I\'m the only person in Hr department of our company, it is a Biotechnology R&D centre and an Institution and our company has 15 employees in total. I\'m asked to frame up HR policies for our concern please help me as I\'m a fresher to this, previously I\'ve been in Recruitment.
From India, Vijayawada
4From India, Vijayawada
Hi,
The best thing is- look into company's mission, vision and objective. What you want to achieve and what you want to give to your employees.
Talk to your top management and find out indirectly what do people expect from the company. Then frame the policy accordingly.
There is not any hard and fast rule. For example: Your organisation may or may not want to give flexibility in reporting time in the organisation. So its the top management who have to decide what they want to give and upto what extent
Next comes spending. How much your organisation want to spend on travelling cost and accommodation cost of the employees. It may be they want that employee should travel by train to save cost or by flight to give maximum productivity and there is nothing wrong in it.
For a sample handbook, you may visit my following blog post link
Human Resources, Business, Management and career questions blog.: Employee handbook format
The common thing will be the applicable statutory compliance. For instances, Shops and establishment Act or Factories Act (if you are involved in manufacturing activities) so your leave and holiday as well as over time policy should be in accordance to this.
You may post your query in case you need any further assistance
From India, Mumbai
The best thing is- look into company's mission, vision and objective. What you want to achieve and what you want to give to your employees.
Talk to your top management and find out indirectly what do people expect from the company. Then frame the policy accordingly.
There is not any hard and fast rule. For example: Your organisation may or may not want to give flexibility in reporting time in the organisation. So its the top management who have to decide what they want to give and upto what extent
Next comes spending. How much your organisation want to spend on travelling cost and accommodation cost of the employees. It may be they want that employee should travel by train to save cost or by flight to give maximum productivity and there is nothing wrong in it.
For a sample handbook, you may visit my following blog post link
Human Resources, Business, Management and career questions blog.: Employee handbook format
The common thing will be the applicable statutory compliance. For instances, Shops and establishment Act or Factories Act (if you are involved in manufacturing activities) so your leave and holiday as well as over time policy should be in accordance to this.
You may post your query in case you need any further assistance
From India, Mumbai
Hello Priyadarshini,
Further to what Govind mentioned, you can also go thru the various formats/templates available in this Forum--CiteHR--by using the 'RESEARCH' feature @ the top of this page.
This Forum is a goldmine of information. Suggest discuss with your management like Govind suggested--as to which Rules/Policies they want to be implemented--and then go thru the info in this Forum. Once you have identified the formats, you can then ask specific queries in this forum--I am sure the members would be able to give you focused & realistic suggestions.
All the Best.
Rgds,
TS
From India, Hyderabad
Further to what Govind mentioned, you can also go thru the various formats/templates available in this Forum--CiteHR--by using the 'RESEARCH' feature @ the top of this page.
This Forum is a goldmine of information. Suggest discuss with your management like Govind suggested--as to which Rules/Policies they want to be implemented--and then go thru the info in this Forum. Once you have identified the formats, you can then ask specific queries in this forum--I am sure the members would be able to give you focused & realistic suggestions.
All the Best.
Rgds,
TS
From India, Hyderabad
Dear Priyandarshini,
To design HR Policies you may follow the following procedure:-
1. Review government websites with information on various laws, such as the Shops and Establishment Act, Factories Act, Industrial Employment Act, Payment Of Bonus Actt, Payment of Wages Act, PF & ESIC Act etc to understand their meaning and how they are applicable to your company. Some laws are not applicable unless there are a minimum number of employees.
2. Begin drafting policies based on your experience, meetings with staff and understanding of the laws. Include sections such as: policy summary, definitions and procedures. Your draft should also include the policy name, whom the policy is applicable to, the date, names and titles of final signers.You may also find out the policies of your competitor companies.
3. Complete the first drafts of your HR policies and continue to clarify policy concepts with other staff to assure they are meeting the business needs of the company and the goals of the organization. Policy statements must be definitive in explaining concepts since leaving them open to interpretation can expose the company to lawsuits. For example, “Company-owned cell phones and computers, including email, may be monitored.”
4. Send policies through a formal committee for feedback and approval. This committee should include internal representation from your company’s legal, quality control, operations, human resources and other applicable departments. Complete edits based on feedback and send policies to the company’s senior leadership for final approval.
5. Implement policies through email distribution, posting hard copies in common areas and posting on intranet sites. For policies, such as harassment and privacy, consider conducting an accompanying required training for all staff.
6. When writing an HR policy, you must understand the cultural implications in policy formulation. Some organizations have a policy for almost every possible scenario, while others only have policies as required by law. Most organizations find a middle ground between these two extremes. You must understand where the organization falls in order to remain relevant to cultural sensitivities.
7. Never attempt to set a policy without the input of both management staff and employees. If a policy makes sense, most individuals in an organization will not resist it. On the other hand, a policy that does not take into account the perspectives of others, or even worse, makes the job of others harder to accomplish, usually meets with outright defiance. This results in a policy that hinders the organization rather than aiding in accomplishing missions, goals, and objectives.
Hope this helps.
From India, Mumbai
To design HR Policies you may follow the following procedure:-
1. Review government websites with information on various laws, such as the Shops and Establishment Act, Factories Act, Industrial Employment Act, Payment Of Bonus Actt, Payment of Wages Act, PF & ESIC Act etc to understand their meaning and how they are applicable to your company. Some laws are not applicable unless there are a minimum number of employees.
2. Begin drafting policies based on your experience, meetings with staff and understanding of the laws. Include sections such as: policy summary, definitions and procedures. Your draft should also include the policy name, whom the policy is applicable to, the date, names and titles of final signers.You may also find out the policies of your competitor companies.
