Dear All,
I have recently joined a company, here i am the only one in HR so i have to do all the work.
Actually this is my first experience of working alone and independently. I am doing PGDHRM from SCDL.
Can anyone guide me in which fields i should learn more.
I mean what alll a HR must know to work effectively, as more experienced many you can guide me , which laws i should be perfectly aware of, what policies i should know, what all i should accquire to be a good and professioinal HR.
I am a regular visitor of CiteHR, i spend my time to clarify my doubts and read the articles poted my everyone, there is so much in it that we can learn, but at the start what all that i should be well versed with.
i hope you all will understand my position and share your valuable thoughts with me.
Regards,
Shweta Swarnkar
From India
14I have recently joined a company, here i am the only one in HR so i have to do all the work.
Actually this is my first experience of working alone and independently. I am doing PGDHRM from SCDL.
Can anyone guide me in which fields i should learn more.
I mean what alll a HR must know to work effectively, as more experienced many you can guide me , which laws i should be perfectly aware of, what policies i should know, what all i should accquire to be a good and professioinal HR.
I am a regular visitor of CiteHR, i spend my time to clarify my doubts and read the articles poted my everyone, there is so much in it that we can learn, but at the start what all that i should be well versed with.
i hope you all will understand my position and share your valuable thoughts with me.
Regards,
Shweta Swarnkar
From India
Hi Shweta,
Dont worry. Be relaxed. Dont get nervous. What type of Company is yours? Is that an IT company? Or Manufacturing Company? or a Financial Sector? Just explain that.
To Start with,
Check for the existing policies and see whether they are being implemented properly. If possible try to introduce new policies.
Prepare a Manual. Atached one sample which I downloaded long time back from this site.
Check for the existing process on recruitment and see whether you can do some value addition to it.
Look for any pending task and try to get it done.
Above all this, Start interacting with Employees and gain their confidence.
This is for now. Start doing and you will start geting more queries. Post them and WAIT. You will definitely get responses.
All the Best.
Regards,
~Raghav V
From India, Kochi
Dont worry. Be relaxed. Dont get nervous. What type of Company is yours? Is that an IT company? Or Manufacturing Company? or a Financial Sector? Just explain that.
To Start with,
Check for the existing policies and see whether they are being implemented properly. If possible try to introduce new policies.
Prepare a Manual. Atached one sample which I downloaded long time back from this site.
Check for the existing process on recruitment and see whether you can do some value addition to it.
Look for any pending task and try to get it done.
Above all this, Start interacting with Employees and gain their confidence.
This is for now. Start doing and you will start geting more queries. Post them and WAIT. You will definitely get responses.
All the Best.
Regards,
~Raghav V
From India, Kochi
Hi Shweta
First of all congrats taht you have an opprtunity to handle a function on your own.
Its challenging. You need to be really focused.
First of all, chk with the Hd of your org or your dept what they want the HR person tofocus on, whether it is hiring people, or training them.
Or is it that since its new so he wants policy in place. You need to be very sure of what is expected of you.
Once taht is clear you can build you knowledge in that direction.
Regards
Priya
From India, Mumbai
First of all congrats taht you have an opprtunity to handle a function on your own.
Its challenging. You need to be really focused.
First of all, chk with the Hd of your org or your dept what they want the HR person tofocus on, whether it is hiring people, or training them.
Or is it that since its new so he wants policy in place. You need to be very sure of what is expected of you.
Once taht is clear you can build you knowledge in that direction.
Regards
Priya
From India, Mumbai
Ours is medical devices manufacturing company.
Thanks for your manual, We have our Hr policy, not implemented so strictly as it is only 1.5 years old company.
We don't have a recruitment policy , but i follow what my director guide me.
The process is like
1. recruitmrnt--- local consultant/ job portals/ free resume search
2. shortlisting
3. preliminary Telephonic call-- If local -- fix up interview
if outsider--- then i gather some information about him and try to fix up telephonic interview with my MD.
After interview we take 2 references from the candidate
collect all relevant docs.
4. Reference check: if the candidate is good and is local we try to close it within few days
if he is ooutsider -- we call to meet in person
then i take the prem round then my md.
then salary negotiation has to be done on phone and then in person( i haven't done it right now)
Do u think anything can be added?
