Starting from Scratch: How Would You Build an HR Department with No Existing Framework?

I've been offered a job in a company where the HR department currently does not exist. They want me to build a proper HR department there. I need your help and advice. Kindly guide me on how I should start. What are the areas I should focus on initially? What sort of activities or work should I begin with? How can I start building and developing a department from scratch?

Looking forward to having your valuable inputs.

Thanks in advance.

Regards,
SAAN

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You can refer to the link below for that. You'll get a helpful file for your work. Do let me know if you need any further assistance.

Link: What schedule work done HR person

Essential HR Policies and Procedures in the USA

Depending on the country, but in the USA, HR needs to have policies on:

- EEO
- Immigration Law Compliance
- Non-Disclosure
- Employment Applications
- New Employee Orientation
- Introductory Period
- Access to Personnel Files
- Job Posting and Employee Referrals
- Progressive Discipline
- Problem Resolution
- Outside Employment
- Hiring of Relatives
- Resignation
- Employment Termination
- Return of Property
- Outside Requests for Information
- Employee Conduct and Work Rules
- Business Ethics and Conduct
- Workplace Etiquette
- Attendance and Punctuality
- Break and Meal Periods
- Personal Appearance
- Personal Property
- Visitors in the Workplace
- Smoking
- Telephone, Internet, and Mail System Usage
- Community Affairs
- Anti-Fraud Policy
- Conflicts of Interest
- Sexual and Other Unlawful Harassment
- Workplace Violence Prevention
- Drug and Alcohol Use
- Salary Administration
- Performance Evaluation
- Job Descriptions
- Timekeeping
- Paydays, Work Schedules, Overtime
- Emergency Closings

Benefit Programs

- Holidays
- Vacation time
- Personal Excused Time (PET)
- 401(k) Savings Plan
- Life Insurance
- Short-Term Disability
- Long-Term Disability
- Health Insurance
- Dental Insurance
- Supplemental Medical Coverage
- Educational Assistance
- Bereavement Leave
- Personal Leave
- Jury Duty Leave
- Military Leave
- Service Acknowledgment
- Benefits Continuation (COBRA)
- Family and Medical Leave (FMLA)
- Workers' Compensation Insurance

Business Travel Expenses
Membership in Professional Organizations
Solicitation
Workplace Monitoring
Security

There may be more, but this is what most companies in the USA have in their policies and procedures manuals.

Regards,
Ron

When you first start, you have to make sure you have an HR policy. If not, then you need to identify areas on which Human Resources work:

• Recruitment
- Pre & Post Recruitment
- Manpower Management

• Payment & Benefits
- Increment Payments
- Payroll Management
- Pension Management
- Overtime Payments
- Attendance Management

• Training & Development
- Identifying Training requirements
- Finding vendors for training (External & Internal, in-house)
- Assessing vendors
- Assessing Training
- Identifying Training Needs of employees
- Identifying competencies
- Creating individual development plans

• Performance Appraisal Management
- Creating a Suitable Performance Appraisal System for the organization
- Ensuring employees are educated about it
- Managing the process (distribution, completion of appraisals, sending reminders, holding appraisal meetings)
- Managing Grievances

• HR Administration
- Arranging employee travels (internal & external)
- Arranging Visas
- Obtaining approvals in compliance with labor laws
- Managing training registrations
- Organizing hotel accommodations
- Arranging HR events (presentations, meetings, conferences)
- Ensuring Policy Development

You need to have a job description for yourself as a manager and cascade the content to others, incorporating their main areas and duties from the above list. This should also include educational requirements, grade, and salary.

Let me know if you need further assistance!

Thank you all for your feedback. I've started working on an HR manual and job descriptions for major positions. I will ask you to provide guidance and help as and when required. Thanks again!

Regards,
Saan