3. Complete the first drafts of your HR policies and continue to clarify policy concepts with other staff to assure they are meeting the business needs of the company and the goals of the organization. Policy statements must be definitive in explaining concepts since leaving them open to interpretation can expose the company to lawsuits. For example, “Company-owned cell phones and computers, including email, may be monitored.”
4. Send policies through a formal committee for feedback and approval. This committee should include internal representation from your company’s legal, quality control, operations, human resources and other applicable departments. Complete edits based on feedback and send policies to the company’s senior leadership for final approval.
5. Implement policies through email distribution, posting hard copies in common areas and posting on intranet sites. For policies, such as harassment and privacy, consider conducting an accompanying required training for all staff.
6. When writing an HR policy, you must understand the cultural implications in policy formulation. Some organizations have a policy for almost every possible scenario, while others only have policies as required by law. Most organizations find a middle ground between these two extremes. You must understand where the organization falls in order to remain relevant to cultural sensitivities.
7. Never attempt to set a policy without the input of both management staff and employees. If a policy makes sense, most individuals in an organization will not resist it. On the other hand, a policy that does not take into account the perspectives of others, or even worse, makes the job of others harder to accomplish, usually meets with outright defiance. This results in a policy that hinders the organization rather than aiding in accomplishing missions, goals, and objectives.
Hope this helps.
From India, Mumbai
Dear priyadarshini1026,
HR policies can be framed according to the below components. And you can make policy as per the guidance and norms of your management...
1 RECRUITMENT
2 EMPLOYMENT POLICIES (AFTER RECRUITMENT)
3 EMPLOYEE BENEFITS
4 PAYROLL
5 EMPLOYEE CONDUCTS
6 STAUTORIES - ESIC, PF ETC
7 LEAVE POLICIES
8 INDUCTION AND ORIENTATION
9 TRAINING AND DEVELOPMENT
10 PERFORMANCE APPRAISALS
11 EMPLOYEE WELFARE ACTIVITIES
12 BONUS
13 GRATUITY
14 EMPLOYEE PERSONAL RECORD MAINTANENCE-PERSONAL FILES
15 MANPOWER DETAILS
16 ISO MANUAL FORMATIONS
17 ISO AUDITINGS
18 PAYSLIP PREPARATION
19 LABOUR FORM UPDATIONS (SHOPS AND ESTABLISHMENTS)
20 FULL AND FINAL SETTLEMENTS
21 EXIT FORMALITIES
All The Best..
From India, Madras
HR policies can be framed according to the below components. And you can make policy as per the guidance and norms of your management...
1 RECRUITMENT
2 EMPLOYMENT POLICIES (AFTER RECRUITMENT)
3 EMPLOYEE BENEFITS
4 PAYROLL
5 EMPLOYEE CONDUCTS
6 STAUTORIES - ESIC, PF ETC
7 LEAVE POLICIES
8 INDUCTION AND ORIENTATION
9 TRAINING AND DEVELOPMENT
10 PERFORMANCE APPRAISALS
11 EMPLOYEE WELFARE ACTIVITIES
12 BONUS
13 GRATUITY
14 EMPLOYEE PERSONAL RECORD MAINTANENCE-PERSONAL FILES
15 MANPOWER DETAILS
16 ISO MANUAL FORMATIONS
17 ISO AUDITINGS
18 PAYSLIP PREPARATION
19 LABOUR FORM UPDATIONS (SHOPS AND ESTABLISHMENTS)
20 FULL AND FINAL SETTLEMENTS
21 EXIT FORMALITIES
All The Best..
From India, Madras
Hi,
You may also Banyan – The ultimate destination to all your HR needs & see the HR encyclopedia in download. It may help you a lot.
Sonali
From India, Nasik
You may also Banyan – The ultimate destination to all your HR needs & see the HR encyclopedia in download. It may help you a lot.
Sonali
From India, Nasik
Hi,
First list out the various segments in HR to identify what an organization needs w.r.t market standards like
1. Talent Acquisition (Pre & Post Recruitment)
2. Employee Relations
3. Performance Management.
4. Organizational Development.
5. Pay Roll - Leave and Time Management, Salary Structure, ETC....
Then comes to include all them into a HAND BOOK called HR Policy Formulation
List one by one in each segment by including all the PROCESS levels that helps you to fulfill the needs!!
Few areas like PAYROLL , LEAVE & TIME Mgt it requires alignment towards govt. laws.
****Put forward to your management presenting in a FLOW CHART.*****
****Take the opinions of STAKE HOLDERS to process the basic things initially*****
@@@@Later one by one comes into picture as the organization grows and FORMULATE it based on the Organization and Employee Needs@@@@
A COMPLETE POLICY LIFE CYCLE CAN BE RUN when lot of Heads involve into it as and when the organization grows...
regards,
Raghav
From India, Hyderabad
First list out the various segments in HR to identify what an organization needs w.r.t market standards like
1. Talent Acquisition (Pre & Post Recruitment)
2. Employee Relations
3. Performance Management.
4. Organizational Development.
5. Pay Roll - Leave and Time Management, Salary Structure, ETC....
Then comes to include all them into a HAND BOOK called HR Policy Formulation
List one by one in each segment by including all the PROCESS levels that helps you to fulfill the needs!!
Few areas like PAYROLL , LEAVE & TIME Mgt it requires alignment towards govt. laws.
****Put forward to your management presenting in a FLOW CHART.*****
****Take the opinions of STAKE HOLDERS to process the basic things initially*****
@@@@Later one by one comes into picture as the organization grows and FORMULATE it based on the Organization and Employee Needs@@@@
A COMPLETE POLICY LIFE CYCLE CAN BE RUN when lot of Heads involve into it as and when the organization grows...
regards,
Raghav
From India, Hyderabad
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