Hi Friends,
shruthi here.
i just recently joined in one mid level IT Company as HR Executive.company established in 2010. this is my third month.i supposed to look after recruitment,joining formalities,letter preparations,employee b'days,attendance etc..
my HR manager every time saying that think about some new policies and use creativity towards some new thing implementation.
recently my manager prepared employee satisfaction form.he is saying that do some thing like this.use your creativity and etc.
so friends please give some new implementations in the company which is helpful to employees as well as company.and help me regarding policies for newly started company.
thanks guys...
Regards ,
Shrthi[/FONT]
From India, Hyderabad
2shruthi here.
i just recently joined in one mid level IT Company as HR Executive.company established in 2010. this is my third month.i supposed to look after recruitment,joining formalities,letter preparations,employee b'days,attendance etc..
my HR manager every time saying that think about some new policies and use creativity towards some new thing implementation.
recently my manager prepared employee satisfaction form.he is saying that do some thing like this.use your creativity and etc.
so friends please give some new implementations in the company which is helpful to employees as well as company.and help me regarding policies for newly started company.
thanks guys...
Regards ,
Shrthi[/FONT]
From India, Hyderabad
HI Shruti,
If the human resources department at your firm is spending a lot of time answering routine inquiries, printing copies of paychecks and W-2 forms and providing information about job openings, changing your strategy can free those staff members for more productive pursuits. Building an employee self-service portal allows workers to quickly, easily and confidentially access their pay and benefit information, all without the direct assistance of HR.
Step 1
Set up an internal website where employees can check their current pay stubs, view past paychecks, print their W-2 forms and retrieve information about their retirement plans. If you use an external payroll processor, that company may be able to provide access to a secure Web portal. If you do your own payroll processing, your IT staff can set up a secure link for employees to use.
Step 2
Compile a list of the most frequently asked questions received by the human resources department. Ask each member of the HR team to list the most frequent inquiries they receive about pay, benefits, retirement and other issues.
Step 3
Post a list of those frequently asked questions, along with their associated answers, on the site. Employees can use this FAQ list to get answers to the most common questions, and they will only need to contact HR for questions that are not answered on the website.
Step 4
List all open positions on the HR self-service Web portal. Each job listing should include a title, brief description of job duties and information on applying. Provide a way for employees to upload their resumes, submit their work histories and apply for open positions online.
Step 5
Link the HR self-service Web portal to the website of the company that administers the 401(k), 403b or other workplace-sponsored retirement plan. That allows workers to click through and log on to check their account balances or make changes to their contributions.
With best regards
Machhindra
---Wellwisher---
From India, Mumbai
If the human resources department at your firm is spending a lot of time answering routine inquiries, printing copies of paychecks and W-2 forms and providing information about job openings, changing your strategy can free those staff members for more productive pursuits. Building an employee self-service portal allows workers to quickly, easily and confidentially access their pay and benefit information, all without the direct assistance of HR.
Step 1
Set up an internal website where employees can check their current pay stubs, view past paychecks, print their W-2 forms and retrieve information about their retirement plans. If you use an external payroll processor, that company may be able to provide access to a secure Web portal. If you do your own payroll processing, your IT staff can set up a secure link for employees to use.
Step 2
Compile a list of the most frequently asked questions received by the human resources department. Ask each member of the HR team to list the most frequent inquiries they receive about pay, benefits, retirement and other issues.
Step 3
Post a list of those frequently asked questions, along with their associated answers, on the site. Employees can use this FAQ list to get answers to the most common questions, and they will only need to contact HR for questions that are not answered on the website.
Step 4
List all open positions on the HR self-service Web portal. Each job listing should include a title, brief description of job duties and information on applying. Provide a way for employees to upload their resumes, submit their work histories and apply for open positions online.
Step 5
Link the HR self-service Web portal to the website of the company that administers the 401(k), 403b or other workplace-sponsored retirement plan. That allows workers to click through and log on to check their account balances or make changes to their contributions.
With best regards
Machhindra
---Wellwisher---
From India, Mumbai
Hi Shruthi,
Machhindra suggested good ideas....so i am suggesting other types of HR trends.
You can also do activity to motivate employee, fun at workplace by celebrating various day at work place, give surprise to employee on b'day, make their b'day special, you also make first day memorable of new employee, you can do organisational climate survey, celebrate 1 year or 2 years completion of employee, etc...
Thanks,
Kinjal Kakadiya
From India, Surat
Machhindra suggested good ideas....so i am suggesting other types of HR trends.
You can also do activity to motivate employee, fun at workplace by celebrating various day at work place, give surprise to employee on b'day, make their b'day special, you also make first day memorable of new employee, you can do organisational climate survey, celebrate 1 year or 2 years completion of employee, etc...
Thanks,
Kinjal Kakadiya
From India, Surat
Hi Shruthi,
Kinjal suggested good ideas....so i am suggesting other types of HR trends.
Solicit employee feedback on potential policies, areas in which policies are needed, and so on. (Do not, as one company did recently, announce a new attendance policy by posting it on a bulletin board.)
If you decide to adhere to and hold employees accountable for an existing policy, don’t ambush your company members. If you have not enforced the policy in the past, meet with employees and explain the policy, the intent of the policy, why the policy is necessary, and why it was not enforced in the past. Then, tell everyone that following the meeting, everyone is accountable for adherence to the policy.
You’ll be surprised how much support for legitimate policies and rules you receive from the people in your organization. People like a well-organized work place in which expectations are clear. People thrive in a work place in which all employees live by the same rules.
