Hr Policies For Employee Engagement - DOCX Download - CiteHR
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Coaching Managers To Improve Their Skills
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Khaja Vali
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Hi All,
I am associated with a startup IT Organization, we are in the face of defining HR Policies for our organization,
kindly help me in defining the best HR Policy in context with Employee Engagement.
Regards
Shafaq R

Not sure what others think, but you cannot drive employee engagement through policy. Employee engagement, IMHO, is a function of organizational culture and leadership practices. You cannot legislate (make policy) to drive culture and effective leadership.
Hi Thanks for reply Dawgeye,
I agree with your views, actually I want to know the important points to keep in consideration while drafting the Policies which will reflect and drive the Emloyee Engagement in the Organization Culture
Regards
Shafaq R

Shafaq,
I strongly recommend ousourcing HR functions to avert creating a bureaucracy that will damage your company.
As concerns engagement, that is the CEO's job and the job of every manager below the CEO. The first thing to do is to learn how to do it. Having created several fully engaged workforces, I know what actions will achieve that and what actions will not and why. The why consists of the science of people, something that has never changed.
To learn the basics, take a look at this short video.
How to Create Engaged Employees (Leadership Skills Training Series)
Best regards, Ben Simonton
Leadership Skills for Managers and Executives.

Hi Shafaq. From ur original post, I can infer that what u mean is, u want to introduce employee-friendly policies for ur company.
What is the size of your org- no. of employees? Pls note that HR Policies is a very comprehensive topic and time consuming as well. To start with, you can put in place basic work policies (work timings, leave policy etc to bring clarity in all employee's minds). Make sure that you communicate them clearly to all.

Dear All,
Good Morning to every body this is Sirisha working as Sr.Executive HR & Admin past 4 years. i am going to give one interview where in candidates should have perfect knowledge of PMS module & Employee Engagement in terms of retail industry.
Please send a professional CV to my mail id is . so please help me in this regard.
Thanks & Regards,
S.Sirisha

Hi Aditya, Yes u r write I want to introduce Employee friendly Policies Regards Shafaq
Hi Shafaq, My piece of share. Please check the attachment.

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File Type: docx Ideas to Engage & Retain Employees in IT organization.docx (19.0 KB, 1268 views)

DEAR SHAFAQ,
pl make policies which are not one-sided. Donot insist on bonds from employees, these are not valid in law and will only create tension. Leave the employee free to quit but do try to retain him with good and fair policies.Give him encouragement. No employee wants to leave if he gets a reasonable pay and perks and good environment in the office.It is not possible to abolish favortism but make an honest effort.
All the best.
I was affected by the bond and had to fight to get out of it. Many are not that lucky.
bye
sekar.

Hi Shafaq R 22.5.2014

H.R. Policies for I.T. Companies.

There are specific HR Policies on each subjects from Recruitment to Seperation and Full & Final settlment of account. As you may be in the start of the Company and wanting to set up a HR Dept. with all the Policies, I may quote below the steps I have taken to frame & setup HR Dept. with all Policies for a Labour Intensive Units like a Steel Plant.. I hope; the below steps may be useful to you & others who may be in similar situations. Please contact me for any assistance. I am based near Bangalore. AGM-HR&A Ph: 9341111972.

SUB: CONSULTANCY / ASSISTANCE TO SET-UP / RUN HR Dept. / Framing of Standing Orders,

HR Manual, Employee Hand-Book, Training HR Officials, Providing All Policies,

Procedures, Leave Rules,, Formats etc., for Smooth Management of HR Works.

================================================== ================================================

After serving for 35 years (as Assistant, APO, PO, PM, AM, Advocate, HR Manager, Sr.HR Manager & AGM – HR&A) in HR,IR,LEGAL, & Admn., works of Steel Plant, Power Plant, Chemical Plant, Electronic & Mining Companies - ( Labour Intensive Units with 800 - 3000 employees – including CL), I am now providing H.R. Consultancy (from Recruitment to Seperation) to assist HROfficials to frame

1. Standing Orders for Workmen (under Industrial Employment (SO) Act,

2. HR Manual (Company’s all Policies & Service Rules tobe given to HODs for Guidance &

3. Employees HAND- BOOK, - All Service Rules, Procedures, Duties / Obligations, Do’s&Don’ts of employees; tobe given to all employees to follow.

