Nevertheless, it includes the laying down of HR Policy guidelines & HR processes for the organization, communicating the same to employees and managing compliance of the same. This ensures the governance of people as per some standard norms which are transparently shared in the environment.
Suggest you may start with the Leave Policy (including attendance, holidays, working days & working timings) & get the same approved by your management before sharing with all employees. Other aspects will include preparing Job Descriptions for all job positions (if not existing already), followed by reporting channels (based on organization structure).
Like this you can move forward.
And in case your management favors e-governance to exercise better controls, you can look for \'EmpXtrack\' on the web as a useful tool.
The object of governance is to safeguard interests of all stake holders ie. employer, employees and organisation, by
1) establishing systems, mechanisms, procedures, principles and practices for effective carrying out HR functions and initiatives.For example setting up grievance redressal system for a time bound redressal of grievances or designing an objective PMS etc
2)ensuring transparency about HR policies by letting the employees know about their rights and responsibilities
3)ensuring fairness and objectivity in implementing the HR policies. For example,evaluating the performance of employees objectively or granting rewards strictly as per eligibility norms without showing any favouristism
4)fixing accountability at various levels for implementing the policies fairly.
5)Enhancing the value and stock of all stake holders by designing suitable training programmes to build skills so that their productivity grows for overall growth of business.
Hope this helps.
HR & IR Advisor