How to Build an HR and Management System for a Growing Manufacturing Company?

Need some ideas and suggestions to create a system in a manufacturing company. How, when, and where to start from, as the company is planning to expand its business also.

Dear Chandrashekhar, if your company is more than 20 years old, then some systems and processes must be in place. Obviously, the company did not operate in a vacuum. Therefore, the pertinent recommendation is to write here what systems are in place and what additions you would like to make.

HR Processes or Company-Wide Processes?

The second question is: are you talking only about HR processes, or is there a process deficit across the departments? If yes, then is management ready to spend funds to bring the processes at par with a professional company? A lot depends on the willpower of the management!

Clarify Your Position

Therefore, please clarify your position in the company and what your empowerment is. I say this because management with a progressive mindset does not wait for 20 years to implement systems. Epiphany could have struck them earlier as well!

Thanks,

Dinesh Divekar

Dear sir,

Its manufacturing unit, and now they are planning for an expansion of business as well as unit also. so they will need manpower and they want to make their company a professional one. The company want to create HR, Management and operation system.

Dear Chandrashekhar, all manufacturing companies have their HR and HR rules; otherwise, it is difficult to manage the show. As per the post, your company has been in existence for over 20 years. Don't you think it is a miracle that a company has been running for more than 20 years and is also expanding?

In my perception, it is wise to go with the track that was laid 20 years back. In what sense do you feel the necessity of adopting new systems and processes? Dear friend, there has not been much change or anything new in this sphere of HR other than some feudal kind of changes.

The change in the system or the adoption of a new policy in place of the old is not just changing a dress. Any change has its own repercussions or setbacks. It has mostly been observed that negative impacts occur at the beginning.

Only someone who is acquainted with your work and system, or has knowledge of or has been observing for the last 20 years, can suggest well. It is not wise to suggest anything far-sighted.

It would be good if you could supplement where you want changes and why in a tabular form so that members from the forum can guide. In the subject, Mr. Divekar has given a lot more inputs. I hope you need to have a brainstorming session on the subject.

Hi Chandrashekar sir, there must be some system in place that has been used for the 20 years this company has been in existence. Analyze each of them for its utility and what can be improved as you and the management see fit.

If you are new to the system, then you must speak to all those who have handled the system to give you a heads-up on what processes are in place.

It may also be ideal to hire an external consultant to support this, as it can be a cumbersome task if you are working in a time-bound manner while handling your day-to-day tasks.

In case you have deputies at your disposal, you do not need an external consultant. You can then use your time judiciously in developing the new systems.

Hope these suggestions help.