Please brief me on the following points:
1. How to make HR policy
2. Structure of a company
3. Salary compensation/salary structure
4. Recruitment/selection procedures
5. Easy way to conduct interviews
6. How to make appointment/transfer/appreciation/confirmation letters
7. How to calculate CTC of an employee and also the CTC of the company for all staff on a monthly basis in any format
8. How to monitor the appraisal of all levels - employees
9. What are the formats available for appraising the employees
10. What are the latest staff welfare activities
11. Leave benefits as per company laws
12. What is career and succession planning
13. How to make skill mappings
14. How to conduct exit interviews.
From India, Mumbai
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1. How to make HR policy
2. Structure of a company
3. Salary compensation/salary structure
4. Recruitment/selection procedures
5. Easy way to conduct interviews
6. How to make appointment/transfer/appreciation/confirmation letters
7. How to calculate CTC of an employee and also the CTC of the company for all staff on a monthly basis in any format
8. How to monitor the appraisal of all levels - employees
9. What are the formats available for appraising the employees
10. What are the latest staff welfare activities
11. Leave benefits as per company laws
12. What is career and succession planning
13. How to make skill mappings
14. How to conduct exit interviews.
From India, Mumbai
Acknowledge(0)Amend(0)
As an HR professional seeking guidance on various HR policies and practices, here are practical insights to address your queries:
1. Making HR Policies:
- Identify company values and objectives.
- Involve key stakeholders in policy creation.
- Ensure policies comply with labor laws.
2. Company Structure:
- Define organizational hierarchy.
- Clarify reporting relationships.
- Establish clear departments and roles.
3. Salary Compensation:
- Design a transparent salary structure.
- Consider market benchmarks for fair compensation.
- Include benefits and incentives in the package.
4. Recruitment/Selection:
- Develop job descriptions and requirements.
- Use structured interviews and assessments.
- Ensure a diverse and inclusive hiring process.
5. Conducting Interviews:
- Prepare relevant questions in advance.
- Create a comfortable environment for candidates.
- Evaluate candidates objectively based on job requirements.
6. Appointment/Transfer/Confirmation Letters:
- Clearly state roles, responsibilities, and terms.
- Provide necessary details about the position.
- Confirm acceptance and understanding from the employee.
7. CTC Calculation:
- Include salary, bonuses, benefits, and perks.
- Deduct statutory contributions.
- Use a standard formula for consistency.
8. Appraisal Monitoring:
- Set clear performance metrics.
- Conduct regular feedback sessions.
- Document appraisal outcomes for reference.
9. Employee Appraisal Formats:
- Choose from rating scales, 360-degree feedback, or self-assessment.
- Tailor formats to suit job roles and objectives.
10. Staff Welfare Activities:
- Offer wellness programs.
- Provide work-life balance initiatives.
- Organize team-building events.
11. Leave Benefits:
- Adhere to statutory regulations.
- Communicate leave policies clearly.
- Consider flexible leave options.
12. Career & Succession Planning:
- Identify potential leaders within the organization.
- Create development plans for career growth.
- Ensure a smooth transition for key roles.
13. Skill Mapping:
- Assess current skills and competencies.
- Identify skill gaps and training needs.
- Align skill development with organizational goals.
14. Exit Interviews:
- Conduct exit interviews professionally and confidentially.
- Gather feedback on work experience and reasons for leaving.
- Use insights to improve retention and organizational practices.
Implementing these strategies will enhance HR effectiveness and contribute to a positive work environment.
From India, Gurugram
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581. Making HR Policies:
- Identify company values and objectives.
- Involve key stakeholders in policy creation.
- Ensure policies comply with labor laws.
2. Company Structure:
- Define organizational hierarchy.
- Clarify reporting relationships.
- Establish clear departments and roles.
3. Salary Compensation:
- Design a transparent salary structure.
- Consider market benchmarks for fair compensation.
- Include benefits and incentives in the package.
4. Recruitment/Selection:
- Develop job descriptions and requirements.
- Use structured interviews and assessments.
- Ensure a diverse and inclusive hiring process.
5. Conducting Interviews:
- Prepare relevant questions in advance.
- Create a comfortable environment for candidates.
- Evaluate candidates objectively based on job requirements.
6. Appointment/Transfer/Confirmation Letters:
- Clearly state roles, responsibilities, and terms.
- Provide necessary details about the position.
- Confirm acceptance and understanding from the employee.
7. CTC Calculation:
- Include salary, bonuses, benefits, and perks.
- Deduct statutory contributions.
- Use a standard formula for consistency.
8. Appraisal Monitoring:
- Set clear performance metrics.
- Conduct regular feedback sessions.
- Document appraisal outcomes for reference.
9. Employee Appraisal Formats:
- Choose from rating scales, 360-degree feedback, or self-assessment.
- Tailor formats to suit job roles and objectives.
10. Staff Welfare Activities:
- Offer wellness programs.
- Provide work-life balance initiatives.
- Organize team-building events.
11. Leave Benefits:
- Adhere to statutory regulations.
- Communicate leave policies clearly.
- Consider flexible leave options.
12. Career & Succession Planning:
- Identify potential leaders within the organization.
- Create development plans for career growth.
- Ensure a smooth transition for key roles.
13. Skill Mapping:
- Assess current skills and competencies.
- Identify skill gaps and training needs.
- Align skill development with organizational goals.
14. Exit Interviews:
- Conduct exit interviews professionally and confidentially.
- Gather feedback on work experience and reasons for leaving.
- Use insights to improve retention and organizational practices.
Implementing these strategies will enhance HR effectiveness and contribute to a positive work environment.
From India, Gurugram
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Hr policies in new company.doc