New HR Manager in Real Estate: Is My Comprehensive HR Plan on the Right Track?

I have been appointed as an HR Manager in a Real Estate firm. This firm lacks a proper HR system, so I am planning for a comprehensive HR module. They are listed as follows:

Human Resource Planning, Organization Chart, Hierarchy, Job Description

Designing the organization chart/hierarchy of the company, manpower planning, and framing job descriptions.

Designing Policies

Framing policies for the following:

a) Quality and Safety
b) Recruitment and Selection
c) Induction and Orientation
d) Administrative policies – (Attendance, leave, holiday list, lunch break, tea break, payroll, cash handling, PF, ESI, personal file maintenance, delegation of authority, housekeeping and maintenance, grievance handling, exit interviews)
e) Training Policies – (Designing training system if applicable)
f) Performance Appraisal – (Appraisal system, promotion, increment)
g) Welfare policy – (Get together, festival celebration, canteen/pantry policy, mediclaim, retirement)

Recruitment and Selection

a) Taking requirements from senior level
b) Planning job descriptions
c) Sharing with consultancies
d) Posting in portals
e) Screening CVs
f) Shortlisting
g) Coordinating interviews
h) Negotiation with candidates

Joining Formalities

a) Handling joining formalities
b) Issuing offer letters
c) Collecting documents
d) Appointment letters

Induction and Orientation

a) Conducting induction and orientation for every joinee (Sharing company policies and job responsibilities)
b) Handing over welcome kit and office stationery

Maintaining MIS/Employee Data

a) Filing employee data
b) Recording in a proper system

Attendance and Leave

a) Recording attendance and tabulating for payroll processing
b) Leave sanction and updating

Housekeeping and Maintenance

a) Maintaining proper cleanliness
b) Annual maintenance/repairs
c) Stock handling

Training

a) Framing training system if required.

Counseling and Grievance Handling

a) Maintaining office decorum and discipline
b) Motivating employees
c) Counseling site supervisors regarding site discipline
d) Escalating issues to a higher department if required

Performance Appraisal

a) Framing proper appraisal methodology
b) Designing incentive/bonus schemes
c) Increment/Promotion scheme

Welfare Schemes

a) Canteen/pantry facility
b) Get together/team lunch
c) Mediclaim/insurance
d) Retirement
e) Festival/birthday celebration and gift

Kindly advise whether the above are correct or not. Any inclusions if required.

Dear Colleague, you need to frame draft HR policies on the subjects mentioned by you and then develop SOPs. You need to include the following:

Workplace discipline and disciplinary actions

Post-separation formalities relating to full and final settlement of dues

Transfer policy

Reimbursement of expenses for company's business

Women's safety and Sexual Harassment policy

Wage/salary and fringe benefits policy entitlement, payment mode, etc.

The above are some of the topics that came immediately to my mind, and there could be some more which you may like to consider.

Regards, Vinayak Nagarkar HR Consultant

Most of the areas being covered encompass a whole gamut of HR, which is dynamic. It calls for analyzing, ensuring the formulation of an overview plan, and creating departments/sections/subsections for assigning various responsibilities and authorities.
Additionally, it is crucial to address IR issues arising internally and externally within the organization.
The policy for managers and above should include planning, directing, coordinating, and controlling responsibilities.

Here is a simple Org Chart. Based on this, individual SOPs can be worked out as per your organization's specific activities.