Industrial Relations And Labour Laws
Siba Mishra
Indian Oiltanking Limited
Manager -hr And Administration
Asst.manager Hr
Asst Manager Hr
Manager Hr
Supriya Naik
Hr Administrative
Wwl Hr & Admin
Hr Manager
+3 Others

I work for a Japanese trading company, a small set up with the employee strength of 6 and my reporting is to Japanese Director. As per our company policy, every employee is given 4 special targets apart from regular work and on that basis only, his performance is reviewed at the time of appraisals. My current profile in this company is very limited to HR being a small set up and apart from that i am taking care of Admin, IT, Import Logistics, and other misc work.
Now its the time to set new targets and i am really confused what targets to choose. The Director is having a quality background and he doesn't even know what HR department do and how does it work. To set the targets and then justifying them to a person who don't even have a sound knowledge has become a task for me.
Can anyone suggest me some options so that i can set my individual targets for this year?
Your goals and targets will be there in your job description itself. Normally an HR person will have the following goals. If any of these are not coming under your regular duty, then take it as a target for the year. at the same time, an HR can take a particular vertical of sales as a special target for the year.
1. No recruitment gap: make it SMART goal by including time bound filling of vacancies like any replacement or new vacancy reported will be completed within 30/ 60/90 days of its reporting to HR depending upon the competencies attached to the job. If you say replacement will be made within a week, then it will become unreliable target or a target which cannot be attained. It depends upon the supply of labour and its elasticity with reference to the particular skill also. Therefore, if you are asked to find out a senior level manager or an Executive Vice President, you cannot do it within 30 days but may require 90 days but if you are asked to replace an Accountant you can do it within 30 days.
2. Training: The number of training hours per annum is another target which can be given to an HR person.
3. Reduction of manhours lost due to absenteeism: You may take a record of absenteeism in the last year and decide what reduction do you expect to bring this year and put it as a target for the year
4. Employee grievances/ disputes reduction: This is another target which can be given to an HR person. In establishments which have trade Unions, this is more quantifiable because the manhours lost due to employee unrest itself can be compared and you can be asked to reduce it to a certain level.
5. Legal compliance or 100% compliance with regard to filing of returns, renewal of licences etc can also be a goal of HR
6. Housekeeping: Introduction of any quality standards (like 5S) can be a target
7. Reduction of cost by way of freight charges and service level improvement are targets which can be attributed to logistics.
8. Firewall protection, Information security and reduction in the down time can be taken as target in IT
It is always good if you take a target different from your normal area of operation
Dear Madhu Sir,
Long time, your blog site not having any updated blogs. Looking forward to learn new things from you. kindly look into it since, u started a good initiation of learning.
Its is true that I have not updated the blog. But I am always present in citehr to help all of you. Please do search for any advise on HR related matters in citehr and we will be there to help you. All the best
Good morning to all,
To add the list,performance evaluation of probationers as well as other categories of employees is another core are which can be taken as a KRA.parameters for performance need to be set,performance to be evaluated on periodical basis, rewards and recognition to be done.
Mr Madhu has given good advice on targets for HR.
I would add to it by suggesting take up targets which help in achieving production targets of your company.
For e.g recruitment-see that recruitment time and costs are kept minimum while trying to recruit competent staff.
Keep ambitious targets for higher training.A better trained employee who is kept motivated is more productive and that helps bottom line.
Think out of the box.
While all jobs of HR are important focus on critical ones while doing the routine ones alongside.
Hi Yamini,
I think you first need to access what the problem the business is facing as far as people issues is concerned & what are your reporting Director's goals.
While setting your goal design it in a way that supports the business either by solving existing problem or by helping the Director in achieving his goal.
You will be adding value to the business only when your are solving their problem or helping them in achieving their goals.It is a very important activity which will built your credibility in the organization.
Try to drill down the actual people issues or challanges faced by org.High attrition or high turnaround time are challenges for HR but its not always the case.Every company is different & so are their growth challenges.As you are working their you know it better than anyone.
I must say you are blessed that your Director is having a Quality background because he will understand the importance of Integrity,adherence to process,long term benefits of adhering to system & you need not to struggle for such issues in your company.And cherry on top is that he is Japanese & Japanese are know for their Values ,ethics & discipline.
Enjoy your journey dear.You are under a good leader.
My name is Supriya I want to work in HR department but I don't have that much of knowledge about HR.So please tell me how to get knowledge about HR
Why do you want to work in HR?
Where are your working now?--Which type of work are you doing?
If interested in HR, there must be some reason.
Need to do self analysis.
There are many courses in HR,think of doing the courses and getting theoretical knowledge and then apply it to real life.
HR work is satisfying job and you can really contribute to the organisation.
Idea is good but you need to do lot of reading about HR and its application in offices.
Good luck.
