Nawas
Senior Hr Officer
Spartannikhil
Sr. Associate Talent Acquasition
Jaseena A Jaleel
Recruitment On Assignment Basis

Dear all, I got an opportunity as a HR specialist with an FMCG company, which employs around 600 people in UAE. Even though it is a well established company, the management wants me to start my job from \"nuts and bolts\" stage to set up an HR dept there, Since there is no formal HR dept !!
What should i do regarding this sector?
26th June 2012 From United Arab Emirates, Dubai
Congratulations!!!!!
First set up the team with one or two. Study few more days what are all systems need for the organization.
Try to make policies which is suitable to your organisation.
Implement HR systems and forms like recruitment policies, formats etc.,
Keep in touch with this site for more..
All the best.
Regards
Eswar.K
manager-HR
08056041800
26th June 2012 From India, Chennai
Hi Jaseena,
The very first thing you should take care of is
Allocate team likewise
1. Talent Managemnet
2. Talent Acquasition
3. Generalist
4. Operations
5. Admin
6. Learning and development
once your team is build then define HR processes (if you need any help you can be in touch with me) go on for objectives of HR, policies, salary structure and benifits (to employer)
once its done then start working on offer letter as per the company policies which includes all the above elements in Place.
If you are using any particular software inline it with the processes and follow it as it is your bible.
everything will work smooth and fine.
Thanks,
Nikhil
26th June 2012 From India, Pune
HERE ARE SOME USEFUL GUIDELINES TO SET UP HR DEPARTMENT.

STAGE 1

Review the current practices/policies [ if any]

Audit all hr activities that are performed [ even the crude format]

HERE ARE THE CORE HR KRAs [ key result areas]

KRA 1 : Recruitment/Selection

KRA 2 : Workforce Planning and Diversity

KRA 3 : Performance Management

KRA 4 : Reward Management

KRA 5 : Workplace Management and Relations

KRA 6 : A Safe and Healthy Workplace

KRA 7 : Building Capabilities and Organisational Learning

KRA 8 : Effective HR Management Systems, Support and Monitoring

STAGE 2

• Understand the organization

• Understand the organization structure

• Understand the organization systems

• 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…

STAGE 3

• Discuss the values/beliefs with senior management/CEO and the need for HR department.

• Discuss the expectations from HR department -short/medium/long term.

• Discuss with CEO, the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.

• Discuss / seek consensus on organization structure / management process.

• Discuss the current organization culture with senior management.

• Discuss with CEO/senior management the core activities/competences and business drivers of the organization.

TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED THESE INFORMATIONS TO START YOUR WORK ON HR DEPT.

GET A COPY OF CORPORATE PLAN, WHICH OUTLINES THE COMPANY'S

• VISION

• MISSION

• CORPORATE OBJECTIVES

• CORPORATE STRATEGIES

etc…

HR dept. is a support unit and hence must work closely with other depts.

STAGE 4

Even though there is currently no HR department, there are a number of HR activities are being carried out now.

YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING CARRIED OUT / BY WHOM.

TO COLLECT AND CONSOLIDATE THESE, YOU NEED TO A QUICK HR AUDIT OF THE PRESENT SITUATION.

AFTER you gather all the informations and summarized, you should sit down with your boss [ CEO] and discuss and prioritize the items, as follows

• URGENT / IMPORTANT

• URGENT/ NOT IMPORTANT

• NOT URGENT/ IMPORTANT

• NOT URGENT / NOT IMPORTANT , BUT NEEDED DOWN THE LINE.

STAGE 5

Please REVIEW the HR MANUAL , as listed below.

Pick points out of it , as per your need, based on your discussion / audit results.

You may want to start up with

• HR department OBJECTIVES.

• HR DEPARTMENT STRATEGIES

• Draft on Recruitment / Selection Procedure /PROCESS

• Draft on organization / structure

• Draft on jobs' analyses/ job descriptions/ job specifications/competences

• Draft on payroll / compensation / administration

• Appointment /confirmation / Termination / resignation /PROCEDURES/PROCESS

• Induction program

• Orientation program

• Employee communications

• Training & development of the employees

• Performance Appraisals / management

Once you have the preliminary draft ready, you can start with your EMPLOYEE HANDBOOK[LIST PROVIDED BELOW]

STAGE 6

REVIEW THE HRM PROCESSES, MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.

HRM PROCESSES

• HR AUDITING

• HR BUDGETING

• Strategic HRM Planning

• HR Strategies and Policies.

