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
Thank 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
#Subject List: analysis reports betterment of hr department performance improvement hr department Country-Saudi-Arabia City-Saudi-Arabia-Jeddah
Department Training Need Analysis.doc
Recruitment Analysis of ABC Company.ppt
