Hello everyone!
Kindly let me know what the major tasks are to be performed while setting up an HR Department in any company. I have recently joined a company that didn't have an HR department before, and as I only have 6 months of experience, I am a bit confused about how to start and where to start. I initially began by creating an MIS of all employees. What should be the next process?
Regards,
Swati
HR Executive
From India, Faridabad
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2Kindly let me know what the major tasks are to be performed while setting up an HR Department in any company. I have recently joined a company that didn't have an HR department before, and as I only have 6 months of experience, I am a bit confused about how to start and where to start. I initially began by creating an MIS of all employees. What should be the next process?
Regards,
Swati
HR Executive
From India, Faridabad
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Hi Swati,
First and foremost, you need to define all the SOPs of HR functions that will be applicable to your company at the initial level, such as recruitment, training, code of conduct, attendance, and employee grievances.
After defining the SOPs, you will have to formulate all formats related to different HR functions. Later, you will need to design the process flowchart illustrating how the activities will be carried out in the organization, thus establishing a structured HR function.
Once you implement the above steps, you can apply the same procedure to other HR functions like PMS and employee engagement.
Thank you.
From India, Mumbai
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First and foremost, you need to define all the SOPs of HR functions that will be applicable to your company at the initial level, such as recruitment, training, code of conduct, attendance, and employee grievances.
After defining the SOPs, you will have to formulate all formats related to different HR functions. Later, you will need to design the process flowchart illustrating how the activities will be carried out in the organization, thus establishing a structured HR function.
Once you implement the above steps, you can apply the same procedure to other HR functions like PMS and employee engagement.
Thank you.
From India, Mumbai
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Defining the SOP for every process and creating formats is the foundation for any HR process. Organizations having no SOP will lose good employees.
I am an industry expert and can help you in HR Management (especially Process Management). You can reach me on 9090927445 (Skype: balaji.santosh).
From India, Madras
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I am an industry expert and can help you in HR Management (especially Process Management). You can reach me on 9090927445 (Skype: balaji.santosh).
From India, Madras
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Dear Guidance Seeker,
To aid and advise the Employer (Management), the Human Resource Management Unit/Dept is set up on a few of the following critical/Key Result Areas/Functions:
1. Frame and implement Policies (Six to begin with); Procedures (simple to follow and easy to understand); Parameters/Norms (Ethics, Transparency, etc.) and Employment-related matters of importance in alignment with your Organization's Vision, Values, and Mission.
2. Notify the aforementioned "intentions & commitment" to all concerned for adherence and feedback.
3. Define with sufficient precision the Terms of Employment (Co's Rules & Regulation, HR Handbook, Code of Conduct Document, etc.) and notify them to all Employees and others, including the New Mandatory Provisions stipulated in the "Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 and the Rules framed and since gazetted thereunder.
4. Put in place Recruitment Systems (including Internal Promotions criteria, Inter-Deptl. Transfer, etc.).
5. Performance Management and Improvement Systems & Practices to utilize the Energy and Intelligence of the entire Workforce.
6. Set up Reward & Punishment Schemes.
7. Promote Employee Empowerment/Engagement Schemes.
8. Culture Building Schemes, etc.
9. Employee Capacity and Skills Development Schemes (to usher in Knowledge/Data-Based Decision Systems and to retain them).
Kritarth Team is ready and willing to provide Specialized Services within the Lowest Possible One-Time Investment within the Shortest Possible Time.
Kritarth Team is led for Excellent Service Delivery by an XLRI Alumnus possessing 4 decades of Hands-on Working Experience, specializing in HRM, ER, IR, Training, and related Services.
Tell us at info@kritarth.in/shakti@kritarth.in
91 9560 453756
Bengaluru Service Point 14.9.2016
From India, Delhi
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To aid and advise the Employer (Management), the Human Resource Management Unit/Dept is set up on a few of the following critical/Key Result Areas/Functions:
1. Frame and implement Policies (Six to begin with); Procedures (simple to follow and easy to understand); Parameters/Norms (Ethics, Transparency, etc.) and Employment-related matters of importance in alignment with your Organization's Vision, Values, and Mission.
2. Notify the aforementioned "intentions & commitment" to all concerned for adherence and feedback.
3. Define with sufficient precision the Terms of Employment (Co's Rules & Regulation, HR Handbook, Code of Conduct Document, etc.) and notify them to all Employees and others, including the New Mandatory Provisions stipulated in the "Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 and the Rules framed and since gazetted thereunder.
4. Put in place Recruitment Systems (including Internal Promotions criteria, Inter-Deptl. Transfer, etc.).
5. Performance Management and Improvement Systems & Practices to utilize the Energy and Intelligence of the entire Workforce.
6. Set up Reward & Punishment Schemes.
7. Promote Employee Empowerment/Engagement Schemes.
8. Culture Building Schemes, etc.
9. Employee Capacity and Skills Development Schemes (to usher in Knowledge/Data-Based Decision Systems and to retain them).
Kritarth Team is ready and willing to provide Specialized Services within the Lowest Possible One-Time Investment within the Shortest Possible Time.
Kritarth Team is led for Excellent Service Delivery by an XLRI Alumnus possessing 4 decades of Hands-on Working Experience, specializing in HRM, ER, IR, Training, and related Services.
Tell us at info@kritarth.in/shakti@kritarth.in
91 9560 453756
Bengaluru Service Point 14.9.2016
From India, Delhi
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Thank you all for your valuable response.Now it would be easy for me to work in the said direction.
From India, Faridabad
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From India, Faridabad
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You have not indicated how big your organization is, the size of manpower at different levels, business fundamentals, nature of the organization, etc. All the suggestions provided by fellow HR professionals will be more meaningful once these details are known. If your organization is very small, with only a few employees, many of the processes mentioned above can be simplified or eliminated. I recently advised a company where numerous activities were outsourced due to the small size of the organization!
Best wishes,
N K Sundaram
From India, Bengaluru
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Best wishes,
N K Sundaram
From India, Bengaluru
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I have been appointed as the Group HR for all their verticals. This includes one restaurant with at least 40 employees, one PMT Academy with 25 employees, one hospital with 125 employees, and one coworking company with 15 employees where I have been selected.
From India, Faridabad
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From India, Faridabad
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Goal-setting-gu ide_141.pdf
KRA.s setting.ppt