Soft Skills, Aviation
Sr.it Recruiter/hr

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Dear All, Kindly update as to what is the process of organising HR unit in any organisation. Regards
From India, Cuttack
Dear Paromita,

TO start with, A Human Resources Department is responsible for coordinating the activities of employees within an organization.

Obviously, the first thing that comes to mind, in the presence of a HR department, is that, there is a greater probability of the organization yielding profits in the future. The human resources department provides guidance and leadership qualities to various departmental heads.

In addition, it helps other departments within the same company in carrying out effective decision making, and monitors and evaluates the recruitment of employees into the organization.

Assuming that there is no seperate HR Department in your organization and it is added to the admin department You need to educate the importance of the HR department in the organizationand create a HR Department seperately. Formulate the roles that are required for the department, design the hierarchy and the reporting structure.

I would like the forum to have further discussion on this thread

From India, Madras
Infact I would also like to add some more views on Jayavel. HR Department is comething very crucial for an organization. HR is a link between the Top Management and employees.HR make sure that the business is on profit line, bringing new intiatives to teh organization and attarcting and retaining the best of the lot
Anil Thankan

From India, Kochi
Hi Please Finde Below the Activities of HR Department from which you can take clues on how to organise HR Unit,,



  • Organization Mission / Vision, Business Goals, Strategy
  • Organization Life Cycle Stage
  • Organization Competency Identification (Key Competencies Required)
Competency Dictionary - Definitions
Proficiency Levels Defined
Existing Organization Competency Assessment
Existing Proficiency Levels
Competency Prioritization
GAP Analysis
o Competency Map (Employee Ratings, Observed / Desired / Gaps)
Employee Prioritization for Competency Development

Competency Development Program
  • Competency Mapping Industry/Competitor Analysis


Performance Management & Review Mechanism

Key Result Areas
      • Key Performance Indicators (Highest / Ideal Performance Expected)
Key Deliverables (Role Definition)
Competence Required
Position Descriptions Mapping across Organization
Performance Agreement
Goals / Objectives
Key Deliverables (Role Definition)

  • Performance & Potential Evaluation
Goals / Objectives (Previous Year)
Key Deliverables Assessment (3m,6m,9m,Yrly.)
Developmental Deliverables Assessment (3m,6m,9m,Yrly.)
Shortfalls in Deliverables Achievements
Significant Achievements
Strengths & Weaknesses
Competency Ratings (Managerial/Behavioral/Functional)
Trainings Received / Required Analysis
Performance Scores (Deliverables & Competencies Ratings)
Final Performance Ratings
Miscellaneous Discussions
  • Rewards & Recognitions - What is to be Rewarded/Awarded?
Overall Performance
Critical Performance
Spot Performance
Personality Growth
Loyalty Recognition
Best of the Best (Individual, Team, Group Recognitions
Developmental Deliverables (for Career / Succession Planning)
Trainings Required (Objective, Priority, Evaluation Parameters)
Organization Support Required
Career Planning
Succession Planning

Recruitment & Selection

  • GAP Analysis / Future Requirements
  • Budgeting New Manpower, Cost Estimates
  • Recruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)
  • Internal Resources / External Resources
  • Position Description
Candidate Specification
Experience Specification (Mandatory/Preferred)
Key Performance Indicators (Highest / Ideal Performance Expected)
Key Deliverables (Role Definition)
Competence Required

  • Sources of Manpower (External)
Placement Consultants
Job sites
Campus Recruitment
Employee Referrals
Head Hunting
Professional Institutions
  • Vendor Relationship Management (Agreements, Contracts, Quotes)
  • Manpower Requisition Process (Authorisation, Documentation, Closures)
  • Selection Methodology
  • Interview Process (Panel, Evaluation Methodology)
  • Testing Processes (Test Instruments, Administration, Monitoring
  • Documentation
  • Forms & Formats (Requisition, Application Blanks, Interview Evaluations)
  • Recruitment MIS Reports
Training & Development

  • Training Needs Identification
  • Skill-Gap Analysis
  • Competency Map (Employee Ratings, Observed / Desired / Gaps)
  • Training & Development Plans (Technical / Soft Skills / Knowledge)
Competency Development Programme.
Behavioural & Functional
Skill Development Programme
Performance Improvement Programme

  • Training Calendar
  • Prioritized List of Training Programmes
  • Individual Analysis
  • Faculty Feedback & Analysis
  • Employee / Supervisor Feedback
  • Developing Knowledge Sharing Practices
  • Training Effectiveness Parameters
  • Key Improvement Indicators Defined (Performance, Skills, Competence)
  • Time Frame for Improvement
  • Review Mechanism

  • Oganisations philosophy & values
  • Work Culture
  • Best HR practices / Policy
  • Grievance Management Process
  • Employee Communication formal & informal
Notice Boards
Inter Dept meetings
Dept Meetings
Staff Meetings
Suggestion Scheme
Work culture survey, Analysis & Findings
Employee Satisfaction Survey, Analysis & Findings
Effective Grievance Resolution


  • Offer / Appointment Letters, Compensation Sheet, Contract Letters, Consultant Agreements etc.
  • Salary Fitment Benchmarks / Salary Matrix
  • Joining Formalities & Documentations
  • Documentation Coding & Revision Guidelines
  • Induction & Orientation Company Overview (History, Business, Market, Products/Services, Geography)
Company Presentations
Key Personnel Meetings

Technical / Domain / Process Training Programme
  • Maintaining & updating Personnel Files
  • Compensation & Benefits Administration Salary Structure (Fixed, Variables, Perks)
  • Employee Welfare Schemes
  • Insurance Covers
  • Retiral Benefits
  • Tax Consulting
  • Legal Compliances (Employment / Labor / Compensation Acts)
  • Incentives, Motivational Allowances
  • Employee Relations Employee Benefit Schemes
  • Birthdays / Anniversaries
  • Festival Events
  • Sports Events
  • Inter Dept Events / Competitions / Games / Quizzes
  • Health & Safety Measures.

From India, Coimbatore
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