Dear All, I started my company with 1 Employee, now we are 50+ Employees so i need help to setup HR Deportment. We are in business of Information Technology. Kindly tell me how can i start....
From India, Rajkot
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4From India, Rajkot
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Recruit a candidate who has completed an MBA in HRM and has a minimum of 2 years of hands-on experience. The ideal candidate should possess skills in end-to-end recruitment and hands-on experience in implementing payroll systems. This type of candidate can drive significant changes within the organization and enhance the existing systems.
Furthermore, before discussing new implementations, I would like to understand how you have recruited over 50 employees.
From India, Hyderabad
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Furthermore, before discussing new implementations, I would like to understand how you have recruited over 50 employees.
From India, Hyderabad
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Thank you to all of you who guided me in setting up HR in my organization. However, I am having trouble understanding the following:
Human Resources Manual
- Policy & Procedures Manual
- PERSONAL CONDUCT
- Dress Code
- Personal Communications
- Gifts & Gratuities
EQUAL EMPLOYMENT OPPORTUNITY
- SEXUAL HARASSMENT
- BUSINESS EXPENSES
INDUCTION
- HEALTH, SAFETY & ENVIRONMENT
- Smoking
- Alcohol, Drugs (& Other Substance Abuse)
- Manual Handling
- Workers' Compensation
- Total & Permanent Disability
PERFORMANCE MANAGEMENT SYSTEM
- Performance Management Philosophy
- Position Descriptions
- Probationary Period Reviews
- Performance Appraisals
- Professional & Personal Development
- Superannuation
LEAVE POLICY
- Annual Leave
- Personal Leave
- Compassionate/Bereavement Leave
- Long Service Leave
- Maternity Leave
- Paternity Leave
- Adoption Leave
- Study Leave
- Time in Lieu
- Leave Without Pay
- Blood Donor Leave
- Jury Duty
- Emergency Services Leave
TRAVEL & ACCOMMODATION
EMPLOYEE RELATIONS
Oh God!!! My HR friend told me that you can manage all these things professionally!
If I continue doing all this, who will run the business? I am not even in a position to recruit any HR expert right now.
From India, Rajkot
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Human Resources Manual
- Policy & Procedures Manual
- PERSONAL CONDUCT
- Dress Code
- Personal Communications
- Gifts & Gratuities
EQUAL EMPLOYMENT OPPORTUNITY
- SEXUAL HARASSMENT
- BUSINESS EXPENSES
INDUCTION
- HEALTH, SAFETY & ENVIRONMENT
- Smoking
- Alcohol, Drugs (& Other Substance Abuse)
- Manual Handling
- Workers' Compensation
- Total & Permanent Disability
PERFORMANCE MANAGEMENT SYSTEM
- Performance Management Philosophy
- Position Descriptions
- Probationary Period Reviews
- Performance Appraisals
- Professional & Personal Development
- Superannuation
LEAVE POLICY
- Annual Leave
- Personal Leave
- Compassionate/Bereavement Leave
- Long Service Leave
- Maternity Leave
- Paternity Leave
- Adoption Leave
- Study Leave
- Time in Lieu
- Leave Without Pay
- Blood Donor Leave
- Jury Duty
- Emergency Services Leave
TRAVEL & ACCOMMODATION
EMPLOYEE RELATIONS
Oh God!!! My HR friend told me that you can manage all these things professionally!
If I continue doing all this, who will run the business? I am not even in a position to recruit any HR expert right now.
From India, Rajkot
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I am the only HR in a company of 50+ people. All others are in IT - software development. With my entrance, an HR department has evolved in my company, and I've been the only HR handling everything for two years.
I believe you have included too many things that are not required at this stage of your company. Excluding a few and keeping only those from your list that are required:
1) Human Resources Manual - Keep a soft copy/ppt. Don't spend too much on hard copies and printing.
2) Policy & Procedures Manual - Not absolutely required. Do not clutter with too many policies, and a manual is a big NO.
3) Dress Code - Are you introducing a dress code only after setting up the HR department? If yes, don't do that.
4) BUSINESS EXPENSES - Prepare an expense sheet taking care of all expenses and segregate as per different parameters - travel, office expenses. Or prepare software. Let the employees fill it on their own. Let the HR try doing this as well.
