Please help to me to start HR in my organisation. I am new in this field so plz guide me to how to start HR in org.
From India, Ahmadabad
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1From India, Ahmadabad
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Hi Jayesh,
Please prepare an HR manual at your end. The contents should include:
1. Recruitment Policy
2. Induction Policy
3. Employees' Terms and Conditions Policy
4. Security Policy
5. Employees' Compensation and Benefits Policy
6. Leave Policy
7. Growth and Development Policy
8. Training Policy
9. Welfare Policy
10. Communication Policy
11. Environment Policy
12. Health and Safety Policy
13. Anti-Harassment or Abuse Policy
14. Misconduct and Reprimand Policy
15. Separation Policy
Moreover, please prepare a MIS report of your existing manpower.
Regards,
Amit Seth
From India, Ahmadabad
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Please prepare an HR manual at your end. The contents should include:
1. Recruitment Policy
2. Induction Policy
3. Employees' Terms and Conditions Policy
4. Security Policy
5. Employees' Compensation and Benefits Policy
6. Leave Policy
7. Growth and Development Policy
8. Training Policy
9. Welfare Policy
10. Communication Policy
11. Environment Policy
12. Health and Safety Policy
13. Anti-Harassment or Abuse Policy
14. Misconduct and Reprimand Policy
15. Separation Policy
Moreover, please prepare a MIS report of your existing manpower.
Regards,
Amit Seth
From India, Ahmadabad
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Dear Amit Seth Sir, Please let me know the contents of MIS report in manpower. I shall be very much thankful for your early and quick reply. With regards, Rahul
From India, Ambala
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From India, Ambala
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Dear Jayesh,
Congratulations on securing an excellent opportunity to create something.
Based on my experience, I would advise you to focus initially on activities that help you win the hearts and confidence of employees. Once you have done this, you will be able to implement any system. Please remember that 'A grade implementation but B grade plan' is always better than 'A grade plan but B grade implementation.'
Regards,
Sameer
From India, Calcutta
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Congratulations on securing an excellent opportunity to create something.
Based on my experience, I would advise you to focus initially on activities that help you win the hearts and confidence of employees. Once you have done this, you will be able to implement any system. Please remember that 'A grade implementation but B grade plan' is always better than 'A grade plan but B grade implementation.'
Regards,
Sameer
From India, Calcutta
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Hi Rahul,
MIS report is known as Management Information System regarding the manpower status of a particular month, place, and overall. It helps the management in decision-making, like identifying the reasons for resignation, areas with high attrition, and other factors crucial for decision-making. With the help of MIS, you can prepare various reports such as annual attrition, region-wise attrition, region-wise manpower, graphical representation of manpower status by region, and more.
You can prepare these reports on your end, which will also assist in creating other similar formats. I will now describe the contents sheet by sheet:
First Sheet-
Details of employee:
a. E.Code
b. Name of employee
c. Date of birth
d. Designation
e. CTC
f. Address for communication
g. Permanent address
h. Contact number
i. Blood group
j. Maximum qualification
k. Extra qualification
l. Total Experience
Second Sheet-
Salary structure:
In this sheet, list down the complete salary structure and include a column for the revised salary after any changes.
Third Sheet -
New Joinees:
List the names of new joiners for that month along with details like CTC, Designation, DOB, etc.
Fourth Sheet -
Resigned employees:
Document the names of employees who resigned during that specific month, including details like name, designation, date of joining, date of resignation, and last working day.
Fifth Sheet -
Attrition rate:
Based on this MIS report, you can generate attrition reports, qualification analysis reports, team management reports, and more.
Regards,
Amit Seth
From India, Ahmadabad
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MIS report is known as Management Information System regarding the manpower status of a particular month, place, and overall. It helps the management in decision-making, like identifying the reasons for resignation, areas with high attrition, and other factors crucial for decision-making. With the help of MIS, you can prepare various reports such as annual attrition, region-wise attrition, region-wise manpower, graphical representation of manpower status by region, and more.
