No Tags Found!


Deepali Singh
10

HI DERE, MINE IS A MANUFACTURING CPY. INTO MEDICAL AND SURGICAL EQUIPMENTS. D CPY IS PLANNING TO DEVELOP A hR DEPT. CAN U HELP ME WID IDEAS AS TO HOW TO START UP WID THINGS.. DIPS
From India, Delhi
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
ANTONY_XAVIER
Human Resources
Leolingham2000
Management Consultant
Bala1
Sr Project Manager
Umalme
Business Consultancy
Sadashiv Rao
Executive Hr
Dholed
Human Resource
Dasmanash
Head - Hrd
NAVAID
Human Resources
Managehr
Hr Systems Adviser
Gunalakshmi.C.J
Hr-executive
+2 Others

Khalid_01
Hi Deepali,
This time i can't give you full detail as to how i can help you. But i'll be happy to help you out of your problem. The fact is that i was planning to start an HR Consultancy firm offering total HR Solutions with my old boss. But the relationship didn't work out so we separated. But i don't have enough support to doit on my own now. I've postponed the plan for future. Now working with a Placement firm in Chennai as IT Recruiter. But my interest is Total HR. I'll definitely try to help you. You can mail me on my official id or whenever you feel like writing. Let me think over your prob. Please give me details about your company viz; company size, employee strength, turnover, product etc. I'm an MBA in ?Information Management, a blend of IT and HR from XISS, a premier Institute. I've tied up with one Retired VP HR of large Chemical Company in Mumbai also.
Reply.
Regards,
Khalid

From India, Mumbai
Khalid_01
Hi,

I'll be happy to help you in solving your problem. But now i want some time as i don't know the details about your company. Please give me the details viz; size of your com. no. of employees, turnover, product etc. I'm an MBA, Information Management, a blend of HR and IT from XISS(a premier Management institute), India. I had a plan to start my HR Consultancy with my old boss. But the relationship didn't work and we separated. Now i've plan to do it alone in future as i need finance for it that i don't have. I've joined a Recruitment firm in Chennai as an IT Recruiter. But my interest is total HR functions. I've also tied up with one retired VP, HR of a large Chemical company in Mumbai. I'll try to help you sort out your problem, but don't worry not asking payment. Just give me some days as i've to take care of my present job also. You can always contact me on my official id or . I'll be happy to reply you.

Reply,

Regards,

Khalid

From India, Mumbai
hrmj
Hi,
Try to list what is expected when they say " develop an HR" dept. Most probably, in the absence of any kind of a systematic recordkeeping, you may need to start from organising the employee related data. To do this, you could either refer the existing documents or send out questionnaires to be filled out by the employees. Assign a timeline for all the tasks that are expected. For all HR processes, info on employee and their jobs is a must. Maybe, next you could tackle the policies issues-compiling what is existing- this way once you've taken stock of all that is existing, you can build on it or improve it.
Slowly, your administrative activities would be more or less settled and you can then concentrate on the developmental role of HR .
Hope this gives a general guideline on how to go about this task of "establishing HR dept"
Good luck


abe sam
It is a good opportunity for u 2 set up an HR dept. Very few get such a chance!Will respond in detail soon.

dholed
3

Dear Depali,
You got to be more specific on requirement. That what is that you are looking for as support
Resource
Policies/mannual
System /process
I sholud be able to help you out provided you come out with yoiu specs.
Dhole

From India, Delhi
leolingham2000
260

DEEPALI

HERE IS SOME HELP.

FOR A START,

-understand the organization

-understand the organization structure

-understand the organization systms

-understand the organization politics/influential people

-understand the organization / individual roles

-understand the organization / positions

-understand the individual job descriptions

-understand the job/ job specifications

etc

To win confidence / trust,

you need to show credibility/ functional knowledge level.

Initially, please do not rush with too many things.

Take one thing at a time and do a thorough job.

Everything must be done right at the first time.

