1. Pre-Recruitment Process
a. Receipt of requirement of manpower from various department heads.
b. Scutinise them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate Recruitment process.
2. Recruitment Process
a. Prepare Advertisements etc for the recruitment.
b. Scrutinise and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct Interviews through panels.
e. Preparation of offer letters as required.
3. Joining Formalities:
a. Administrating Joining formalities.
b. Pre Employment Reference checks.
c. Preparation of Appointment Advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Co ordinating to get Employee ID Cards.
f. Handing over the New hire to the concerned HOD/Manager.
g. Preparation of Job Profiles co ordination with HOD/Managers for new posts.
4. Employee Personal File Maintenance:
a. Opening new file and Closing the Resigned employees File.
b. Make sure all Employee files are maintained safely with care.
c. Make sure all personal records are available in the files.
d. Periodic Personal File Auditing.
5. Employee Data Base:
a. Keeping Track of Knowledge Management Software.
b. Maintenance of HRIS.
6. Confirmation Formalities:
a. Intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting Confirmation Appraisals.
c. Co ordinating for Skill Gap Analysis.
d. Co ordinating to set Quality Objectives for each job profile.
e. Ensuring updation of the existing Job Profiles.
f. Processing the Confirmation.
7. ISO Compliance:
a. Ensuring all the updation of the ISO documentation and HR Formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the Internal and External Audits, accountable to enforce the correctional actions.
8. Statutory Compliance:
a. Handling PF and ESI formalities and co ordinating with other departments.
b. Handling Apprentice Training, Submitting Periodic Returns to Board.
c. Submitting other returns to the labour Department as per Shops and establishment Act.
9. Training And Development:
a. Conducting Induction Training for new hires.
b. Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback and suggestions.
c. Co ordinating External and Internal Training Programs.
d. Maintaining Training Records.
e. Analysis of Training Feedback.
10. Performance Appraisal:
a. Prepared the new Appraisal Form.
b. Educated employees about self-appraisal.
c. Provided inputs to HODs for Appraisals.
d. Prepared Appraisal Letters.
11. Employee Relation:
a. Having formal and Informal counselling with employees.
b. Prepared Event Calendar of monthly recreation to motivate employees.
c. Handling Corporate Medical Insurance.
d. Processing required letters on employees request.
12. Report Generation:
a. Generating and analyzing Employee Attrition Reports, Training Evaluation, and Manpower Status.
b. Weekly and monthly recruitment reports
c. Report generation of Pre appraisal, Appraisal and Post Appraisals.
d. Salary Details Reports to Accounts Department.
e. Reports as per the HODs request.
13. Exit Formalities:
a. Administering Exit paper work including all Statutory requirements.
b. Conducting Exit Interviews.
c. Preparing Exit Interview Summary.
d. Giving post employment reference for relieved employees.
e. Processing File to Accounts Department for final settlement.
ACTIVITIES OF HR DEPT
STRATEGIC
ORGANISATION DEVELOPMENT
Organization Mission / Vision, Business Goals, Strategy
Organization Life Cycle Stage
Organization Competency Identification (Key Competencies Required)
ό Competency Dictionary - Definitions
ό Proficiency Levels Defined
ό Existing Organization Competency Assessment
ό Existing Proficiency Levels
ό Competency Prioritization
ό GAP Analysis
o Competency Map (Employee Ratings, Observed / Desired / Gaps)
ό Employee Prioritization for Competency Development
ό Competency Development Program
Competency Mapping Industry/Competitor Analysis
PERFORMANCE MANAGEMENT
STRATEGIC
ό Performance Management & Review Mechanism
ό Key Result Areas
Key Performance Indicators (Highest / Ideal Performance Expected)
ό Key Deliverables (Role Definition)
ό Competence Required
ό Position Descriptions Mapping across Organization
ό Performance Agreement
ό Goals / Objectives
ό Key Deliverables (Role Definition)
PROFESSIONAL & ADMINISTRATIVE
Performance & Potential Evaluation
ό Goals / Objectives (Previous Year)
ό Key Deliverables Assessment (3m,6m,9m,Yrly.)
ό Developmental Deliverables Assessment (3m,6m,9m,Yrly.)
ό Shortfalls in Deliverables Achievements
ό Significant Achievements
ό Strengths & Weaknesses
ό Competency Ratings (Managerial/Behavioral/Functional)
ό Trainings Received / Required Analysis
ό Performance Scores (Deliverables & Competencies Ratings)
ό Final Performance Ratings
ό Miscellaneous Discussions
ό Recommendations
Rewards & Recognitions - What is to be Rewarded/Awarded ?