5) INDUCTION - Let the HR prepare it themselves.
6) PERFORMANCE MANAGEMENT SYSTEM - Will come in the later part after a few months.
7) Recruitments - The person should have an understanding of your IT business; better if they have some technical knowledge. They should be able to analyze the future positions that you might require to hire. But this will come only with time.
8) Performance Appraisals & Training (technical and soft skills) - Let the HR assist the seniors in this. For soft skills, HR can see what can be done.
Initially, when I joined, my director would ask me to sit with him while he conducted interviews to understand how to judge, what questions can be asked, even if the person is selected technically, can they be taken on managerial grounds. If not, why... He has been very supportive throughout.
9) LEAVE POLICY - Just keep required types of leaves - casual or earned, sick, vacation, study (if applicable to pursue higher education). The more leaves you have, the more complications you create for yourself.
10) EMPLOYEE RELATIONS - HR should be friendly with employees and management. Always remember, since you are going to set up the HR department now, do not clutter with too many HRs. Do not make an HR union. Get one, make them learn, make them comfortable with other employees. They will be the only person who will act as a mediator between you (management) and your team. They could think that our message can be put across to you through the HR. Possibly, we will be heard now. Getting in more than one HR person will not allow the HRs to move freely within your technical team. Free communication will be barred.
At the same time, the employees should not feel that now there will be too many policies, manuals, and management rules with the entry of an HR person.
Firstly, analyze what all you need to have depending on your company's nature of work; and whether it is necessary to have at this very moment.
I do not think you need to set up an HR Department as such. One person to handle all these things is sufficient. More than qualification, see the learning potential and initiative-taking capability of the person. An MBA might demand more pay considering their degree (nothing personal as I'm also an MBA), but are they the best fit for your company at this stage cost-wise? Similarly, an experienced person might help you out in a certain way as they know the way of dealing with things. But is that person capable of handling the stuff alone? Have they done something like this single-handedly, or do they always work in a group and can't manage these things alone? You need to be careful while recruiting the person who will be responsible for helping you set up this HR department.
All this is from experience.
And, I hope I have written well.
Regards, Ashlesha Dere
From India, Mumbai
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I believe you have included too many things that are not required at this stage of your company. Excluding a few and keeping only those from your list that are required:
1) Human Resources Manual - Keep a soft copy/ppt. Don't spend too much on hard copies and printing.
2) Policy & Procedures Manual - Not absolutely required. Do not clutter with too many policies, and a manual is a big NO.
3) Dress Code - Are you introducing a dress code only after setting up the HR department? If yes, don't do that.
4) BUSINESS EXPENSES - Prepare an expense sheet taking care of all expenses and segregate as per different parameters - travel, office expenses. Or prepare software. Let the employees fill it on their own. Let the HR try doing this as well.
5) INDUCTION - Let the HR prepare it themselves.
6) PERFORMANCE MANAGEMENT SYSTEM - Will come in the later part after a few months.
7) Recruitments - The person should have an understanding of your IT business; better if they have some technical knowledge. They should be able to analyze the future positions that you might require to hire. But this will come only with time.
8) Performance Appraisals & Training (technical and soft skills) - Let the HR assist the seniors in this. For soft skills, HR can see what can be done.
Initially, when I joined, my director would ask me to sit with him while he conducted interviews to understand how to judge, what questions can be asked, even if the person is selected technically, can they be taken on managerial grounds. If not, why... He has been very supportive throughout.
9) LEAVE POLICY - Just keep required types of leaves - casual or earned, sick, vacation, study (if applicable to pursue higher education). The more leaves you have, the more complications you create for yourself.
10) EMPLOYEE RELATIONS - HR should be friendly with employees and management. Always remember, since you are going to set up the HR department now, do not clutter with too many HRs. Do not make an HR union. Get one, make them learn, make them comfortable with other employees. They will be the only person who will act as a mediator between you (management) and your team. They could think that our message can be put across to you through the HR. Possibly, we will be heard now. Getting in more than one HR person will not allow the HRs to move freely within your technical team. Free communication will be barred.
At the same time, the employees should not feel that now there will be too many policies, manuals, and management rules with the entry of an HR person.
Firstly, analyze what all you need to have depending on your company's nature of work; and whether it is necessary to have at this very moment.