=============================================

HR MANAGEMENT MANUAL

Human Resources Policies, Procedures and Forms

Table of Contents

ADMINISTRATION

ADM.101 Personnel Records

Activities

1.0 Employee Information

2.0 HR Personnel Records

3.0 Contents of Personnel Files

4.0 Employee's Personnel Records Review

5.0 Management Review of Personnel Files

6.0 Company Release Of Employee Information

7.0 Record Retention and Long-Term Storage

8.0 Record Destruction

Forms

Ex1 Personnel Records Access Log

Ex2 HR Records Retention Periods

-------------------------------------------------------------------------------------------------

ADM.102 Form Development

Activities

1.0 Form Development and Format

2.0 Authorization and Printing

3.0 Form Numbering and Placement

4.0 Forms Index and Manual

Forms

Ex1 Form Printing Request

------------------------------------------------------------------------------------------------

ADM.103 Document Control

Activities

1.0 Document Distribution

2.0 Document Revision

3.0 Document

4.0 Temporary Changes

Forms

103 Ex1 Request For Document Change (RDC)

-------------------------------------------------------------------------------------------------

ADM. 104 Mail & Express Services

Activities

1.0 General Mail Usage

2.0 Addressing Mail

3.0 Express Mail

4.0 Overnight Packages

5.0 Additional Information Resources

Forms

104 Ex1 Outgoing Mail Register

----------------------------------------------------------------------------------------------

ADM. 105 Telephone Answering

Activities

1.0 Answering Techniques and Etiquette

2.0 Answering and Directing Calls

3.0 Taking Messages

4.0 Telephone User's Guide

Forms

105 Ex1 Important Message

-------------------------------------------------------------------------------------------

ADM.106 Property & Access Control

Activities

1.0 Background Checks

2.0 Physical Access Controls

3.0 Key Controls

4.0 Proprietary Information Controls

5.0 Collection Of Access Controls

6.0 Visitors & Guests

Forms

ADM106 Ex1 Key Issue Policy

ADM106 Ex2 Visitor Log

--------------------------------------------------------------------------------------------

ADM.107 Separation

Activities

1.0 Resignations

2.0 Involuntary Terminations And Layoffs

3.0 Terminations For Cause

4.0 Termination Meeting

5.0 Additional Information Resources

Forms

107 Ex1 Exit Interview Checklist

107 Ex2 Exit References Authorization

-------------------------------------------------------------------------------------------

ADM.108 Workplace Rules & Guidelines

Activities

1.0 Alcohol And Drugs

2.0 Breaks And Lunch Time

3.0 Company Property

4.0 Grievances And Complaints

5.0 Inclement Weather

6.0 Parking

7.0 Personal Telephone Calls

8.0 Smoking

9.0 Solicitations

10.0 Suggestions

11.0 Visitors

Forms

108 Ex1 Suggestion Form

------------------------------------------------------------------------------------------------

ADM.109 Human Resources Reports

Activities

1.0 Preparation Guidelines

2.0 Occupational Health & Safety Reports

3.0 Equal Opportunity Reports

4.0 Training Plan

5.0 Hiring Status Report

6.0 Compensation Summary

Forms

109 EX1 Human Resource Reporting Summary

109 EX2 HR Hiring Status Report

----------------------------------------------------------------------------------------------

ADM.110 Dress Code

Activities

1.0 Dress Code

1.1 Business Attire

1.2 Business Casual Attire

1.3 Casual Attire

1.4 Uniformed Attire

1.5 Safety Attire

1.6 Formal Attire

1.7 Inappropriate Attire

1.8 Business Situations

1.9 Recreation & Parties

2.0 Dinners & Receptions

3.0 Personal Hygiene

4.0 Disciplinary Action

-------------------------------------------------------------------------------------------------

HIRING PROCEDURES

HRG.101 Employee Hiring

Activities

1.0 Needs Analysis

2.0 Personnel Requisition

3.0 Job Posting & Screening

4.0 Interviewing

5.0 Pre-Employment Screening & Testing

6.0 Background Investigation

7.0 Hiring And Employee Offers

8.0 Motor Vehicle And Equipment Operation

9.0 Applicant Files

10.0 Additional Information Resources

Forms

HRG101 Ex1 Personnel Requisition

HRG101 Ex2 Offer Letter

HRG101 Ex3 Personnel Change Notice

HRG101 Ex4 New Employee Hiring Checklist

HRG101 Employment Eligibility Verification .