ό Overall Performance
ό Critical Performance
ό Spot Performance
ό Personality Growth
ό Loyalty Recognition
ό Best of the Best (Individual, Team, Group Recognitions
Developmental Deliverables (for Career / Succession Planning)
Trainings Required (Objective, Priority, Evaluation Parameters)
Organization Support Required
Career Planning
Succession Planning
Recruitment & Selection
STRATEGIC
GAP Analysis / Future Requirements
Budgeting New Manpower, Cost Estimates
Recruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)
Internal Resources / External Resources
Position Description
ό Candidate Specification
ό Experience Specification (Mandatory/Preferred)
ό Key Performance Indicators (Highest / Ideal Performance Expected)
ό Key Deliverables (Role Definition)
ό Competence Required
PROFESSIONAL & ADMINISTRATIVE
Sources of Manpower (External)
ό Placement Consultants
ό Job sites
ό Advertisements
ό Campus Recruitment
ό Employee Referrals
ό Head Hunting
ό Networking
ό Professional Institutions
Vendor Relationship Management (Agreements, Contracts, Quotes)
Manpower Requisition Process (Authorisation, Documentation, Closures)
Selection Methodology
Interview Process (Panel, Evaluation Methodology)
Testing Processes (Test Instruments, Administration, Monitoring
Documentation
Forms & Formats (Requisition, Application Blanks, Interview Evaluations)
Recruitment MIS Reports
Training & Development
STRATEGIC
Training Needs Identification
Skill-Gap Analysis
Competency Map (Employee Ratings, Observed / Desired / Gaps)
Training & Development Plans (Technical / Soft Skills / Knowledge)
ό Competency Development Programme.
Behavioural & Functional
ό Skill Development Programme
ό Performance Improvement Programme
PROFESSIONAL & ADMINISTRATIVE
Training Calender
Prioritized List of Training Programmes
Individual Analysis
Faculty Feedback & Analysis
Employee / Supervisor Feedback
Developing Knowledge Sharing Practices
Training Effectiveness Parameters
Key Improvement Indicators Defined (Performance, Skills, Competence)
Time Frame for Improvement
Review Mechanism
EMPLOYEE SATISFACTION & MOTIVATION
STRATEGIC
Oganisations philosophy & values
Work Culture
Best HR practices / Policy
Grievance Management Process
PROFESSIONAL & ADMINISTRATIVE
Employee Communication formal & informal
ό Notice Boards
ό Intranet
ό Emails
ό Circulars
ό Inter Dept meetings
ό Dept Meetings
ό Staff Meetings
ό Suggestion Scheme
ό Newsletter
Work culture survey, Analysis & Findings
Employee Satisfaction Survey, Analysis & Findings
Effective Grievance Resolution
PERSONNEL & ADMINISTRATION
PROFESSIONAL & ADMINISTRATIVE
Offer / Appointment Letters, Compensation Sheet, Contract Letters, Consultant Agreements etc.
Salary Fitment Benchmarks / Salary Matrix
Joining Formalities & Documentations
Documentation Coding & Revision Guidelines
Induction & Orientation Company Overview (History, Business, Market, Products/Services, Geography)
ό Company Presentations
ό Key Personnel Meetings
ό Technical / Domain / Process Training Programme
Maintaining & updating Personnel Files
Compensation & Benefits Administration Salary Structure (Fixed, Variables, Perks)
Employee Welfare Schemes
Insurance Covers
Retiral Benefits
Tax Consulting
Legal Compliances (Employment / Labor / Compensation Acts)
Incentives, Motivational Allowances
Employee Relations Employee Benefit Schemes
Birthdays / Anniversaries
Festival Events
Sports Events
Inter Dept Events / Competitions / Games / Quizzes
Health & Safety Measures
Also click on the below link
https://www.citehr.com/108493-how-do...essionals.html
=============
HERE ARE SOME USEFUL GUIDELINES TO SET UP HR DEPARTMENT.
