HR in a manufacturing unit - 80 staff and they want to increase - what will be stages to do that?

The company wants to expand its business. In its manufacturing unit, they currently have 80 staff and they want to increase this number. For the first time, they have appointed an HR. Can anyone suggest the stages involved in this process?

Hi,

Congratulations! You are just starting your career in HR! Primarily, get the budget approval from Management for expansion. First of all, please collect the requirement details Department-wise/grade-wise. Arrive at the skill set required for the vacancies. Have their KRA in place. Plan for the interview process - written test/Technical round/HR round. Then start sourcing through various modes: Employee referral, Walk-in advertisement (if the requirement is in bulk), Web-portals advertisement. Post the requirement on social websites - Facebook/LinkedIn/Twitter, etc.

In addition to what Mr. Lakshminarayanan said, it is important to have a clear salary figure that you are going to offer for each position. This figure should be determined based on the skill sets required, level of decision-making involved, the value each position adds to the business, and the comparable figures offered by similar industries in your region for the same or similar positions. This is crucial as it represents the key negotiating stage in the hiring process that can either convert an interview into an appointment or lead to disappointment.

B. Saikumar
HR & Labour Relations Consultant

I shall refer to HR Policies of the company first. Hence, ensure the establishment of HR Policy for the organisation. Set out with various procedures and processes required to be implemented. Establish the line of authority and responsibilities as per the hierarchy in the HR Department and involvement of higher management in the making of directives, its issuance, control, and monitoring mechanism.

Having said these, there should be a forecast of requirements coming from various departments, its review by concerned authorities, planning for procurement and budgeting, and initiating the HR processes of recruiting, inducting, training, and managing compensation.

The scope of expansion should be such that it always refers to and abides by the policies, and where possible, the scope of exceptions should be authorized to the right authority.