HRG101 Employee’s Withholding Allowance Certificate.

----------------------------------------------------------------------------------------------

HRG102 Job Descriptions

Activities

1.0 Job Description Preparation

2.0 Format And Content

2.1 Job Title

2.2 Effective Date

2.3 Department

2.4 Summary Of Functions

2.5 Essential Duties And Responsibilities

2.6 Organizational Relationships

2.7 Qualifications

2.8 Physical Demands

2.9 Work Environment

3.0 Job Description Approval & Distribution

Forms

HRG102 Ex1 Job Description Format

---------------------------------------------------------------------------------------------

HRG103 Employment Applications

Activities

1.0 Application For Employment

2.0 Application Information

2.1 Personal Information

2.2 Employment Interest

2.3 Education & Training

2.4 Employment History

2.5 Military Service Record

2.6 References

3.0 Compliance Information

Forms

HRG103 Ex1 Employment Application

HRG103 Ex2 Employment Application Supplement

----------------------------------------------------------------------------------------------

HRG104 Interviewing Applicants

Activities

1.0 Interviewing Objectives

2.0 Resume Examination

3.0 Telephone Interviews

4.0 E-Mail Interviews

5.0 In-Person Interviews

Forms

HRG104 Ex1 Employment Interview Questions

HRG104 Ex2 Interview Form

-------------------------------------------------------------------------------------------

HRG105 Background Investigations

Activities

1.0 Background And Hiring

2.0 Investigative Consumer Reporting

3.0 Employee Reference Checks

4.0 Motor Vehicle Record (MVR) Inquiry

Forms

HRG105 Ex1 Employee Investigation Checklist

HRG105 Ex2 Employee Background Authorization

HRG105 Ex3 New References Authorization

HRG105 Ex4 Reference Check Survey

--------------------------------------------------------------------------------------------

Compensation Procedures

COM101 Payroll

Activities

1.0 Payroll Records

2.0 Timesheets

3.0 Payroll Deductions

3.1 Worker's Compensation Insurance

3.2 Social Security & Medicare

3.3 State Income Tax

3.4 Earnings Tax

3.5 Tax Withholding Payments

4.0 Payroll Adjustments

4.1 Advances

4.2 Garnishments

5.0 Paychecks

5.1 Direct Deposit

5.2 Lost Paychecks

5.3 Final Paychecks

6.0 Vacation Pay

7.0 Additional Information Resources

Forms

COM101 Ex1 Monthly Time Sheet

COM101 Ex2 Central Govt. Tax Calendar

COM101 Ex3 Electronic Funds Transfer Authorization

-----------------------------------------------------------------------------------------

COM102 Paid & Unpaid Leave

Activities

1.0 Paid Time Off

2.0 Unpaid Time Off

3.0 Absence Request And Notification

4.0 Holidays

5.0 Vacation Eligibility

5.1 Vacation Schedules

5.2 Vacation Over Holidays

6.0 Additional Information Resources

Forms

COM102 Ex1 Absence Request Form

-----------------------------------------------------------------------------------------

COM103 Insurance Benefits

Activities

1.0 Life Insurance

2.0 Long Term Disability Insurance

3.0 Social Security

4.0 Workers' Compensation

5.0 Wage Continuation

6.0 Unemployment Compensation

7.0 Health Insurance

8.0 Additional Information Resources

----------------------------------------------------------------------------------------