STAGE 1
Review the current practices/policies [ if any]
Audit all hr activities that are performed [ even the crude format]
HERE ARE THE CORE HR KRAs [ key result areas]
KRA 1 : Recruitment/Selection
KRA 2 : Workforce Planning and Diversity
KRA 3 : Performance Management
KRA 4 : Reward Management
KRA 5 : Workplace Management and Relations
KRA 6 : A Safe and Healthy Workplace
KRA 7 : Building Capabilities and Organisational Learning
KRA 8 : Effective HR Management Systems, Support and Monitoring
STAGE 2
Understand the organization
Understand the organization structure
Understand the organization systems
Understand the organization politics/influential people
Understand the organization/individual roles
Understand the organization/positions
Understand the individual job descriptions
Understand the job/ job specifications etc
STAGE 3
Discuss the values/beliefs with senior management/CEO and the need for HR department.
Discuss the expectations from HR department -short/medium/long term.
Discuss with CEO, the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.
Discuss / seek consensus on organization structure / management process.
Discuss the current organization culture with senior management.
Discuss with CEO/senior management the core activities/competences and business drivers of the organization.
TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED THESE INFORMATIONS TO START YOUR WORK ON HR DEPT.
GET A COPY OF CORPORATE PLAN, WHICH OUTLINES THE COMPANY'S
VISION
MISSION
CORPORATE OBJECTIVES
CORPORATE STRATEGIES
etc
HR dept. is a support unit and hence must work closely with other depts.
STAGE 4
Even though there is currently no HR department, there are a number of HR activities are being carried out now.
YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING CARRIED OUT / BY WHOM.
TO COLLECT AND CONSOLIDATE THESE, YOU NEED TO A QUICK HR AUDIT OF THE PRESENT SITUATION.
AFTER you gather all the informations and summarized, you should sit down with your boss [ CEO] and discuss and prioritize the items, as follows
URGENT / IMPORTANT
URGENT/ NOT IMPORTANT
NOT URGENT/ IMPORTANT
NOT URGENT / NOT IMPORTANT , BUT NEEDED DOWN THE LINE.
STAGE 5
Please REVIEW the HR MANUAL , as listed below.
Pick points out of it , as per your need, based on your discussion / audit results.
You may want to start up with
HR department OBJECTIVES.
HR DEPARTMENT STRATEGIES
Draft on Recruitment / Selection Procedure /PROCESS
Draft on organization / structure
Draft on jobs' analyses/ job descriptions/ job specifications/competences
Draft on payroll / compensation / administration
Appointment /confirmation / Termination / resignation /PROCEDURES/PROCESS
Induction program
Orientation program
Employee communications
Training & development of the employees
Performance Appraisals / management
Once you have the preliminary draft ready, you can start with your EMPLOYEE HANDBOOK[LIST PROVIDED BELOW]
STAGE 6
REVIEW THE HRM PROCESSES, MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.
HRM PROCESSES
HR AUDITING
HR BUDGETING
Strategic HRM Planning
HR Strategies and Policies.
HR and change management.
Competency-based HR
Knowledge management
JOB DEVELOPMENT
Job analysis
Job Role
Job Description.
Job specifications
Job enrichment
Job rotation
RECRUITMENT/SELECTION
Recruitment
Selection
Induction
Orientation
ORGANIZATIONAL BEHAVIOR PROGRAMS
Employee engagement
Motivation
Organization culture
Organization development
ORGANIZATION
Org. designing
Org. structuring
Org. development
Job / role structuring
HUMAN RESOURCING
HR planning
Manpower planning
Succession planning
Talent management
PERFORMANCE MANAGEMENT
Performance appraisals
Performance managing the processes.
HR DEVELOPMENT
Org. learning
Training
Education
Development
Training evaluation
E-learning
Management development
Career planning /development.
REWARD MANAGEMENT
Job evaluation
Managing reward process
Administration of rewards
Benefits
EMPLOYEE RELATIONS
Organization communications
Employee communications.
Staff amenities
HEALTH AND SAFETY.
OHS
HUMAN RESOURCE INFORMATION SYSTEM.
STAGE 7
REVIEW THE HRM SYSTEMS , MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.
HR SYSTEMS
HR strategic planning system
Human resource planning system
Manpower planning system
Job profiling system
Recruitment &selection system
Performance appraisal system
Performance management system
People development systems
Career planning and development system
Succession planning system
Job enrichment system
Compensation planning and packaging system
THIS is just a common list.
AFTER STAGE 1,2,3,4,5,6,7 MAKE A REPORT
What is the current situation
What kind of HR DEPARTMENT is required.
