HR Processes Matrix: How Would You Improve This for Our Company?

Dear all,

Kindly see the HR Processes matrix which I formulated for my company. Please share your views on that. How is it? Please do provide your valuable inputs and suggestions.

Hi Swati,

It's a great contribution. You have mentioned why for all the processes, you can create measurables/deliverables for each of those processes. By doing all those activities/processes, whether you have achieved your targets/deliverables or not can be measured. If not, then you can plan for those loopholes/weak areas next time.

Dear Swathi,

The HR Process matrix seems to be good. Still, a lot of information/process needs to be updated. You have started with the JD process and finished with the Exit Interview; in between, you have left out the other HR activities. Your HR Process matrix speaks only about Hiring & Firing. Good work, keep going.

Regards,
Vyasaivallal

The ones who want to achieve and win championships motivate themselves.

Hi Swati,

The process is quite informative. I would suggest including the responsible person/department for the activities mentioned. This would make it clearer for others. For example, if you hand over the procedure to an employee who is in the process of exiting, he should also be made aware of whom he should get in touch with.

Regards,
Deepak

Hi Swati,

Good work. The document contains a lot of information. I also have an informative document, but I don't know how to attach it. Can you help me with this?

Regards,
Arun.

Hi Swati,

I have almost 8 years of experience in HR, especially in recruitment. I have already written 3 manuals, and I would like to offer you the following advice:

1) Whenever you mention a procedure or process, ALWAYS include a timetable.

2) You discussed the "What and Why" of the processes matrix but did not address the "WHO and the WHEN."

3) The objectives of your matrix are not clear. Remember, for a document to be used outside your company's structure, it must be easy to understand and quick to implement.

I appreciated the flow and the breakdown of each phase. These are my comments, and I hope they will be helpful.

Best regards, [Your Name]

Hi, I am a new member. My name is I. B. Mishra. Can you please forward me a complete HR manual and policy to get introduced in the company.

Hi, I am a new member. My name is I. B. Mishra. Could you please forward me a complete HR manual and policy to get introduced in the company?

Can any senior Industrial Relations professional help me?

We want to have the tripartite settlement among the Contractor, Workmen representative, and Principal employer in the presence of the Conciliation Officer. Should we prepare a Memorandum of Settlement and proceed under Section 12(3) of the Industrial Disputes Act, 1947, or FORM-H?

Please advise me urgently as we are going to amicably settle the dispute before the Conciliation proceedings.

Ashok K. Gupta
Manager - HR

Hi Swati,

Quite an appreciable effort. However, I believe a few things are missing in the process, such as Payroll, Employee relations, Grievance handling, etc. Please correct me if I am wrong.

Thanks and best regards,
Manish M. Nair

Yes that is nice. The matrix youve made is very timely because I am currently doing the Performance Evaluation in our company. Which KRA are valid descriptors for the evaluation.
Thanks a lot.
Chris Casiño
Xinapse
Philippines

Swati,

It's good working at this level, but there is always room for improvement. You will improve the process as and when implemented.

Hey,

Your matrix is really fine. You have to include HR Policy in your matrix for better presentation. It will cover the entire HR.

ALL THE BEST,
Nithya

Dear Swati,

It is indeed a very good attempt. I congratulate you. How about adding a few more items like communication, grievances handling, negotiations, rewarding process, etc.

Hi Swati,

Good work! But I have a doubt. Will nothing related to Need Assessment or Training Evaluation appear in this form in the Training & Development section?

Hi Swati,

The process is good. You can also add employee engagement programs to enhance employee relations in organizations.

Regards,
Srivalli

Hi Swati,

It's really good. Can you please provide me with the details of how compensation is benchmarked for the hotel sector?

Regards,
Sweta Sinha

Nice matrix. As Minal suggested, it would be good if you mention another column for time period and achievements for each process. Currently, where you are (on which step), all things you can mention so that you will get a clear status of all the processes which are going on in your company.

Hi Swati ..

What you have done is good but it is not a matrix, it is flow of process with reasons assigned to it.

Matrix is a tool for analyzing effectiveness / to evaluate quality of the particular work or task, it is also used for finding reasons or keeping it as base line information you can do causal analysis to upgrade or improve the task each time.... so hope you got the idea....

For recruitment examples can be
Lead-time calculation for recruitment or particular position closure
Consultant's evaluation or hit ratio,
Reason tracking for non conversion

Many more available for post recruitment ,exit & Training & development
So go ahead as you have all ready made why analysis to see that how you can evaluate what you want from each activity , you will get the idea
All the best

Regards
Sujit

Dear Swati,

It is a good one, but some of the activities are missing such as remuneration/compensation, and all you focused on is hiring. However, it's really informative. Keep posting.

Reply.

Thank you to all of you. When I developed, I never thought that I would receive such a number of responses for my work. Believe me, friends, all your suggestions filled me with a lot of zeal and enthusiasm to work and develop HR stuff. Thanks a lot for your time and appreciation.

Dear Swati,

In my view, you could have included the Compensation & Payroll process, as well as employee confirmation. Also, in T&D, you have missed out on the Post Training evaluation of learnings, which is very important.

Hi Swati, That's a wonderful contribution.

Dear all,

There was a similar post contributed by another member, Gladys. I have made a few changes to customize it to the needs of my organization and added some points as well... Posting it here for your reference.

Regards,
Kuntal

Dear Swati,

The HR processes are excellent, except for the need for clarity in terms of HR audit and the PM.

Regards,
S. Aravind.

Hi Swati,

Processes seem good. One thing you've missed out on is processes pertaining to employee communication or employee reach-out programs. In today's time, this is the most important area that most companies ignore.

Regards,
Gunjan

Hi all,

I am pursuing an MBA. Three months have already been occupied in the same. Earlier, I worked as a recruiter. I am looking forward to some internship/training in an organization where I can learn and implement HR terms, policies, and many more, and not just be a recruiter.

We all know HR is a wide spectrum and doesn't end with recruitment. But whenever I try to find something better in HR, I always end up landing in recruitment. I am fed up with this low salary and the same old profile. If this continues, no matter even if we have an MBA or more, we will still be termed as a recruiter - phone calls, phone calls, and more phone calls. It seems like working in a call center, hehe.

Can anyone help me with how to get into full-fledged HR, so I can see myself down the lane as an HR executive? I have heard that certain companies require trainees, where candidates like me can get in. Can anyone please help me out to get out of this mess?

Megha

Dear Swati,

Really great piece of work. In case you generate some ideas, please add them to it.

Kindly see the HR Processes matrix which I formulated for my company. Please share your views on that. How is it? Please do provide your valuable inputs and suggestions.

Thank you.