Respected seniors,
i am working h.r manager in transportation and logistic company and i want to make h.r policy for our organization please help me and guide how to make h.r policy which is beneficial company as well as employees
From India
i am working h.r manager in transportation and logistic company and i want to make h.r policy for our organization please help me and guide how to make h.r policy which is beneficial company as well as employees
From India
Dear, Which policy you want to make? Please elaborate so that we can help you to frame the same.
From India, Pune
467From India, Pune
Dear prashant b ingawale,
actually i want to make overall policy but firstly priority is given to leave procedure designing because you are very well known that transport industry run all 365 days in a year so it is difficult to design leave procedure. How much leave given to employee benefits as well as company also. So please guide me
From India
actually i want to make overall policy but firstly priority is given to leave procedure designing because you are very well known that transport industry run all 365 days in a year so it is difficult to design leave procedure. How much leave given to employee benefits as well as company also. So please guide me
From India
faraz,
you can download most of all policies related to h.r.d. and labour laws from various websites. just use google and you will get all you need.
U can also get HRM&LLR Dairy cum Referencer -2012 from labourlawreporter.net.
From India, Ahmadabad
you can download most of all policies related to h.r.d. and labour laws from various websites. just use google and you will get all you need.
U can also get HRM&LLR Dairy cum Referencer -2012 from labourlawreporter.net.
From India, Ahmadabad
You cannot have ONE HR Policy. Within HR their are several policies, therefore, it is important for you to list-down what policies you are interested in. For Leave Policy, you can get a framework from Shops and Establishment Act relevant in your state of operation. It will be helpful. Having Leave Policy of an IT company and getting it implemented in a Transport company will not be of any use.
From India, Mumbai
From India, Mumbai
Dear Sir/Mam,
I have work experience of two years with IBM India. Now, I have started my own business with "Happy Group Consultants Pvt. Ltd. We are dealing in all kinds of man power recruitment in India and Abroad. Currently, I am providing the man power to delhi based companies. Now, I want to become a business partner with Gulf Companies, so I should provide Man power to abroad based companies. As I have many candidates, who are eligible and really want to get job in Gulf countries. Could any one help me do this task done. Please let me know the whole process with right directions. Any help will be highly appreciated.
With Regards,
Viresh Singh,
Managing Director,
Happy Group Consultants Pvt. Ltd.
Delhi-110067.
From India, Delhi
I have work experience of two years with IBM India. Now, I have started my own business with "Happy Group Consultants Pvt. Ltd. We are dealing in all kinds of man power recruitment in India and Abroad. Currently, I am providing the man power to delhi based companies. Now, I want to become a business partner with Gulf Companies, so I should provide Man power to abroad based companies. As I have many candidates, who are eligible and really want to get job in Gulf countries. Could any one help me do this task done. Please let me know the whole process with right directions. Any help will be highly appreciated.
With Regards,
Viresh Singh,
Managing Director,
Happy Group Consultants Pvt. Ltd.
Delhi-110067.
From India, Delhi
Dear Faraz,
Regarding framing HR policy, Please find the following posting for designing a worthwhile HR policy concerning to your department taking in to account the requirements, needs and possibilities. Please go through the following article and decide. I think, these points are more useful for your to create an HR Policy,
HUMAN RESOURCE MANAGERS – JOB CHART
To be in specific, the following may be the brief Job chart for the Human Resource Managers :-
I. ORGANIZATIONAL PLANNING AND DEVELOPMENT
Determines Organizational Needs
Planning, Designing and Organizational structure
Designing Development of Interpersonal relationship.
II. STAFFING AND EMPLOYMENT.
Man Power Planning
Recruitment, Selection & Placement
Induction –Orientation
Transfer
Promotion
Discharge, Retirement, & Resignation etc.
III. TRAINING AND DEVELOPMENT
Operate Training
Execute Development
IV. WAGE AND SALARY ADMINISTRATION
Job Evaluation
Wage/Salary Administration-Programmes
Maintenance of Pay Roll
Performance Appraisal
Incentives and Compensation
V. MOTIVATION
Non-financial incentives
Satisfaction of Social and Psychological needs
VI. EMPLOYEE SERVICES AND BENEFITS
Safety, Employee Counseling
Medical Services
Recreational and Welfare Services
Benefits – Leave, Pension, Gratuity, PF and other supplementary items.
