Gud Afternoon,
I'm new to HR domain wanted some help me draft documents on the related topics:
1. Developing and managing HR processes
2. Develop and monitor organizational strategies
3. Developing and implementing human resources policies
4. Maintain compliance with hr laws
5. Ensuring compliance with regulations
We are a Pvt. Ltd. company based in New Delhi.
Thanks and Regards,
Hena Khan
From India, Lucknow
I'm new to HR domain wanted some help me draft documents on the related topics:
1. Developing and managing HR processes
2. Develop and monitor organizational strategies
3. Developing and implementing human resources policies
4. Maintain compliance with hr laws
5. Ensuring compliance with regulations
We are a Pvt. Ltd. company based in New Delhi.
Thanks and Regards,
Hena Khan
From India, Lucknow
Dear Hena Khan,
I wish you had given a little more information about yourself. Are you the owner of the company or the HR professional? Irrespective of your position, please note that the topics mentioned in your post require consulting. This work cannot be completed by just downloading the formats shared by other members.
Designing the HR processes or policies requires a study of the company's structure, understanding of the industry dynamics etc. Also much depends on whether your company belongs to the MSME sector, SME sector etc. To do this work, you may hire a consultant from your area. He/she would be the right person to execute this task.
Thanks,
Dinesh Divekar
From India, Bangalore
7884I wish you had given a little more information about yourself. Are you the owner of the company or the HR professional? Irrespective of your position, please note that the topics mentioned in your post require consulting. This work cannot be completed by just downloading the formats shared by other members.
Designing the HR processes or policies requires a study of the company's structure, understanding of the industry dynamics etc. Also much depends on whether your company belongs to the MSME sector, SME sector etc. To do this work, you may hire a consultant from your area. He/she would be the right person to execute this task.
Thanks,
Dinesh Divekar
From India, Bangalore
Hi Heena ji,
Yes of course, An HR is not just about forms and it is not even simple as looks.
A HR Manager and Recruitment manager is itself a big responsibilities and used to be separate but you are in small firm so it is okay for the instances, One thing is important to note that the management style and policy is different company by company, small cap, kinda operation etc.
You have asked the following & Every point you have asked is carrying / covering very broad;
1. Developing and managing HR processes
2. Develop and monitor organizational strategies
3. Developing and implementing human resources policies
4. Maintain compliance with hr laws
5. Ensuring compliance with regulations
In short I would just say that, first we need to see company mission and values and then we need to analyze existing HR action points & existing policy then we should identify where we need to develop the action plan pr policy complying the local law and its applicability, for instance, we should check employee classification in compnay– types of employee, permament or temporary hired etc, code of conduct – compliance with local laws, basic rules-orientation, joining procedures/formalities, dress codes, office hours, punctuality, attendance, leave policies complying with local laws, appointment letters, remuneration according to local laws, probation periods, confirmation of service, transfer of service, and other do or don’t – act of misconduct…
Developing policy is depend on above and also ask director what is their demand and leadership demand and act accordingly further and in term of recruitment focused on selecting the Best procedure!
HR is centralized function and their core values is to address employees daily issues and act like an excellent support services for employees, departments, guiding employees and facilitating your contribution for organizational growth.
From India, Noida
Yes of course, An HR is not just about forms and it is not even simple as looks.
A HR Manager and Recruitment manager is itself a big responsibilities and used to be separate but you are in small firm so it is okay for the instances, One thing is important to note that the management style and policy is different company by company, small cap, kinda operation etc.
You have asked the following & Every point you have asked is carrying / covering very broad;
1. Developing and managing HR processes
2. Develop and monitor organizational strategies
3. Developing and implementing human resources policies
4. Maintain compliance with hr laws
5. Ensuring compliance with regulations
In short I would just say that, first we need to see company mission and values and then we need to analyze existing HR action points & existing policy then we should identify where we need to develop the action plan pr policy complying the local law and its applicability, for instance, we should check employee classification in compnay– types of employee, permament or temporary hired etc, code of conduct – compliance with local laws, basic rules-orientation, joining procedures/formalities, dress codes, office hours, punctuality, attendance, leave policies complying with local laws, appointment letters, remuneration according to local laws, probation periods, confirmation of service, transfer of service, and other do or don’t – act of misconduct…
Developing policy is depend on above and also ask director what is their demand and leadership demand and act accordingly further and in term of recruitment focused on selecting the Best procedure!
HR is centralized function and their core values is to address employees daily issues and act like an excellent support services for employees, departments, guiding employees and facilitating your contribution for organizational growth.
