New to HR? How Can I Make a Positive Impact in a Company Just Starting with HR Practices?

Dear All, I find myself in a situation within my organization where HR is a relatively new concept. The HR policy was recently approved, but the implementation of essential HR practices such as Performance Appraisal, Training, Manpower Audit, Competency Mapping, etc., seems like a distant dream. HR activities are mainly limited to salary processing, leave management, and attendance tracking handled by others. I am uncertain about what steps to take next.

I was tasked with creating an Induction Manual, which I completed with guidance from my reporting boss. Now, the new assignment is to develop an organizational workflow. I am contemplating the ways in which I can make a positive impact. It is essential to note that I am only four months into this practical HR role and lack prior HR experience.

I welcome suggestions from both seasoned professionals and newcomers in the HR field. Thank you.

Best regards

Things That Can Be Done in the HR Department

Dear All, I am in a situation where, in my organization, HR is absolutely a new concept. The HR policy has been recently approved, but the implementation of effective HR concepts such as Performance Appraisal, Training, Manpower Audit, Competency Mapping, etc., seems like a distant dream. HR activities are mainly limited to salary processing and leave and attendance tracking, overseen by other personnel. I am unsure of what steps to take next.

I was tasked with preparing an Induction Manual, which I completed with the guidance of my Reporting Boss. Now, I have been tasked with creating an organizational workflow. I am pondering the positive impacts I can make. Please keep in mind that I am only four months into this practical field of HR with no prior experience. I welcome suggestions from both experienced professionals and newcomers in the HR field.

Thanks

Your query is understandable! First, try to understand the system of the organization. This means understanding what employees are following, what they think, and what the management needs. If there is still no system or policy, then just wait and think before implementing any HR policy. How many employees are there? You can ask your query in brief.

Policy Implementation and Management Challenges

Approximately 200 employees... Policy implementation also rests after due approval from Directors. It's more of an execution work even by the HODs rather than strategic or true managerial in nature, who are at the disposal of the Directors. I can also talk big things because professional talk is not understood by many. Many are very less qualified also.

Regards

I'm pretty okay with theoretical things... just looking for practical options. What concrete steps can be taken here to create a strong impact?

Ok, I'm sending you one attachment, which is very practical. I think this may help you.

Thank you, Mudapally. I hope the attachments will help me. However, they are basically written forms of literature and are theoretical in nature. I am concerned with hardcore action and implementation in the department. If I continue preparing things like manuals, policies, etc., even though they are very important, people here may say, "Stop writing paragraphs; get the work done." I hope I have portrayed the situation in an understandable manner.

Seeking Concrete Suggestions

What would you do if you were in my position? Can you suggest something concrete? Is there a good format to follow? Perhaps some numerical analysis? I am familiar with Attrition Analysis; any other suggestions, please?

Providing Detailed Context for Effective Assistance

May I take this opportunity to advise members to give as much detail about the situation as possible when seeking help. For example, in the given situation, I would like to know the following before venturing to give my views:

1. What is your background: how many years of work experience do you have and in what roles?
2. What qualifications do you have (gives an idea of your theoretical knowledge)?
3. What is the size of the organization and what is the nature of work carried out?
4. Are all the workers in one site or scattered (like in the case of a sales team)?
5. How centralized is the control?
6. What exactly is your brief?
7. Is there a high turnover in the company?

As you say, "now I'm asked to prepare a workflow of the organization here," I suggest that you do that to understand what the company does. Maybe you can find better ways of doing things once you have drawn the flow charts. If needed, please drop me a private message once you have got all the info needed for drawing a flow chart.

You can see my profile at www.promentorconsulting.com by clicking on "About us".

Have a nice day.

Regards,
Simhan

Dear,

I am forwarding you some of the useful things in HR. Hope this would help you.

Thanks & Regards, Anjana

Thank you, Mr. Nashbramhall, for your concern. I hold a postgraduate degree in Business Management specializing in HR & Marketing (2 years full-time). I initially worked in Sales for nearly a year, but due to my preference for HR, I made the switch. Currently, I have approximately 4 months of experience in HR.

Organizational Overview

The organization has a significant presence in overseas markets as well as operating in India, primarily in the retail sector. The turnover is quite high, and decision-making is very centralized. I am currently working as a Trainee HR professional. Employees are mostly dispersed, especially in the sales department.

Regards

Is there any law which restricts the calculation of ex gratia for an ex-employee? Generally, it is heard that once an employee has resigned from an organization, the employer is not bound to pay any ex gratia to its former employee. Please advise me.

Regards,
SKS

Hi there,

I hope your company is currently executing its first phase of change management. It is important to place more emphasis on communication and ensure that people understand that HR is there to help them and alleviate any fears they may have. Please read articles on Change Management and explore more case studies on the subject.

Thank you.

For workflow, you simply need to understand and might need to prepare the hierarchy of your organization. It will help you understand how things initiate and at which level of the organization. It's a time-consuming process, but once prepared, it will help a lot in the future. You can understand which level of the organization performs what kind of work, which tasks are on a priority basis, and which vacant positions the company can't bear.

Feel free to ask further. Take care.

Thank you, Mr. Nashbramhall, for your response. To address your queries:

My Experience and Responsibilities

1. I have been with the company for almost 11 months, spending 6 months as a trainee and the remaining time as an HR officer. My responsibilities have included preparing offer letters, an Induction Manual, handling grievances, and some recruitment tasks. However, these duties have not been standardized, and there is no Standard Operating Procedure in place for them.

Educational Background

2. I hold a Post Graduate degree in Business Management with a specialization in HR.

Organizational Structure

3. The organization is relatively small, with approximately 300 employees, primarily operating in the retail sector.

4. The employees are geographically dispersed across the country.

5. Control is completely centralized within the organization.

6. The turnover rate is not very high.

Best Regards

HR Policy Evaluation

HR Policy is good, but it is at the minimum level. Furthermore, the Sexual Harassment Policy is wrongly drafted. Its redressal committee should consist of a female head, a local NGO representative, and detailed complaint lodging procedures.

Regards