Hello HR Gurus, I recently joined one company and I have done my analysis about the current situation of the HR department. I need your professional advice about my findings. Please check the attached analysis report about the HR department's current situation and my findings.
Thank you
From Saudi Arabia, Jeddah
66Thank you
From Saudi Arabia, Jeddah
Dear Kashif,
First and foremost, you deserve appreciation as you have done a good audit of the HR Department and have found out on your own where you stand and what needs to be done. While the tendency is to ask basic things which are as good as spoon-feeding. However, you have come up with the draft. Well done. Keep it up!
First, let me comment on the points that you have brought out:
a) For Sl No 3 and 5, you need to hire an external consultant. Please note that designing KPIs and KRAs is no easy task. My observation is that people spend years or even decades in the particular department but they are unable to design the performance measures for their department.
b) In Sl No 7, you may include the company's history. The second thing that merits inclusion is how, in the past, the senior management personnel have lived with the values of the company. If you are able to show the video then it will help in shaping the company's culture.
c) In Sl No 8 if you are able to define the levels of misconduct and what punishment will be awarded then better. For this, you need to categorise various misconduct and also define which misconduct will merit immediate discharge from the company. Going further, in the policy, you need to define the process of discipline also. As a part of the policy, if you are able to create the templates of the warning letter, show-cause notice etc, then it will add value.
d) In Sl No 10, please focus on the ROI. Since no employee training is conducted as of now, start with only those programmes where ROI is measurable. If you measure the ROI and show the effectiveness of the employee training, your credibility in the eyes of the top management will be improved.
Additionally, the following points merit inclusion:
e) Launching Employee Suggestion Programme
f) Policy on Maintaining Employee Records
g) Retention Policy on the Documents of the Ex-employees and above all
h) Measurement of the Effectiveness of the HR Department. You must be able to measure the effectiveness of the HR department as a whole.
Thanks,
Dinesh Divekar
From India, Bangalore
First and foremost, you deserve appreciation as you have done a good audit of the HR Department and have found out on your own where you stand and what needs to be done. While the tendency is to ask basic things which are as good as spoon-feeding. However, you have come up with the draft. Well done. Keep it up!
First, let me comment on the points that you have brought out:
a) For Sl No 3 and 5, you need to hire an external consultant. Please note that designing KPIs and KRAs is no easy task. My observation is that people spend years or even decades in the particular department but they are unable to design the performance measures for their department.
b) In Sl No 7, you may include the company's history. The second thing that merits inclusion is how, in the past, the senior management personnel have lived with the values of the company. If you are able to show the video then it will help in shaping the company's culture.
c) In Sl No 8 if you are able to define the levels of misconduct and what punishment will be awarded then better. For this, you need to categorise various misconduct and also define which misconduct will merit immediate discharge from the company. Going further, in the policy, you need to define the process of discipline also. As a part of the policy, if you are able to create the templates of the warning letter, show-cause notice etc, then it will add value.
d) In Sl No 10, please focus on the ROI. Since no employee training is conducted as of now, start with only those programmes where ROI is measurable. If you measure the ROI and show the effectiveness of the employee training, your credibility in the eyes of the top management will be improved.
Additionally, the following points merit inclusion:
e) Launching Employee Suggestion Programme
f) Policy on Maintaining Employee Records
g) Retention Policy on the Documents of the Ex-employees and above all
h) Measurement of the Effectiveness of the HR Department. You must be able to measure the effectiveness of the HR department as a whole.
Thanks,
Dinesh Divekar
From India, Bangalore
Congrats on taking initiative to improve HR department. It looks great.Also I found the suggestions by Mr.Dinesh are worthy to include.I would like to suggest that may be you can list out the key practices of your organization and draft policy on those subjects, like if an employee comes late, or if someone wants to leave organization early, or if some one wants a half day. So what are the policy on that. Also Leave policy, Any other benefits policy. So first list out the relevant subjects and draft policy on that.
Regards,
Priya
From India, Bengaluru
Regards,
Priya
From India, Bengaluru
Dear Kashif,
I will echo with Dinesh Sir above, for the betterment of HR division.
Thank you so much for your fruitful insights. I really appreciate this post.
To an extent these findings are very much useful for HR applications.
Sapna Panwar
Manager HR
Email:
From India, New Delhi
I will echo with Dinesh Sir above, for the betterment of HR division.
Thank you so much for your fruitful insights. I really appreciate this post.
To an extent these findings are very much useful for HR applications.
Sapna Panwar
Manager HR
Email:
From India, New Delhi
Hi,
It is really great that you have done a good audit of the HR Department and have found out the Gaps what you really need to do.
Like totally agree with the points that Dinesh has mentioned.
Also please do not use the "Bell Curve Model".
Reason - To run a Bell Curve you need to have proper and complete data of the employee performance and as per the feedbacks of many HR, the Bell Curve will most of the time will show underperforming results.
That is the reason many of the big companies have to stop using Bell Curve. plus you will find many reports on the "Disadvantages of the Bell curve in Performance appraisal".
Reward & Recognition programs: Make sure the policy is created in such a way that all the employees are happy and they would be judged in a proper manner - Nominees and Voting should be done and the result should be shared with all so everyone are able to see and know why the employee and won an award and with how many votes and how much he has performed.
Employee Engagement Activities: Don't just limit the activities to wellness Camps. Add Monthly Birthday party - All employee's birthdays are accelerated on the last day of the month where all the employees are asked to gather in the cafeteria. celebrate birthday have some snacks and interact with other department employees.
Training & Development Policy - For start hire external trainers (consultant) who are in the market giving training and helping HR to understand the need for training. They will spend time with employees, managers, and departments and provide detailed reports on who and what kind of training is required.
All the best and hope our suggestion will help you get the best out of your employees.
Please do keep us updated.
Regards,
Shyam Das
From India, Mumbai
It is really great that you have done a good audit of the HR Department and have found out the Gaps what you really need to do.
Like totally agree with the points that Dinesh has mentioned.
Also please do not use the "Bell Curve Model".
Reason - To run a Bell Curve you need to have proper and complete data of the employee performance and as per the feedbacks of many HR, the Bell Curve will most of the time will show underperforming results.
That is the reason many of the big companies have to stop using Bell Curve. plus you will find many reports on the "Disadvantages of the Bell curve in Performance appraisal".
Reward & Recognition programs: Make sure the policy is created in such a way that all the employees are happy and they would be judged in a proper manner - Nominees and Voting should be done and the result should be shared with all so everyone are able to see and know why the employee and won an award and with how many votes and how much he has performed.
Employee Engagement Activities: Don't just limit the activities to wellness Camps. Add Monthly Birthday party - All employee's birthdays are accelerated on the last day of the month where all the employees are asked to gather in the cafeteria. celebrate birthday have some snacks and interact with other department employees.
Training & Development Policy - For start hire external trainers (consultant) who are in the market giving training and helping HR to understand the need for training. They will spend time with employees, managers, and departments and provide detailed reports on who and what kind of training is required.
All the best and hope our suggestion will help you get the best out of your employees.
Please do keep us updated.
Regards,
Shyam Das
From India, Mumbai
If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.
#Subject List: analysis reports performance improvement hr department Country-Saudi-Arabia City-Saudi-Arabia-Jeddah
Department Training Need Analysis.doc
Recruitment Analysis of ABC Company.ppt
