You can do networking with them by having your lunch / tea / snacks with different groups rather than getting along with one group with whom you are comfortable.
Secondly, you need to study and understand the culture of the organisation, get acquianted with the policies and procedures of the organisation, discuss your observations and learnings with your seniors in order to gain more inputs.
Remember motivation and building a great culture cannot be done in a day it will require time. You will have to develop confidence and faith about you in the minds of people. Once this happens your work will be easier.
Mine is a small firm so the introduction part and networking part was not a tough job. Since i have no seniors to consult with I just don't know where to go next. I have created leave forms, performance appraisal forms, exit interview forms. And i know that building a good work culture is not an easy task. but please give me some directions about how to make one.
Once you get well along with your employees. You discuss with them on individual basis about their views on organisation, job profile, career plans,problems which they face at work. If there are specific issues ,try to understand them and find solutions for them. You can implement Employee Grievance Cell , Open Door Policy. You can design Reward policies for rewarding performers in business. Also this needs to be done in consultation with a Senior Authority.
As you are the only person in HR department then start with:
Making HR policies
These both will help you to appropriately how to work and in which direction towards you have to work.
If you want Policies then tell me i will send you..:)
In HR policies you can include:
Surveys like employee satisfaction, job satisfaction, attrition rate etc
Employee health & safety
Employee retention program
1. Employment policy :
Nature of employment
Equal employment opportunity
Time keeping policy
2. Business ethics & conducts
Compliance and Ethical conduct
Integrity of data furnished
Conflict of interest
3. Performance management system
4. Compensation policy
5. Leave policy
6. Personal conduct policy
Gifts & gratuities
Security and Violence Prevention
Internal Reporting and Controls
7. Intellectual property and security (Privacy and Confidentiality)
If you want further guidance then i will definitely guide you ...:)
could you please guide me how to do Hr audit
And i think Motivational program, Recognition program, Employee retention program are almost the same. Please correct me if i am wrong. And could you please tell me some of the motivational programmes conducted in firms?
Please gone through it.....:)
1. HR audit:
Human Resources Audit is mainly to evaluate the efficiency and effectiveness of your HR management function. Its for the HR itself only.
Whether the HR function is on the right path to achieve and helping company to achieve its goal or not.
Results we get by HR audit is:
To evaluate whether performance of your HR function is as expected
To improve contribution of the HR function to the achievement of your business objectives
To comply with the country's laws and organizational policies and procedures
To develop the professionalism of your HR people
To facilitate better HR planning
For the further information here by i have attached one file, please gone through it. It will surely helpful for you in conducting HR audit.
2. About terms:
Employee motivation and employee retention programs are the part of employee recognition programs. Simply I can say that outcome of recognition programs is to improve performance and improve employee retention.
These are the example the three from which you can understand the difference of the three:
<link no longer exists - removed>
- Motivation guide
Company Suggestion Boxes.
Points Rewards Programs
Sales Achievement Incentives and Programs
Productivity/Quality Performance Incentives and Programs
Attendance and Safety Awards
Outstanding Performance Awards & Programs
As well as other programs
Employee retention Programs:
Employee recognition programs
Negotiable instrument (cash, check, money order, and direct deposit) or
Any item that can be readily converted to cash, such as savings bonds or refundable gift certificates.
Non monetary rewards:
May include awards for:
Employee of the month
Honoring separating employees
Noteworthy participation in the Employee Suggestion
non-refundable gift certificates; meals; trips; plaques; trophies; certificates; pencils, pens and desk items; cups and mugs; personal items of clothing such as caps, shirts, and sweatshirts; and other items such as tools, electronics, radios, sports equipment and timepieces and you can give them leave for achievement of target.