COPQ). If you measure those accurately, you will come to know where your HR Management practices stand.
Thanks,
Dinesh Divekar
From India, Bangalore
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I am also in the same position. Our company is 30 years old. All basic HR work is done by the finance department. This year I have taken the responsibility to set up an HR department for 50 employees. I have already initiated the following:
1. All basic tasks mentioned above.
2. KRA and Appraisal System.
Now I want to initiate a work enforcement plan. Please suggest to me how to do so.
From India, Delhi
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1. All basic tasks mentioned above.
2. KRA and Appraisal System.
Now I want to initiate a work enforcement plan. Please suggest to me how to do so.
From India, Delhi
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1) Basic Amenities & Welfare
2) Performance Appraisal - For the confirmation of services and also annual evaluation to release increments.
3) Late coming policy
4) Maintain harmonious relations
5) Training & Development
From India, Hyderabad
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2) Performance Appraisal - For the confirmation of services and also annual evaluation to release increments.
3) Late coming policy
4) Maintain harmonious relations
5) Training & Development
From India, Hyderabad
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Please begin with creating a safe and secure workplace where no woman shall be subjected to sexual harassment by complying with all the provisions of Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 and the Rules framed thereunder, particularly:
1. Section-4 (Constituting Internal Committee with Minimum 4 Members (3 from amongst Employees + 1 Non-Employee-Outsider).
2. Section-19 (Duties of Employer).
3. Section-21 (Filing of Annual Report for Calendar Year 2018 under the signature of IC Presiding Officer with a copy to her Employer).
4. Section-22 (Employer to incorporate IC PO's Annual Report Data/Details in Company's Annual Report; Board of Directors to furnish Declaration under Amended Companies (Accounts) Rules 2014; Companies Act Reg Non-Financial Disclosures, etc.).
Consult Kritarth Team if needed.
Kritarth Team
9 Dec 2018
From India, Delhi
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1. Section-4 (Constituting Internal Committee with Minimum 4 Members (3 from amongst Employees + 1 Non-Employee-Outsider).
2. Section-19 (Duties of Employer).
3. Section-21 (Filing of Annual Report for Calendar Year 2018 under the signature of IC Presiding Officer with a copy to her Employer).
4. Section-22 (Employer to incorporate IC PO's Annual Report Data/Details in Company's Annual Report; Board of Directors to furnish Declaration under Amended Companies (Accounts) Rules 2014; Companies Act Reg Non-Financial Disclosures, etc.).
Consult Kritarth Team if needed.
Kritarth Team
9 Dec 2018
From India, Delhi
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