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Dear Preeti,
Please find attached LEGAL FORM AND RETURN as per Act here with for your reference. Go through the entire file thoroughly and revert back, if any doubts.
If you want, you can call me to this number: 9975491937

From India, Pune

Attached Files
File Type: xls statutoryfactorybeforeafter.xls (53.5 KB, 227 views)

Hi preeti,

Considering you as a fresher , i guess you might have to get more understanding & output from lot of seniors in this forum on various activities of HR & also from your boss what role you have to play & what is the mission,vision culture you require in organization..

Let me go step by step to make you some understanding on the activity of HR in organization.which is newly setup (based on my experience )

1st will be mostly the work related to admin activities such as leave & attendance tracking , statutory works , system & workplace allocation , preparing letters etc, employee file maintenance, maintaining data related to employees (HRIS)+Recruitment (hope you are doing it)

2nd phase will be more of policies drafting(various ) ,employee hand book ,Grades & designation framing setting salary bracket for each bucket,organization chart , process making ,framing balance scorecard,KRA & KSA identification & preparation for each grades & designation for rolling out PMS in the company

3rd phase will be more of metrics , effective PMS, Modification of policies & process & etc
chalking out T&D training plan & execution ,competency mapping (optional)

4th will maintenance of organization activity with view to sustainability & growth enhancement succession planing , mentoring & buddy system , bring employee engagement activity here for exchange of ideas & fun.

Note: Once an activity is rolled out it should sustain else again rework will kill the system & also for each document keep history if any one who wants to review or add can go though the different phase or implementation at your work.

I am suggesting you this activities on outline bases but further if you require any help , give me call at 9790926889 / mail to .

All the best
Sujit kumar P

From India, Madras
Dear Friend If you can call me on my number ... i ll be able to help you very accurately. My number is : 9849940050 My Present Company is : MTAR Technologies Pvt Ltd Lakshman Kumar Grandhi
From India, Hyderabad
Hi Ptlp
Do not worry about forming HR department
Please,follow up on your job description on what is the requirement or roles of the job title
Make sure you take 100% of all HR issues by ensuring that all HR working tools are in place i.e department structure,objectives of the HR department,roles of each staff,make sure all personnel files are well maintained and updated,staff regulations is in place,monitoring of staff discipline,give guidelines on the issue of recruitment,training and development of staff,follow up performance management and establish job descriptions document for your company,this will help you to know every at the company and what is his/her roles.
With best regards
Elisante Yona

From Tanzania
first step is to give a shape to your orgnaisation by defining the various roles and function in the organisation.
Get all the statutory formalities completed especially under the employment of contract labor Act.
an effecient payroll system that comprises of attendance, leave, salary, benefits etc...
You can think of a employee handbook once you are through with the above.

Dear Preeti
This is a great challenge for you and if you are successful then you will experience a steep growth in your career. But at the same time do not forget your "intervention" lessons. You must interact with your MD on daily basis on your planning and implementation part and take him in confidence before you go ahead with your plans.
I am myself working as an HR for an IT hardware company where the HR functions are independently handled by me. I have put in my 4yrs of experience into practice and have introduced lot of new policies for my company.
The information provided by Narender is of vital importance and is a base line on which HR functions. The vital statistics for HR is the employee database. You must collate and work accordingly.
Rest if any further information required, you can contact me @
All the best.

From India, Delhi
Hi Guys.

I am new here and in South Africa. Maybe the way that you guys do things is different from us. However, I belief that HR is HR regardless where you are.

My understanding is that you are starting an HR department from scratch right? I hope my insights will provide some inisght.

1. As you have learnt from your studies, you probably have to understand the role that HR plays within an organisation. There is TRANSFORMATIONAL and TRANSACTIONAL HR.

The two complements each other. With Transformational HR you deal with HR as a Strategic Partner - The Dave Ulrich's model - HR as Strategic Partner, Human Capital Developer, Employee Champion, Functional Expert. I will briefly explain

Strategic Partner - You will have to develop an HR Strategy that will drive the overall Business Startegy and Business Objectives. Your MD is probably interested in seeing how much your division will bring to the overall business. The first thing will be for you to understand what the strategy of the business is. Once you do that, you are home free. My experience has taught me that the Business Executive needs someone who speaks their language. For example, if we talking leave maladministration, you need to quantify how much it cost the company etc. I have attached a file that will guide you through the HR strategy development session.

HR as a Human Capital Developer - Focus will be on Talent Management, Succession Planning, Organisational Structure etc. Still driven by the Overall Company strategy and Objectives.

HR as an Employee Advocate - that deals largely with how you will keep your employees happy, motivated etc. This will be informed by your HR policies

Lastly, HR as an Administrative Expert - As much a other people within the organisations are experts in their field of specialisation, what's stopping us from being the same? Make sure that you use HR Best practices. I call it "Cradle to grave"- We should be expert in the processes involved from recruitment to exit (retirement or termination)

The Trancational HR will be that dealing with issues such as your Administrative processes. Your HR Maintenance - most of the things our collegues have metioned in the preceeding responses.

I hope this helps.

From South Africa, Johannesburg

Attached Files
File Type: doc Human Resources Strategy.doc (37.5 KB, 494 views)

Sorry guys, I meant Functional Expert.
Over and above, find yourself a MENTOR. Someone who has been in the HR Field for quite some time. They will give you guidance. Your MD can only take your questions to a certain level, as they will remind you why they chose you as the best candidate for the job!!!! The best place to start will your Lecturers from Universities...

From South Africa, Johannesburg
Dear Preeti,
It has been almost 03 - 04 days since you have posted a thread regarding the start up of a HR dept in your Org.
So far you have received 19 posts regarding the same.
Have you started / initiated anything based on the inputs / posts that you are still receiving???
Try to give your feedback over the effectiveness of the suggestions / inputs being given / posted by the members of CiteHR.
The feedback is requiered as it helps the members to guide others confidently & efficiently.
Don't forget to post your feedback after you implement the inputs posted by CiteHR members.

From India, Hyderabad
Hi, plz help me, i Have joined an organization as a HR Executive & i hv been asked 2 make HR policy as it is setting up a HR dept. for the first time..
From India, Delhi

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