COM104 Healthcare Benefits

Activities

1.0 Cost And Premiums

2.0 Eligibility

3.0 Enrollment

4.0 Coverage

5.0 Filing A Claim

6.0 Termination And Conversion Of Coverage

7.0 Additional Information Resources

Forms

COM104 Ex1 Benefits Enrollment/Change Form

---------------------------------------------------------------------------------------

COM105 Employee Retirement Income Security

Activities

1.0 Plan Administration

1.1 Investment Policy Statement

1.2 Fidelity Bond

1.3 Fiduciary Liability Insurance

1.4 Employer Matching

1.5 In-Service Loans And Withdrawals

2.0 Employee Participation

3.0 Notice Procedures

3.1 Initial Notice

3.2 Annual Notices

4.0 Additional Information Resources

-------------------------------------------------------------------------------

COM106 Consolidated Budget Reconciliation

Activities

1.0 Plan Administration

2.0 Qualifying Events

3.0 Notice Procedure

4.0 Benefits Protection

6.0 Enforcement

7.0 Additional Information Resources

---------------------------------------------------------------------------------

Development Procedures

DEV101 Development Management

Activities

1.0 Development Planning

2.0 Training Effectiveness

3.0 Training Records

4.0 Training Courses

5.0 Performance Evaluations

6.0 Additional Information Resources

Forms

DEV101 Ex1 Training Plan

----------------------------------------------------------------------------------

DEV102 Training Reimbursement

Activities

1.0 Eligibility

2.0 Approved Programs

3.0 Reimbursement

Forms

DEV102 Ex 1 Request For Training

-----------------------------------------------------------------------------

DEV103 Computer User & Staff Training

Activities

1.0 MIS Training And Certification

2.0 MIS/LAN User Training

3.0 E-Mail Training

4.0 Software Applications

---------------------------------------------------------------------------

DEV104 Internet & E-Mail Acceptable Use

Activities

1.0 Acceptable Use

2.0 Inappropriate Use

3.0 Internet And E-Mail Etiquette

4.0 Security

5.0 User Compliance

6.0 Additional Information Resources

Forms

DEV104 Ex1 Computer And Internet Usage Policy

---------------------------------------------------------------------------

DEV105 Performance Appraisals

Activities

1.0 Performance Appraisal Guidelines

2.0 Appraisal Preparation

3.0 Appraisal Discussion

4.0 Salary Adjustments

5.0 Appraisal Conclusion

6.0 Additional Information Resources

Forms

DEV105 Ex1 Self Appraisal Form

DEV105 Ex2 Performance Appraisal Form

-------------------------------------------------------------------------

DEV106 Employee Discipline

Activities

1.0 Introduction To Misconduct

2.0 Responses To Misconduct

2.1 Verbal Warning

2.2 Written Warning

2.3 Suspension

2.4 Termination

3.0 Serious Misconduct

4.0 Very Serious Misconduct

5.0 Inexcusable Misconduct

6.0 Misconduct Investigations

DEV106 Ex1 Disciplinary Notice

----------------------------------------------------------------------------------------------------

Compliance Procedures

CMP101 Workplace Safety

Activities

1.0 Worksite Analysis

2.0 Hazard Prevention And Control

2.1 Safe Work Procedures

2.2 Protective Equipment

2.3 Fire Prevention

3.0 Hazard Communication Program

4.0 Medical Emergencies

5.0 Workplace Safety Training

6.0 Reporting And Record Keeping

7.0 Additional Information Resources

Forms

CMP101 Ex1 Safety Suggestion Sheet

CMP101 Ex2 Workplace Safety Self-Inspection Checklist

CMP101 Ex3 Workplace Safety Action Plan

CMP101 Ex4 Workplace Safety Rules

CMP101 Ex5 Index of Hazardous Chemicals

CMP101 PDF Material Safety Data Sheet

CMP101 PDF Injuries and Illness Log

CMP101 PDF Summary of Injuries and Illness

CMP101 PDF Injuries and Illness Incident Report

CMP101 PDF Instructions for for OSHA Forms

--------------------------------------------------------------------------------------