What you think are your priorities
What is your action plan
What is time schedule.
a. Receipt of requirement of manpower from various department heads.
b. Scutinise them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate Recruitment process.
2. Recruitment Process
a. Prepare Advertisements etc for the recruitment.
b. Scrutinise and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct Interviews through panels.
e. Preparation of offer letters as required.
3. Joining Formalities:
a. Administrating Joining formalities.
b. Pre Employment Reference checks.
c. Preparation of Appointment Advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Co ordinating to get Employee ID Cards.
f. Handing over the New hire to the concerned HOD/Manager.
g. Preparation of Job Profiles co ordination with HOD/Managers for new posts.
4. Employee Personal File Maintenance:
a. Opening new file and Closing the Resigned employees File.
b. Make sure all Employee files are maintained safely with care.
c. Make sure all personal records are available in the files.
d. Periodic Personal File Auditing.
5. Employee Data Base:
a. Keeping Track of Knowledge Management Software.
b. Maintenance of HRIS.
6. Confirmation Formalities:
a. Intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting Confirmation Appraisals.
c. Co ordinating for Skill Gap Analysis.
d. Co ordinating to set Quality Objectives for each job profile.
e. Ensuring updation of the existing Job Profiles.
f. Processing the Confirmation.
7. ISO Compliance:
a. Ensuring all the updation of the ISO documentation and HR Formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the Internal and External Audits, accountable to enforce the correctional actions.
8. Statutory Compliance:
a. Handling PF and ESI formalities and co ordinating with other departments.
b. Handling Apprentice Training, Submitting Periodic Returns to Board.
c. Submitting other returns to the labour Department as per Shops and establishment Act.
9. Training And Development:
a. Conducting Induction Training for new hires.
b. Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback and suggestions.
c. Co ordinating External and Internal Training Programs.
d. Maintaining Training Records.
e. Analysis of Training Feedback.
10. Performance Appraisal:
a. Prepared the new Appraisal Form.
b. Educated employees about self-appraisal.
c. Provided inputs to HODs for Appraisals.
d. Prepared Appraisal Letters.
11. Employee Relation:
a. Having formal and Informal counselling with employees.
b. Prepared Event Calendar of monthly recreation to motivate employees.
c. Handling Corporate Medical Insurance.
d. Processing required letters on employees request.
12. Report Generation:
a. Generating and analyzing Employee Attrition Reports, Training Evaluation, and Manpower Status.
b. Weekly and monthly recruitment reports
c. Report generation of Pre appraisal, Appraisal and Post Appraisals.
d. Salary Details Reports to Accounts Department.
e. Reports as per the HODs request.
13. Exit Formalities:
a. Administering Exit paper work including all Statutory requirements.
b. Conducting Exit Interviews.
c. Preparing Exit Interview Summary.
d. Giving post employment reference for relieved employees.
e. Processing File to Accounts Department for final settlement.
ACTIVITIES OF HR DEPT
STRATEGIC
ORGANISATION DEVELOPMENT
Organization Mission / Vision, Business Goals, Strategy
Organization Life Cycle Stage
Organization Competency Identification (Key Competencies Required)
ό Competency Dictionary - Definitions
ό Proficiency Levels Defined
ό Existing Organization Competency Assessment
ό Existing Proficiency Levels
ό Competency Prioritization
ό GAP Analysis
o Competency Map (Employee Ratings, Observed / Desired / Gaps)
ό Employee Prioritization for Competency Development
ό Competency Development Program
Competency Mapping Industry/Competitor Analysis
PERFORMANCE MANAGEMENT
STRATEGIC
ό Performance Management & Review Mechanism
ό Key Result Areas
Key Performance Indicators (Highest / Ideal Performance Expected)
ό Key Deliverables (Role Definition)
ό Competence Required
ό Position Descriptions Mapping across Organization
ό Performance Agreement
ό Goals / Objectives
ό Key Deliverables (Role Definition)
PROFESSIONAL & ADMINISTRATIVE
Performance & Potential Evaluation
ό Goals / Objectives (Previous Year)
ό Key Deliverables Assessment (3m,6m,9m,Yrly.)
ό Developmental Deliverables Assessment (3m,6m,9m,Yrly.)
ό Shortfalls in Deliverables Achievements
ό Significant Achievements
ό Strengths & Weaknesses
ό Competency Ratings (Managerial/Behavioral/Functional)
ό Trainings Received / Required Analysis
ό Performance Scores (Deliverables & Competencies Ratings)
ό Final Performance Ratings
ό Miscellaneous Discussions
ό Recommendations
Rewards & Recognitions - What is to be Rewarded/Awarded ?
