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
1From India, Ahmadabad
Hi jayesh,
Prepare a HR manule at your end, the contents would be-
No. Contents
1. Recruitment Policy
2. Induction Policy
3. Employees Terms And Conditions Policy
4. Security Policy
5. Employees Compensation And Benefit 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 Reprehension Policy
15. Separation Policy
Moreover prepare a MIS report of your existing manpower...
Regards,
Amit Seth.
From India, Ahmadabad
Prepare a HR manule at your end, the contents would be-
No. Contents
1. Recruitment Policy
2. Induction Policy
3. Employees Terms And Conditions Policy
4. Security Policy
5. Employees Compensation And Benefit 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 Reprehension Policy
15. Separation Policy
Moreover prepare a MIS report of your existing manpower...
Regards,
Amit Seth.
From India, Ahmadabad
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
From India, Ambala
Dear Jayesh,
Congratulation, that you have got an excellent opportunity to create some thing.
As per my experience, I will advice you to focus initially on activities which helps you to win the hearts & 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
Congratulation, that you have got an excellent opportunity to create some thing.
As per my experience, I will advice you to focus initially on activities which helps you to win the hearts & 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
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 what are the reasons of resignation.. in which area attrition is high.. and so many things to help in decision making.. with teh help of MIS you may prepare a lot of reports.. Like annual attrition.. region wise attrition.. region wise manpower.. graphical representation of regions manpower status.. and so on..
You may prepare the same at your end.As it will help you to prepare other such formats too.
I am describing you the contents with sheet wise..
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 write down the complete salary structure.. and make a column what is salary after any revision
Third Sheet -
New Joinees
In this sheet write down the name of New joinees of that month with detail
like
CTC,
Designation,
DOB n etc.
Forth Sheet -
Resigned employees
In this sheet write the name of employees who resigned during
that particular month with details like name, designation, date of joining,
Date of resignation, last working day.
Fifth sheet -
Attrition rate
Based on this MIS report, you may find out the attrition report, Qualification analysis reports, team management reports and so on can prepare a number of reports..
Regards,
Amit Seth.
From India, Ahmadabad
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 what are the reasons of resignation.. in which area attrition is high.. and so many things to help in decision making.. with teh help of MIS you may prepare a lot of reports.. Like annual attrition.. region wise attrition.. region wise manpower.. graphical representation of regions manpower status.. and so on..
You may prepare the same at your end.As it will help you to prepare other such formats too.
I am describing you the contents with sheet wise..
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 write down the complete salary structure.. and make a column what is salary after any revision
Third Sheet -
New Joinees
In this sheet write down the name of New joinees of that month with detail
like
CTC,
Designation,
DOB n etc.
Forth Sheet -
Resigned employees
In this sheet write the name of employees who resigned during
that particular month with details like name, designation, date of joining,
Date of resignation, last working day.
Fifth sheet -
Attrition rate
Based on this MIS report, you may find out the attrition report, Qualification analysis reports, team management reports and so on can prepare a number of reports..
Regards,
Amit Seth.
From India, Ahmadabad
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
Dear Navleen,
I'm not handling any of the sales team..
But can give some ideas to fix that.
You may put it on piece rate basis or in monetary terms..
It would be better if you details about your organisation and Products..
Regards,
Amit Seth.
From India, Ahmadabad
I'm not handling any of the sales team..
But can give some ideas to fix that.
You may put it on piece rate basis or in monetary terms..
It would be better if you details about your organisation and Products..
Regards,
Amit Seth.
From India, Ahmadabad
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
waiting for ur reply
natasha
From India, Hubli
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
waiting for ur reply
natasha
From India, Hubli
Amit
Excellent - Good piece of work for guys creating HR in a new firm.
:lol: :lol: :lol: :lol: :lol: :lol: :lol: :lol: :lol: :lol:
natasha
You need to first analyse on the possible accidents/incidents, danger hazards which can occur in your place and then only you can design the health and safety policy for your company.
From India, Tiruppur
Excellent - Good piece of work for guys creating HR in a new firm.
:lol: :lol: :lol: :lol: :lol: :lol: :lol: :lol: :lol: :lol:
natasha
You need to first analyse on the possible accidents/incidents, danger hazards which can occur in your place and then only you can design the health and safety policy for your company.
From India, Tiruppur
Hi,
Usually HR Manual consists of all HR Policies. You know even the best company having HR practices lack something or else in their HR Manual. The best way to write an HR policy is to start from the day and write all your problems or happenings.
Let starts from the day, office is opened, it must have working hours, many people come late in office for which you need a policy on late comers, and fix a punishment etc. for the same. All people do not come in the office, some will be on leaves and some will be onb tours. You must have a tour policy but hierarchy wise containing daily DA, Food allowance, travelling class, format for reimbursement of all these expenses. People ask for advance while going on tours, you should also have a money advance policy (like before how many days/hours you can take advance). This will help you in handling people who come at last moment and doesn't give the balance amount when they come back from the tour on time.
Re: leave policy, you can have CL, EL, ML or any other policy but please make sure you follow all the legal rules of leaves. You can also have policies like:
1.Training policy (people are nominated but when they dont attend trg, a fine should be imposed), issuance of certificates etc.
2. Compensation policy containing pay structure, incentive policy, conveyance, mobile exp, bonus, gratuity etc. and day of reimbursement.