CMP102 People With Disabilities

Activities

1.0 Background

2.0 Who Is Covered?

3.0 Employment Issues

4.0 Public Accommodations

5.0 Enforcement Of The Act

6.0 Additional Information Resources

------------------------------------------------------------------------------------

CMP103 Annual And Medical Leave

Activities

1.0 Reasons For Taking Leave

2.0 Advance Notice And Medical Certification

3.0 Job Benefits And Protection

4.0 Unlawful Acts

5.0 Enforcement

6.0 Employer Notices

7.0 Additional Information Resources

Forms

CMP103 Ex 1 Certification Of Healthcare Provider

CMP103 Ex 2 Employer Response To Employee Request

----------------------------------------------------------------------------------------

CMP104 Drug Free Workplace

Activities

1.0 General

2.0 Prohibitions

3.0 Authorized Use Of Prescription Medicine

4.0 Drug Awareness Program

5.0 Disciplinary Actions

6.0 Additional Information Resources

-----------------------------------------------------------------------------------------

CMP105 Health Insurance Portability And Accountability

Activities

1.0 Management

1.1 Privacy Standards

2.0 Medical Records Maintenance

3.0 Medical Records Access

4.0 Additional Information Resources

Forms

CMP105 HIPAA Authorization Form

----------------------------------------------------------------------------------------

CMP106 Harassment & Discrimination

Activities

1.0 Unacceptable Behavior

2.0 Complaint

3.0 Corrective Measures

4.0 Enforcement

5.0 Additional Information Resources

-----------------------------------------------------------------------------------