If you create an environment that is viewed as fair and consistent, you give people little to push against. You open up a space in which people are focused on contribution and productive activities rather than gossip, unrest, and unhappiness. Which workplace would you choose?
From India, Mumbai
Kinjal suggested good ideas....so i am suggesting other types of HR trends.
Solicit employee feedback on potential policies, areas in which policies are needed, and so on. (Do not, as one company did recently, announce a new attendance policy by posting it on a bulletin board.)
If you decide to adhere to and hold employees accountable for an existing policy, don’t ambush your company members. If you have not enforced the policy in the past, meet with employees and explain the policy, the intent of the policy, why the policy is necessary, and why it was not enforced in the past. Then, tell everyone that following the meeting, everyone is accountable for adherence to the policy.
You’ll be surprised how much support for legitimate policies and rules you receive from the people in your organization. People like a well-organized work place in which expectations are clear. People thrive in a work place in which all employees live by the same rules.
If you create an environment that is viewed as fair and consistent, you give people little to push against. You open up a space in which people are focused on contribution and productive activities rather than gossip, unrest, and unhappiness. Which workplace would you choose?
From India, Mumbai
Hi Shruthi,
Kinjal suggested good ideas....so i am suggesting other types of HR trends.
Solicit employee feedback on potential policies, areas in which policies are needed, and so on. (Do not, as one company did recently, announce a new attendance policy by posting it on a bulletin board.)
If you decide to adhere to and hold employees accountable for an existing policy, don’t ambush your company members. If you have not enforced the policy in the past, meet with employees and explain the policy, the intent of the policy, why the policy is necessary, and why it was not enforced in the past. Then, tell everyone that following the meeting, everyone is accountable for adherence to the policy.
You’ll be surprised how much support for legitimate policies and rules you receive from the people in your organization. People like a well-organized work place in which expectations are clear. People thrive in a work place in which all employees live by the same rules.
If you create an environment that is viewed as fair and consistent, you give people little to push against. You open up a space in which people are focused on contribution and productive activities rather than gossip, unrest, and unhappiness. Which workplace would you choose?
With best regards
Machhindra
---Wellwisher---
From India, Mumbai
Kinjal suggested good ideas....so i am suggesting other types of HR trends.
Solicit employee feedback on potential policies, areas in which policies are needed, and so on. (Do not, as one company did recently, announce a new attendance policy by posting it on a bulletin board.)
If you decide to adhere to and hold employees accountable for an existing policy, don’t ambush your company members. If you have not enforced the policy in the past, meet with employees and explain the policy, the intent of the policy, why the policy is necessary, and why it was not enforced in the past. Then, tell everyone that following the meeting, everyone is accountable for adherence to the policy.
You’ll be surprised how much support for legitimate policies and rules you receive from the people in your organization. People like a well-organized work place in which expectations are clear. People thrive in a work place in which all employees live by the same rules.
If you create an environment that is viewed as fair and consistent, you give people little to push against. You open up a space in which people are focused on contribution and productive activities rather than gossip, unrest, and unhappiness. Which workplace would you choose?
With best regards
Machhindra
---Wellwisher---
From India, Mumbai
Dear Shruthi,
The most important is institute of PMS in your company. Have you done that?
Other things like introduction of mentoring programme, knowledge management initiatives etc. HR can do so many things.
However, please remember that HR has evolved from Personnel management and do not forget to set your basics right. What is the use of implementing these advance concepts but remaining poor at basics? Therefore, everything starts with audit of the personnel department.
If you want more clarification, you may call me.
Thanks,
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
The most important is institute of PMS in your company. Have you done that?
Other things like introduction of mentoring programme, knowledge management initiatives etc. HR can do so many things.
However, please remember that HR has evolved from Personnel management and do not forget to set your basics right. What is the use of implementing these advance concepts but remaining poor at basics? Therefore, everything starts with audit of the personnel department.
If you want more clarification, you may call me.
Thanks,
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Hi -
You can also have Counselor and Buddy system, where a Buddy is allocated to a New Hire in order to guide them and help them understand about the system and the process. A Buddy is a friend and guide to the new hire who also holds an equal job experience. Coming to Counselors, Counselors are Managers and above, they help the new hire in issues and guidance and also provide feedback when necessary. Counselors play a major role during Performance as they provide feedback to the new hires during appraisals. This is a small thing but would help the new hire to settle and understand the company in a easier way. Hope this will help you.
From India, Hyderabad
You can also have Counselor and Buddy system, where a Buddy is allocated to a New Hire in order to guide them and help them understand about the system and the process. A Buddy is a friend and guide to the new hire who also holds an equal job experience. Coming to Counselors, Counselors are Managers and above, they help the new hire in issues and guidance and also provide feedback when necessary. Counselors play a major role during Performance as they provide feedback to the new hires during appraisals. This is a small thing but would help the new hire to settle and understand the company in a easier way. Hope this will help you.
From India, Hyderabad
Dear all
As per my observation all are doing very well job, but you have missed one point that, As HR person think about the employee benefits after retirement,
Are you providing PF/ Pension.
Are you providing ESI Facilities?
Are you providing any other facilities such as canteen welfare
Think from the above angle
Regards
Laxminarayana
9866917232
From India, Hyderabad
As per my observation all are doing very well job, but you have missed one point that, As HR person think about the employee benefits after retirement,
Are you providing PF/ Pension.
Are you providing ESI Facilities?
Are you providing any other facilities such as canteen welfare
Think from the above angle
Regards
Laxminarayana
9866917232
From India, Hyderabad
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