ό Overall Performance
ό Critical Performance
ό Spot Performance
ό Personality Growth
ό Loyalty Recognition
ό Best of the Best (Individual, Team, Group Recognitions
Developmental Deliverables (for Career / Succession Planning)
Trainings Required (Objective, Priority, Evaluation Parameters)
Organization Support Required
Career Planning
Succession Planning
Recruitment & Selection
STRATEGIC
GAP Analysis / Future Requirements
Budgeting New Manpower, Cost Estimates
Recruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)
Internal Resources / External Resources
Position Description
ό Candidate Specification
ό Experience Specification (Mandatory/Preferred)
ό Key Performance Indicators (Highest / Ideal Performance Expected)
ό Key Deliverables (Role Definition)
ό Competence Required
PROFESSIONAL & ADMINISTRATIVE
Sources of Manpower (External)
ό Placement Consultants
ό Job sites
ό Advertisements
ό Campus Recruitment
ό Employee Referrals
ό Head Hunting
ό Networking
ό Professional Institutions
Vendor Relationship Management (Agreements, Contracts, Quotes)
Manpower Requisition Process (Authorisation, Documentation, Closures)
Selection Methodology
Interview Process (Panel, Evaluation Methodology)
Testing Processes (Test Instruments, Administration, Monitoring
Documentation
Forms & Formats (Requisition, Application Blanks, Interview Evaluations)
Recruitment MIS Reports
Training & Development
STRATEGIC
Training Needs Identification
Skill-Gap Analysis
Competency Map (Employee Ratings, Observed / Desired / Gaps)
Training & Development Plans (Technical / Soft Skills / Knowledge)
ό Competency Development Programme.
Behavioural & Functional
ό Skill Development Programme
ό Performance Improvement Programme
PROFESSIONAL & ADMINISTRATIVE
Training Calender
Prioritized List of Training Programmes
Individual Analysis
Faculty Feedback & Analysis
Employee / Supervisor Feedback
Developing Knowledge Sharing Practices
Training Effectiveness Parameters
Key Improvement Indicators Defined (Performance, Skills, Competence)
Time Frame for Improvement
Review Mechanism
EMPLOYEE SATISFACTION & MOTIVATION
STRATEGIC
Oganisations philosophy & values
Work Culture
Best HR practices / Policy
Grievance Management Process
PROFESSIONAL & ADMINISTRATIVE
Employee Communication formal & informal
ό Notice Boards
ό Intranet
ό Emails
ό Circulars
ό Inter Dept meetings
ό Dept Meetings
ό Staff Meetings
ό Suggestion Scheme
ό Newsletter
Work culture survey, Analysis & Findings
Employee Satisfaction Survey, Analysis & Findings
Effective Grievance Resolution
PERSONNEL & ADMINISTRATION
PROFESSIONAL & ADMINISTRATIVE
Offer / Appointment Letters, Compensation Sheet, Contract Letters, Consultant Agreements etc.
Salary Fitment Benchmarks / Salary Matrix
Joining Formalities & Documentations
Documentation Coding & Revision Guidelines
Induction & Orientation Company Overview (History, Business, Market, Products/Services, Geography)
ό Company Presentations
ό Key Personnel Meetings
ό Technical / Domain / Process Training Programme
Maintaining & updating Personnel Files
Compensation & Benefits Administration Salary Structure (Fixed, Variables, Perks)
Employee Welfare Schemes
Insurance Covers
Retiral Benefits
Tax Consulting
Legal Compliances (Employment / Labor / Compensation Acts)
Incentives, Motivational Allowances
Employee Relations Employee Benefit Schemes
Birthdays / Anniversaries
Festival Events
Sports Events
Inter Dept Events / Competitions / Games / Quizzes
Health & Safety Measures
Also click on the below link
https://www.citehr.com/108493-how-do...essionals.html
=============
HERE ARE SOME USEFUL GUIDELINES TO SET UP HR DEPARTMENT.
