Freelancer In Hr &indirect Taxes For
Sr.officer At J K Lakshmi Cement Ltd
S.M.A Robin
Senior Executive (lead), Hr & Admin
Business Manager - Hr / Recruitment, Head
Insolvency N Gst Professional
Soft Skill Trainer / Hr Consultant - India
Asma Niaz
Academic Writer | Educational Consultant

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What are the initial HR activities have to be taken care off by any HR person in a Startup Organization or an Organization having no specific HR Department
Start from the beginning
The establishment needs to have a proper nominal roll of employees, designation and salary wise with date of scale etc.
Is your establishment a factory or office?
Laws relating to the field of activity needs to be complied with.
Leave records,OT records, payroll etc have to be streamlined.
These are someintial steps.
Let the forum know what all has been done so far in HR field then additional suggestions will come from learned members.

Dear, Just search in the field writing HR Department startup. you will get tons of information and will help you to gather knowledge. Regards S.M.A. Robin
its depends upon type of business and employee strength. business vision and mission. its required to maintain all statutory records and registers. shop and establishment license, epf, esic,
prepare JD and JR. do recruitment as per JD. payroll management , HR policies , employee code of conduct.
you can list down the activity and start to working on it.

Consider having,Basic policy formation,with least requirement of mapower needed to run the operation.Having basic organistion chart with designations and responsibilities and authority assigned may help.Ensure Skill sets and JD defined with basic review practices on performance,and scope of changes be included to arrive at best Hr practices right from begining.Best is to seek guidance from Hr consultant in the begining.
Hire people like me, with over 47 years of industry experience and more than half of it in HR domain. I do HR auditing as well. In October I was hired by a leading logistics firm in Doha, Qatar and I was there for 8 days to do a preliminary audit and found quite a few chinks. We laid out a road map for them to follow in respect of Performance Management System, which is a transformational role for HR. On 2nd January I will be visiting again to Doha for one month to look at their transactional audit of day-to-day activities and advise suggestions and improvements in their policy framework. Ours is not an organisation and hence no cost overheads, profitability etc. and hence charges will be quite nominal.
Best wishes

Resolving conflicts in a positive manner can lead to efficient professional and personal relationships. Nowadays almost every organization runs with an HR. However, there are several startups and small entities that cannot initially afford an HR for the business.
I have crafted an article relevant to this topic when it comes to dealing with conflicts and issues at the workplace where there is no HR. Check out 10 successful ways to deal with conflicts when there is no HR:
Guest post: 10 successful ways to deal with conflicts when there is no HR | Omega HR Solutions

Lets presume that its a group of 10 members:
1. What they are - Designations, Grade, Salary scale, Reporting structure. (Pay Policy)
2. What they do - JD's of all the members and if possible KPI's too
3. When they do - Working Days, Fixed working hours, Flexi Hours, Work from Home
4. What Benefits they get - Incentive Policy, Leave Policy (EL/ CL/SL), Maternity Policy
As the company grow you may go with IT policy, Employee engagement, Perks (Joining Bonus, retainer ship bonus), ESOP's for Sr. Profiles etc.

Hello friends,
I am working in BPO industry & it is initial stage of organization, i have to set all hr policies. can you tell me hr activities for this organization.
can you tell me the difference between Core hr & Practical hr.
Warm Regards

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