My name is Supriya please anyone guide me which topic i should read in HR to build my career as an HR
In interview time i am rejected so many time i did not understand which topic i should read and then i have to attend the interview
For me the core HR is industrial relations and sound knowledge of labour laws. A B School in Kerala which is ranked among the top 25 B Schools of India was facing a problem that their MBA (HR) were not getting placement from the campus. When they contacted me I suggested that these students should be given an add on program in Personnel Management and Industrial Relations. Accordingly,I prepared a training content with five modules and myself offered some around 20 sessions with tow evaluations. The program contained case laws, I had given some around 60 cases which will be sufficient for them to easily take up a profession in HR. The program was not just a class room reading of bare Acts but a study of what all are relevant for a fresher in HR to grow.
I would suggest, you should also go beyond what you have studied in your B Schools and know what is HR in practice. It will be entirely different from what you have studied in your college. You may not be able to apply any behaviour theories in a company especially in a manufacturing company which has trade unions.
I remember when an intern from a College was sitting in my cabin, a lady worker came to meet me. She had come to request for a salary advance. When asked about the reason for such an advance at that point of time, she narrated he pathetic story, a real life, she stared shedding tears when she shared that her daughter who was given education till her B.Com eloped with her boy friend who is a driver in the city and now she wanted to bring both of them home and solemnize a marriage at least with a very low manner etc etc. The intern was stunned and asked me do this kind of events regularly happen and I said that this is also a core of HR function. Listen to the employees with patience and try to find a solution for their personal worries. This will enable us to make them loyal and engaged in work. It is true that there will not be any documentary evidence for these performance and at the end of the day we will not be there in the list of Good HRs!!, but their blessings will always be with us.
The focus of HR, therefore, should not be on training, performance appraisal and working out strategies. Strategies can be drawn easily because these are available in ready made form. You can have employee engagement plans. But what really makes the employees engaged are two things, monetary benefits, a feeling that the employer will take care of their needs and feeling of security, a feeling that you will continue to get the same. It is not the weekend HR funs and games and giving termination letter on Monday morning.
what are the Roles & Responsibility for HR generalist
Hi All....My name is Chaitra Kumar. I have 2 years if experience into recruitment and I own my own HR consultancy(LLP). According to my knowledge rather than working with an MNC directly without any knowledge, it is better to start your career with startups and consultancies and gain some experience and this is really helpful.
Consultancy will have targets and that will help one to reach their targets and show their capabilities.
I guess this will be easy to join any MNC with confidence as it is really important and it is easy to achieve targets with your respective clients.
Hope this is correct according to my knowledge and experience.
Hello Everyone, Yes I am agree with Chaitra, when a person start working with any consultancy than he/she get awareness about targets and how to work in pressure.If they go for small firms or startups, than there theoretical knowledge giving them chance to work practically by this they learn how to manage different situations carefully and impact fully. I am suggesting here to focus on employee engagements, recruitment etc.
Maintaining statutory records is another most important activity.
Maintain the Statutory records, is one of the functions of HR no HR can do it alone. He only can help the concerned staff to maintain the records as per statute.
Apart from the regular HR functions, whatever my friends above mentioned, Human Resource Manager / Executive has a big roll to play, in an organization which is in my view is beyond boundaries:
The responsible HR man has a roll to play on day to day production targets, safe working conditions / safe working inside the shop floor.
Sometimes, what the Production Manager / Line supervisors cannot watch, inside the shop floor, HR mangers can identify continuous improvement areas by making observations on the individual / group behavior inside the shop floor, which the Production Manager / Line supervisors tend to skip on observing, due to production numbers and targets.
I had the chance to observe an operator, because of his is short in stature, ( 5feet and 3 inches, physical conditions) he could not operate particular, feed table as hand straight / horizontal position. He was operating the feed table by standing on a empty paint tin, to avoid his shoulder strain (Ergo dynamics) . The operator was one of the non performer’s list/ not able to achieve daily numbers to feed the next table for day target numbers. Standing on a paint tine, that too for 8 hours is hazardous. We cannot blame the Production personnel also, as they are tend to miss on this human Ergo dynamics line of observation, due to other pressure. Providing a working platform on the request of HR, the worker comes out of non performer list, and the Production People are also happy.
Similarly Oil and Chemicals spillage, in the storage area and the scrap yard, only HR can help them to find out a safe storage by keeping the Oil / chemical container on a secondary container, and educate them the need to, save the ground water pollution.
You may find some of the operations in some factories, the worker may be cleaning small components in so called “thinner” with hands. This is highly dangerous for the individual health, as the thinner easily gets into blood stream. The usage of so called thinner is prohibited in India.
The above functions may be the roll and responsibilities of Safety officer. However the HR Manager, in coordination on environmental and health and safety functions, if considered himself responsible for all human resources.
Lot more to add in this feilds.
how to increase the knowledge about IR in different labour case , what is the procedure to attend the labaur case
subscribe to Labour Law Journal / Labour Law Notes. Read it systemically and note the citation gist and reference in a note book for each Act separately. Or if you have an access in court library, you may spend every day some time for learning.
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