Working As HR Executive For A Start-up With 10-15 Employees, Which Systems & Processe - CiteHR
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Working as HR executive for a start-up with 10-15 employees, which systems & processes would you set up first & why?
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Hi Rupesh,
From an HR point of view, you should first ensure that you have all the Policies, Rules and Regulations (PRR's) set out clearly and communicated to all employees.
This is the benchmark that you will need to work to and ensure all employees are fully aware of what and how the company expects of them.
Try and future proof the PRR's for this will help you as the company grows and expands.
Remember to ensure that each PRR is agreed and signed off by management before implementation.
I hope the above helps.
Regards,
Harsh
Hello Rupesh,

* Frame the company policy

* Convey the Company policy with every staff memers

* Check the status of Offer letter and Appointment letter.

* Check Employee File

* Check the PF,ESI, PT and TDS documents as per law.

* Make HR Budget

* Check the Gratuity documentation and make the provision of money accordingly.

* Make the leave Encashment provision as per company rules.

* Tie up with any agent for Superannuation scheme to provide long term benefit to employee.

* Cover each and every employee under health insurance scheme to cover their medical benefits.

* Cover each and every employee under Term insurance plan for death claim

* Check the Tie up documentation with Bank for salary account and convey the same with employee.

* Fix the calender for training and development.

* Fix the calender for employee engagement activity.

* Check the salary structure for Minimum wage act and tax saving structure , consult CA of your company for better help.

* Check and make the provision for statutory Bonus.

* Purchase the industry law Book for verification of each and every rules and regulation (P L Malik is good one)

* Make the organization structure of your company accordingly set the Job Profile, roles and responsibility, KRA, KPA

* Check and set the appraisal process of your company.

* Check the ER1 and ER2
Hello Rupesh,
* Check the status of all the Labour registers.
* Frame the vision , mission and values for your company and accordingly set the HR Strategy, Planning and execution.
* Make the Joining kit for new joiners.
* Set the weekly review meeting each and every department and managers.
You can set the procedure of HRD accordingly your manmagement.
Regards,
Ashish
Ashvan has given an exhaustive list which can serve as a guide for starting HR department. Since your organisation is very small employing 10-15 employees, you can stick to basics as under.

1)Prepare short policy document laying down -

a) the working hours,rest intervals and weekly off

b)emphasis on punctuality and regular attendance and good conduct

c)leave policy

d)absenteeism and misconduct

e)termination

2) Prepare a list of holidays and put up on the notice board

3) basic records and registers.

a) muster roll

b) wage register

c) leave register

d)Personal files for each individual employee to file all documents relating to the employee.

4) Basic statutory compliances

The Acts that are applicable to you are

a) Shops &EST.Act (assuming hta you are not a manufacturing concern)

b)ESI Act

c) Labour Welafre Fund Act

d)The Payment of Gratuity Act

e)The Minimum Wages ACT

f)The Payment of Wages Act(Please see sec.(1) of the Act for applicability)

g) Professional Tax Act

Hope this helps

B.Saikumar


Please also add the Maternity Benefit Act to the list of Acts under the head statutory compliances since the siad Act is applicable to establishments employing ten or more persons.- B.Saikumar
HR & Lab.Law Advisor,
you must read the company standing order and varify the wages,pf,esi,and other rigister regards RAVI HRM STUDENT
I have not mentioned the Standing Orders Act in my list as the same is applicable to Industrial establishments employing 100 and more workmen or 50 or more workmen in some States like Maharashtra.However, as Ravi pointed out, it is necessary to know the provisions of teh Standing orders Act even as a HR professional whether or not the same is applicable to an establishment.
B.Saikumar
HR & labour law Advisor

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