Hello, I'm new to this site. But this is a great learning platform, with lots of advise coming from our colleagues and seniors.
Recently I joined a small scale manufacturing org. which has around 30 workers and 30-35 staff. The org. has been around for more than 15 yrs. and I need to set up an HR dept here from scratch.
Here I also need to be a stopgap between staff and sr. mgmt.
Also no increment policy, employee orientation etc. is in place. I am also doubtful as to how much mgmt. is ready to spend on HR ( including orientation session, soft skill trainings etc,employee welfare schemes, medical and accident insurance policies, and other Hr policies and procedures for retaining as well as developing employees)
Would like practical step by step suggestions from u as to how I should go about this responsibility!
Psst:I'm from consutancy background and doing MBA(HR)
From India, Gurgaon
Recently I joined a small scale manufacturing org. which has around 30 workers and 30-35 staff. The org. has been around for more than 15 yrs. and I need to set up an HR dept here from scratch.
Here I also need to be a stopgap between staff and sr. mgmt.
Also no increment policy, employee orientation etc. is in place. I am also doubtful as to how much mgmt. is ready to spend on HR ( including orientation session, soft skill trainings etc,employee welfare schemes, medical and accident insurance policies, and other Hr policies and procedures for retaining as well as developing employees)
Would like practical step by step suggestions from u as to how I should go about this responsibility!
Psst:I'm from consutancy background and doing MBA(HR)
From India, Gurgaon
hi friend,
if you have been appointed as an hr in any company, you have to start up with developing the organisation structure, where you will need to chartout the structure of your company like no of divisions, departments, units, subunits, levels of management, designation , salary structure and so on....
once these things are done you can go for preparing employee manual and other policy and procedures
for any clarification you can mail me at
thanks
From India, Bangalore
1if you have been appointed as an hr in any company, you have to start up with developing the organisation structure, where you will need to chartout the structure of your company like no of divisions, departments, units, subunits, levels of management, designation , salary structure and so on....
once these things are done you can go for preparing employee manual and other policy and procedures
for any clarification you can mail me at
thanks
From India, Bangalore
This is a nice opportunity for you. You can gain a very good experience and learn new things. This will also be good for your career growth.
First of all you need to talk to the management about the budgetary provisions made for HR. An remember before going to the management do your own home work like prepare a HR budget and show them.
After that you can start with a HR Manual or HR Policy for the organization which will contain the terms of employment, leaves, T&D, exit, misconducts etc. After you are ready with these policies and procedures you can take management's approval and start implementing them slowly and gradually. You nee to go really slow because you will experience resistance to change from the employees. You need to work like a change agent here.
This looks very big but when you will start working on it you will find yourself sailing through it smoothly.
All the very best to you.
Regards.
byomjeet
From India, Delhi
First of all you need to talk to the management about the budgetary provisions made for HR. An remember before going to the management do your own home work like prepare a HR budget and show them.
After that you can start with a HR Manual or HR Policy for the organization which will contain the terms of employment, leaves, T&D, exit, misconducts etc. After you are ready with these policies and procedures you can take management's approval and start implementing them slowly and gradually. You nee to go really slow because you will experience resistance to change from the employees. You need to work like a change agent here.
This looks very big but when you will start working on it you will find yourself sailing through it smoothly.
All the very best to you.
Regards.
byomjeet
From India, Delhi
hi sanjiali,
You profile looks same like mine , it feels nice to hear that you are also setting up the whole system step by step. Even i did so.
1)Firstly, Collect data from existing employee for company record purpose.their name, conatct number ,alternate Email-id etc...
2) Formulate a HR policy which will cover office timings,lunch break,Employee insurance,claims procedure,Approval hirearchy , travel etc.
3)Do you have a format of the appointment letter, start issuing if to the employeesif they have not been issued.(if you need the format revert back with your email id)
4)Regarding insurance if you need help there is a Broker called PNB principal they will help you get best reasonable quotes for Peronal accident & Mediclaim Insurance.If you wish mail me on the below address i will help you with details.
5)Also if you require i can help you with the a HRpolicy presentation.
Can you tell me what is your company into.
Regards,
Sonia.
From India, Mumbai
You profile looks same like mine , it feels nice to hear that you are also setting up the whole system step by step. Even i did so.
1)Firstly, Collect data from existing employee for company record purpose.their name, conatct number ,alternate Email-id etc...
2) Formulate a HR policy which will cover office timings,lunch break,Employee insurance,claims procedure,Approval hirearchy , travel etc.
3)Do you have a format of the appointment letter, start issuing if to the employeesif they have not been issued.(if you need the format revert back with your email id)
4)Regarding insurance if you need help there is a Broker called PNB principal they will help you get best reasonable quotes for Peronal accident & Mediclaim Insurance.If you wish mail me on the below address i will help you with details.
5)Also if you require i can help you with the a HRpolicy presentation.
Can you tell me what is your company into.
Regards,
Sonia.
From India, Mumbai
Dear Sanjali,
As I see it, there is a good chance that the Management is paying a lip service by naming a department as HR Department whereas the actual tasks may be pertaining to Administration and IR.
You can start by defining the Organization Structure and your own Job description in as much detail as possible. You can then ascertain your priorities by assigning weightage to each of your KRAs.
Such an activity will provide clarity to you and the Management about the role of the HR Department.
Best regards,
Deepak
From India, Mumbai
As I see it, there is a good chance that the Management is paying a lip service by naming a department as HR Department whereas the actual tasks may be pertaining to Administration and IR.
You can start by defining the Organization Structure and your own Job description in as much detail as possible. You can then ascertain your priorities by assigning weightage to each of your KRAs.
Such an activity will provide clarity to you and the Management about the role of the HR Department.
Best regards,
Deepak
From India, Mumbai
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