General Manager-hr & Admin
Recruitment And Retention....
Personal Relationship Management
Sandeep Kumar Dutta
Hr Related Matters
Employeed In Hr & Admin Deptt.
Just Graduated From Hrm
Congrats on your new assignment. Kindly search the following posts too, as we haev earlier discussed on setting up of a new HR department. You will find good material here:
Apart from what is mentioned above, please have the following in mind too before initiating the work:
Since its right from the scratch, please set the proper standards for each HR processes. Example - For recruitment.
Once you have understood the Recruitment needs, perpare a standardized "New Requirement form" to be sent to all department heads. When ever a department feels that they have to hire a new person, they have to fill that document and send it across to you - and all recruitments should happen only through the HR department and not by the individual department.
I am highlighting the above, because I am also facing the same situation as yours. I am the first HR here... and I made the mistake of not communicating these standards to other departments. One fine Sunday, my dad showed me a newspaper ad that had a posting from my company, for a new position - and the HR is knowing abt it from the newspaper!
So as I mentioned earlier, after you go through the above posts, kindly definethe standards for each process, and communicate it to teh other dept too (ofcourse with teh consent of your boss :-)
20th May 2009 From India, Madras
20th May 2009 From India, Bangalore
You should first review the existing system or if there is no system then propose you action plan on monthly basis. Then get approval from the Management so that they are aware of action plan:-
Plan my relating to setting up policy and procedure for manpower planning, recruitment,probation,performance appraisal, promotion, increment, training and development, grievances and so on.
You should also review the existing compensation and benefit, then conduct a survey and prepare a report on annual basis. This will help you to know were you stand as compared to market rate.
The format should be customized according to your company.
20th May 2009 From United Arab Emirates, Abu Dhabi
We need to start up with basic things which cant be overlooked by HR and are mandatory also. It also depends upon organisatione view towards HR and rediness for expenses. One HR process may fit in one organisation but may not in other. Also, HR systems & processes gets conceptualise by experience of the organisation. But still as Ash suggested there are some basic points to be looked into.
Some basics :
2) Recruitment & Selection
4) Employee forms & information, offer letter joinings etc..
5) Employee database or HRMIS - generation of emp code & all basic information of employee.
5) Statutory compliances (very very imp.) - PF/Gratuity/ESIC etc...
6) Benefits - medical insu./accident insur. etc.
7) HR policy document, travel policy etc..
8) payroll processing (with finance)..
9) Fixing probation & Apraisal duration then system etc..
these are basic areas to be formalised and each point will be having some procedure. After these things one can start other activities like training, capacity building etc.. also as I said with experiece all the procedures get more and more polished..
management's/employer's role and intetion are very imp.... so from initial time only make them convinced abt role of HR department...
plz keep contiue the discussion.
20th May 2009 From India, Mumbai
First of all you see whether you need ESI Code of PF code as this is a quite new system . Then Plan Time office and attedance, leave mgt, leave policy,
personal file mgt, incentive and OT plan, Recruitment pocily, HR policy for various functions. As time will pass you will get notice new required modifications in all aspects
21st May 2009 From India, Raipur
Setting up HR Dept. is a good idea. But we need to answer some of the questions?
How many employees are there in the organization?
If the number is greater than 100 than it becomes mandatory to have separate HR.
But if the number is less than 100 it is really not required. It would eventually increase cost of the organization.
Now, if we can come up with HR policies instead of setting the entire HR Dept. will be more cost effective and efficient.
It is quite apparent that recruitment forms and reimbursement forms are implied depending on the size of organization.
Hope this will help us get more insight as to how to go about it.
22nd May 2009 From India, Madurai
am working in hr deptt in corporate office & we have 3 units in different areas . We need to circulate input sheet to our units to collect attendance for making salaries of the employees. Existing input sheet format is not good & clear earlier no HR was here so account deptt. was doing in very unprofessional way. Is anybody has an impressive input sheet format to circulate to our units to make salary in a easy way.
22nd May 2009 From India, Hyderabad