Hi all,
My name is Adhil, and I have been working in a software company for the past 4 years. I have been with the company since its inception in 2016 when we started with only 4 resources. Currently, our team has grown to over 25 people. Initially, there was no need for an HR department as we were a small team, so I took on major roles such as delivery, testing, and coordination.
Recently, my Managing Director has requested that I shift my focus to HRM. I do not have prior experience in this area nor do I hold any certifications. I would appreciate guidance on how to effectively manage HRM tasks.
Thank you for your assistance.
From India, Coimbatore
Acknowledge(0)
Amend(0)
My name is Adhil, and I have been working in a software company for the past 4 years. I have been with the company since its inception in 2016 when we started with only 4 resources. Currently, our team has grown to over 25 people. Initially, there was no need for an HR department as we were a small team, so I took on major roles such as delivery, testing, and coordination.
Recently, my Managing Director has requested that I shift my focus to HRM. I do not have prior experience in this area nor do I hold any certifications. I would appreciate guidance on how to effectively manage HRM tasks.
Thank you for your assistance.
From India, Coimbatore
Acknowledge(0)Amend(0)
Dear Adhil,
To run the HR Department professionally, it is better if you hire a resource from the outside. All along, you have been working in the technical department. Your transfer from the technical department to the non-technical department shows the trust that you enjoy from the MD. However, to run a department efficiently, mere trust is not sufficient. One needs to have the subject knowledge as well.
Since your company has a staff of 25 employees, you are obviously covered under PF/ESI. Therefore, the HR resource has to handle the statutory activities as well. Possibly, your company may outsource the statutory activities. Nevertheless, attendance management, leave management, recruitment, keeping employee records in an orderly manner, entry and exit formalities, etc., will have to be done in-house. Who will do all this?
Even while recruiting the HR professional, make sure that he/she has worked under some HR Manager. If you employ a fresher or a novice, we may possibly encounter a similar query from him/her on how to manage the HR department since they have no one to guide them. You will find scores of such past posts on this forum.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
8213To run the HR Department professionally, it is better if you hire a resource from the outside. All along, you have been working in the technical department. Your transfer from the technical department to the non-technical department shows the trust that you enjoy from the MD. However, to run a department efficiently, mere trust is not sufficient. One needs to have the subject knowledge as well.
Since your company has a staff of 25 employees, you are obviously covered under PF/ESI. Therefore, the HR resource has to handle the statutory activities as well. Possibly, your company may outsource the statutory activities. Nevertheless, attendance management, leave management, recruitment, keeping employee records in an orderly manner, entry and exit formalities, etc., will have to be done in-house. Who will do all this?
Even while recruiting the HR professional, make sure that he/she has worked under some HR Manager. If you employ a fresher or a novice, we may possibly encounter a similar query from him/her on how to manage the HR department since they have no one to guide them. You will find scores of such past posts on this forum.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Human resource management is not much complicated. However, you must have other HR executives to handle various HR activities like recruitment, selection, induction, training, verification, administration, compliance, performance reviews and assessments, employee engagement activities, welfare, compliance, day-to-day monitoring of operations such as attendance, reports, personnel records, and filings, etc.
While all the above tasks form a part of HR work, HR management ultimately calls for leadership that keeps the employees motivated, productive, focused, and energetic, aligned with organizational goals, and well-converged with their job satisfaction.
From India, Vadodara
Acknowledge(0)Amend(0)
While all the above tasks form a part of HR work, HR management ultimately calls for leadership that keeps the employees motivated, productive, focused, and energetic, aligned with organizational goals, and well-converged with their job satisfaction.
From India, Vadodara
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Register and Log In.
A-Role of labour contractors in global production networks -A-1 Imp..pdf
Role of hr.zip