Hello Managers,
I am Ritika, and I am working in an old manufacturing company in Bangalore. There was no HR department before; they have just started. However, things are very challenging as people have accepted the old way of working, and there is not much support from headquarters. Additionally, most of the HR responsibilities were handled by Finance and Admin. We have to wait for approvals, and things don't seem to move forward.
Can you please suggest how to bring about changes here with not much budget allocated to the HR department? Please help and give your valuable suggestions!
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3I am Ritika, and I am working in an old manufacturing company in Bangalore. There was no HR department before; they have just started. However, things are very challenging as people have accepted the old way of working, and there is not much support from headquarters. Additionally, most of the HR responsibilities were handled by Finance and Admin. We have to wait for approvals, and things don't seem to move forward.
Can you please suggest how to bring about changes here with not much budget allocated to the HR department? Please help and give your valuable suggestions!
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Hello Ritika,
I can relate to the situation you are going through, but it has settled down on my end. First, I would like to understand your Key Result Areas (KRAs) before offering any suggestions. Could you please share them with me?
Additionally, I am curious about your experience in HR.
While my questions may seem unusual, they could help me provide better suggestions.
Regards,
Anil
From United Arab Emirates, Dubai
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I can relate to the situation you are going through, but it has settled down on my end. First, I would like to understand your Key Result Areas (KRAs) before offering any suggestions. Could you please share them with me?
Additionally, I am curious about your experience in HR.
While my questions may seem unusual, they could help me provide better suggestions.
Regards,
Anil
From United Arab Emirates, Dubai
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Hello Anil,
Thanks for taking interest in the matter. Well, I am a fresher and I have another HR with me. We are a team of two. Our responsibility is everything under HR, but from scratch.
Please suggest what kind of interventions can help me make the HR visible and effective from a company's point of view.
Regards,
Ritika Sinha
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Thanks for taking interest in the matter. Well, I am a fresher and I have another HR with me. We are a team of two. Our responsibility is everything under HR, but from scratch.
Please suggest what kind of interventions can help me make the HR visible and effective from a company's point of view.
Regards,
Ritika Sinha
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Dear Ritika, Please find attached document here with for your reference. Thanks & Regards, S. Narendra Nath (9652774746)
From India, Hyderabad
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From India, Hyderabad
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Dear Ritika,
It is obvious that in the initial days, you will not get cooperation from anyone, specifically from the Accounts & Finance department, since they were handling some of the HR work. All the time, they will search for your mistakes. But things will go smoothly after some days. I have already faced the same situation in my present company, and after 10 months, I achieved 80% success.
Initially, try to interact with all the HOD's and employees, try to build confidence in yourself. Understand the organization, hierarchy, and behavior step by step. Collect documents from the Accounts department related to PF files, ESIC files, PT Files, and Wage registers. If you encounter any difficulty, talk to the finance person. If you find any difficulty, talk to the Director.
I hope these suggestions will work. For any help, feel free to contact me at 09934584191.
Praveen Bhosale
From India, Bengaluru
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It is obvious that in the initial days, you will not get cooperation from anyone, specifically from the Accounts & Finance department, since they were handling some of the HR work. All the time, they will search for your mistakes. But things will go smoothly after some days. I have already faced the same situation in my present company, and after 10 months, I achieved 80% success.
Initially, try to interact with all the HOD's and employees, try to build confidence in yourself. Understand the organization, hierarchy, and behavior step by step. Collect documents from the Accounts department related to PF files, ESIC files, PT Files, and Wage registers. If you encounter any difficulty, talk to the finance person. If you find any difficulty, talk to the Director.
I hope these suggestions will work. For any help, feel free to contact me at 09934584191.
Praveen Bhosale
From India, Bengaluru
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Dear Ritika,
It definitely is a difficult task, but not impossible. In fact, this could turn out to be one of the best learning experiences of your professional life.
I can give you some generic suggestions, since we really don't know the organization and its policies and culture, etc.
1. Do not use any confrontational style at all. Instead, focus on building confidence and trust. This is easier said than done, and progress could be slow, but that's the only way to move forward.
2. Get support from top management. I am assuming that there is already some amount of support and vision since they have introduced a new HR department. The management has felt the need for HR, and hence they must have gone ahead.
3. Get clarity on what the key expectations of the management are in terms of HR deliverables. Do they want HR systems to be in place, grievances to be handled, better people to be recruited, etc.? Understand their key areas of concern with the current system. Put your thoughts together along with your colleague and draw up an action plan for achieving 3-4 key areas. Discuss and focus on these initially.
I would need to understand your situation thoroughly to be able to give concrete advice. You can call me at 022-42957577 if you wish to discuss more.
Hope this helps.
All the best,
Santhi Krishnan
Director
Metrica Bizsol Pvt Ltd.
F-42, Shagun Arcade
Off Western Express Highway,
Goregaon (East)
Mumbai - 400063
Ph: 022-42957577 / +91 7738333452
From India, Mumbai
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It definitely is a difficult task, but not impossible. In fact, this could turn out to be one of the best learning experiences of your professional life.
