Hi Sanjay,
Your situation presents a unique and great opportunity for you to seize the moment and prove your worth. It offers a lot of scope for learning as well. The last thing you should do now is to attempt something grand, such as framing an HR policy or installing HR software. Construction companies operate on slender margins and cannot afford extravagant schemes unless they are deemed worthwhile. As a fresher, do not jump into such complex tasks that provide ample room for failure. Focus on mastering the basics first.
The company hired you for a specific purpose. The manager or GM responsible for your selection likely has set objectives for you. Approach your boss or the GM and request an appointment to clarify your job objectives. Inquire about their priorities for the next month, next six months, next year, and beyond. They will appreciate your initiative. They might even suggest tasks different from what you anticipated. Take notes and concentrate on fulfilling those tasks initially.
Find out who handled these responsibilities previously. It is probable that another employee managed these tasks on a small scale. Seek their assistance and gradually take over the responsibilities you can and should handle.
If the boss has not outlined priorities, do not worry. Begin with the basics. Compile a list of employees, their employment-related documents, attendance records, etc. Create electronic and physical employee files and attendance records. Monitor attendance closely and ensure timely submission to the accounts or salary department. Coordinate smoothly with them. Keep track of regular work, overtime, contract workers, part-time employees, etc.
Additionally, maintain records of PF, pension, and labor rule-related files and information. Labor regulations stipulate that the company must file returns regularly with the labor department. Stay updated on relevant labor laws and ensure compliance.
Participate in the recruitment process if it is ongoing. You may need to establish recruitment procedures, resume formats, interview processes, assessments, etc.
Avoid directly interacting with employees and inquiring about their problems. You are not a union leader. Employee concerns regarding salary and compensation, beyond your control currently, are best addressed by their superiors. Your role is to assist management in implementing effective human resource practices. Seek management's approval before engaging with employees to identify HR-related issues. Management will assign specific tasks if they require your assistance.
Once employee files are organized, focus on their job-related documents, including job descriptions, performance information, etc. If job descriptions are absent, create basic ones along with job objectives if prioritized. Develop a performance assessment sheet if one is lacking.
After establishing a foundation with tasks like attendance monitoring and compensation management, progress to activities like manpower planning, HR procedure development, performance evaluations, training, employee development, addressing motivational concerns, and formulating an HR policy.
Feel free to discuss any specific issues with me.
Regards,
Sayori