New HR Role in a 25-Year-Old Company: How Do I Start Implementing Policies?

vishwanathsavula
Dear All,

I have joined a small manufacturing industry in Hyderabad. It is a 25-year-old organization, but it does not even practice issuing offer or appointment letters to its employees. It's truly incredible that around 30 employees are working in this company without appointment letters.

Now, I have been given the responsibility to formulate and implement all the HR policies and systems. Previously, I worked in a Telecom Company for more than a year, and they also did not have HR policies. I have knowledge about all HR functions and have taken up this job as a challenge.

I request all of you to suggest and advise me on how to start working and what policies should be formulated. I am struggling to understand where to begin working.

Awaiting your valuable suggestions and advice.

Regards,
Vissu
deep_5myid
Hi Vissu,

As you have mentioned in your email, the employees do not have appointment letters. I think you must start with the basic task of creating personal files by collecting their CVs, issuing them appointment letters, and creating a proper database. After that, you can proceed with policy-making and other tasks.

Regards,
Deepak A Rajan
shs
Presently, I am working in a hospital as a Personnel Officer for one year. Now, I have secured a job in a company as an HR Manager. I will be joining this company after one month. My main role in the company is to set up the HR department as there is currently no HR department. What steps should I take as an HR Manager? Please reply.

Sharad Sarvaiya
B.Com, DLLP, MSW
sonalirawale
Dear Sharad,

First of all, please determine the number of employees working in your company. Begin by maintaining their database, which will provide you with information on their years of experience and roles. Subsequently, you can initiate the necessary operations.

Create templates for offer letters, appointment letters, confirmation letters, etc. If the workforce is substantial, consider hiring an assistant.

Kindly share more details about your company so that we can offer further assistance.

Regards,
SoNaLi
hrmetrogroup@gmail.com
Dear,

To introduce an HR Manual in the company, I believe that some general HR guidelines should be issued for the staff members to follow. This will provide them with informative practices to adhere to the rules and regulations on a regular basis.

Thanks,
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najmushashmi
Dear Sharad,

You need to look at the vision, mission, and business strategy of the organization. Talk and understand the organization's size, overall culture, and working environment. Only then should you take further initiatives to frame HR-related policies. Otherwise, working on your own without understanding the above will be in vain, and you will find yourself achieving nothing.

The success of any policies and procedures depends on the attitude and beliefs of top-level management concerning how they want to run the organization. Once you believe that the culture is positive, you can create anything you find best to implement. You will feel motivated, and you can then build a team suitably.

Regards,
N.S. Hashmi
mt_tanu@yahoo.com
Hello all,

I'm a fresher working with a company as a management trainee. My boss has told me to prepare a Recruitment Policy. Kindly help me with this.

Thank you.
mulrajsinh
Hello, dear,

I want to know how many activities HR personnel are responsible for and what procedures are involved, such as PF, ESI, welfare duties, etc.

Thank you
muktasarwade
Hi all,

I have recently joined a small organization that deals in air conditioning and ducting. The organization would like to establish an HR function; the employee strength of the organization is 40.

Can you guide me on what other things I need to take into consideration besides HR policies? I have already obtained those from HR manuals and guides on this site. Is there any other HR function that I need to focus on in particular to establish HR from scratch?

I am looking forward to your valuable suggestions and response.

Thanks and regards,
Mukta
kumaran siva
Dear Vishwanath,

I also joined a construction company 6 months ago to set up the HR Department. The company has been in operation for over 10 years, but there were no existing policies or procedures in place. Additionally, there was no employee database established. I have been able to implement some management strategies; however, I am facing challenges due to the lack of cooperation from some of the directors. There are a total of 7 directors in the company overseeing approximately 150 employees. Despite the obstacles, I have crafted a policy for the company that I believe could be beneficial for you.

Thanks & regards,
Kumaran Siva
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asmidip
[QUOTE=newage;456956]
Hello Vishwanathan


I think this points will help you.
  • CONDITIONS OF SERVICE
1.1 Contract of Employment…………………………………………..
1.2 Working hours…………………………………………………….
1.3 Duty Station……………………………………………………….
1.4 Confidentiality…………………………………………………….
  • RECRUITMENT AND SELECTION POLICY
2.1 Introduction……………………………………………………….
2.2 Objectives…………………………………………………………
2.3 Recruitment Authorisation Procedure…………………………….
2.4 Newly Created or Restructured Positions
2.5 Employment Procedure……………………………………………
2.6 Employment Interview Panel……………………………………...
2.7 Age………………………………………………………………...
2.8 Appointment……………………………………………………….
2.9 Personal Data………………………………………………………
2.10 Staff Transfer………………………………………………………
2.11 Induction…………………………………………………………..
  • PERFORMANCE MANAGEMENT POLICY
3.1 Introduction………………………………………………………..
3.2 Objectives………………………………………………………….
3.3 Responsibilities of Manager/Supervisors………………………….
3.4 The Performance Management Process

