Hi,
I’ve joined a new company as a HR Manager, and most of the system here is out of date. Including me 4 people are working here in the HR department. I would like to know where I have to start and how to bring the team together.
Pls advice.
From Singapore, Singapore
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34I’ve joined a new company as a HR Manager, and most of the system here is out of date. Including me 4 people are working here in the HR department. I would like to know where I have to start and how to bring the team together.
Pls advice.
From Singapore, Singapore
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Hi Netaji,
You can search this site as this topic has been discussed multiple times. Please refer to https://www.citehr.com/463739-hr-dep...ml#post2067445.
From India, Bangalore
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You can search this site as this topic has been discussed multiple times. Please refer to https://www.citehr.com/463739-hr-dep...ml#post2067445.
From India, Bangalore
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Dear Nejati,
"Out-of-date" or "updated" or "modern" are subjective words. You need to conduct an audit of the HR systems and processes to determine what is happening and what is not happening. Identify the losses caused by not having those processes in place. Your bosses will consider the introduction of a new system if you provide them with a cost-benefit analysis (CBA).
Are you considering hiring an external consultant? If yes, feel free to approach me.
Thanks,
Dinesh Divekar
From India, Bangalore
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"Out-of-date" or "updated" or "modern" are subjective words. You need to conduct an audit of the HR systems and processes to determine what is happening and what is not happening. Identify the losses caused by not having those processes in place. Your bosses will consider the introduction of a new system if you provide them with a cost-benefit analysis (CBA).
Are you considering hiring an external consultant? If yes, feel free to approach me.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Nejati,
Your question seems to be vague in asking the members where you have to start, when you have not discussed even a bit of what type of fault you have identified with the system to declare that out of date.
A question arises, if you have been able to identify the system to be out of date, what is the reason that you are unable to find solution to the problem? When you understand what really is the problem, you must also be able to understand what to do with the system to bring that up to date? Please note any system is not developed by the predecessors to fit up to the requirement of any new comer. If you feel your perception about the HR system is correct, not that existing earlier, try to understand the existing one and make improvements as far as possible in your own ways that can work more efficiently. If you know there is something wrong, but are in a fix what to do and what not, you must dicuss the nature of fault with the system.
From India, Delhi
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Your question seems to be vague in asking the members where you have to start, when you have not discussed even a bit of what type of fault you have identified with the system to declare that out of date.
A question arises, if you have been able to identify the system to be out of date, what is the reason that you are unable to find solution to the problem? When you understand what really is the problem, you must also be able to understand what to do with the system to bring that up to date? Please note any system is not developed by the predecessors to fit up to the requirement of any new comer. If you feel your perception about the HR system is correct, not that existing earlier, try to understand the existing one and make improvements as far as possible in your own ways that can work more efficiently. If you know there is something wrong, but are in a fix what to do and what not, you must dicuss the nature of fault with the system.
From India, Delhi
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