Dinesh Divekar
Business Mentor, Consultant And Trainer
FredAnth
Senior Services Manager
Aparajita Banerjee
Manager - Hr
+3 Others

Thread Started by #imrqur

Hi Seniors,

I have just joined as an HR Manager with a public relations agency founded in 2001, 130 employees, 9 offices across various cities in India.
I'm the first person to join as an HR Manager here and have been given the following job description, pls guide as to how should I go about it:

HR Restructuring
o Maintain and update guidelines with respect to human resource policies and procedures
o Maintain records of employee benefits, personnel transactions such as hires, transfers, performance reviews and other statistics
o Administer the leave process for all employees
o Assist in preparation of the human resources budget
• Evolve and establish a strong performance management structure
• Recruitment process
o Reach out and liaise with potential candidates
o Evaluating and overseeing the employee interview process
o Maintain job requirements and job descriptions for all positions in the company
• Onboarding & offboarding process
o Maintain a proper onboarding & offboarding policy
o Induct new employees into the agency
o Conduct orientation programmes
o Oversee employees’ exit formalities incl. exit interviews, feedback, etc
• Appraisal & bonus structuring
o Oversee the timelines and processes for appraisals
o Work with senior management in drafting the bonus policy

• Training & personnel development
o Maintain a training & personnel development calendar and ensure adherence to timelines
o Liaise with senior management in coordinating training & mentoring workshops employees
• Compensation & payroll management
o Analyze salary reports & data, manage salary benchmarking
o Conduct job evaluations, prepare pay budgets
o Recommend changes, plan and implement pay structure revisions
• Talent management
o Evolve innovative methods to keep staff engaged
o Hear and resolve employee grievances, counsel employees and supervisors
o Advise management in handling employee relations issues
• Rewards & recognition programme
o Prepare a robust rewards and recognition programme to boost employee morale and participation in initiatives
o Aid in employee engagement initiatives
11th April 2016 From India, Mumbai
Dear Imrqur,

If the company was founded in 2001 and you are the first HR in the company. Many companies keep HR for its token presence. Your company did not even do that for the fifteen long years. Therefore, it goes on to show what kind of people issues that can exist in the company. What is level of your experience? Have you worked in HR Department? If yes, then have you worked under some HR Manager?

As of now do not worry about Job Description (JD). It is nothing but great copy and paste work. You may start with records. First check whether records for various statutory activities, payroll etc are maintained well. Next is about employee records. Check whether each employee is issued proper appointment letter etc.

Your next challenge is brining uniformity in functioning of the work is concerned. Make sure that all the branches have uniform HR procedure. Then comes the challenge of attrition. Measure what is employee attrition percentage and find out what can be done to control it. Try bringing uniformity in the recruitment procedure.

To do all this, it will take about six months. Do this and then come back to seek further advice.

All the best!

Dinesh Divekar


11th April 2016 From India, Bangalore
As Mr.Dinesh said, do not bite more than you can chew now. Prioritise your work as per it's importance and urgency and focus on clearing it. First find out if any employee is going to retire in the current month.If you do not send him retirement notice in advance, it may skip your attention and the employee may continue beyond retirement. if some compliances relating to PF and ESI are pending , attend to it immediately. if there is a vacancy to be filled up urgently, attend to it now. If there is any grievance to be settled now, resolve it immediately.First free yourself from nagging issues so that you can have time to plan for the rest of the functions. However develop a fair understanding of PF,ESI Bonus,Shops Act or Factories ACt as the case and the Minimum Wages Actmay be, Industrial disputes Act and Standing orders Act to start with as it helps you understand the compliances.
B.Saikumar

12th April 2016 From India, Mumbai
Hi both,
Thanks so much for your inputs....I agree.
Both have stressed on the importance of compliances, but the sad part is there is no PF< ESIC etc. in the company, I just joined yesterday.
What factors need to be borne in mind while checking employee records, payroll etc.?
Anything else which is immediate, let me know
Thanks
12th April 2016 From India, Mumbai
Dear All
ESIC department had issue notice dated 31.07.2015 to all employer for coverage all the construction employee under the ESIC scheme, after few days some of association file the case at Madras High court and get stay on this notice. still decision is pending.
Now one of inspector visited our site and asking for coverage and issued the demand notice, is this correct. pl advise.
13th April 2016 From India, Delhi
#Anonymous
pl provide any document support if in your knowledge Daya Sharma
13th April 2016 From India, Delhi
Wow, this is definitely a challenging role that you have... Compensation and benefits, Performance Managements, succession planning, employee engagement are areas where you may have to consider external professional support due to the nitty gritty details that go into each one of them. If you are supported by a team of HR assistants then your tasks become a lot more easier. In my opinion, typically your work will be consisting of Operational HR work and Strategic HR work. So you ought to split your time effectively between the two. Start with the most pressing changes that has to be attended to in the organization. Do your analysis and start considering the different solutions you may have and make your recommendations to the management. That way you can get going. Best wishes
13th April 2016 From India, Chennai
It is really surprising to see a company who has not bothered even to recruit an HR personnel for last 15 years suddenly has recruited one person and became interested in core HR issues. Nevertheless as Mr. Dinesh Divekar and Mr. B Saikumar have suggested, I will also concur with them. You have to prioritize your job as per the requirement of the moment. Maintain all the employee records clearly.. maintain their leave records.. paper work and maintaining documents are very important for HR department. Keep the salary statement records updated, maintain the record of the employees who have resigned.. most importantly you have to comply with PF and ESI and for that you should immediately contact the departments of your locality.. if required take the help of the Consultant initially.
Best wishes.
13th April 2016 From United States, New York
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