I have last worked with M/s.VSL Steels Ltd., Hiriyur (150 km from Bangalore). (Joined as HR Manager in 2007, Promoted as Sr.HR Manager & then AGM-HR&Admn. Recently, due to Supreme Court ban on Iron Ore in Karnataka, many Steel Plants were closed including ours. My Company Retrenched all employees I was born and educated in Tunga Bhadra Dam (Bellary Dist), Karnataka. I know all South Indian Languages + English & Hindi

I have set up HR Dept. in 2 of the Companies & Administered all HR works, Framed S.O. , (Employees Duties-140 Points, Misconducts-90 Points), HR MANUAL, Employee HAND-BOOK, Leave Rules, all Service Rules, Policies like CA, TA, LTA, Medical Reimbursement / Treatment, Performance Appraisal / Incentive, Production Incentive, MB, Benevolent Fund, Advances for Medical Treatment, Marriage, Education, Purchase of House, Vehicles etc.,



HOW H.R. Dept. is SETUP in any Company / Estt. with 100+ Employees ?

MAJOR WORKS DONE to SETUP H.R. DEPT. on Joining NEW COMPANY AS HOD.

================================================== ==================

For Operational Purpose: Ist Designed & introduced Basic Formats for each Jobs like Advance to draw cash, TA & Expenses Bill, Out, OOD & Visitors Pass, Leave Card & Register, Indent for Vehicles, Food, Room, Ticket booking, Man Power Indent, Candidates Details for Interview / Selection, (Comparative List), Interview Assessment Form for Selection, Check-list for Interview, Check-list for Appointment, Man Power / Master List details, Addition & Seperation, Man-Power Planning, Succession Planning, HRIS, MIS Reports, Categorising all Levels of employees, Register of Adult Workers, Register of Extra Work Done & Compensatory Off Availed, Punching (Face Reader) to regulate In & Out Time, Job Description to all, Security Checks, Safety & Health – OHC., as per ISO / Management’s requirement.

As no Standing Orders existed, Framed S.O. by collecting 7 important Cos.(public & pvt) SO & got Certified from DLC., Improved SO contains Workers Obligations: 140 points & Mis-conduct for which workers will be liable - 90 points/clauses.. Also, introduced all Service rules, policies, welfare measures, procedures, systems & all Formats from Entry to Exit.

As no Personal Files existed, Ist made new Company Application / Bio-Data Form and collected filled Forms from 300 employees, Appointment Orders issued & new Personal Files opened with all Certificates copies of DOB, Qlfcn., Expereince, Salary, P.A. Forms, Career Progression etc., after Induction. Offer letter / Appointment Advices issued to newly Selected Candidates to join duty.

Absent Notice Form to Monitor / Control Absence, Show Cause Notice, Enquiry. If employee fails to respond, Terminate as per A.O.S. under Certified Standing Orders of the Company. P.A.Form to assess Performance for Regularisation of Trainees, Confirmation, Promotion, S.I. Transfer, T&D, All Terminations ,Retrenchment, VRS., Superannuation, Extension of Service., Resignation Procedures, Notice Period, Exit Interview, Clearanace Certificate / No Due Certificate, Final Settlement, Service Certificate.

Applied and liaisoned to obtain Factory Licence, Contract Labour Regn., Licence, E.P.F., Insurance / Accident cover for employees (WC Act), Vehicles, Machineries. RTO, Bonus, Gratuity thru LIC, Sr.Exe. Superannuation Scheme.



CONDUCTED T&D Programs with 50 slides on Discipline, Attitude, House-keeping, HEALTH TIPS on AYURVEDA, PUNCHAKARMA for Stress, Worries, BP, SUGAR Problems etc.,

SETTING UP H.R. Dept. with S.O., HR MANUAL, HAND BOOK, ALL SYSTEMS , POLICIES etc., will HELP all MANAGERS & EMPLOYEES to know their DUTIES, DO’S & DON’TS, and MAKE THEIR CONDUCT CONFORMING TO SUCH RULES.

FORMATS ALONG WITH THE RULES, GUIDELINES in Soft / Hard Copy is AVAILABLE & will be provided for your adoption. The Consultancy will be provided at your Offices OR ON LINE as per your needs. Charges could be fixed.

I request you kindly to peruse the above and inform me of your needs for further needful action.

Thanking you and requesting your kind consideration and response,

Yours faithfully,

• C.Neyim, Ex-AGM (HR&A), H.No.FS 478, Dr.Ambedkar High School, CM Lay Out , Hiriyur, Chitradurga /

Rahaman Bldg., Chikkamaranahalli, Devasandra, Bangalore, Karnataka, S.India.•

Mobile No. 9341111972 / 9535470460 Email:

Email:

Qualification: BA,LLB, PGDPM, MBA-HR, Ex-Member, NIPM, Calcutta,

Ex- Trainee-Member, Indian Institute of Management, B;lore.


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