Setting Up HR Practices In A Growing CA Firm - CiteHR
Saswatabanerjee
Partner - Risk Management
Kirtyjain
Hr Executive

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Dear All,

I have recently joined a CA firm in Ahmedabad. Currently there are around 20 employees, out of which few are CAs(partners in the company). I have been hired to develop HR practices & formulize processes. i am facing following issues:

1. Salary is being paid by cheques & there is no salary structure.

As a professional HR, I assume we should have salary structure & employees must get their salaries in their respective salary accounts. My management is totally unaware about the best practices & i have to convince them for a change. i want to understand every important thing first before going to them. Can someone please guide on how should i go about it.

2. There are no official email IDs. Traditionally there is no written communication followed in the company. MD verbally instructs the employees. Because of this, he finds it difficult to keep a track of work allocated & reporting does not happen. He wants me solve this problem.

All I could understand is that we should have official e-mail IDs and a culture has to be developed where things are documented. Kindly suggest what all can be done.

please guide & help me as this is really an interesting project i have got to work on & multiple suggestions can help me choose the best option available.

Thanks & regards,

Kirty

Hi kirty

1. As such it's not a rule that there needs to be a specific salary structure. For tax purpose, you can have some non tax elements like conveyance allowance and HRA. but otherwise, it's no problem if a single gross amount is given (entire salary is basic)

2. Many of the people in the firm will be article clerks and they have a stipend not a salary

3. The salary structure may impact on PF, etc

4. There is nothing wrong in issuing salary by cheques. Where does it have in any rule that you have to do a bank transfer. Account payee cheques will suffice. A move to salary accounts makes sense on saving time and efforts of making the cheque (and partners have to sign on each of them). But if there are regular churning of staff - people leaving, new ones joining - then stick on with the cheques

5. Having official emails for each employee makes good business sense and adds to the image of the firm. But it will not help manage the tasks smoothly. For that you need other tools / software and implement them. (Call me if you want to know more about it)

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