STAGE 1
Review the current practices/policies [ if any]
Audit all hr activities that are performed [ even the crude format]
HERE ARE THE CORE HR KRAs [ key result areas]
KRA 1 : Recruitment/Selection
KRA 2 : Workforce Planning and Diversity
KRA 3 : Performance Management
KRA 4 : Reward Management
KRA 5 : Workplace Management and Relations
KRA 6 : A Safe and Healthy Workplace
KRA 7 : Building Capabilities and Organisational Learning
KRA 8 : Effective HR Management Systems, Support and Monitoring
STAGE 2
Understand the organization
Understand the organization structure
Understand the organization systems
Understand the organization politics/influential people
Understand the organization/individual roles
Understand the organization/positions
Understand the individual job descriptions
Understand the job/ job specifications etc
STAGE 3
Discuss the values/beliefs with senior management/CEO and the need for HR department.
Discuss the expectations from HR department -short/medium/long term.
Discuss with CEO, the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.
Discuss / seek consensus on organization structure / management process.
Discuss the current organization culture with senior management.
Discuss with CEO/senior management the core activities/competences and business drivers of the organization.
TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED THESE INFORMATIONS TO START YOUR WORK ON HR DEPT.
GET A COPY OF CORPORATE PLAN, WHICH OUTLINES THE COMPANY'S
VISION
MISSION
CORPORATE OBJECTIVES
CORPORATE STRATEGIES
etc
HR dept. is a support unit and hence must work closely with other depts.
STAGE 4
Even though there is currently no HR department, there are a number of HR activities are being carried out now.
YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING CARRIED OUT / BY WHOM.
TO COLLECT AND CONSOLIDATE THESE, YOU NEED TO A QUICK HR AUDIT OF THE PRESENT SITUATION.
AFTER you gather all the informations and summarized, you should sit down with your boss [ CEO] and discuss and prioritize the items, as follows
URGENT / IMPORTANT
URGENT/ NOT IMPORTANT
NOT URGENT/ IMPORTANT
NOT URGENT / NOT IMPORTANT , BUT NEEDED DOWN THE LINE.
STAGE 5
Please REVIEW the HR MANUAL , as listed below.
Pick points out of it , as per your need, based on your discussion / audit results.
You may want to start up with
HR department OBJECTIVES.
HR DEPARTMENT STRATEGIES
Draft on Recruitment / Selection Procedure /PROCESS
Draft on organization / structure
Draft on jobs' analyses/ job descriptions/ job specifications/competences
Draft on payroll / compensation / administration
Appointment /confirmation / Termination / resignation /PROCEDURES/PROCESS
Induction program
Orientation program
Employee communications
Training & development of the employees
Performance Appraisals / management
Once you have the preliminary draft ready, you can start with your EMPLOYEE HANDBOOK[LIST PROVIDED BELOW]
STAGE 6
REVIEW THE HRM PROCESSES, MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.
HRM PROCESSES
HR AUDITING
HR BUDGETING
Strategic HRM Planning
HR Strategies and Policies.
HR and change management.
Competency-based HR
Knowledge management
JOB DEVELOPMENT
Job analysis
Job Role
Job Description.
Job specifications
Job enrichment
Job rotation
RECRUITMENT/SELECTION
Recruitment
Selection
Induction
Orientation
ORGANIZATIONAL BEHAVIOR PROGRAMS
Employee engagement
Motivation
Organization culture
Organization development
ORGANIZATION
Org. designing
Org. structuring
Org. development
Job / role structuring
HUMAN RESOURCING
HR planning
Manpower planning
Succession planning
Talent management
PERFORMANCE MANAGEMENT
Performance appraisals
Performance managing the processes.
HR DEVELOPMENT
Org. learning
Training
Education
Development
Training evaluation
E-learning
Management development
Career planning /development.
REWARD MANAGEMENT
Job evaluation
Managing reward process
Administration of rewards
Benefits
EMPLOYEE RELATIONS
Organization communications
Employee communications.
Staff amenities
HEALTH AND SAFETY.
OHS
HUMAN RESOURCE INFORMATION SYSTEM.
STAGE 7
REVIEW THE HRM SYSTEMS , MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.
HR SYSTEMS
HR strategic planning system
Human resource planning system
Manpower planning system
Job profiling system
Recruitment &selection system
Performance appraisal system
Performance management system
People development systems
Career planning and development system
Succession planning system
Job enrichment system
Compensation planning and packaging system
THIS is just a common list.
AFTER STAGE 1,2,3,4,5,6,7 MAKE A REPORT
What is the current situation
What kind of HR DEPARTMENT is required.
What you think are your priorities
What is your action plan
What is time schedule.