ramyagarigala
2

Hello HR Professionals, Greetings!!! Can anyone suggest me which reports should i maintain as a HR for a startup company? Thanks In Advance!!! Regards Ramya
From India, Hyderabad
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Jeevarathnam
Sr. Hr Manager
Vaishalee Parkhi
Hr Consultant & Trainer
Moorthi-m
Manager Hr
+1 Other

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jeevarathnam
601

Time & Attendance report Wages report Training report Appraisal report C&B Analysis etc
From India, Bangalore
Vaishalee Parkhi
172

Hello Ramya,
Since this is a start up, you may include the suitable points such as -
1. No. of persons joined in the month
2. No. of persons left - their reasons, Exit interview findings, Attrition analysis
3. No. of persons confirmed - probation extended
4. Legal compliances - PF, ESI (any non-compliances or issues ?)
5. Grievances handled during month,
6. Payroll issues, if any,
7. Employee engagement Initiaitves
8. Disciplinary action taken during month
9. Training conducted - topics, duration, no of participants
10. Any point from Administration dept
Please search on this site. There are a number of MIS report formats.

From India, Pune
ramyagarigala
2

Thank You Guys for the valueable information...
From India, Hyderabad
Tarak.3453
As a HR you should Maintain those activities
01 company plan blueprint
02 Organogram
03 Employee In & Out timing
04 Salary Report
05 PF & ESI
05 MIS
06 Canteen
07 Transportation
08 Trainings
09 Appraisal report
10 CSR
Regards,
Tarak Pvs

From India, Hyderabad
moorthi-m
Also other certificates like Sanitary, Fire NOC, PCB, FSSAI, Licenses
From India, Coimbatore
Babu Alexander
293

Ms. Ramya,

Besides all the above suggestions by the members, I would like to add the following

Document all practices, procedures, from day one, entry to leaving the work spot, for all Workmen, Supervisors, Manager and even Director’s, materials inward and out. The same should be reviewed, every day with line Managers, and followers / implementer , on how best the practices can be made simplified and human friendly and adaptable to your unit, protecting the interests / short term and long term goal, of the firm.

Any practices / procedures once established, on a later date if any change are required, may develop complication / resistance from the employee. Procedures / practices, being adopted in some other firm may not be suitable /accepted / adoptive for the newly set up unit. All procedure when drafted, better to involve the employees concerned and see fully practicable / adaptable for our unit. This will help , while developing suitable Employee Hand Book / Policy Procedure and Manual / your business's policies, your expectations of your employees, and what your employees can expect from your business / your legal obligations as an employer and your employees' rights.

From India, Madras

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