From India, Noida
Hi Hena-Khan
It looks like you're listing tasks related to human resources management. Here's a breakdown of each point:
Developing and managing HR processes:
This involves creating and overseeing various HR processes such as recruitment, onboarding, performance management, training and development, compensation and benefits, employee relations, and HRIS (Human Resources Information System) management.
Develop and monitor organizational strategies:
HR plays a crucial role in aligning human capital with organizational goals. This involves developing strategies to attract, retain, and develop talent that supports the organization's objectives. Monitoring these strategies ensures that they remain effective and adaptable to changing circumstances.
Developing and implementing human resources policies: HR policies outline the rules and guidelines for managing employees within an organization. Developing these policies involves assessing legal requirements, industry best practices, and organizational culture. Implementing them involves communicating policies to employees, providing training, and ensuring compliance.
Maintain compliance with HR laws:
HR professionals must stay updated on labour laws, employment regulations, and other legal requirements to ensure that the organization operates within the boundaries of the law. This includes areas such as equal employment opportunity, labor relations, wage and hour laws, workplace safety, and data privacy regulations.
Ensuring compliance with regulations: In addition to Labour laws, organizations may be subject to various regulations depending on their industry and location. This could include industry-specific regulations, government regulations, or international standards. HR plays a key role in ensuring that the organization complies with these regulations through policy development, training, audits, and reporting.
These tasks collectively contribute to effective human resources management, which is essential for creating a productive and legally compliant work environment.
Thanks
From India, Bangalore
It looks like you're listing tasks related to human resources management. Here's a breakdown of each point:
Developing and managing HR processes:
This involves creating and overseeing various HR processes such as recruitment, onboarding, performance management, training and development, compensation and benefits, employee relations, and HRIS (Human Resources Information System) management.
Develop and monitor organizational strategies:
HR plays a crucial role in aligning human capital with organizational goals. This involves developing strategies to attract, retain, and develop talent that supports the organization's objectives. Monitoring these strategies ensures that they remain effective and adaptable to changing circumstances.
Developing and implementing human resources policies: HR policies outline the rules and guidelines for managing employees within an organization. Developing these policies involves assessing legal requirements, industry best practices, and organizational culture. Implementing them involves communicating policies to employees, providing training, and ensuring compliance.
Maintain compliance with HR laws:
HR professionals must stay updated on labour laws, employment regulations, and other legal requirements to ensure that the organization operates within the boundaries of the law. This includes areas such as equal employment opportunity, labor relations, wage and hour laws, workplace safety, and data privacy regulations.
Ensuring compliance with regulations: In addition to Labour laws, organizations may be subject to various regulations depending on their industry and location. This could include industry-specific regulations, government regulations, or international standards. HR plays a key role in ensuring that the organization complies with these regulations through policy development, training, audits, and reporting.
These tasks collectively contribute to effective human resources management, which is essential for creating a productive and legally compliant work environment.
Thanks
From India, Bangalore
Although i am not a HR manager, but i have learned it in HR that you must strategize your HR function and it implementation on this - Progress vs Yearly Objectives / Progress vs Monthly objective.
Because your progress is totally about how you or team is recording HRIS data and how effectively you will use the information like - Daily Manpower report, their complete filing soft or hard, employee appraisal, performance, layoff, resignation, termination, workplace conflicts, employee engagement survey, workforce demographics, leaves, bonus, overtimes, recruitments many more..etc...
this all will enable you to real time analysis and facilitate you to determine future planning and decision making and will align you work with company objective....based on this you can have many achievement and you can control many things, like if in term of manpower / resignation - you will have all information in HRIS and from there you can try to adopt the further strategy to reduce manpower turnover, check your policy, have meeting with department manager, CEO etc and if policy bound you to not provide salary increment then you can suggest to providing benefits instead of it or go for any strategic approach..........Thanks
From India, Noida
Because your progress is totally about how you or team is recording HRIS data and how effectively you will use the information like - Daily Manpower report, their complete filing soft or hard, employee appraisal, performance, layoff, resignation, termination, workplace conflicts, employee engagement survey, workforce demographics, leaves, bonus, overtimes, recruitments many more..etc...
this all will enable you to real time analysis and facilitate you to determine future planning and decision making and will align you work with company objective....based on this you can have many achievement and you can control many things, like if in term of manpower / resignation - you will have all information in HRIS and from there you can try to adopt the further strategy to reduce manpower turnover, check your policy, have meeting with department manager, CEO etc and if policy bound you to not provide salary increment then you can suggest to providing benefits instead of it or go for any strategic approach..........Thanks
From India, Noida
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Rules for Drafting Policy 1.doc