Introduction to My Role and Responsibilities
It's been more than two months since I joined my new company, where there was no HR department. As suggested by seniors, I have initiated several tasks:
- Maintaining employee personnel files
- Keeping leave balance records
- Organizing monthly birthday and exit celebrations
- Processing monthly salaries
- Distributing pay slips
Apart from these, I would like to know more about what can be included in my profile. The above-mentioned tasks occur only once a month, and on a daily basis, it's boring to do nothing at work.
Challenges with Policy Implementation
I have also formulated policies for the organization, but my director doesn't have time to review them. He suggested implementing them on my own, but I feel I cannot authorize them myself, so they remain pending.
Employee Engagement Activities
I want to introduce employee engagement activities every month, but my staff is a mix of young and old, and I'm struggling to come up with suitable indoor activities.
Understanding Statutory Compliances
Our company currently processes salaries in a standard form (Gross - TDS). My staff is requesting PF and ESIC benefits. I would like to understand how both employees and employers would benefit if we start with statutory compliances. If it's beneficial, how should I proceed?
I kindly request seniors to guide me on each point. Please help.
Regards
From India, Mumbai
Acknowledge(1)
Amend(0)
1It's been more than two months since I joined my new company, where there was no HR department. As suggested by seniors, I have initiated several tasks:
- Maintaining employee personnel files
- Keeping leave balance records
- Organizing monthly birthday and exit celebrations
- Processing monthly salaries
- Distributing pay slips
Apart from these, I would like to know more about what can be included in my profile. The above-mentioned tasks occur only once a month, and on a daily basis, it's boring to do nothing at work.
Challenges with Policy Implementation
I have also formulated policies for the organization, but my director doesn't have time to review them. He suggested implementing them on my own, but I feel I cannot authorize them myself, so they remain pending.
Employee Engagement Activities
I want to introduce employee engagement activities every month, but my staff is a mix of young and old, and I'm struggling to come up with suitable indoor activities.
Understanding Statutory Compliances
Our company currently processes salaries in a standard form (Gross - TDS). My staff is requesting PF and ESIC benefits. I would like to understand how both employees and employers would benefit if we start with statutory compliances. If it's beneficial, how should I proceed?
I kindly request seniors to guide me on each point. Please help.
Regards
From India, Mumbai
Acknowledge(1)Amend(0)
You have presented your request very well by first giving the background, what you have already initiated, what more is expected of you, and also what else you can do. Accept my congratulations for your effort and presentation. You can look into statutory requirements, legal requirements, training requirements, HR manual, etc. Please search in Cite HR for each of these and also for what you want to do. You will get plenty of useful material. With that as the basis, prepare your own formats and documents.
Regards, V. Raghunathan
From India
Acknowledge(0)Amend(0)
Regards, V. Raghunathan
From India
Acknowledge(0)Amend(0)
Mandatory Legal Deductions: PF and ESIC
PF and ESIC are mandatory legal deductions if the company falls into the authorized category. The higher management needs to be apprised of the legal imperatives, work out financial implications, and start contributing to these agencies after registration. PF is a lifetime saving avenue, and ESIC looks after the health and accidents of workers and their families. The legal implications of not complying with the law need not be stated.
Implementing Attendance Systems
Steps can be taken to record employees' attendance automatically; a biometric system can be introduced in consultation with higher management.
Leave Policies and Employee Induction
Policies for leave, as per the law, have to be introduced, and proper leave records maintained. Procedures to induct new employees and exit policies can be considered. All changes must be done in consultation with Directors and concerned HODs to carry them along and support your efforts. It's good to see you are trying to make a change and set up stable systems.
Regards
From India, Pune
Acknowledge(1)Amend(0)
PF and ESIC are mandatory legal deductions if the company falls into the authorized category. The higher management needs to be apprised of the legal imperatives, work out financial implications, and start contributing to these agencies after registration. PF is a lifetime saving avenue, and ESIC looks after the health and accidents of workers and their families. The legal implications of not complying with the law need not be stated.
Implementing Attendance Systems
Steps can be taken to record employees' attendance automatically; a biometric system can be introduced in consultation with higher management.
Leave Policies and Employee Induction
Policies for leave, as per the law, have to be introduced, and proper leave records maintained. Procedures to induct new employees and exit policies can be considered. All changes must be done in consultation with Directors and concerned HODs to carry them along and support your efforts. It's good to see you are trying to make a change and set up stable systems.
Regards
From India, Pune
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Employee Benefits.doc
Employee Benefits.zip