Shah Gaurang
Hr Manager
Ankitchaturvedi
Manager - Hr Excellence
+5 Others

Thread Started by #pothuku swapna

Hi,
i am working in a construction company as a HR can any one provide the update of recuritment process sheet. and please help me about the core hr activities as a HR what are the responsibility should be handled in the company.
company does not have any hr person perviously and i am the only one persons to handle.i am having till experience in recuritments no idea about the core hr activities.
please help me out.
Thanks,
swapna
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5th January 2011 From India, Hyderabad
Hi Swapna,
You already have experience in one core HR activity and that is recruitment. Other activities that come under core HR are induction training, performance management, time keeping and payroll, employee engagement activities, training & development, and compliance with statutory requirements such as PF and ESI.
I would suggest that you start slowly but steadily, bringing in one activity at a time. Plan it out, then introduce and implement it maybe over a quarter year until fully in place, then move on to the next activity.
This is a great opportunity for you to learn and bring in HR practices. The best part is, you can make your own mistakes and also learn from those without having to worry about extensive impact of the same.
All the best!
Regards,
Gaurang
5th January 2011 From India, Ahmadabad
Hi, I am working in facility services company as payroll incharge, I need to get all the legal and compliances information regarding my profile.
7th January 2011 From India, New Delhi
Dear swapna, I am working in Construction company as a HR Asst, i want a small information about salary bforication and how to prepare appraisal.and how to calculate Income tax. M.santhosh
7th January 2011 From India, Vijayawada
Hi ALL,
I already have experience in one core HR activity and that is recruitment.
I am working in MNC as HR Executive, As i joined the company i was taking care of Other activities that come under core HR are induction ,time keeping and payroll, statutory requirements such as PF and ESI, but not filling the returns , also assisting in T & D,due to Company politics i m only left with training & development, and contractor related work as i am not good in buttering & pampering my boss as my peers do. i am really facing a problem.
Please anyone suggest me what to do in this situation & also suggest how to do start training work step by step + how do to competency mapping.
please send me related documents also.
Regards,
one needy friend
7th January 2011 From India, Meerut
Dear Swapna, Khushi & other friends,
The following are the HR activities for an HR Professional in an organisation:
1. Recruitment & Selection
2. Training & Development
3. Competency Mapping
4. PMS (Performance Management System / Performance Appraisal)
5. Daily co-ordination with outside vendors / customers (internal
employees)
6. Grievance handling
7. Audit documentation
8. Payroll of employees and / or contract employees (if applicable)
9. Employee Satisfaction Survey
10. Liasioning with government official (in case of factory)
Khushi: I am attaching a competency mapping erlated document for your reference...
Regards
Ankit Chaturvedi
09869851356

7th January 2011 From India, Mumbai

Attached Files
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File Type: zip competency dictionary.zip (73.8 KB, 348 views)

Hey,
I'd say you should impress your boss with good work rather than buttering.
About training, i think you should first start with checking how you would divide all of them in levels. you can take tests with them, put them in levels & train them. (Pre-process/soft skill training Only)
Feel free to know anything else.
Regards,
Friend for Help! ;)
7th January 2011 From India, Bangalore
hi,
Thanx Ankit & Ameena for your kind suggestion.
my main problem is this i rely dont know how to start & from where , as here Training is just for saying only fake documents to be prepared for auditing purpose no skill matrix is prepared, no TNI from particular dept. everything is so messy. i want to improve all this but dnt know how to start lik skill matrix etc...
1. which training to be conducted as it is manufacturing unit .
2. how to take training feedback (want good trg feedback format).
3. how to calculate trg effectiveness after six months as per procedure (want goog trg effectiveness format).
and other important things.
Regards
Khushi
7th January 2011 From India, Meerut
hi,
Thanx Ankit & Ameena for your kind suggestion.
main problem is this i rely dont know how to start & from where , as here Training is just for saying only fake documents to be prepared for auditing purpose no skill matrix is prepared, no TNI from particular dept. everything is so messy. i want to improve all this but dnt know how to start lik skill matrix etc...
1. which training to be conducted as it is manufacturing unit .
2. how to take training feedback (want good trg feedback format).
3. how to calculate trg effectiveness after six months as per procedure (want good trg effectiveness format).
and other important things.
Regards
Khushi
7th January 2011 From India, Meerut
Hey Khushi,
You can conduct training for behavioral skills, Team Work, Time Management, Soft Skills etc.. For a manufacturing unit, you can arrange a training with an experience senior on how to effectively do the manufacturing work etc.. Conduct a seminar on Fast Track topics etc.. this would be effective.
Regarding the receptionist: There are only two things you can do, either bear it or leave the company, Now leaving the company would be foolish if your happy with everything else, "Its better to wear slippers than covering the earth with a carpet" You be good to everyone, everyone will be good to you as well. Always remember " Think, Live & be POSITIVE".
17th January 2011 From India, Bangalore
Hi Gaurang,
Thank you so much can you suggest me how to start where to s tart there is lots of confusing for me.
can you breifly explain about one by one induction training, performance management, time keeping and payroll, employee engagement activities, training & development, and compliance with statutory requirements such as PF and ESI.
please help me out
Swapna
18th January 2011 From India, Hyderabad
Hi Swapna,
There is no real or clearly defined starting point for HR activities and I agree that it can be confusing at times. As you are already aware of recruitment, you can ramp that up in your company.
The next logical step to recruitment is induction training, so take it up as well. Parallel to induction training, you can start defining KRAs, KPAs and KPIs for all departments and positions to get Performance Management started.
Just this much should keep you occupied for minimum of six months. My advice is to take one function at a time and develop it before introducing a new one. Of course there must be overlapping between functions, but you must try and keep it as low as possible.
Once you take that first step, everything else will start following logically and you will easily and quickly settle in the new routine. Just keep your wits about you.
All the best!
Regards,
Gaurang
19th January 2011 From India, Ahmadabad
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