VII. EMPLOYEE RECORDS
Collection of Data
Analysis of Data
Developing information for Decisions.
VIII. LABOUR RELATIONS
Redressal of Grievances – Grievances handling
Implementation of Collective Labour Laws
Collective bargaining, Discipline.
IX. PERSONNEL, AUDIT, RESEARCH ETC.
Moral Service
Record Keeping
Evaluation of Personnel Programmes.
Identification of needs and areas of change
Development or more appropriate Programmes
Up-keeping of the Organizational Concepts
From Canada, Calgary
Regarding framing HR policy, Please find the following posting for designing a worthwhile HR policy concerning to your department taking in to account the requirements, needs and possibilities. Please go through the following article and decide. I think, these points are more useful for your to create an HR Policy,
HUMAN RESOURCE MANAGERS – JOB CHART
To be in specific, the following may be the brief Job chart for the Human Resource Managers :-
I. ORGANIZATIONAL PLANNING AND DEVELOPMENT
Determines Organizational Needs
Planning, Designing and Organizational structure
Designing Development of Interpersonal relationship.
II. STAFFING AND EMPLOYMENT.
Man Power Planning
Recruitment, Selection & Placement
Induction –Orientation
Transfer
Promotion
Discharge, Retirement, & Resignation etc.
III. TRAINING AND DEVELOPMENT
Operate Training
Execute Development
IV. WAGE AND SALARY ADMINISTRATION
Job Evaluation
Wage/Salary Administration-Programmes
Maintenance of Pay Roll
Performance Appraisal
Incentives and Compensation
V. MOTIVATION
Non-financial incentives
Satisfaction of Social and Psychological needs
VI. EMPLOYEE SERVICES AND BENEFITS
Safety, Employee Counseling
Medical Services
Recreational and Welfare Services
Benefits – Leave, Pension, Gratuity, PF and other supplementary items.
VII. EMPLOYEE RECORDS
Collection of Data
Analysis of Data
Developing information for Decisions.
VIII. LABOUR RELATIONS
Redressal of Grievances – Grievances handling
Implementation of Collective Labour Laws
Collective bargaining, Discipline.
IX. PERSONNEL, AUDIT, RESEARCH ETC.
Moral Service
Record Keeping
Evaluation of Personnel Programmes.
Identification of needs and areas of change
Development or more appropriate Programmes
Up-keeping of the Organizational Concepts
From Canada, Calgary
Dear Mr. Faraz,
You can develop policies on following issues under HR Department. We have the same in our organization.
Thanks,
Md. Emdadul Karim
Asst. Manager Training & development
Group HR
VIYELLATEX group
Bangladesh
Cell: +88 01710513858
email:
HR Policy
Section A
D Policy 1: Employee Responsibilities & Obligations - General
D Policy 2: Attendance
D Policy 3: Manpower Planning
D Policy 4: Organisation Structure & Establishments
D Policy 5: Recruitment & Appointment
D Policy 6: Minimum Standards for Employment
D Policy 7: Equal Employment Opportunity
D Policy 8: Employment Interviews
D Policy 9: Pre-Placement Medical Examination
D Policy 10: Reference Checking
D Policy 11: Definition of Employment Status
D Policy 12: Job Contract
D Policy 13: New Employee Orientation
D Policy 14: Performance Management
D Policy 15 Training and Development
D Policy 16: Employees Records Privacy and Retention
D Policy 17: Reports, Information and HRIS (Refer to Kormii Manual)
D Policy 18: Compensation & Benefits
D Policy 19: Salary Administration
D Policy 20: Incentive scheme Plan
D Policy 21: Transfer & Transfer Expenses
D Policy 22: Travel
D Policy 23: Standard Service Year
D Policy 24: Leave Entitlement
D Policy 25: Annual Leave
D Policy 26: Sick/Prolong/Accident
D Policy 27: Casual Leave
D Policy 28: Maternity Leave
D Policy 29: Leave Without Authorized Pay
D Policy 30: Leave Encashment (Refer to D Policy 25)