3.4.1 Performance Planning ………………………………………
3.4.2 Monitoring..…………………………………………………..
3.4.3 Performance Summary………………………………………
3.4.4 Recognition…………………………………………………..
  • TRAINING AND DEVELOPMENT POLICY
4.1 Introduction…………………………………………………………..
4.2 Objectives……………………………………………………………
4.3 Process and Criteria………………………………………………….
  • LEAVE POLICY

  • DICIPLINARY CODE
6.1 Introduction…………………………………………………………..
6.2 Procedure and Documentation……………………………………….
6.3 Special Cases…………………………………………………………

6.4 Classification of Offences
6.4.1 Absenteeism…………………………………………………
6.4.2 Offences related to Control at Work…………………………
6.4.3 Offences relating to indiscipline or disorderly behavior…….
6.4.4 Offences related to dishonesty……………………………….
6.4.5 Industrial Action……………………………………………..

6.5 Penalties
6.5.1 Verbal Warning………………………………………………
6.5.2 Recorded Warning……………………………………………
6.5.3 Severe Warning………………………………………………
6.5.4 Final Warning………………………………………………..
6.5.5 Dismissal……………………………………………………..
6.5.6 Demotion……………………………………………………..
6.5.7 Transfer………………………………………………………
6.5.8 Alternative Penalty to Dismissal……………………………..
6.5.9 Dismissal Procedure………………………………………….

6.5 Disciplinary Appeal Procedure
  • GRIEVANCE POLICY
7.1 Introduction…………………………………………………………..
7.2 Objectives…………………………………………………………….
7.3 Procedure and Guideline……………………………………………..
TERMINATION OF EMPLOYMENT POLICY
8.1 Introduction…………………………………………………………...
8.2 Termination by Notice……………………………………………….
8.3 Retirement…………………………………………………………….
8.4 Death of Staff Member……………………………………………….
8.5 Certificate of Service…………………………………………………
8.6 Discharge Form……………………………………………………….
9. RETRENCHMENT POLICY
9.1 Introduction…………………………………………………………...
9.2 Objectives…………………………………………………………….
9.3 Consultation…………………………………………………………..
9.4 Assistance from SBCGT………………………………………………
9.5 Retrenchment Procedure………………………………………………
10. COMPENSATION POLICY
POLICY FOR TEMPORARY EMPLOYEES
11.1 Introduction…………………………………………………………
11.2 Appointment………………………………………………………..
11.2.3 Terms of Service………………………………………………….
11.4 Short Term Consultants…………………………………………….
12. HEALTH AND SAFETY POLICY
12.1 Introduction…………………………………………………………
12.2 Objectives…………………………………………………………..
12.3 Security……………………………………………………………..
12.4 First Aid…………………………………………………………….
12.5 Visitors………………………………………………………………
12.6 Smoking……………………………………………………………..
12.7 Emergencies…………………………………………………………
12.8 Office Services………………………………………………………
13. STAFF MOVEMENTS
13.1 Transfers………………………………………………………….
13.2 Out of Station Travel on Official Duty…………………………
13.3OverseasTrips………………………………………………………….
13.4TravelAdvances………………………………………………………….
13.5 Reimbursement of Expenses………………………………………
14. HIV/AIDS POLICY
14.1 Introduction………………………………………………………….
14.2 Objectives……………………………………………………………
14.3 Rights of Positive Employees……………………………………….
15. SUCCESION PLAN POLICY
15.1 Introduction……………………………………………………….….
15.2 Objectives……………………………………………………………
15.3Procedure……………………………………………………………..
Appendices

Appendix 1: Contract of Employment
Appendix 2: Employment Authorization Form
Appendix 3: Employee Personal Data Form
Appendix 4: Supply upward Feedback for Employees
Appendix 5: Supply upward Feedback for Supervisors
Appendix 6: Study Loan Application Form
Appendix 7: Complaint Form
Appendix 8: Notice of Disciplinary Hearing
Appendix 9: Grievance Form
Appendix 10: Field Travel and Authorisation Form
Appendix 11: Overseas Travel Form
Appendix 12: Reconcile Travel and Related costs

Regards
Shraddha

please give in detail as above mentioned topics]

riya bindal
I recently joined a financial company. There is no HR Department, so now I have to manage all the things. I prepared appointment letters, offers, attendance sheets, and all other necessary documents.

Salary Breakdown for Tax Savings

However, my boss now requires me to create a salary breakdown that maximizes our tax savings. How can I do this, and what should be the components such as basic salary, HRA, medical allowance, and conveyance? We have only 15 employees in our company. Your assistance in this matter would be greatly appreciated.

Regards,
Riya
disha-purohit
Can anyone solve my confusion whether the HR policies for employees and skilled workers are the same or different? If they are different, do we need to create a separate handbook for workers as well?
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