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I have started a construction consultancy firm and have 5 projects in hand with a staff of 15 employees. I wanted a detailed descirption on the HR activities. What responsibilities are undertaken by HR Dept ? What are the documents or manuals or policies to be established in it? What are the HR procedures ?
My vision is to establish the working of my firm as a MNC from its scratch.
Jackson Christian
Director
Anvaya Construction Consultancy Pvt. Ltd.
Ahmedabad

From India, Ahmedabad
Dear Mr. Jackson,

Greetings!!!

Good to know that "HR" is your focus area , even at this stage of your venture. You are quite right in your approach, as it is your employees who will propel you on a path of acceleration.

You are talking about "HR Department Set Up", here. HR set up is a complex and time consuming activity, and it will keep evolving as you progress ahead. More than writing the policies, it is the implementation part which makes it all the more difficult. First thing is that you select a person, who will look after the department and take care of operations. If you are only 15 guys, you can yourself take care of this activity ( depending upon paucity of time that you may have) or earmark someone else. Once you cross 40-50 in terms of strength, you need to have a separate person for HR department. Having said that, if you are focused on building a culture of "employee first", then you must have someone who will be constantly engaged in HR activities.

If you are ready to spend a reasonable amount on preparing policy documents, in consonance with relevant acts and laws, you my consider us. My mail id is towards the end in signature.

Your policies should revolve around following pointers

1) Recruitment (job descriptions, Sources, Referral Mechanism, selection tools, background checks, offers)

2) Compensation (methods,market, Salary standards)

3) Employee relations (labor agreements, performance management, disciplinary procedures, employee recognition, Grievance Rederssal)

4) Mandated benefits (social security, , worker's compensation, )

5) Optional group benefits (insurance, time off benefits, flexible benefits, retirement plans, employee assistance programs, perks)

6) Payroll (internal vs. external options, compliance)

7) Record keeping (HRIS, personnel files, confidential records, other forms)

8) Training and development (new employee orientation, staff development, technical and safety, leadership, tuition reimbursement, career planning)

9) Employee communications (handbook, newsletter, recognition programs, announcements, electronic communication)

10) Internal communications (policies and procedures, management development, management reporting)

11) Employee Branding ( Social Media Policies, Employee Engagement)

The list may not be exhaustive but it can give you an idea, in case, you decide to do this in-house.

You will also have to decide if you want to club HR and Admin departments, because if you do club, there may be some more required documents.

From India, Delhi
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