Hello all,
I am working as an HR Executive with a growing IT company. I am the only person here who is handling all activities and implementing HR systems effectively. My MD has asked me to create a new company policy to streamline HR operations and company functions. I am a little bit confused about what type of new rules I can implement that would be beneficial for the company. How should I draft this policy to ensure its effectiveness?
From India, Chandigarh
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I am working as an HR Executive with a growing IT company. I am the only person here who is handling all activities and implementing HR systems effectively. My MD has asked me to create a new company policy to streamline HR operations and company functions. I am a little bit confused about what type of new rules I can implement that would be beneficial for the company. How should I draft this policy to ensure its effectiveness?
From India, Chandigarh
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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
Noida
9971589511
From India, Pune
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7You 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
Noida
9971589511
From India, Pune
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The policies you create will have two aspects: Statutory (required by the government) 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 from office timings, leave, medical benefits, career progression, to rewards and recognition.
Hope this helps.
Regards,
From India, Mumbai
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Talk to your management to assess what policies they want to put in place or change. This is because "smooth working" can mean anything from office timings, leave, medical benefits, career progression, to rewards and recognition.
Hope this helps.
Regards,
From India, Mumbai
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In this site, you will find an employee handbook. Refer to the same to get an idea of how to proceed. There are many policies available on this site that you can also refer to. If you have any specific needs that need to be discussed, please feel free to write in the forum. Members will be there to help you.
From India, Ahmadabad
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From India, Ahmadabad
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Hello Ryan,
Yes, by working smoothly, your point is right. The existing policy is not up to par, and HR and other company tasks are not progressing properly. Issues are arising regarding what to discuss with whom or whom to report to for leave matters. I am contemplating creating a policy that could benefit both the company and employees.
From India, Chandigarh
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Yes, by working smoothly, your point is right. The existing policy is not up to par, and HR and other company tasks are not progressing properly. Issues are arising regarding what to discuss with whom or whom to report to for leave matters. I am contemplating creating a policy that could benefit both the company and employees.
From India, Chandigarh
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Hello Professionals, Guide me that should I make a HR manual or just HR policy? Is there any difference will arise out?
From India, Chandigarh
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From India, Chandigarh
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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,
From India, Mumbai
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From India, Mumbai
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even i m also working as a HRO in Engineering consultant LLP company please help me to create company policy , salary slip , legal formalities .
From India, Chennai
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From India, Chennai
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Dear Navjot,
First, you need to find out what sort of issues are arising in the organization that are becoming hindrances to the growth and smooth functioning. Every company, whether small or big, needs appointment orders, a payroll process, a reporting system as per the organization chart, leaves (PL/SL/CL), gratuity, PF, ESI, group personnel accident coverage, group medical insurance coverage, conveyance facilities, restrooms, toilet facilities, canteen facilities, finding training needs, and engaging in training sessions by calling experienced trainers. Some of these are mandatory, and some are optional as per management's acceptance. Many registers are to be maintained, and personal files need to be created for all the staff.
You need to sit with your MD to discuss all these issues and consult seniors. Since some HR Executives are new to this field, it may not be possible to create everything on your own, which can be improved one by one on a priority basis. One who handles HRD needs to be proficient in MS Office and filing systems as per ISO documentation. It is very difficult to know everything through this forum, and I suggest you engage a senior HR retired person as a 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.
I hope this is clear now.
From India, Hyderabad
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First, you need to find out what sort of issues are arising in the organization that are becoming hindrances to the growth and smooth functioning. Every company, whether small or big, needs appointment orders, a payroll process, a reporting system as per the organization chart, leaves (PL/SL/CL), gratuity, PF, ESI, group personnel accident coverage, group medical insurance coverage, conveyance facilities, restrooms, toilet facilities, canteen facilities, finding training needs, and engaging in training sessions by calling experienced trainers. Some of these are mandatory, and some are optional as per management's acceptance. Many registers are to be maintained, and personal files need to be created for all the staff.
You need to sit with your MD to discuss all these issues and consult seniors. Since some HR Executives are new to this field, it may not be possible to create everything on your own, which can be improved one by one on a priority basis. One who handles HRD needs to be proficient in MS Office and filing systems as per ISO documentation. It is very difficult to know everything through this forum, and I suggest you engage a senior HR retired person as a 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.
I hope this is clear now.
From India, Hyderabad
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Creating all-encompassing HR policies will need expertise. One can't go on changing the policies as this may reflect negatively on the organization, besides causing confusion and uncertainty among employees. If felt appropriate, do contact to take this matter ahead.
