Dear All,
I will need you HELP and Suggestions!!!
I have recently joined an IT company where there is no proper HR Dept and Policies.
I have to create an HRD from Scratch here. I am so confused as to start up with there are so many things that are interdependent and there no one who can help me ou.
I am not provided with any of the company details. Here we dont have any MD ... we have a CEO who sits in USA.
Its very difficult to start up here as I dont know whom to go for the details that i will require.
Pls help me out ....... HOW SHALL I PROCEED FURTHER IN SUCH DIFFICULT Environment??????????
------
J
From India, Pune
185I will need you HELP and Suggestions!!!
I have recently joined an IT company where there is no proper HR Dept and Policies.
I have to create an HRD from Scratch here. I am so confused as to start up with there are so many things that are interdependent and there no one who can help me ou.
I am not provided with any of the company details. Here we dont have any MD ... we have a CEO who sits in USA.
Its very difficult to start up here as I dont know whom to go for the details that i will require.
Pls help me out ....... HOW SHALL I PROCEED FURTHER IN SUCH DIFFICULT Environment??????????
------
J
From India, Pune
Hi, Im going through the same situation. What I've done is that I've developed a mission statement of HR department and then developed my objectives..you can say I've made my own Job Description. For policies, I downloaded an Employee Handbook in which I made changes according to my company. If you want it I can mail it to you.
2ndly, I interviewed almost everyone in my company and got them to tell me the major problems they're having with the management or in company. Accordingly, I made revisions in policies. Now I'm focusing on making strategies such as recruiting strategies etc where I'm stuck. but tell you one thing..search stuff on google or other search engine ur comfortable with. it'll help u alot.
Best Regards,
exquisite
From Pakistan
2ndly, I interviewed almost everyone in my company and got them to tell me the major problems they're having with the management or in company. Accordingly, I made revisions in policies. Now I'm focusing on making strategies such as recruiting strategies etc where I'm stuck. but tell you one thing..search stuff on google or other search engine ur comfortable with. it'll help u alot.
Best Regards,
exquisite
From Pakistan
Hi J
Human Resources over the years has changed dramatically. We are no longer behind the scenes but are strategic business partners with operating groups.There isn't any area of the business that that is not impacted by HR.
These components are built over time and step by step...never, never sacrifice solid careful planning for speed in implementation. Use a project implementation plan with strong change management practices. If you take nothing else from my posting....remember this...patience.
I divide the HR functions into groupings. By chunking accountabilities it is easier to build your project implementation plan
Organizational Analysis
•Organizational design
•Job definition and documentation
•Succession planning
•Staffing strategies and utilization
•Communication and decision-making processes
•Management/supervisory practices – leadership, coaching, mentoring
•Vision,Values
Human Resource Management
•Human resources policies
•Employee surveys
•Training and development programs
•Human resources audits
•Hiring and retention strategies
•Human resources information technologies, systems, and operating practices
Performance Management
•Identifying competencies – technical and behavioral
•Goal setting processes
•Defining performance measures that reflect business strategy
•Approaches to assessing or rating performance
•Performance review forms and administration
•Employee and supervisory training and coaching programs
•Links to pay increases, promotions, recognition, and professional development opportunities
Employee recognition programs
•Total reward strategy and compensation philosophy
•Benchmarking and competitive analysis
•Short-term incentive plans
•Long-term incentive plans
Incentive Compensation
•Annual performance bonus plans
•Individual incentives
•Team and group incentives
•Sales compensation
•Gain-sharing plans
Employee Pay
•Compensation philosophy and strategy
•Job evaluation programs
•Customized salary surveys
•Competitive market analysis
•Pay grades and salary structures
•Pay administration guidelines
•Skill-based pay
Begin with the end in mind, what do you want to create for your organization and what does your organization want you to create for them....
I hope some of my ranting will be of some help to you and I wish you good luck
regards
M.T
Human Resources over the years has changed dramatically. We are no longer behind the scenes but are strategic business partners with operating groups.There isn't any area of the business that that is not impacted by HR.
These components are built over time and step by step...never, never sacrifice solid careful planning for speed in implementation. Use a project implementation plan with strong change management practices. If you take nothing else from my posting....remember this...patience.
