Dear All,I am setting up a new HR department in an Energy Company. The company has asked all the depts to give monthly targets to themselves. Can anybody guide me on target/activities for newly set up department HR Manager and HR Administrator.
Please help....Thanks & Regards

From Kenya, Nairobi
Strategic Business Management Includes Revenue
Consultant, Writer And Trainer
Finance, Hr, Sectarial Practices, Law And
+2 Others



The targets for HR department can be fixed in this way:

Creating an Org chart...... set a target date

Find the positions which needs to be filled.......set a target dates

Recruitment targets/ filling the date to each position

Joining dates

Recruitment cost to be kept at minimum amount in comparison to past recruitments.

Training need analysis for the current employees..............set a target date
TNA form design, form filling formalities and other related dates for each activity

Training calendar.............

Training and development planner for date

Every month if the trainings have taken place as per the training calendar.........

then similarly for Performance appraisal...various dates, various targets....

Job descriptions, activity planner, competencies, succession planning, policies drafting and many such activities can be worked upon.

Hope it works for you...if you have any further queries feel free....



From India, Delhi
Good suggestions by Archna but I strongly feel since you are setting up a new HR department I think this is you chance to not get too bogged down with filling in transactional details, instead get a seat at the senior management table for HR and shape the organization culture, ethos and outlook through a transformational approach. Be heavily involved in the business, understand the strategic goals of the organization, keep an eye on the long term vision of the company and become a strong business partner for the operations and trusted confidente of the man at the top.

From Kuwait

Dear Jemayi
I agree with Mr. Siddiqui and appreciate the information posted by Mrs. Archana. please do something beyond traditional approach and prove that this generation belongs to young dynamic passionate entrepreneurs who can do wonders
Hope you can apply this proverb to feel the difference "The only way to discover the limits of the possible is to go beyond them into the impossible" – Arthur C. Clarke
With profound regards

From India, Chennai
You may set the departmental targets in consultaiton with unit head or departmental heads including HR&A targets. You may review these targets on quarterly basis with Unit heat and HODs and the thrust may be given on required areas.
The most thrust required from the HR&A side is Recruitment of man power(especially operation(shift charge)/project/CHP/Civil, retention, motiviation, high attrition rate, Basic infrastracture for employees (canteen, school, colony, medical facility etc) and poaching etc.
These targets may be reviewed at the time of yearly perfornamce appraisal so that there is thrust on individual, team as well as organizational goal achievements. I hope this is the practice being adopted in power plants.
Thanks &regards

From India

Keep all the suggestions made by the members in mind. But INNOVATE your own ideas to suit your requirements in your own environment and setup. The general ideas work, but the innovations do wonders. You will notice that all successful people/organization has done the things differently.
Initially work in close coordination with other departments, and later try to take control over the entire operation. Set the weekly and monthly returns, calculate the variances of achievements and the targeted data and try to ascertain the reason of the variances. Revise the targets and so on. Designing the weekly/monthly reports is tricky one and here lies the key to success.

From India, Chandigarh
dinesh chandra sharma
Dear All. Really Very good suggestions / guidenace by Ms. Archna One can lead on . Regards Dinesh C. Sharma
From India, Gurgaon
Juma Mohamed
Dear Jemwayi,
From a kenya percepective, prudent and priority is to look at statutory requirements ie. Employment Act 2007, OSH Act 2007 ,Employee Relations Act 2007.You develop the HR practices or procedures in line with the above statutes or better than the statutes.
I believe you also have a strategic plan for the organisation which has incorporated the HR strategic pillar. You should extract your Objectives and HR projects from the strategic plan.
That way you will be able to tailor make procedures e.g on Performance Management, Annual Leave , Training and development - aligned to the the labour statutes and also strategic plan of the organisation.
Juma Mohamed
Human Resourcse Manager
Aga Khan Hospital, Mombasa

From Kenya, Mombasa
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