Hi, I am in process of preparing HR Manual for Engineering Machinery Manufacturing company. Can you please suggest how to go about it. The index format and what all should it contain. Regards, Jitu
From India, Ahmadabad
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2From India, Ahmadabad
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Hi Jitu, Greetings! Please find attached document here with for your reference. Thanks & Regards, S. Narendra Nath
From India, Hyderabad
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From India, Hyderabad
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Dear Jitu,
We can help you in framing an HR manual for your company. We are a group of hardcore HR professionals with more than 20 years of experience.
If interested, please let us know via email at dholed@gmail.com.
Thank you.
From India, Delhi
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We can help you in framing an HR manual for your company. We are a group of hardcore HR professionals with more than 20 years of experience.
If interested, please let us know via email at dholed@gmail.com.
Thank you.
From India, Delhi
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Hi Jitu,
In my opinion, start by understanding the organization's structure. First, understand the organizational structure, and then identify the various processes and their integration. For example, begin with the organization's structure; the next step is the identification of manpower in each department (how it is done, logic behind it, cost-saving methods, etc.), recruitment and selection methods (process, interview process, process of offering offer letters, recruitment strategies applied, telephonic round of interview strategies, normal questions asked, how they do slot management, conveyance offer, etc.), then joining formalities (employee profiling which includes organizational and operational profiling {reporting structures, hierarchy placement, KRA's, accountability, how performance will be judged, access rights in soft, hard, files, software rights, risk assessment, etc., process of preparation, how it floats like who prepares it and who executes it), induction and orientation program (business overview, culture training, policies overview, etc.), introduction, KRA's implementation, performance judgment, etc. I think you are familiar with all the HR functions. The important thing is that all aspects should be well-defined and integrated, and there should be proper checks and balances for each activity. For example, the facility officer needs to check on security guards, and productivity is a check on the facility officer.
I hope that will help you out. In case of further clarification requirements, please revert.
From Malaysia, Kuala Lumpur
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In my opinion, start by understanding the organization's structure. First, understand the organizational structure, and then identify the various processes and their integration. For example, begin with the organization's structure; the next step is the identification of manpower in each department (how it is done, logic behind it, cost-saving methods, etc.), recruitment and selection methods (process, interview process, process of offering offer letters, recruitment strategies applied, telephonic round of interview strategies, normal questions asked, how they do slot management, conveyance offer, etc.), then joining formalities (employee profiling which includes organizational and operational profiling {reporting structures, hierarchy placement, KRA's, accountability, how performance will be judged, access rights in soft, hard, files, software rights, risk assessment, etc., process of preparation, how it floats like who prepares it and who executes it), induction and orientation program (business overview, culture training, policies overview, etc.), introduction, KRA's implementation, performance judgment, etc. I think you are familiar with all the HR functions. The important thing is that all aspects should be well-defined and integrated, and there should be proper checks and balances for each activity. For example, the facility officer needs to check on security guards, and productivity is a check on the facility officer.
I hope that will help you out. In case of further clarification requirements, please revert.
From Malaysia, Kuala Lumpur
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Almost every week this question gets asked!!!! There is a ton of material here already on CiteHR. Use the Download Search Box at the top of the page. Search FIRST Ask SECOND
From Australia, Melbourne
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From Australia, Melbourne
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Dear friend,
I agree with what Ms. Seema Jindal has elaborated. Additionally, I would suggest collecting all documents available on this in your organization and linking all subsequent addendum, corrigendum, and orders/circulars issued by the management on different HR policies. Find gaps by comparing statutory provisions and studying industry standards. Then, make a final HR function-wise policy list integrating working formats and guidelines to fill up the same. The aim of issuing this HR Manual should be to save time and minimize misunderstandings of the beneficiaries of it, i.e., HR Executives in executing various HR functions, other technical or nontechnical employees, and other stakeholders of the organization. Finally, keep it updated every year or as and when a policy or work instruction gets changed, especially if you have your own VPN-maintained database system.
Regards,
From India, Calcutta
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I agree with what Ms. Seema Jindal has elaborated. Additionally, I would suggest collecting all documents available on this in your organization and linking all subsequent addendum, corrigendum, and orders/circulars issued by the management on different HR policies. Find gaps by comparing statutory provisions and studying industry standards. Then, make a final HR function-wise policy list integrating working formats and guidelines to fill up the same. The aim of issuing this HR Manual should be to save time and minimize misunderstandings of the beneficiaries of it, i.e., HR Executives in executing various HR functions, other technical or nontechnical employees, and other stakeholders of the organization. Finally, keep it updated every year or as and when a policy or work instruction gets changed, especially if you have your own VPN-maintained database system.
Regards,
From India, Calcutta
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