I do not think you need to set up an HR Department as such. One person to handle all these things is sufficient. More than qualification, see the learning potential and initiative-taking capability of the person. An MBA might demand more pay considering their degree (nothing personal as I'm also an MBA), but are they the best fit for your company at this stage cost-wise? Similarly, an experienced person might help you out in a certain way as they know the way of dealing with things. But is that person capable of handling the stuff alone? Have they done something like this single-handedly, or do they always work in a group and can't manage these things alone? You need to be careful while recruiting the person who will be responsible for helping you set up this HR department.
All this is from experience.
And, I hope I have written well.
Regards, Ashlesha Dere
From India, Mumbai
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I think Mr. Ravindra is absolutely right. Don't worry about anything. Valuing every human is itself a good sign of HR. Initially, look into welfare functions. If the majority of the employees are commuting from more than 15 kilometers, try to implement some pick-up van, car, or bus to facilitate them. That could be a good start. Wish an employee on their birthday and give them a small gift (it would be good motivation), and display their photo on the notice board of your company visibly. Give some monetary benefits, like an attendance bonus, production incentives, awards for the best suggestion, and uniforms/shoes (in case of labor-oriented roles). Also, look for a person with a minimum of 5 years of experience in HR to appoint. More than that, please take more care in statutory aspects, like government licenses, records, etc. Please feel free to ask for more doubts.
Regards,
R. Devarajan
From India, Madras
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Regards,
R. Devarajan
From India, Madras
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How do you complete the process of recruiting 50 employees? If you have done it on your own, then you know something about HR. Further, try to recruit a person who is a graduate and possesses either a Post Diploma in HR functional area from any of the reputed universities. The candidate having work experience of 2 to 3 years will be an added advantage.
Regarding policies, good practices, and compliance with all statutory requirements could be taken care of once you decide to bring an HR professional on board.
Regards,
Mahesh
From India, Bangalore
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Regarding policies, good practices, and compliance with all statutory requirements could be taken care of once you decide to bring an HR professional on board.
Regards,
Mahesh
From India, Bangalore
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Thank you for supporting me. After all discussions, I have decided that I need to recruit one person for HR Management. If anyone is interested in Rajkot (Gujarat), please contact me (my contact info is already mentioned). My starting salary budget is Rs 15,000 per month for experienced personnel in HR (IT experienced individuals are more suitable). I am not going to hire freelance HR services.
Regards,
Pankaj Goswami
From India, Rajkot
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Regards,
Pankaj Goswami
From India, Rajkot
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I would suggest recruiting a senior individual with extensive experience in HR and related areas such as liaison, facilities, administration, etc. This person would be able to establish a department that covers all aspects, including statutory requirements, policies, and more.
Regards,
Rama Murthy
From India, Hyderabad
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Regards,
Rama Murthy
From India, Hyderabad
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Dear networld, i am working as a HR in hyderabad, i am taking care of all d issues wat u said, so if u want any help ask me //sunder
From India, Hyderabad
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From India, Hyderabad
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Understanding HR Policies in IT Companies
A better way is to study the terms and conditions of a few companies in a similar IT profile and understand the logic of their HR policies. This will help in analyzing your own needs and requirements, as well as the statutory provisions that are mandatory by the government.
From India, Vadodara
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A better way is to study the terms and conditions of a few companies in a similar IT profile and understand the logic of their HR policies. This will help in analyzing your own needs and requirements, as well as the statutory provisions that are mandatory by the government.
From India, Vadodara
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I do not think you would have to outsource your HR activities. As a company, you are still small. Proceed carefully and slowly as now you are branching out into a few different departments other than IT. I do not think this is such a huge amount of work that it has to be outsourced because all things are not required at this moment. Later, after, say, 2-3 years, depending upon your company size, you can get another HR.
I've emailed you the requirements you can look for while recruiting an HR person.
All The Best....
Regards,
ASHLESHA
From India, Mumbai
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I've emailed you the requirements you can look for while recruiting an HR person.
All The Best....
Regards,
ASHLESHA
From India, Mumbai
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Assuming you have recently started your organization, it would be appropriate to have basic systems and processes in place. If you can share more details, such as what sort of help you need, then professionals on this site will try their best to extend the necessary help.
Regards
From India, Mumbai
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Regards
From India, Mumbai
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