Hello,
I'm about to join a metal trading company for automobiles as an HR Manager where I'm single handedly setting up an HR department for approx 150 employees
Kindly guide me as to how I should go about it.
From India, Mumbai
2I'm about to join a metal trading company for automobiles as an HR Manager where I'm single handedly setting up an HR department for approx 150 employees
Kindly guide me as to how I should go about it.
From India, Mumbai
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+3 Others
Dear HR Manager,
First you need do the following...
1)Formulate the HR Manual or HR Policies for your organisation.
2)Should check for various registrations such as EPF , ESI , Shops and establishments, Contract Labour Act etc and other statute related to HR.
3)Prepare the necessary Documents like Employee Master Table, required forms in Software,Payslip format, ID card format etc.
First check with the process of the Organisation and let me know.
From India, Madurai
First you need do the following...
1)Formulate the HR Manual or HR Policies for your organisation.
2)Should check for various registrations such as EPF , ESI , Shops and establishments, Contract Labour Act etc and other statute related to HR.
3)Prepare the necessary Documents like Employee Master Table, required forms in Software,Payslip format, ID card format etc.
First check with the process of the Organisation and let me know.
From India, Madurai
kindly reply...how do I go about this ?
more at https://www.citehr.com/294858-need-y...#ixzz15YpjuDZA
From India, Mumbai
more at https://www.citehr.com/294858-need-y...#ixzz15YpjuDZA
From India, Mumbai
Currently they have a system of dividing annual CTC by 13 and giving 12 monthly salaries and 1 diwali bonus
From India, Mumbai
From India, Mumbai
Hi, Depends whether the HR functions are established or yet to establish... You need to concentrate more into IR activity as in manufacturing industries, IR is always on TOP...
From India, Pune
From India, Pune
HI, First of all, Congratulations for new venture. If you need any kind of help feel free to revert me. Don’t worry that would be free of cost. thanks & regards, Krishna Sati
From India, Delhi
From India, Delhi
the business is into importing metal scrap and ferrous alloys and supplying it to steel manufacturesrs and automobiles
they do not have pf or esic etc>
does this company need to get registred with the labour court of pf office>>kindly let em know the formalities
no saalry slip too < salary is disbursed through cheques
no salary break up
should i carry out an employee satisfaction survey before framing the HR policies
From India, Mumbai
they do not have pf or esic etc>
does this company need to get registred with the labour court of pf office>>kindly let em know the formalities
no saalry slip too < salary is disbursed through cheques
no salary break up
should i carry out an employee satisfaction survey before framing the HR policies
From India, Mumbai
Dear friend
I have gone through your thread and noted your anxiety and desperation in seeking help for setting up an HR deptt. in an organization having 150 employees, yet no basic set-up or compliances.
Your background and experience has not been revealed by you. Under the circumstances, I have some very basic questions : What made you accept this assignment ? What transpired during the Interview ?? Does the company bekieve in hiring for the right "fit" or simply cost-cutting ???
If you are not comfortable answering my queries, then I suggest that you SEARCH this site, using the Search Boxes provided above. There are several threads that addresses your query.
Warm regards.
From India, Delhi
I have gone through your thread and noted your anxiety and desperation in seeking help for setting up an HR deptt. in an organization having 150 employees, yet no basic set-up or compliances.
Your background and experience has not been revealed by you. Under the circumstances, I have some very basic questions : What made you accept this assignment ? What transpired during the Interview ?? Does the company bekieve in hiring for the right "fit" or simply cost-cutting ???
If you are not comfortable answering my queries, then I suggest that you SEARCH this site, using the Search Boxes provided above. There are several threads that addresses your query.
Warm regards.
From India, Delhi
Hello seniors, just wanted to know by introducing pf for employees earning above Rs. 6500 per month, will the company have to face too much burden or liabilites as most of the employees are earning above Rs. 6500.
ESIC however , I suppose is a compulsion till Rs. 15000 monthly.
Please help
From India, Mumbai
ESIC however , I suppose is a compulsion till Rs. 15000 monthly.
Please help
From India, Mumbai
Dear buzz.lightyear.nova
Thanks for pruning down your request and focussing on the immediate deliverables !!
"Introducing pf for employees earning above Rs. 6500 per month" is a remarkably good step towards employee welfare and there are a few good organization that have this practice; irrespective of the Basic Pay of the employees.
"Will the company have to face too much burden or liabilites" can be easily determined, if you are also dealing with (or have access to) the pay-roll. You can work it out on a spreadsheet and find out the EXACT amount involved - both employee's and employer's share as well as the administrative costs involved in it.
Hope you find this suggestion practical and feasible. Do keep the members informed about the progress as well as the impediments faced by you in your endeavour to get this implemented - it may turn out to be an interesting case study worth emulating !!
All the best.
From India, Delhi
Thanks for pruning down your request and focussing on the immediate deliverables !!
"Introducing pf for employees earning above Rs. 6500 per month" is a remarkably good step towards employee welfare and there are a few good organization that have this practice; irrespective of the Basic Pay of the employees.
"Will the company have to face too much burden or liabilites" can be easily determined, if you are also dealing with (or have access to) the pay-roll. You can work it out on a spreadsheet and find out the EXACT amount involved - both employee's and employer's share as well as the administrative costs involved in it.
Hope you find this suggestion practical and feasible. Do keep the members informed about the progress as well as the impediments faced by you in your endeavour to get this implemented - it may turn out to be an interesting case study worth emulating !!
All the best.
From India, Delhi
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