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dreamymini
Dear All, Kindly update as to what is the process of organising HR unit in any organisation. Regards
From India, Cuttack
jayavelk_mba
10

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
anilthankan
1

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
Thanks
Anil Thankan

From India, Kochi
M.Peer Mohamed Sardhar
733

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

ACTIVITIES OF HR DEPT

STRATEGIC


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

ü Competency Development Program
  • Competency Mapping Industry/Competitor Analysis
PERFORMANCE MANAGEMENT

STRATEGIC

ü Performance Management & Review Mechanism

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

PROFESSIONAL & ADMINISTRATIVE
  • Performance & Potential Evaluation
ü Goals / Objectives (Previous Year)
ü Key Deliverables Assessment (3m,6m,9m,Yrly.)
ü Developmental Deliverables Assessment (3m,6m,9m,Yrly.)
ü Shortfalls in Deliverables Achievements
ü Significant Achievements
ü Strengths & Weaknesses
ü Competency Ratings (Managerial/Behavioral/Functional)
ü Trainings Received / Required Analysis
ü Performance Scores (Deliverables & Competencies Ratings)
ü Final Performance Ratings
ü Miscellaneous Discussions
ü Recommendations
  • Rewards & Recognitions - What is to be Rewarded/Awarded?
ü Overall Performance
ü Critical Performance
ü Spot Performance
ü Personality Growth
ü Loyalty Recognition
ü 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

STRATEGIC
  • 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
ü Candidate Specification
ü Experience Specification (Mandatory/Preferred)
ü Key Performance Indicators (Highest / Ideal Performance Expected)
ü Key Deliverables (Role Definition)
ü Competence Required

PROFESSIONAL & ADMINISTRATIVE
  • Sources of Manpower (External)
ü Placement Consultants
ü Job sites
ü Advertisements
ü Campus Recruitment
ü Employee Referrals
ü Head Hunting
ü Networking
ü 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

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

PROFESSIONAL & ADMINISTRATIVE
  • 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
EMPLOYEE SATISFACTION & MOTIVATION

STRATEGIC
  • Oganisation’s philosophy & values
  • Work Culture
  • Best HR practices / Policy
  • Grievance Management Process
PROFESSIONAL & ADMINISTRATIVE
  • Employee Communication – formal & informal
ü Notice Boards
ü Intranet
ü Emails
ü Circulars
ü Inter Dept meetings
ü Dept Meetings
ü Staff Meetings
ü Suggestion Scheme
ü Newsletter
· Work culture survey, Analysis & Findings
· Employee Satisfaction Survey, Analysis & Findings
· Effective Grievance Resolution

PERSONNEL & ADMINISTRATION

PROFESSIONAL & ADMINISTRATIVE
  • 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)
ü Company Presentations
ü Key Personnel Meetings

ü 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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