How Can I Build a Strong HR Department from Scratch in a Growing IT Firm?

Dear Seniors, I work in an IT firm as an HR Manager. I have just started working here, and there is no structured HR policy in place. The top management is looking to develop this department, and I believe there is ample opportunity for growth and development in my role. The company has over 150 employees. I have already prepared HR policies and procedures. I would appreciate any suggestions you could provide to help me effectively manage this department.

I hold a Master's degree in English Literature and an MBA in HRM, with 4 years of experience in this field. I am seeking guidance on how to progress step by step in this new role.

Thank you,

Kamrul

Dear Kamrul8816,

Welcome to Cite HR. You mentioned that there is no HR policy, but later stated that you have created the HR policy and procedures. You have also asked for suggestions on running the HR department. This may seem a bit confusing.

I recommend searching the Cite HR archives for a standard HR Manual. Read through the content that interests you and then post specific questions for members to provide answers.

V. Raghunathan

Dear Mr. Raghunathan,

Thank you for your response. I have recently developed the HR policy and procedures but have not yet commenced implementation. Before moving forward with it, I would appreciate some guidance on the next steps.

HR policies will be based on various laws affecting/applicable to the organization. This can have state-to-state variations.

Archives in this educative forum will give a lot of ideas and materials that every HR person can use or adopt for their organization. As rightly stated by a learned member, circulate the draft document to all HODs, top management, and your office legal consultant.

How was the office running so far without laid down HR policies? How old is your organization?

Thanks for your suggestions, which were also on my mind. I understand that while preparing HR policies and procedures, nothing is constant. They may be subject to change and modification over time. Your opinion ensures this. Thanks again.

Dear Nathrao,

Thanks for your opinions. Actually, it was not running in a constructive way as per HRM. HR activities were confined to recruitment, selection, and leave management but not in a proper way. It is an eight-year-old organization, but in the last two years, its business growth has been tremendous, and the employee strength is increasing day by day. At the same time, employee separations are also increasing day by day. Now the organization feels that complete HR policies and HRM practices should be implemented.

HR policies will be based on various laws affecting or applicable to the organization, with potential state-to-state variations. The archives in this educative forum will provide a lot of ideas and materials that every HR person can use or adopt for their organization. As rightly stated by a learned member, circulate the draft document to all HODs, top management, and your office's legal consultant.

How was the office running so far without laid down HR policies? How old is your organization?

Kind regards, [Your Name]