• HR and change management.

• Competency-based HR

• Knowledge management

JOB DEVELOPMENT

• Job analysis

• Job Role

• Job Description.

• Job specifications

• Job enrichment

• Job rotation

RECRUITMENT/SELECTION

• Recruitment

• Selection

• Induction

• Orientation

ORGANIZATIONAL BEHAVIOR PROGRAMS

• Employee engagement

• Motivation

• Organization culture

• Organization development

ORGANIZATION

• Org. designing

• Org. structuring

• Org. development

• Job / role structuring

HUMAN RESOURCING

• HR planning

• Manpower planning

• Succession planning

• Talent management

PERFORMANCE MANAGEMENT

• Performance appraisals

• Performance managing the processes.

HR DEVELOPMENT

• Org. learning

• Training

• Education

• Development

• Training evaluation

• E-learning

• Management development

• Career planning /development.

REWARD MANAGEMENT

• Job evaluation

• Managing reward process

• Administration of rewards

• Benefits

EMPLOYEE RELATIONS

• Organization communications

• Employee communications.

• Staff amenities

HEALTH AND SAFETY.

• OHS

HUMAN RESOURCE INFORMATION SYSTEM.

STAGE 7

REVIEW THE HRM SYSTEMS , MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.

HR SYSTEMS

• HR strategic planning system

• Human resource planning system

• Manpower planning system

• Job profiling system

• Recruitment &selection system

• Performance appraisal system

• Performance management system

• People development systems

• Career planning and development system

• Succession planning system

• Job enrichment system

• Compensation planning and packaging system

THIS is just a common list.

AFTER STAGE 1,2,3,4,5,6,7 MAKE A REPORT

• What is the current situation

• What kind of HR DEPARTMENT is required.

• What you think are your priorities

• What is your action plan

• What is time schedule.

MAKE A TEMPORARY HR DEPARTMENT

• ONE HR MANAGER [ YOURSELF ]

• ONE TRAINING MANAGER

• ONE SALARY ADMINISTRATION MANAGER

• ONE RECRUITMENT /SELECTION MANAGER

DISCUSS THIS WITH THE SENIOR MANAGEMENT, SEEK THEIR APPROVAL/ BLESSINGS /SUPPORT

• TO IMPLEMENT YOUR PLAN.

• 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.

PREPARING A HR MANUAL IS IMPORTANT. NOT ALL THAT IS LISTED HERE MAY BE NECESSARY AT FIRST.

DISCUSSING WITH SENIOR MANAGEMENT AND IDENTIFY THE PRIORITY ONES AND WORK ON THEM.

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

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

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

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

Ex1 Key Issue Policy

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

Ex1 Exit Interview Checklist

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

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

EX1 Human Resource Reporting Summary

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

Ex1 Personnel Requisition

Ex2 Offer Letter

Ex3 Personnel Change Notice

Ex4 New Employee Hiring Checklist

Ex5 Employment Eligibility Verification .

Ex6 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

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

Ex1 Employment Application

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

Ex1 Employment Interview Questions

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

Ex1 Employee Investigation Checklist

Ex2 Employee Background Authorization

Ex3 New References Authorization

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

Ex1 Monthly Time Sheet

Ex2 Central Govt. Tax Calendar

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

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

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

Ex1 Training Plan

DEV102 Training Reimbursement Activities

1.0 Eligibility

2.0 Approved Programs

3.0 Reimbursement

Forms

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

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

Ex1 Self Appraisal Form

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

Forms

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

Ex1 Safety Suggestion Sheet

Ex2 Workplace Safety Self-Inspection Checklist

Ex3 Workplace Safety Action Plan

Ex4 Workplace Safety Rules

Ex5 Index of Hazardous Chemicals

Doc Material Safety Data Sheet

Doc Injuries and Illness Log

Doc Summary of Injuries and Illness

Doc Injuries and Illness Incident Report

Doc Instructions 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

Ex 1 Certification Of Healthcare Provider

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

Ex1 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

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

a) Acknowledgement Of Receipt And Understanding

b) Statement Of Legal And Ethical Business Conduct

c) Drug-Free Workplace Policy Employee Acknowledgement

d) 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 up to six months at least to complete the manual/ handbook for a full time person, even if you employ an outside expert.

Once you have formed the 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

• 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 senior management should agree to the priority list.

NOW YOU ARE READY FOR THE HARD WORK
11th July 2012 From Kuwait, Kuwait
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