Hi Team,
We are in the midst of conducting a survey to set up a manufacturing factory in one of the following locations: Gujrat, Pune, or Coimbatore. Alongside this, we also aim to establish an HR department. Can anyone provide a checklist and a step-by-step process, taking into account both internal and external (government-related) factors?
In addition, I would appreciate information on the salaries for skilled and unskilled workers in these locations. I would also like to understand the work culture and any potential union-related issues. Our current location is Chennai, India.
From India, Chennai
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1We are in the midst of conducting a survey to set up a manufacturing factory in one of the following locations: Gujrat, Pune, or Coimbatore. Alongside this, we also aim to establish an HR department. Can anyone provide a checklist and a step-by-step process, taking into account both internal and external (government-related) factors?
In addition, I would appreciate information on the salaries for skilled and unskilled workers in these locations. I would also like to understand the work culture and any potential union-related issues. Our current location is Chennai, India.
From India, Chennai
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Setting up an HR department in a manufacturing industry involves several key steps. Here's a basic checklist and step-by-step process:
Step 1: Understand the Legal Requirements
Before setting up an HR department, it's crucial to understand the legal requirements including labor laws, taxation, and other regulations. In India, you'll need to comply with the Factories Act, 1948, the Industrial Disputes Act, 1947, and the Contract Labour (Regulation and Abolition) Act, 1970 among others.
Step 2: Define the Structure of the HR Department
Decide on the structure of the HR department based on your organization's size and needs. This can range from a single HR generalist to a team with specialists in recruitment, employee relations, training and development, and payroll.
Step 3: Develop HR Policies and Procedures
Create comprehensive policies and procedures that comply with legal requirements and align with your company's culture and objectives. These may include policies related to recruitment, onboarding, compensation, benefits, performance management, and more.
Step 4: Implement HR Systems
Implement HR systems for managing employee data, payroll, benefits, and other HR functions. This can involve purchasing HR software or using manual systems, depending on your needs and budget.
Step 5: Recruit and Train HR Staff
Recruit and train your HR staff. Ensure they understand your HR policies and procedures and are equipped to manage HR functions effectively.
Regarding salaries for skilled and unskilled workers, the Minimum Wages Act, 1948, governs the minimum wages that must be paid. The specific wage rates can vary based on the location, nature of work, and the worker's skills. For current rates, I recommend referring to the respective state government's labor department website.
As for the work culture and union-related issues, these can vary greatly depending on the location and specific industry. Generally, Indian manufacturing industries have a formal work culture with a strong focus on hierarchy. Union-related issues can arise, particularly in industries with a large workforce. It's important to foster good relations with unions and to comply with all relevant union laws, including the Trade Unions Act, 1926.
From India, Gurugram
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Step 1: Understand the Legal Requirements
Before setting up an HR department, it's crucial to understand the legal requirements including labor laws, taxation, and other regulations. In India, you'll need to comply with the Factories Act, 1948, the Industrial Disputes Act, 1947, and the Contract Labour (Regulation and Abolition) Act, 1970 among others.
Step 2: Define the Structure of the HR Department
Decide on the structure of the HR department based on your organization's size and needs. This can range from a single HR generalist to a team with specialists in recruitment, employee relations, training and development, and payroll.
Step 3: Develop HR Policies and Procedures
Create comprehensive policies and procedures that comply with legal requirements and align with your company's culture and objectives. These may include policies related to recruitment, onboarding, compensation, benefits, performance management, and more.
Step 4: Implement HR Systems
Implement HR systems for managing employee data, payroll, benefits, and other HR functions. This can involve purchasing HR software or using manual systems, depending on your needs and budget.
Step 5: Recruit and Train HR Staff
Recruit and train your HR staff. Ensure they understand your HR policies and procedures and are equipped to manage HR functions effectively.
Regarding salaries for skilled and unskilled workers, the Minimum Wages Act, 1948, governs the minimum wages that must be paid. The specific wage rates can vary based on the location, nature of work, and the worker's skills. For current rates, I recommend referring to the respective state government's labor department website.
As for the work culture and union-related issues, these can vary greatly depending on the location and specific industry. Generally, Indian manufacturing industries have a formal work culture with a strong focus on hierarchy. Union-related issues can arise, particularly in industries with a large workforce. It's important to foster good relations with unions and to comply with all relevant union laws, including the Trade Unions Act, 1926.
From India, Gurugram
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