I divide the HR functions into groupings. By chunking accountabilities it is easier to build your project implementation plan
Organizational Analysis
•Organizational design
•Job definition and documentation
•Succession planning
•Staffing strategies and utilization
•Communication and decision-making processes
•Management/supervisory practices – leadership, coaching, mentoring
•Vision,Values
Human Resource Management
•Human resources policies
•Employee surveys
•Training and development programs
•Human resources audits
•Hiring and retention strategies
•Human resources information technologies, systems, and operating practices
Performance Management
•Identifying competencies – technical and behavioral
•Goal setting processes
•Defining performance measures that reflect business strategy
•Approaches to assessing or rating performance
•Performance review forms and administration
•Employee and supervisory training and coaching programs
•Links to pay increases, promotions, recognition, and professional development opportunities
Employee recognition programs
•Total reward strategy and compensation philosophy
•Benchmarking and competitive analysis
•Short-term incentive plans
•Long-term incentive plans
Incentive Compensation
•Annual performance bonus plans
•Individual incentives
•Team and group incentives
•Sales compensation
•Gain-sharing plans
Employee Pay
•Compensation philosophy and strategy
•Job evaluation programs
•Customized salary surveys
•Competitive market analysis
•Pay grades and salary structures
•Pay administration guidelines
•Skill-based pay
Begin with the end in mind, what do you want to create for your organization and what does your organization want you to create for them....
I hope some of my ranting will be of some help to you and I wish you good luck
regards
M.T
123 views and only 3 replies.......?????????????
Guys ........ whats up??????
Pls pour in your suggestions ...........With this post you will not only help me but there are our other friends who are also in the same situation ............you are also helping them too...!!!
Hope you wont dissappoint us.........!!!!
Cheers
J
From India, Pune
Guys ........ whats up??????
Pls pour in your suggestions ...........With this post you will not only help me but there are our other friends who are also in the same situation ............you are also helping them too...!!!
Hope you wont dissappoint us.........!!!!
Cheers
J
From India, Pune
Hi,
First get details of your organisation from the scratchi.e.,
when it is started is there a stated Mission and Vision statement?
Who are the stakeholders what is their interest?
What are their specialization or the verticals they want to be?
What is business plan?( You have to draw a HR plan to meet the business goals.
I know you will not proper details from here. Its better you can write to your higher most authority through proper channel to get these details.
Mean while you can work on employee relation activities and recruitment.
If you need more details feel free to write to me.
Regards
Vijayakumar.R
From India, Coimbatore
First get details of your organisation from the scratchi.e.,
when it is started is there a stated Mission and Vision statement?
Who are the stakeholders what is their interest?
What are their specialization or the verticals they want to be?
What is business plan?( You have to draw a HR plan to meet the business goals.
I know you will not proper details from here. Its better you can write to your higher most authority through proper channel to get these details.
Mean while you can work on employee relation activities and recruitment.
If you need more details feel free to write to me.
Regards
Vijayakumar.R
From India, Coimbatore
Hi HR PROP Seriously good stuff you have designed I hope everybody will be benefitted from. thnx tarun
From India, Lucknow
From India, Lucknow
Hi HRProp,
Thanks for sharing. i am also interested in same topic.
Congratulation you got good opportunity of development. It will be tough but excellent for your career.
You must have objective i.e. Why you want to develop this? How & when U want to develop? Which area first u want to focus. As it is team job u have to take help of ur seniors.
After defining clear objective u must have Vision & Mission statement. After that with deadline u have to design development plan along with problems & expected result. That means u have to create blue print.
Communicate with senior with effective interpersonal skills, will be great support.
Swati
From India, Nasik
Thanks for sharing. i am also interested in same topic.
Congratulation you got good opportunity of development. It will be tough but excellent for your career.
You must have objective i.e. Why you want to develop this? How & when U want to develop? Which area first u want to focus. As it is team job u have to take help of ur seniors.
After defining clear objective u must have Vision & Mission statement. After that with deadline u have to design development plan along with problems & expected result. That means u have to create blue print.
Communicate with senior with effective interpersonal skills, will be great support.
Swati
From India, Nasik
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
HRD.doc
HRD.zip