Job Descriptions Tab

WRITING JOB DESCRIPTIONS

INTRODUCTION

PURPOSE

SCOPE

WRITTEN COMMUNICATION

Non-discriminatory language

Active voice

Action verbs Plain English

FORMAT AND CONTENT

Effective Date

Department

Summary Of Functions

Essential Duties And Responsibilities

Grouping Several Tasks Into A Single Responsibility

Responsibility Statements

Delegated Responsibilities

Organizational Relationships

Reporting Relationships

The Organization’s Environment

Qualifications

Mandatory Requirements

Key Selection Criteria

Physical Demands

Work Environment

Job Performance

Job Descriptions

Reasonable Accommodation

Accessibility

APPENDIX 2 SAMPLE JOB DESCRIPTIONS

Accounting Manager

Credit Manager

Customer Service Manager

=========================================

Employee Handbook

SECTION 1 INTRODUCTION

1.0 The Company Philosophy

1.1 The Company Mission

1.2 Equal Employment Opportunity Policy and Affirmative Action Plan

1.3 Employment-At-Will



1.4 Sexual Harassment

1.5 Safety

1.5.1 Safety Rules

1.5.2 Hazardous Wastes

1.5.3 Reporting Injuries and Accidents

1.6 Drug Free Workplace

1.6.1 Prohibitions

1.6.2 Drug Awareness Program

1.6.3 Disciplinary Actions

SECTION 2 EMPLOYMENT

2.0 Personnel Administration

2.1 HR Personnel Records

2.1.1 Contents of Personnel Files

2.1.2 Employee Information

2.1.3 Employee's Request for Review of Personnel Records

2.1.4 Management Review of Personnel Files

2.2 Service

2.2.1 Employee Categories

2.2.2 Job Posting Procedures

2.2.3 Employment of Relatives

2.2.4 Employment of Minors

2.2.5 Promotions

2.2.6 Transfer of Employees

2.2.7 Separation of Employment

2.2.8 Work force Reductions

2.2.9 Probationary Period

2.2.10 Extra Income

2.3 Process Improvement

2.3.1 Employee-Management Forums

2.3.2 Employee Suggestion Program

SECTION 3 COMPENSATION & BENEFITS

3.0 Benefit Eligibility

3.1 Payroll Information

3.1.1 Time Records

3.1.2 Pay Periods

3.1.3 Salary Compensation for Partial Pay Period

3.1.4 Pay Rate Schedule – Hourly Paid Employees

3.1.5 Payroll Deductions

3.1.6 Overtime

3.1.7 Payroll Errors

3.1.8 Garnishment of Employee Wages

3.1.9 Authorized Check Pickup

3.1.10 Pay at Time of Separation

3.2 Attendance & Leave

3.2.1 Medical Leave Policy

3.2.2 Sick Leave Credit Limit

3.2.3 Sick Leave Policy – Usage

3.2.4 Medical, Dental and Optical Appointments

3.2.5 Exhaustion of Accumulated Sick Leave

3.2.6 Pallbearer, Funeral, Emergency Leave

3.2.7 Civic Leave or Jury Duty

3.2.8 Voting

3.2.9 Military Leave

3.2.10 Maternity Leave

3.2.11 Parental Leave

3.2.12 Leave of Absence

3.3 Insurance

3.3.1 Hospitalization and Medical Insurance

3.3.2 Continuation of Group Health Insurance

3.3.3 Life Insurance

3.3.4 Long Term Disability Insurance

3.3.5 Social Security

3.3.6 Workers' Compensation

3.3.7 Unemployment Compensation

3.4 Savings Plan

3.5 Break Room



3.6 Employee Discounts



3.7 Educational Assistance



SECTION 4 EMPLOYEE RESPONSIBILITIES

4.1 Work Schedules

4.1.1 Working Hours

4.1.2 Salary Employees

4.1.3 Hourly Employees

4.1.4 Clean Work-Place

4.2 Legal & Ethical Conduct

4.2.1 Ethical Standards

4.2.2 Conflicts of Interest

4.2.3 Personal Conduct

4.2.4 Confidentiality

4.2.5 Bribes, Kickbacks and Illegal Payments

4.2.6 Patents and Copyrights

4.3 Misconduct

4.3.1 Serious Misconduct

4.3.2 Very Serious Misconduct

4.3.3 Inexcusable Misconduct

4.3.3 Misconduct Investigations

4.4 Transportation & Travel

4.4.1 Company Owned Vehicles

4.4.2 Personal Vehicles

4.4.3 Living Expense Allowance

4.4.4 Other Travel Expenses

4.4.5 Expense Records

4.4.6 Travel Advances

4.4.7 Expense Reimbursement – Third Party

4.4.8 Expense Policies – Violations

4.4.9 Company Credit Cards

4.5 Appearance & Belongings

4.5.1 Personal Appearance

4.5.2 Business Attire

4.5.3 Casual Attire

4.5.4 Inappropriate Attire

4.5.5 Personal Belongings

4.5.6 Alcohol and Drugs

4.5.7 Medication

4.5.8 Smoking Policy

4.6 Equipment & Facilities

4.6.1 Parking

4.6.2 Telephone Use

4.6.3 Motor Vehicle and Workplace Equipment Operation

4.6.4 Safety Equipment

4.6.5 Company Tools

4.6.6 Waste Prevention

4.6.7 Solicitation and/or Distribution

4.6.8 Security

4.6.9 Bulletin Board

EMPLOYEE HANDBOOK FORMS

Acknowledgement Of Receipt And Understanding

Statement Of Legal And Ethical Business Conduct

Drug-Free Workplace Policy Employee Acknowledgement

Job Related Accident

==========================================

HR MANUAL

HR MANUAL is the total guidelines for the managers in the

organization on the subject of HUMAN RESOURCE.

The real work of managing people [ human resource] is the

responsibility of the line managers. The HR department

acts as a coordinator / advisory body to the line managers,

in addition to, its own administrative work.

Employee handbook is a major element of the HR manual.

It is part of the HR MANUAL.

The copy of HR MANUAL [ including the employee handbook]

is given to the managers only.

The copy of the EMPLOYEE handbook is given to the

employees.

=================================================

The TOTAL HR MANUAL development is a never ending

assignment. It needs updating every six months.

At the initial stage, it could take upto six months at least

to complete the manual/ handbook for a full time person,

even if you employ an outside expert.

