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Thread Started by #navjotthing1992

Hello all,
I am working as HR Executive with a growing IT company, I am the only person here who is handling all activities here and to implement HR system here effectively. My MD asked me to create new company policy to smooth the hr working and company operations. I am little bit confused what type of new rule, i can make that can be beneficial for the company. How should I form this policy so that it can be effective.
24th November 2014 From India, Chandigarh
Hi ,
You should go through all the business legal aspects of the policy or hire a legal consultant for vetting the Company Policy legally before implementation.
Thanks & Regards
Sanjeev Baliyan
Advocate & Consultant
Clairvoyant Advocate & Consultants
25th November 2014 From India, Pune
The policies you create will have 2 aspects, Statutory (required by Govt.) and internal policies (travel, recruitment, appraisals, training).
See which policies exist, and which are required to be in place. Accordingly you can start work on them.
Talk to your management to assess what policies they want to put in place or change. This is because "smooth working" can mean anything thing from office timings, to leave, to medical benefits to career progression to rewards and reward and recognition.
Hope this helps.
25th November 2014 From India, Mumbai
In this site you will find employee handbook, refer the same you will get the idea how to go forward, there are many policies also which is readily available on this site you can refer that too. If you have any particular need which need to be discussed please feel free to write the forum member will help you.
25th November 2014 From India, Ahmadabad
Hello Ryan Sir,
Yes, by smooth working, your point is right. Actually existing policy is not up to mark and HR and other company tasks are not going properly. what things to discuss whom or to report to whom for leave all matters are arising out. Somehow I am thinking to create a policy which can be beneficial for company as well as employees.
25th November 2014 From India, Chandigarh
Hello Professionals, Guide me that should I make a HR manual or just HR policy? Is there any difference will arise out?
25th November 2014 From India, Chandigarh
Dear Navjot Please contact me - I have done this activity in my previous employments, and recently this year, I created an employee handbook for a manufacturing organization. Regards,
26th November 2014 From India, Mumbai
even i m also working as a HRO in Engineering consultant LLP company please help me to create company policy , salary slip , legal formalities .
27th November 2014 From India, Chennai
Dear Navjott

First u need to find out what sort of issues arising in the organisation which are becoming hindrance to the growth of ur organisation and smooth functioning. Every company whether it is small or big needs appointment order, payroll process, reporting system as per organisation chart, leaves (PL/SL/CL), gratuity, pf, esi, Group personnel accident coverage, Group Medical Insurance coverage, conveyance facilities, rest rooms, toilet facilities, canteen facilities, finding training needs and engaging training sessions by calling experienced trainers. Some of these are mandatory and some or optional as per the management's acceptance. Lot of registers are to be maintained and personal files needs to be created for all the staff.

U need to sit with your MD and need to discuss all these issues and need to consult seniors. Since some of the HR Executives are new to this field, it may not be possible to create on your own which can be improved one by one on priority basis. One who handles HRD, needs to be perfect in MS Office and filing systems as per ISO documentation. It is very difficult to know ALL through this forum and i suggest you to engage a Senior HR retired person as consultant for a period of one year, who can share his experience & During his tenure you can also learn, how to write / maintain the records.

Hope this is clear now.
27th November 2014 From India, Hyderabad
Creating all-encompassing HR policies will need expertise. One can\'t go on changing the policies as this may reflect negatively on the org besides causing confusion & uncertainty among employees. If felt appropriate, do contact to take this matter ahead.
Shrikant Prabhudesai, Mumbai
M 7738665045
28th November 2014 From India, Mumbai
Dear Navjot,

Context: First and foremost, as your MD to clearly set the context of the task he/she is assigning to you. I must say a policy is not just a document dictating rules and procedures. The entire business must be involved, top to bottom.

Stakeholders engagement: Try to hear from teams, the production, the sales, the security, finance, etc. Arrange session with them and tell them your intention to create a policy and be specific on the areas you think the policy must cover. The union (if any) is another group that is key to engage, other wise the policy implementation will not be easy.

Minimum legislation: Check with your countries labor laws and any other regulations on employment relationships. This will help you to set the company standards, not conflicting with what the state laws postulate.

Policy or Manual? I think a HR Manual is merely a compilation of all HR policies. You need to start with specific policies e.g. Recruitment and manning policy, Leave policy, Disciplinary policy & procedure, Pay policy, Policy on Women, etc. There after you may want to put everything in one document, there is when you will need to make a HR Manual.

Most importantly, Engage people. You can not do it all alone, trust me!


Dominic Marandu

HR Officer

Anglo Gold Ashanti

28th November 2014 From France
Dear Sathish and Navjoth,

Please understand, as directed by the seniors in previous posts, that while creating and implementing policies, you must be in accordance to state laws within which your organization is coming. And the kind of environment your management wants to build and sustain, so formalizing and implementing policies, beneficial to both the management as well as to the employees is a grave responsibility.

You will either need to hire a Senior HR Manager/Professional or consult a legal practitioner.

Depending upon the kind of work your company does, and as per its long and short term vision, mission, plans, should the policies be formulated and implemented

There are many threads by seniors covering these topics in past many a times, please try to search the site first.

DO NOT just COPY paste matter, try to visualize the affects of any particular policy you are going to formulate after searching and considering policies from this cite.

Please read these 2 Topics posted on this site, you may found many more by Octavious, Madhu, Mr. Narsimhan


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I wish you all the best in your efforts.


28th November 2014 From India, Delhi
Dear Navjot, Before introducing any policy, which should not be contrary to laws and discriminatory, its financial viability and objectives sought to be achieved should be sorted out. Thanks
14th December 2014 From India, New Delhi
Just do hard work and appoint only genuine employes, gain complete knowledge of whatever business you are starting.
9th March 2015 From India, Mumbai
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