New Hr Department - DOC Download - Commercial Bank - CiteHR
Rajat Joshi
Hr Consulting ,trainer -creative Thinking
Anu840
Hr Executive
Sherinpereira
Hr & Administration
Muralikrishnan
Hr Executive
Shailgiri
Consultant - Human Resource
Nutts
Hospital And Health Care Management
Leks
Student
Fayyaz Khan
Manager Human Resources
Rukmane
Hr & Admin - Executive

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Dear All
I am currently setting up a HR Department in one of the commercial bank. This bank currently doesnot have HR Dept. and none of the HR system is in place. How should I proceed ? What are the essentail aspects do I need to consider in setting up the new HR department?
Regards
Shailgiri

Hi!, I am also setting up a new HR Dept in a Hospital, if I can get help on this. Regards Sudhanshu
HI sudhansu
I dnt know how much my info is going to help u but atleast i can assure u that this is the quality procedure which every hosp follows:-
1.EMPLOYEE - PERSONAL FILE
2.MANPOWER REQUISITION FORM
3.PRELIMINARY DATA SHEET
4.INTERVIEW EVALUATION FORM
5.JOINING REPORT
6.APPLICATION FORMAT
7.PERFORMANCE APPRAISAL FORM
8.ID REGISTER
9.LEAVE REGISTER
10.LEAVE APPLICATION FORM
11.INSURANCE FILE
12.STAR EMPLOYEE AWARD FILE
13.NO DUE FORM
14.EXIT INTERVIEW FORM
15.RESIGNATION LETTER FILE
16.PERMISSION SLIP
17.GRIEVANCE REGISTER
FROM
NATASHA

Hi, I m HR manager in an hospital in ME. I wish if I can help you, but I m affraid that the mail was bit old to reply. Lets see if some one is still seking help in establishing HR department. Fayyaz
To create different activities like,
Time office functions- Register or software attendence system, to create leave procedures and formats, develop attendence repot etc
Recruitment:
manpowe planning
job describtion
application form
interview rating
preperation of appointment order (fixing pay accoring to pay scale) etc.,
training development
conducting induction programme
prepare TNA
defining training curriculam
Identify speakers
training assessment
etc.

Dear All,

Every HR manager has his/her own strategy, in my case I will go for the verification of Total strength by staff, Categories them. In the mean time I will be assigning jobs for my staff as Personnel, Development, Recruitment and Traveling (if Applicable). This would be my main Divisions under the umbrella of HR.

Person responsible of Personnel will be the contact person for Documentation and Filing.

Development for contract renewals, Training Programmes. Orientation.

Recruitment for Applicants handling, interviews, Joinings, Orientation Programmes.

Traveling for Ticketing and TA / DA.

I will give the structure of Personnel files to Personnel people, as document required and Hiring Approvals are must and any body's approval not found may be urgently taken under action. Staff Data Sheet, insurance documents, medical policy, etc..

New recruits receptions for development people and they must be given Orientation material, training calender style. (Subject and topics should be a after careful Gap analyses which might come later but date to be fixed for its lauching with action plan).

Recruitments shall take care of applicants and they should be well aware of Competencies requirements for different positions.

I 'll take a break here and continue it later, provided it is beneficial to any one.

Fayyaz

Dear Shailgiri,

Am not sure if your query was resolved to your satisfaction, hence the attempt to provide the overall view on setting the HR deptt for your client – a commercial bank.

Thanks to Murali, Fayyaz & Natasha for providing the pointers..

To start up :

Initial Documents

-Very basic step is to Design the basic documents like Offer Letters , Appointment letters

- Holiday List as per the Industry Standards

- Put in place the Attendance System- either through a attendance register (with time in and Time out )

- Leave Policy , Leave Tracking system , Leave application format

Initial Important Activity -

Recruitments

- Draft clear job description depending on the requirement ,

- Have a clear procedure for recruitment and selection.

- Make a strategy of recruitments

- Check for suitable sources to get the target candidates.

Compensation Benchmaring

- Decide on compensation for different positions and different experience levels based on the internal study and industry standards.

Induction :

- Design the list of documents that are required at the time of appointing.

- Design personal details form

- Maintain employee database for record purpose.

Then stabalizing intially work on the following Employee welfare/ entertainment activities - like picnics , corporate lunch , excursion depending on the budget , Benefits and Rewards - like benefits after probation periods , different types of incentives , Bonus Policy etc

Performance Appraisal and Management system - which is important and key thing

Training and Development

Plan for retention activities after three to four months as there is always a attrition problem.

Meanwhile start developing HR Policies which is very essential like a skeleton on which body is made..preferably this be a part of the HRD Manual entailing the rules & regulations.

Hope this helps..

Regards,

Rajat

Hi I’m also seeking help in various area mentioned in this topic kindly help me in setting upon processes
Dear Rajat Joshi,
Thanks a lot for ur valid points. Hv to say thanx to Shaligari for raising this question. It reallly helped me. Will u help me out in framing the grievance form and Exit interview for an ITES industry (e-publishing)
REgards,
Rukmane

Even I am setting up a new HR department in pharmaceutical company
1) I Have maintained intial documents (Personal files & records) but some of the employees data are not there.
2) Installed attendence recording system but no proper leave policy, people will take leave and HR will not come to know. there is no specific working hours.
3)Started celebrating employees birthday (with cake cut & greeting)
But here what I feel is first I have to frame a HR policies so that I can start my assignments smoothly.
I report to GM (Finance), I am the only one person in HR department, Total Employee strength is 50.
Let me brief about GM (Finance) he has always negative mind. whatever you say he will not agree for that. No plan of work,
C an any one tell me how do I frame HR policies??
Your suggestions and comments pls...


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