You can prepare these reports on your end, which will also assist in creating other similar formats. I will now describe the contents sheet by sheet:
First Sheet-
Details of employee:
a. E.Code
b. Name of employee
c. Date of birth
d. Designation
e. CTC
f. Address for communication
g. Permanent address
h. Contact number
i. Blood group
j. Maximum qualification
k. Extra qualification
l. Total Experience
Second Sheet-
Salary structure:
In this sheet, list down the complete salary structure and include a column for the revised salary after any changes.
Third Sheet -
New Joinees:
List the names of new joiners for that month along with details like CTC, Designation, DOB, etc.
Fourth Sheet -
Resigned employees:
Document the names of employees who resigned during that specific month, including details like name, designation, date of joining, date of resignation, and last working day.
Fifth Sheet -
Attrition rate:
Based on this MIS report, you can generate attrition reports, qualification analysis reports, team management reports, and more.
Regards,
Amit Seth
From India, Ahmadabad
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Hi Mr Amit i have been reading your posting on cite hr regularly.. I am also working in ahmedabad... Sir can u guide me on Incentive policy for sales executive.. Regards, Navleen Dhiman
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Dear Navleen,
I'm not handling any of the sales team, but I can give some ideas to fix that. You may put it on a piece-rate basis or in monetary terms. It would be better if you provide details about your organization and products.
Regards,
Amit Seth.
From India, Ahmadabad
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I'm not handling any of the sales team, but I can give some ideas to fix that. You may put it on a piece-rate basis or in monetary terms. It would be better if you provide details about your organization and products.
Regards,
Amit Seth.
From India, Ahmadabad
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Hello Amith,
Can you please let me know the format of the health and safety policy at the factory for a chemical manufacturing company and the aspects to be covered? I am eagerly awaiting your reply.
Natasha
natashapb01@yahoo.com
From India, Hubli
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Can you please let me know the format of the health and safety policy at the factory for a chemical manufacturing company and the aspects to be covered? I am eagerly awaiting your reply.
Natasha
natashapb01@yahoo.com
From India, Hubli
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Amit,
Excellent work for those creating HR in a new firm. 😂
Natasha,
You need to first analyze the possible accidents/incidents, danger hazards that can occur in your workplace. Only then can you design the health and safety policy for your company.
From India, Tiruppur
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Excellent work for those creating HR in a new firm. 😂
Natasha,
You need to first analyze the possible accidents/incidents, danger hazards that can occur in your workplace. Only then can you design the health and safety policy for your company.
From India, Tiruppur
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Hi,
Usually, an HR Manual consists of all HR Policies. Even the best companies with strong HR practices may still lack something in their HR Manual. The best approach to writing an HR policy is to start from the beginning of the day and document all the issues or occurrences.
Let's start with the day the office opens. It should establish working hours, as tardiness is a common issue that needs a policy for latecomers and appropriate punishments. Not all employees will be present in the office; some may be on leave or business trips. A comprehensive tour policy organized by hierarchy should include daily allowances, food allowances, travel class, and reimbursement procedures. Additionally, there should be a policy for cash advances for tours (specifying the timeframe for requesting advances) to manage last-minute requests and ensure balances are settled promptly upon return.
Regarding leave policies, companies can have Casual Leave (CL), Earned Leave (EL), Maternity Leave (ML), or other types, ensuring compliance with legal regulations. Other potential policies include:
