Initiating HR Department: Implementation Steps and Career Progression in HR

Dear Team,

I have recently joined a small manufacturing company that does not have an HR department yet. We currently use software for managing salary and attendance (Biometric System - Finger Prints) and follow a policy of taking one day of leave per month.

Apart from these aspects, there isn't much in place. During a meeting with the top management, when I inquired about the organizational structure, the VP responded, "Is it an Indian law to have a fixed structure?"

Based on my experience, I believe it's more effective to "write in sand rather than water." In a new startup company, the structure is likely to evolve frequently. However, I suggest establishing a structure initially and then adjusting it as needed.

I am seeking advice on how to implement an HR department (what should be the first steps) and how to educate the senior management on this matter.

I look forward to your prompt response.

Regards,
Saravanan

Dear Mr. Saravanan,

First of all, make the program in writing and move towards it step by step. First, implement the Attendance system, by which to arrive at the Pay structure and salary accordingly. Maintain all the records, educational certificates, and experience certificates of all employees. Formulate your company's service certificate, appointment letter, confirmation letter, promotion policies. Create your company's PF Registration, ESI Registration (if applicable). Create Leave Rules for all the cadres of Staff (if ladies are appointed, then accordingly make provisions for Maternity Leave). Create your own style of (180 or 360 degrees) Appraisal System as applicable to the company's policies. You can create the system usage policy for misusing the company system. If you start implementing one by one, then you will obviously have a complete HR system come in line.

Wishing you all the Best.

With warm regards,
S. Bhaskar
9099024667

Dear saravsist,

Even I also face the same problem. The first thing I suggest is for you to be a leader. This is an opportunity you will never get elsewhere. Consistently try to convince your management for the implementation of new HR policies. For your reference, I am sending you the recruitment to retirement process.

Best of luck.

It would be better to start with an HR Manual which will contain all the HR policies of the organization. Then begin with each policy, and you will find that everything will fall in line.

Hi All,

I am working in an FMCG company which I joined last year in September 2010 as an Admin officer. Slowly, I started getting some HR tasks like leave and attendance maintenance, budgeting for small things, and maintaining joining formality records of employees. Now, they are saying they don't believe in the HR system, and it would be better if I join another department. Basically, I am a science graduate and have no knowledge in this field. Recently, I have joined a PGDBA (HR) course at Symbiosis. Now, please guide me on how to navigate this situation where there seems to be no future here. How should I groom myself and transition into an HR professional? Kindly advise on how to start, what the career progression is like in HR, and what steps to take now. I have seen many CVs on Google, and every company seems to require at least 5 years of experience for HR positions. Please guide me on how to grow in this situation where practical knowledge is lacking.

Sona

Dear,

Please search for "HR Department Startup." The information will be helpful for you.

Regards,
Robin