New HR Role: What Should I Focus on in My First Observation Report?

Hello all,

I have recently joined a company as a Senior HR Executive. Today is my second day, and my management wants me to submit a report by next week based on the observations made during this week. They weren't specific, so I thought I would seek suggestions from my virtual colleagues and seniors from citeHR.

Can you all suggest what I should highlight in the report and what else could be included? Please recommend how I can complete my first task.

Regards,
Santhosh

Hi,

Ideally, I would have expected your management to give you at least the outline of what your report should contain. However, since you are clueless, I think I can take the liberty of suggesting some points for consideration in the report.

At the outset, the observation need not be purely based on your visual inputs but in fact be based on your active interaction with people around. This could be tricky since you are new and you cannot ask probing questions. You can elicit views from employees, ask general questions, and ask specific questions on various company policies, e.g., the attendance system, the leave policy, the reimbursement policy, etc.

Your report must be a mix of facts and conclusions drawn, focused more on the HR angle, possibly drawing attention to areas of improvement. Some points could include:

- How effective are the induction programs?
- Are employees aware of their KRAs, JDs, and company policies?
- Is there a clear organizational structure and effective organizational climate?
- What are the most frequently voiced concerns, e.g., canteen food, poor response by facilities management, bus/transport service levels need improvement, etc.?
- What motivational inputs do the staff yearn for, e.g., recreational facilities, motivational training, introduction of fun engagement activities?

With these pointers, I am sure you can come out with an effective report.

I would also take this opportunity to invite you to read the following Inspirational and Motivational Blogs:

- www.actspot.wordpress.com - Daily Blog
- www.poweract.blogspot.com - Weekly Blog

Regards

200 views and only one reply. Please do share your thoughts. I value your suggestions. With a lot of hope, I have been here. Please seniors, please don't disappoint me. Awaiting your suggestions on my query.

Dear Friends,

I need help. I am confused about settling a problem in my client company. My client company pays a $10,000 production incentive along with a $3,000 actual salary. This means that a person who receives a gross salary of $3,000, including the production incentive, ends up with $13,000.

As per the law, we cannot classify it as overtime (OT) salary or incentives since it is nearly 350% more than the actual salary. Can anybody help me with this issue? I would greatly appreciate a solution.

Shailesh Limbachiya
+91 9725707007

Dear Santosh,

When a new employee joins, he/she probably brings experience or new ideas. The observation report is aimed at such an employee right from entering the reception, working the whole day in the department, and leaving at the end of the day. In case he observes something that can be improved or feels that all is fine. There is nothing to worry about any good/bad statement; just be fair in jotting down your observations... that's it. Probably one good idea can change the whole scene.

Dear Shailesh,

The Minimum Wages Act is enforced by the state labor department, and the wages are also fixed by the state machinery. In case your company is complying with that, it shall be perfectly alright if the production incentives or rewards are paid. However, since it amounts to saving on PF/ESI employers' contributions coupled with bonus payments, the drafting of appointment letters/terms of employment is to be done very carefully.

Thanks and regards,
B. RAJ Sachdeva.