PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Sr. Hr Manager
Hr Consultant & Trainer
Use factoHR and automate your HR processes
Mobile-first hire to retire HR and Payroll software that automates all HR operations and works as a catalysts for your organisational growth.
jeevarathnamTime & Attendance report Wages report Training report Appraisal report C&B Analysis etc
From India, Bangalore
Vaishalee ParkhiHello 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
ramyagarigalaThank You Guys for the valueable information...
From India, Hyderabad
Tarak.3453As a HR you should Maintain those activities
01 company plan blueprint
03 Employee In & Out timing
04 Salary Report
05 PF & ESI
09 Appraisal report
From India, Hyderabad
moorthi-mAlso other certificates like Sanitary, Fire NOC, PCB, FSSAI, Licenses
From India, Coimbatore
Babu AlexanderMs. 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