Hello HR Professionals, Greetings!!! Can anyone suggest me which reports should i maintain as a HR for a startup company? Thanks In Advance!!! Regards Ramya
From India, Hyderabad
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3From India, Hyderabad
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Time & Attendance report Wages report Training report Appraisal report C&B Analysis etc
From India, Bangalore
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From India, Bangalore
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Since this is a startup, you may include the following points:
1. Number of persons who joined in the month.
2. Number of persons who left - reasons, exit interview findings, attrition analysis.
3. Number of persons confirmed - probation extended.
4. Legal compliances - PF, ESI (any non-compliances or issues?).
5. Grievances handled during the month.
6. Payroll issues, if any.
7. Employee engagement initiatives.
8. Disciplinary actions taken during the month.
9. Training conducted - topics, duration, number of participants.
10. Any points from the Administration department.
Please search on this site. There are a number of MIS report formats.
From India, Pune
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1. Number of persons who joined in the month.
2. Number of persons who left - reasons, exit interview findings, attrition analysis.
3. Number of persons confirmed - probation extended.
4. Legal compliances - PF, ESI (any non-compliances or issues?).
5. Grievances handled during the month.
6. Payroll issues, if any.
7. Employee engagement initiatives.
8. Disciplinary actions taken during the month.
9. Training conducted - topics, duration, number of participants.
10. Any points from the Administration department.
Please search on this site. There are a number of MIS report formats.
From India, Pune
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As an HR professional, you should maintain the following activities:
1. Company plan blueprint
2. Organogram
3. Employee in & out timing
4. Salary report
5. PF & ESI
6. MIS
7. Canteen
8. Transportation
9. Trainings
10. Appraisal report
11. CSR
Regards,
Tarak Pvs
From India, Hyderabad
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1. Company plan blueprint
2. Organogram
3. Employee in & out timing
4. Salary report
5. PF & ESI
6. MIS
7. Canteen
8. Transportation
9. Trainings
10. Appraisal report
11. CSR
Regards,
Tarak Pvs
From India, Hyderabad
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Also other certificates like Sanitary, Fire NOC, PCB, FSSAI, Licenses
From India, Coimbatore
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From India, Coimbatore
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Ms. Ramya,
Besides all the above suggestions by the members, I would like to add the following:
Documenting Practices and Procedures
Document all practices and procedures from day one, from entry to leaving the work spot, for all workmen, supervisors, managers, and even directors, including materials inward and outward. These should be reviewed every day with line managers and implementers to determine how best the practices can be simplified, made human-friendly, and adaptable to your unit, while protecting the short-term and long-term goals of the firm.
Involving Employees in Procedure Development
Once practices and procedures are established, any changes at a later date may develop complications or resistance from employees. Procedures and practices adopted in other firms may not be suitable or accepted for the newly set-up unit. When drafting procedures, it is better to involve the concerned employees to ensure they are fully practicable and adaptable for your unit. This will help in developing a suitable Employee Handbook, Policy Procedure Manual, and your business's policies, outlining your expectations of your employees and what they can expect from your business, including your legal obligations as an employer and your employees' rights.
From India, Madras
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Besides all the above suggestions by the members, I would like to add the following:
Documenting Practices and Procedures
Document all practices and procedures from day one, from entry to leaving the work spot, for all workmen, supervisors, managers, and even directors, including materials inward and outward. These should be reviewed every day with line managers and implementers to determine how best the practices can be simplified, made human-friendly, and adaptable to your unit, while protecting the short-term and long-term goals of the firm.
Involving Employees in Procedure Development
Once practices and procedures are established, any changes at a later date may develop complications or resistance from employees. Procedures and practices adopted in other firms may not be suitable or accepted for the newly set-up unit. When drafting procedures, it is better to involve the concerned employees to ensure they are fully practicable and adaptable for your unit. This will help in developing a suitable Employee Handbook, Policy Procedure Manual, and your business's policies, outlining your expectations of your employees and what they can expect from your business, including your legal obligations as an employer and your employees' rights.
From India, Madras
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HR & ADMIN REPORTS.xls
Hr policies in new company.doc