How To Build A Hr Dept In SME - CiteHR
Hr & Administration Specialist
Finance, Hr, Sectarial Practices, Law And
Shiva Prasad
Human Resources And Ir
+1 Other

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Hi all........
I am working in a SME which is not in organized manner. As a HR how can I make everything in organzed way? I am a fresher so it is little challenging task for me Pls help me out.......suggest me something that I can do for the company.
Thanks and Regards
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Greetings from Maximus Consulting Group....
I am glad to introduce my company Maximus Consulting Group, based in Chennai. We are a HR strategy consulting company helping the SME's to establish HR systems in place and also develop an internal person to take care of HR department.
Please feel free to contact us and understand our services.
Archana Rajamanickam

Hi there,

I work in the Gulf and I don’t know what an SME stand for in your part of your world but I do know some tips on how to set up HR Department

•Develop a business plan on what the HR should be achieving

•What are the HR objectives of your company

•What are the functions your HR department going to undertake

•Divide these functions into tasks for employees

•Determine how many employees requires for these functions to be perform i.e. Training & development officer & Performance appraisal , Payment & Benefit, Officer, Employee relations office & Recruitment Officer and over all incharge/ Manager of department you can give it any label you want

•Develop job descriptions from these list of functions

•In the Job Description you determine what is the organization’s educational requirement from these employees and what is the grade they are going to hold and how much they are going to be paid, how much experience is required as starter

•Start your advertising and recruiting

Trust me it is not a an easy task to do you will require help from consultant if your not up to it

Best of Luck all the same.
tips for restructuring HR Department

Recuritememt Process

1. Man power planning

2. Man Power Requistion form - approved by MD/CEO

3. Advertisement-manpower consultants - known sources-from Existing employees

4. Company application form

5. recuritement - Conduct interview-selection- appointment letter- Joining formalities -induction - then delployment

6. Make simple Aprasial to assess performance of the new/existing employees

7. Confirmation/increment letters

8 Promotion letter in case of promotion

Statutory complicance.

Go through various labour enactment and make compliance on time ( Factory Act/Shops and esatablishment. PF. ESI. Gratuity Act, Minimum wages Act, payment of wages act, equal remuneration Act, labour welfare fund act, etc)

Personal data of employees - Personal File if Invidual employee

standing order certification from the Labour dept -

Employees service rules

various Policy- Travell Policy, reibrushment of local conveyance and food, vehicle policy for the Top employees, canteen, commutation policy, promotion policy, recuritment policy, training policy, etc - Depending upon the company/mangement.

please contact if you any quarries.


Shiva Prasad Shetty

Dear Mr. Shiva Prasad
You gave me the brief idea that what I can do.....
Thank you so much. It is very helpfull to me. If you can send me the sample policies and other things It will be helfull for me
Thanks and Regards
SME some times cannot afford a bulky HR set up. No doubt the HR compliance, bring about a more talented human resource to the organization, yet it is some times not possible for a small and medium enterprise to incur the money on mere recruiting the people, which can otherwise can be reploughed in the business to grow.
Do not take a big leap from the world-go. Please be careful, while implementing the HR Policies so that it just do not put a heavy financial burden on the organization, go slow, to serve your purpose. Do things bit by bit, and when the positive results are out in open, take next step.
Entrepreneurs are awakening to the fact that to stay competitive Business need to transform, get organized, and adopt best peoples practices.
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