D Policy 31: Over-Staying of Leave/Loss of Lien
D Policy 32: Public Holidays
D Policy 33: Loan facilities
D Policy 34: Medical Benefits
D Policy 35: Succession Planning & Organisation Review
D Policy 36: Provident Fund
D Policy 37: Gratuity
D Policy 38: Group Term & Hospital Insurance
D Policy 39: Car Scheme
D Policy 40: Standards of Conduct
D Policy 41: Conflict Of Interest
D Policy 42: Employee Discipline
D Policy 43: Suspensions
D Policy 44: Safety
D Policy 45: Smoking In Work Place
D Policy 46: Employee Counseling and Assistance
D Policy 47: Communication
D Policy 47/A: E-Mail Policy
D Policy 48: Suggestions/Ideas
D Policy 49: Participation Committee/Welfare Committee
D Policy 50: Grievance Procedure
D Policy 51: Employee Relations (Refer to D Policy 46)
D Policy 52: Employee Separation – General
D Policy 53: Resignation
D Policy 54: Termination
D Policy 55: Dismissal
D Policy 56: Discharge
D Policy 57: Deceased Employees
D Policy 58: Retirement
D Policy 59: Redundancy
D Policy 60: Exit Interview
D Policy 61: Compliance & Regulatory Affairs
D Policy 62: Stoppage of Work
D Policy 63: Lay Off
From Bangladesh, Sylhet
You can develop policies on following issues under HR Department. We have the same in our organization.
Thanks,
Md. Emdadul Karim
Asst. Manager Training & development
Group HR
VIYELLATEX group
Bangladesh
Cell: +88 01710513858
email:
HR Policy
Section A
D Policy 1: Employee Responsibilities & Obligations - General
D Policy 2: Attendance
D Policy 3: Manpower Planning
D Policy 4: Organisation Structure & Establishments
D Policy 5: Recruitment & Appointment
D Policy 6: Minimum Standards for Employment
D Policy 7: Equal Employment Opportunity
D Policy 8: Employment Interviews
D Policy 9: Pre-Placement Medical Examination
D Policy 10: Reference Checking
D Policy 11: Definition of Employment Status
D Policy 12: Job Contract
D Policy 13: New Employee Orientation
D Policy 14: Performance Management
D Policy 15 Training and Development
D Policy 16: Employees Records Privacy and Retention
D Policy 17: Reports, Information and HRIS (Refer to Kormii Manual)
D Policy 18: Compensation & Benefits
D Policy 19: Salary Administration
D Policy 20: Incentive scheme Plan
D Policy 21: Transfer & Transfer Expenses
D Policy 22: Travel
D Policy 23: Standard Service Year
D Policy 24: Leave Entitlement
D Policy 25: Annual Leave
D Policy 26: Sick/Prolong/Accident
D Policy 27: Casual Leave
D Policy 28: Maternity Leave
D Policy 29: Leave Without Authorized Pay
D Policy 30: Leave Encashment (Refer to D Policy 25)
D Policy 31: Over-Staying of Leave/Loss of Lien
D Policy 32: Public Holidays
D Policy 33: Loan facilities
D Policy 34: Medical Benefits
D Policy 35: Succession Planning & Organisation Review
D Policy 36: Provident Fund
D Policy 37: Gratuity
D Policy 38: Group Term & Hospital Insurance
D Policy 39: Car Scheme
D Policy 40: Standards of Conduct
D Policy 41: Conflict Of Interest
D Policy 42: Employee Discipline
D Policy 43: Suspensions
D Policy 44: Safety
D Policy 45: Smoking In Work Place
D Policy 46: Employee Counseling and Assistance
D Policy 47: Communication
D Policy 47/A: E-Mail Policy
D Policy 48: Suggestions/Ideas
D Policy 49: Participation Committee/Welfare Committee
D Policy 50: Grievance Procedure
D Policy 51: Employee Relations (Refer to D Policy 46)
D Policy 52: Employee Separation – General
D Policy 53: Resignation
D Policy 54: Termination
D Policy 55: Dismissal
D Policy 56: Discharge
D Policy 57: Deceased Employees
D Policy 58: Retirement
D Policy 59: Redundancy
D Policy 60: Exit Interview
D Policy 61: Compliance & Regulatory Affairs
D Policy 62: Stoppage of Work
D Policy 63: Lay Off
From Bangladesh, Sylhet
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