1. Training Policy (imposing fines for non-attendance after nomination, certificate issuance, etc.)
2. Compensation Policy (covering pay structures, incentives, conveyance, mobile expenses, bonuses, gratuity, reimbursement timelines)
3. Recruitment Policy (manpower requisition forms, sourcing strategies, interview processes, referral programs)
4. Selection Policy (issuing offer/appointment letters upon selection)
5. Induction Policy (defining the duration of induction)
6. Promotion Policy
7. Increment Policy
8. Tours Policy
9. Advertising Policy
10. Employee Grievance Policy
11. Uniform Policy
12. ID Card Policy
13. Loan Policy
14. Certificate Policy (salary certificates, address proofs)
15. Probation and Non-probation Policies
16. Employee Recreation Policy
17. List of Holidays
18. Policies on Working Hours and Weekly Offs
19. Office Vehicle Usage Policy
20. Overtime Payment Policy
21. Birthday Celebration Policy
22. Employee Reward and Recognition Policy
23. Board of Directors
24. Organizational Structure
To establish if you have a fully developed HR department, consider the duration since you began working in HR. When building an HR department from scratch, prioritize Employee Joining Formalities:
1. Require completion of an HRD form supported by educational, experiential, medical, and character certificates, along with four photographs for various purposes. Assign employees a unique identification number following a specific format.
2. Verify all documents submitted by new employees.
Before delving into Performance Management Systems (PMS) or other advanced HR practices, focus on infrastructure needs such as seating in the canteen, uniform compliance, and availability of stationery for employees. Ensure all basic requirements are met.
Consider implementing additional practices:
- Organize picnics and gatherings every three to six months.
- Maintain a database of all employees, including their designations, birthdays, and contact information for birthday celebrations and greetings.
- Encourage birthday and anniversary celebrations with personalized cards and small gifts.
I believe these practices will benefit your HR operations.
Warm regards,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
Acknowledge(0)Amend(0)
Usually, an HR Manual consists of all HR Policies. Even the best companies with strong HR practices may still lack something in their HR Manual. The best approach to writing an HR policy is to start from the beginning of the day and document all the issues or occurrences.
Let's start with the day the office opens. It should establish working hours, as tardiness is a common issue that needs a policy for latecomers and appropriate punishments. Not all employees will be present in the office; some may be on leave or business trips. A comprehensive tour policy organized by hierarchy should include daily allowances, food allowances, travel class, and reimbursement procedures. Additionally, there should be a policy for cash advances for tours (specifying the timeframe for requesting advances) to manage last-minute requests and ensure balances are settled promptly upon return.
Regarding leave policies, companies can have Casual Leave (CL), Earned Leave (EL), Maternity Leave (ML), or other types, ensuring compliance with legal regulations. Other potential policies include:
1. Training Policy (imposing fines for non-attendance after nomination, certificate issuance, etc.)
2. Compensation Policy (covering pay structures, incentives, conveyance, mobile expenses, bonuses, gratuity, reimbursement timelines)
3. Recruitment Policy (manpower requisition forms, sourcing strategies, interview processes, referral programs)
4. Selection Policy (issuing offer/appointment letters upon selection)
5. Induction Policy (defining the duration of induction)
6. Promotion Policy
7. Increment Policy
8. Tours Policy
9. Advertising Policy
10. Employee Grievance Policy
11. Uniform Policy
12. ID Card Policy
13. Loan Policy
14. Certificate Policy (salary certificates, address proofs)
15. Probation and Non-probation Policies
16. Employee Recreation Policy
17. List of Holidays
18. Policies on Working Hours and Weekly Offs
19. Office Vehicle Usage Policy
20. Overtime Payment Policy
21. Birthday Celebration Policy
22. Employee Reward and Recognition Policy
23. Board of Directors
24. Organizational Structure
To establish if you have a fully developed HR department, consider the duration since you began working in HR. When building an HR department from scratch, prioritize Employee Joining Formalities:
1. Require completion of an HRD form supported by educational, experiential, medical, and character certificates, along with four photographs for various purposes. Assign employees a unique identification number following a specific format.
2. Verify all documents submitted by new employees.
Before delving into Performance Management Systems (PMS) or other advanced HR practices, focus on infrastructure needs such as seating in the canteen, uniform compliance, and availability of stationery for employees. Ensure all basic requirements are met.
Consider implementing additional practices:
- Organize picnics and gatherings every three to six months.
- Maintain a database of all employees, including their designations, birthdays, and contact information for birthday celebrations and greetings.
- Encourage birthday and anniversary celebrations with personalized cards and small gifts.
I believe these practices will benefit your HR operations.
Warm regards,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
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Setup HR Department.doc
MIS Report - HR.xls