Once you have downloaded HR manual list, you should

sit with your boss

-analyse the list

-set the priority [ 1st. lot, 2nd. lot, 3rd. lot etc ]

-discuss the need for HO material, to uniform the approach

-discuss the need for local expert

etc

-----------------------------------------------------------------------------------------

Your priorities could be [ my best guess]

-personnel records

-various forms required

-access control

-workplace rules

-employee hiring

-job descriptions

-employment applications

-interviewing applicants

-payroll administration

-training [ induction / orientation/development]

-employee handbook

You/ Your boss should agree to the priority list.

==================================================

HOPE THIS IS USEFUL TO YOU

REGARDS

LEO LINGHAM

From India, Mumbai
Deepali Singh
10

hi everyone,
thanks for ur interest in helping me. well my company is into manufacturing of medical equipments, surgical and disposable equipments. its going to expand. We have abt65 employees dat include finance, export , admin., export, quality, hr, secretary, sales n mktg etc. apart from dese abt. 75 workmen are dere in d factory. so dis for u KHALID. Now, i think start wid employee manual first and den wid policies and processes. so think and suggest....
dips

From India, Delhi
Deepali Singh
10

hi Mr. Leo Lingham,
thanks a million. this is exactly what i was looking for. U really gave me easy to follow and a step by step process. thanks once again. but there are few terms dat i find difficult to understand and i wanna know wht are dese forms dat are specified after each of the activities. i'll let you know abt my confusions widin a day or two. thanks.
dips

From India, Delhi
managehr
1

Deepali,

1. We normally divide HR into two aspects while setting up the HR department -

a. Corporate HR

ba. Operational HR

Corporate HR deals with Strategy, Policies and sets Benchmarks for Operational HR to follow. Location HR or HR Facilitators will operationalise the above and implement the strategy and policy as put in by Corporate HR.

Depending on size and spread of your organisation you may just have one team handling this. If you have a number of locations and a higher number of employees then you may want to follow the above structure.

Again depending on your size, level of recruitment, training etc you will need people with skills for Recruitment, Training etc. You may have a generalist knowledgable in these areas to multi task. As you grow and the pressure on a person grows you will have to recruit accordingly.

2. Tie your HR philosophy to your Organisations Mission statement and values. That will define how you want to serve your employees. For example 'Employee Delight' may be HRs Motto which can be linked to more productivity and hence more profits etc.

3. HR Strategy -

a. What does HR want to achieve in the short run and what does it want to achieve in the long run. Normally we look at 1 year, 3 years and a 5 year horizon. Your HR Plans will thus take shape on what outcome you want in a given time.

ba. Identify areas which are important in your industry -

For example, Employee Welfare, Training and Skills development, Health and Safety etc would be very important for you. Identify these areas and prioritise the important ones in your phase plan.

c. Where are you now versus the desired state -

Setting up HR is not about setting a department, but it is a change in the way you will deal with employees. Every change has a start point and a end point as a desired state. You will need to consider where you are today versus where you want to be and let that govern your planning.

d. Mr. Lingham has given an excellent list for you and will prove a good starting point. Based on my points above you need to prioritise that list and take action.

e. HR Policies - HR Policies, Standard Operating procedures etc have to be drawn up. You will need external help on this if you do not have ploicies in place. These will have to be approved by either the board or the Financial officer. You need to set up a process for HR policy approval (can follow the process of other Policy approvals). You should realise that every HR Policy you set up has a financial implication and as 30% to 40% of the organisations cost is employee cost - you have to get a proper buy in from management.

f. What should a new HR department do - Reduce costs? Serve Employee better? Do management reporting? You have to ask questions to yourself on what are the strategic goals. Once you do this and place it in front of the HR department, you will start looking for processes that help achieve those goals.

How many employees do you have. How many locations. What are your current processes. How many people are available for HR Roles. Let me know and I will give you some more ideas.

Wish you all the best. Feel free to write to me at

Sankalp Patnaik

From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.






Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.