Hi Akriti,
If a new organization has to build up an HR process from the beginning, what should be the step-wise process? Presently, they do not have an HR department as the organization is new. How should they go about building it from scratch?
Thank you.
Best regards,
[Your Name]
From India, Chandigarh
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2If a new organization has to build up an HR process from the beginning, what should be the step-wise process? Presently, they do not have an HR department as the organization is new. How should they go about building it from scratch?
Thank you.
Best regards,
[Your Name]
From India, Chandigarh
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Hi Akriti,
I was in a similar situation. I commenced work with a start-up company and had to build the HR department. Basically, first and foremost, set up your policies and procedures. From there, set up the administration functions, for example, filing, etc., and then work on the HRIS.
Hope this is helpful. If you would like detailed information, PM me.
Always,
Erica
From Australia, Sydney
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I was in a similar situation. I commenced work with a start-up company and had to build the HR department. Basically, first and foremost, set up your policies and procedures. From there, set up the administration functions, for example, filing, etc., and then work on the HRIS.
Hope this is helpful. If you would like detailed information, PM me.
Always,
Erica
From Australia, Sydney
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Hi! Let me introduce myself first. I am Janavi & Recently joined the group. I have faced this problem when i joined the current organization 2yrs back. I have found many important & useful info from the group for which I am really thankful.
I am at presently working in a Pvt Ltd company which was just a group / agency two years ago. As your query goes, I will narrate the way I did it till now.
I started with gathering info from each functional group in the company. Documented the same. Then went on to make a company manual (with external help). After that formal inception of the company – decided on structure of the company- department structuring -formal appointment letters , Brought in practice dress codes, working hours, Leave policy & management, C&B – Training.
Side by side went on for Shops & establishment registration, PF/ESIC, Employee insurance & medical benefit.
It all depend on size and type of organization .
To start up :
Basic Documents: Offer Letters , Appointment letters, Holiday List as per the Industry Standards, Attendance System: attendance register (with time slot ),Leave Policy , Leave application format
Recruitments& selection: job description, KRAs, procedure for recruitment and selection, strategy of recruitment, sources to get the right candidates. (Placement agencies/ reference system)
Compensation & benefits: Decision for compensation for different positions and different experience levels based on the company and industry standards, like benefits after probation period, different types of incentives , Bonus Policy, profit sharing, etc
Induction: list of documents that are required at the time of appointing, personal details form , employee profile form, employee database,
Employee welfare: - like picnics, corporate lunch,
Performance Appraisal and MIS, Training and Development, Exit system & farewell
– As per the company need.
When this change is taking place you might face a retention problem be prepared for the same. It takes some time for group of people to settle down & accept change. In case you require any more help with formats or any query. Feel free to mail me on
.
Hope this gives you some help. Request to all is, incase you can guide me for some more activities or something I have missed in my course, please let me know so the myself & the company can be benefited.
All the best!
Janavi
From India, Pune
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I am at presently working in a Pvt Ltd company which was just a group / agency two years ago. As your query goes, I will narrate the way I did it till now.
I started with gathering info from each functional group in the company. Documented the same. Then went on to make a company manual (with external help). After that formal inception of the company – decided on structure of the company- department structuring -formal appointment letters , Brought in practice dress codes, working hours, Leave policy & management, C&B – Training.
Side by side went on for Shops & establishment registration, PF/ESIC, Employee insurance & medical benefit.
It all depend on size and type of organization .
To start up :
Basic Documents: Offer Letters , Appointment letters, Holiday List as per the Industry Standards, Attendance System: attendance register (with time slot ),Leave Policy , Leave application format
Recruitments& selection: job description, KRAs, procedure for recruitment and selection, strategy of recruitment, sources to get the right candidates. (Placement agencies/ reference system)
Compensation & benefits: Decision for compensation for different positions and different experience levels based on the company and industry standards, like benefits after probation period, different types of incentives , Bonus Policy, profit sharing, etc
Induction: list of documents that are required at the time of appointing, personal details form , employee profile form, employee database,
Employee welfare: - like picnics, corporate lunch,
Performance Appraisal and MIS, Training and Development, Exit system & farewell
– As per the company need.
When this change is taking place you might face a retention problem be prepared for the same. It takes some time for group of people to settle down & accept change. In case you require any more help with formats or any query. Feel free to mail me on
Hope this gives you some help. Request to all is, incase you can guide me for some more activities or something I have missed in my course, please let me know so the myself & the company can be benefited.
All the best!
Janavi
From India, Pune
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Hi, I am not aware at what level you are, but to begin with, you will have to identify the priorities of your organization. You can walk in with a list of all possible HR policies.
A couple of things that are essential:
- A robust filing system. Please ensure that your backend is always secure.
- Hire professionals regarding the legal obligations of the organization towards different classes of employees.
- Standardize basic letter formats (appointment, offer, probation completion, etc.) after taking advice from your legal expert.
- Set basic processes in place by documenting them.
A
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A couple of things that are essential:
- A robust filing system. Please ensure that your backend is always secure.
- Hire professionals regarding the legal obligations of the organization towards different classes of employees.
- Standardize basic letter formats (appointment, offer, probation completion, etc.) after taking advice from your legal expert.
- Set basic processes in place by documenting them.
A
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