Thread Started by #Anonymous

Dear all, I'm into HR field for Past 5 years, past 5 years I was into retail marketing field working as HR Trainer taking care of Staffs training and overall recruitment, right now i have been promoted to a manufacturing field as HR Manager taking care of overall HR process, kindly guide me what are the things should I develop as HR in manufacturing sector and mainly in statutory compliance. all of ur valuable replies will be very useful for mu career growth.
Thank you.
13th April 2019 From India, Chennai
Design & Introduce, Need-based Organization Development & Improvement Plans, Processes, Procedures, Safe, Secure and Respectful Workplace Environment staring with:--
1. Organize Awareness Programs in Small Groups at the beggining of theWork-shifts to instill "Sensitivity & Sensibility" amonst all echelon of Employees; and
2. Sanitize the Workplace of all "Arbitrariness", Divide & Rule Attitude, Hatred or Disobdience to Laws of the Land & Workplace Discipline, Order & Decorum; and
3. Implement all the Provisions of SH WW (P,P &R) Act 2013 and File Mandatory Annual Reports to ROC & District Officer ( Section-21 & 22);
4. Opt for Schemes to Foster Harmony, Closer Association ofWorkers/Employees with Management, ;
5. Empower Your Workforce so that they Evolve as Achievers and use Discretion
Harsh K Sharan, Kritarth Team,
14.4.2019
14th April 2019 From India, Delhi
Dear friend,
You are from manufacturing company. Your primary need is to manage the following costs:
a) Inventory Carrying Cost of Raw Materials
b) Work in Progress (WIP) Inventory Costs
c) Inventory Carrying Cost of Finished Goods
d) Capital costs to run the operations
e) Capacity costs
f) Maintenance costs
g) Quality costs
h) Ordering cost
i) Set up cost
k) Inspection cost
My humble request is to measure these costs scientifically. To do this, you need to study your complete supply chain and identify the direct and indirect costs associated with the parties involved in the supply chain. Whatever HR intervention that you launch, it should be addressed toward the reduction of these costs. Otherwise, there will not be any measurable or tangible value addition from your side.
Yes, handling statutory activities is important but then in the HR of the 21st century, it has taken a backseat. It is just a service function of HR and it cannot be considered as value-adding activity per se.
Thanks,
Dinesh Divekar
14th April 2019 From India, Bangalore
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