I can give you some generic suggestions, since we really don't know the organization and its policies and culture, etc.
1. Do not use any confrontational style at all. Instead, focus on building confidence and trust. This is easier said than done, and progress could be slow, but that's the only way to move forward.
2. Get support from top management. I am assuming that there is already some amount of support and vision since they have introduced a new HR department. The management has felt the need for HR, and hence they must have gone ahead.
3. Get clarity on what the key expectations of the management are in terms of HR deliverables. Do they want HR systems to be in place, grievances to be handled, better people to be recruited, etc.? Understand their key areas of concern with the current system. Put your thoughts together along with your colleague and draw up an action plan for achieving 3-4 key areas. Discuss and focus on these initially.
I would need to understand your situation thoroughly to be able to give concrete advice. You can call me at 022-42957577 if you wish to discuss more.
Hope this helps.
All the best,
Santhi Krishnan
Director
Metrica Bizsol Pvt Ltd.
F-42, Shagun Arcade
Off Western Express Highway,
Goregaon (East)
Mumbai - 400063
Ph: 022-42957577 / +91 7738333452
From India, Mumbai
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The same situation has happened here. There was no HR department before. Most of the HR responsibilities were handled by the finance department - leave, salary process, wages distribution, ESI, EPF, contractor wages, OT wages, wages register, etc. I joined here three months ago. I have more than 5 years of experience in HR. Management does not recognize the HR department. People are working in an old style, getting permission/on duty/leave from their head of the department. There is no interaction between HR and employees. I am in charge of license work only. I am totally disappointed, but I will try to focus on my area. Up to March, I have been waiting here with no improvement; I can go to another place.
Regards,
S. Senthilkumar
From India, Mumbai
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Regards,
S. Senthilkumar
From India, Mumbai
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Hi,
Greetings to you!
I am currently looking for a job change. At present, I am working as Deputy Manager-HR in a manufacturing company in Bangalore. I have 5.5 years of experience. I am good at PA, T&D, employee retention, inductions, grievance handling, recruitment, etc.
If you have any vacancy for me, please let me know.
Regards,
Ranjan N
(0) 96 20 655 016
ranjee61@gmail.com
From United+States, Austin
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Greetings to you!
I am currently looking for a job change. At present, I am working as Deputy Manager-HR in a manufacturing company in Bangalore. I have 5.5 years of experience. I am good at PA, T&D, employee retention, inductions, grievance handling, recruitment, etc.
If you have any vacancy for me, please let me know.
Regards,
Ranjan N
(0) 96 20 655 016
ranjee61@gmail.com
From United+States, Austin
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Hi,
If the employee comes to the office on Sunday, should the registration be maintained separately in the Sunday register, or should it be maintained in the usual register with no need for a separate sign-in? Which option is correct?
Your suggestion, please.
S. Senthilkumar
From India, Mumbai
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If the employee comes to the office on Sunday, should the registration be maintained separately in the Sunday register, or should it be maintained in the usual register with no need for a separate sign-in? Which option is correct?
Your suggestion, please.
S. Senthilkumar
From India, Mumbai
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Hi,
If the employee comes to the office on Sunday, should the register be maintained separately in the Sunday register, or is maintaining the usual register or sign not required? Which option is correct?
Your suggestion, please.
S. Senthilkumar
From India, Mumbai
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If the employee comes to the office on Sunday, should the register be maintained separately in the Sunday register, or is maintaining the usual register or sign not required? Which option is correct?
Your suggestion, please.
S. Senthilkumar
From India, Mumbai
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Hello Ritika,
I'm glad that Narendra covered for me in my absence. I am pretty sure this attachment provides a lot of information and will help you get started with the initiatives. My advice will align with this document, and every step highlighted here will keep you engaged in multiple meetings and discussions with your existing staff, which will be valuable in maintaining the existing tradition.
Wish you good luck and stay in touch!
From United Arab Emirates, Dubai
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I'm glad that Narendra covered for me in my absence. I am pretty sure this attachment provides a lot of information and will help you get started with the initiatives. My advice will align with this document, and every step highlighted here will keep you engaged in multiple meetings and discussions with your existing staff, which will be valuable in maintaining the existing tradition.
Wish you good luck and stay in touch!
From United Arab Emirates, Dubai
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Hi,
Some of the staff in stores and the production department in my office are consistently arriving 30 minutes late in the morning. Upon inquiry, it was revealed that permission was granted by the production manager because they are staying late in the evening after completing their work. Is this permissible? Please provide suggestions.
S. Senthilkumar
From India, Mumbai
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Some of the staff in stores and the production department in my office are consistently arriving 30 minutes late in the morning. Upon inquiry, it was revealed that permission was granted by the production manager because they are staying late in the evening after completing their work. Is this permissible? Please provide suggestions.
S. Senthilkumar
From India, Mumbai
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Setting up HR department.pdf
HR department.zip