Little Bit In Hr At Executive Level, Riding
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Hr Labour Consultant

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Hello all,
I have recently joined an company as Senior HR Executive. Today is my second day & my management wants self to submit a report by next week based on the observations done during this week. They werent specific, so i thought i will get an suggestion from my virtual colleagues & seniors from citeHr.
Can you all suggest me like what andal should i have to highlight on the report & what andal can be included in the report.
Please do suggest/ recommend me to finish my first task.


Ideally I would have expected your management to give you at least the outline of what your report should contain. However since you are clueless, I think I can take the liberty of suggesting some points for consideration in the report.

At the outset, the observation need not be purely based on your visual inputs must in fact be based on your active interaction with people around. This could be tricky since you are new and you cannot ask probing questions. You can elicit views from employees, ask general questions and ask specific questions on various company policies eg. the attendance system, the leave policy, the reimbursement policy etc.

Your report must be a mix of facts and conclusions drawn, focused more on the HR angle possibly drawing attention to areas of improvement. Some points could include

- how effective is the induction programs
- are employees aware of their KRA's, JD's, company policies
- is there a clear organizational structure and effective organizational climate
- what are the most frequently voiced concerns eg. canteen food, poor response by facilities management, bus / transport service levels need improvement etc.
- what motivational inputs do the staff year for eg recreational facilities, motivational training, introduction of fun engagement activities

With these pointers I am sure you can come out with an effective report.

I would also take this opportunity to invite you to read the following Inspirational and Motivational Blogs

www.actspot.wordpress.com - Daily Blog
www.poweract.blogspot.com - Weekly Blog


200 views & only one reply.. Please do pur your thoughts.. I value your suggestions.. With a lots of hope i have been here.. Please seniors pls dont disappoint me..
Awaiting for ur suggestions on my query.

Dear Friends,
I need a help.
I am confused to settle down a problem in my client company. My client company pays 10000 Production incentives with the 3000 actual salary. Means a person who gets the gross salary 3000, including prod. incentive he is getting 13K.
As per law we can not show it as OT Salary or we can not show it as Incentives, as it is almost 350% more than actual salary.
Can anybody help me out for this hurdle?
It will be my pleasure to have a sollution of it.
-Shailesh Limbachiya
+91 9725707007

Dear Santosh,
When a new employee joins, he/ she probably brings experience or new ideas. The observation report is aimed at that such employee right from entering the reception, working whole of the day in the deptt and leaving at the eod, in case he observes something can be improved OR feels that all is fine. There is nothing to worry of any good/ bad statement, just be fair in jotting down your observations .. thats it. Probably one good idea can change the whole scene.
Dear Shailesh,
The Minimum Wages Act is enforced by state labour deptt and the wages are also fixed by the state machinery. In case your company is complying with that.....it shall be perfectly alright if the production incentive or rewards are paid. However, since it amounts to saving on PF/ ESI employers contributions coupled with Bonus payments - the drafting of apptt letters / terms of employments are to be done very carefully.
Thanks and regds
B.RAJ Sachdeva.

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