3. Recruitment Policy (Manpower requirement form, sources, conducting interviews etc., also referral schemes)
4. Selection Policy: Upon selection,whether you issue offer/or appointment letter.
5. Induction: No. of days of induction.
6. Promotion Policy
7. Increment policy
8. Tours Policy
9. Advertisement Policy
10. Employee Grievance Policy
11. Uniform policy
12. I Card policy
13. Loan Policy
14. Certificate policy (Sal certificate/address proof)
15. Probation or Non-probation policy
16. Employee Recreation Policy
17. List of holidays
18. Policy on Working hours/weekly off etc.
19. Office Vehicle Usage policy
20. Overtime payment policy
21. Birthday celebration policy
22. Employee Reward and Recognition policy
23. Board of Directors
24. Organisation Structure
I want to know whether do you have a full fledge HR department or not and the time period since you have started working on HR. As you must have started HR department from the scratch. First of all concentrate on these:
Employee Joining Formalities:
1. There must be a HRD form filled by Employee and supported by education, experience, medical and character certificates, with 4 photographs (for Visiting card, I card, Personal file and and one extra for future use). Give him/her an unique employee no. like ihave my company as Employee Code: WS01010703099 which symbolises <WS means Workshop, it's a factory of ours><01 is for location of the city say for delhi 01 amd for mumbai 02 etc.><01 for hierarchy level in the organisation><07 month of joining><03 year of joining><099 is the actual employee number>< you can also prefix department wise like 01 for HR, 02 for IT, 03 for Accounts etc.etc.>
Verify all the documents that this employee has submitted upon joiningthe company.
2. Instead of going straight away to PMS or other hi-fi things in HRE, first of all concentrate on infrastructure issues, is there sufficient seats in Canteen, whether employees wear uniforms, (if not you can mark half day etc.), whether there is sufficient stationary for employees. check all their basic requirements. the idea whether you have fulfilled all employees basic needs
As a good practice, you may also do the followings:-
- Plan for picnics, get togethers (on terrace of your co. or may be a club) once in a three/six months.
- Make a database of all employees from Sweeper to CMD and write their names, designations, date of birthday and contact numbers. so that everybody wishes on birthdays and the birthday boy/gal gives sweets to all employees. A gift voucher or may be a gift of upto a limited amount should be given to the employee from his immediate superior. Get some greeting cards printed for b'day and marriage anniversary and give them.
I feel, this will help you.
warm regards,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
Usually HR Manual consists of all HR Policies. You know even the best company having HR practices lack something or else in their HR Manual. The best way to write an HR policy is to start from the day and write all your problems or happenings.
Let starts from the day, office is opened, it must have working hours, many people come late in office for which you need a policy on late comers, and fix a punishment etc. for the same. All people do not come in the office, some will be on leaves and some will be onb tours. You must have a tour policy but hierarchy wise containing daily DA, Food allowance, travelling class, format for reimbursement of all these expenses. People ask for advance while going on tours, you should also have a money advance policy (like before how many days/hours you can take advance). This will help you in handling people who come at last moment and doesn't give the balance amount when they come back from the tour on time.
Re: leave policy, you can have CL, EL, ML or any other policy but please make sure you follow all the legal rules of leaves. You can also have policies like:
1.Training policy (people are nominated but when they dont attend trg, a fine should be imposed), issuance of certificates etc.
2. Compensation policy containing pay structure, incentive policy, conveyance, mobile exp, bonus, gratuity etc. and day of reimbursement.
3. Recruitment Policy (Manpower requirement form, sources, conducting interviews etc., also referral schemes)
4. Selection Policy: Upon selection,whether you issue offer/or appointment letter.
5. Induction: No. of days of induction.
6. Promotion Policy
7. Increment policy
8. Tours Policy
9. Advertisement Policy
10. Employee Grievance Policy
11. Uniform policy
12. I Card policy
13. Loan Policy
14. Certificate policy (Sal certificate/address proof)
15. Probation or Non-probation policy
16. Employee Recreation Policy
17. List of holidays
18. Policy on Working hours/weekly off etc.
19. Office Vehicle Usage policy
20. Overtime payment policy
21. Birthday celebration policy
22. Employee Reward and Recognition policy
23. Board of Directors
24. Organisation Structure
I want to know whether do you have a full fledge HR department or not and the time period since you have started working on HR. As you must have started HR department from the scratch. First of all concentrate on these:
Employee Joining Formalities:
1. There must be a HRD form filled by Employee and supported by education, experience, medical and character certificates, with 4 photographs (for Visiting card, I card, Personal file and and one extra for future use). Give him/her an unique employee no. like ihave my company as Employee Code: WS01010703099 which symbolises <WS means Workshop, it's a factory of ours><01 is for location of the city say for delhi 01 amd for mumbai 02 etc.><01 for hierarchy level in the organisation><07 month of joining><03 year of joining><099 is the actual employee number>< you can also prefix department wise like 01 for HR, 02 for IT, 03 for Accounts etc.etc.>
Verify all the documents that this employee has submitted upon joiningthe company.
2. Instead of going straight away to PMS or other hi-fi things in HRE, first of all concentrate on infrastructure issues, is there sufficient seats in Canteen, whether employees wear uniforms, (if not you can mark half day etc.), whether there is sufficient stationary for employees. check all their basic requirements. the idea whether you have fulfilled all employees basic needs
As a good practice, you may also do the followings:-
- Plan for picnics, get togethers (on terrace of your co. or may be a club) once in a three/six months.
- Make a database of all employees from Sweeper to CMD and write their names, designations, date of birthday and contact numbers. so that everybody wishes on birthdays and the birthday boy/gal gives sweets to all employees. A gift voucher or may be a gift of upto a limited amount should be given to the employee from his immediate superior. Get some greeting cards printed for b'day and marriage anniversary and give them.
I feel, this will help you.
warm regards,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
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