Shrikant Prabhudesai, Mumbai
shrikant_pra@yahoo.com
M 7738665045
From India, Mumbai
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Shrikant Prabhudesai, Mumbai
shrikant_pra@yahoo.com
M 7738665045
From India, Mumbai
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Dear Navjot,
First and foremost, as your MD, I want to clearly set the context of the task I am assigning to you. I must emphasize that a policy is not merely a document dictating rules and procedures. The entire business must be involved, from top to bottom.
Stakeholders Engagement: It is essential to hear from various teams such as production, sales, security, finance, etc. Arrange sessions with them and communicate your intention to create a policy. Be specific about the areas you believe the policy should cover. Engaging with the union, if applicable, is also crucial as their involvement is key to successful policy implementation.
Minimum Legislation: Make sure to review your country's labor laws and any other regulations concerning employment relationships. This research will assist you in establishing company standards that align with legal requirements.
Policy or Manual? I believe that an HR Manual is essentially a compilation of all HR policies. You should start by developing specific policies such as Recruitment and Manning Policy, Leave Policy, Disciplinary Policy & Procedure, Pay Policy, Policy on Women, etc. Once individual policies are in place, you can consolidate them into a comprehensive HR Manual.
Most importantly, Engage People. Remember, you cannot accomplish everything alone. Trust me on this!
Cheers,
Dominic Marandu
HR Officer
Anglo Gold Ashanti
Tanzania
From France
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First and foremost, as your MD, I want to clearly set the context of the task I am assigning to you. I must emphasize that a policy is not merely a document dictating rules and procedures. The entire business must be involved, from top to bottom.
Stakeholders Engagement: It is essential to hear from various teams such as production, sales, security, finance, etc. Arrange sessions with them and communicate your intention to create a policy. Be specific about the areas you believe the policy should cover. Engaging with the union, if applicable, is also crucial as their involvement is key to successful policy implementation.
Minimum Legislation: Make sure to review your country's labor laws and any other regulations concerning employment relationships. This research will assist you in establishing company standards that align with legal requirements.
Policy or Manual? I believe that an HR Manual is essentially a compilation of all HR policies. You should start by developing specific policies such as Recruitment and Manning Policy, Leave Policy, Disciplinary Policy & Procedure, Pay Policy, Policy on Women, etc. Once individual policies are in place, you can consolidate them into a comprehensive HR Manual.
Most importantly, Engage People. Remember, you cannot accomplish everything alone. Trust me on this!
Cheers,
Dominic Marandu
HR Officer
Anglo Gold Ashanti
Tanzania
From France
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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 with state laws within which your organization operates. The kind of environment your management wants to build and sustain, formalizing and implementing policies that are beneficial to both the management and the employees is a grave responsibility.
You will either need to hire a Senior HR Manager/Professional or consult a legal practitioner.
Depending on the kind of work your company does, and in line with its long and short-term vision, mission, and plans, policies should be formulated and implemented.
There are many threads by seniors covering these topics many times in the past; please try to search the site first.
DO NOT just COPY paste matter; try to visualize the effects of any particular policy you are going to formulate after searching and considering policies from this site.
Please read these 2 Topics posted on this site; you may find many more by Octavious, Madhu, Mr. Narsimhan.
HOW TO START UP WITH HR
DEVELOPING HRD- MUST READ THIS FRESHERS
I wish you all the best in your efforts.
Regards,
Sourabh
From India, Delhi
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Please understand, as directed by the seniors in previous posts, that while creating and implementing policies, you must be in accordance with state laws within which your organization operates. The kind of environment your management wants to build and sustain, formalizing and implementing policies that are beneficial to both the management and the employees is a grave responsibility.
You will either need to hire a Senior HR Manager/Professional or consult a legal practitioner.
Depending on the kind of work your company does, and in line with its long and short-term vision, mission, and plans, policies should be formulated and implemented.
There are many threads by seniors covering these topics many times in the past; please try to search the site first.
DO NOT just COPY paste matter; try to visualize the effects of any particular policy you are going to formulate after searching and considering policies from this site.
Please read these 2 Topics posted on this site; you may find many more by Octavious, Madhu, Mr. Narsimhan.
HOW TO START UP WITH HR
DEVELOPING HRD- MUST READ THIS FRESHERS
I wish you all the best in your efforts.
Regards,
Sourabh
From India, Delhi
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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
From India, New Delhi
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From India, New Delhi
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