I have started interacting with employees also.
Thanks
Regards,
Shweta
From India
Thanks for your manual, We have our Hr policy, not implemented so strictly as it is only 1.5 years old company.
We don't have a recruitment policy , but i follow what my director guide me.
The process is like
1. recruitmrnt--- local consultant/ job portals/ free resume search
2. shortlisting
3. preliminary Telephonic call-- If local -- fix up interview
if outsider--- then i gather some information about him and try to fix up telephonic interview with my MD.
After interview we take 2 references from the candidate
collect all relevant docs.
4. Reference check: if the candidate is good and is local we try to close it within few days
if he is ooutsider -- we call to meet in person
then i take the prem round then my md.
then salary negotiation has to be done on phone and then in person( i haven't done it right now)
Do u think anything can be added?
I have started interacting with employees also.
Thanks
Regards,
Shweta
From India
Hi priya,
As it is a start up company, so training part is not there right now.
He asked me to get fully trained in recruitments and selection plus day to day hr activities.
So give suggestions.
regards,
Shweta
From India
As it is a start up company, so training part is not there right now.
He asked me to get fully trained in recruitments and selection plus day to day hr activities.
So give suggestions.
regards,
Shweta
From India
Hi shweta
So one thing we are clear is that its a start up and ur company needs people.
Now for effective recruitment, you need to know, which positions you need to fill up, how many people you need for each position and what kind of people you require - Qual, Exp level and industry background.
Which profiles are required immediately and which are at a lesser priority. Sort that out. maintain an excel sheet of all this and keep a tab on your progress.
Second, where will you get them - consultants, job portals, adv.
If u need urgently, get in touch with consultants and do job posting on naukri. In that case you will get CVs of people who are interested. So you will not have to waste time calling up every candidate to find out whether they are interrested or not.
Keep in mind tha you should screen CVs where salary is not beyond the slab of what your organization can offer. Show the CVs to teh concerned Hd for his approval or screening from technical point of view.
Once all this is done, schedule interviews.
This was about recruitment. Should you need more clarification on recruitment, let me know your query, will try to sort out.
From India, Mumbai
So one thing we are clear is that its a start up and ur company needs people.
Now for effective recruitment, you need to know, which positions you need to fill up, how many people you need for each position and what kind of people you require - Qual, Exp level and industry background.
Which profiles are required immediately and which are at a lesser priority. Sort that out. maintain an excel sheet of all this and keep a tab on your progress.
Second, where will you get them - consultants, job portals, adv.
If u need urgently, get in touch with consultants and do job posting on naukri. In that case you will get CVs of people who are interested. So you will not have to waste time calling up every candidate to find out whether they are interrested or not.
Keep in mind tha you should screen CVs where salary is not beyond the slab of what your organization can offer. Show the CVs to teh concerned Hd for his approval or screening from technical point of view.
Once all this is done, schedule interviews.
This was about recruitment. Should you need more clarification on recruitment, let me know your query, will try to sort out.
From India, Mumbai
Thanks priya,
Can you suggest how can i do an effective interview?
what questions you usually ask?
I can shortlist the candiadate acc. to all these criterion. i can find out the gud pts. but i have problems with finding out the drawbacks of a candidate.
Some behavioural judgement is lacki8ng, may be due to less exp.
How can we find out whether the candiadte is commited towards work and other imp things?
Hope i am not bothering you.
Regards,
Shweta Swarnkar
From India
Can you suggest how can i do an effective interview?
what questions you usually ask?
I can shortlist the candiadate acc. to all these criterion. i can find out the gud pts. but i have problems with finding out the drawbacks of a candidate.
Some behavioural judgement is lacki8ng, may be due to less exp.
How can we find out whether the candiadte is commited towards work and other imp things?
Hope i am not bothering you.
Regards,
Shweta Swarnkar
From India
Nope, you are not bothering me. Infact its good to know that a startup company gives value to HR interviews as well, since most of the established companies do not. Anyways.
Before you strat an interview with the candidate, study his CV in detail. If he has changed job too frequently, possible that he will not stay in your organization for long.
You need to know from the candidate why he wants to join an organization which is new? coz any person wants to go to established Co. and big names attract everyone. some people like to be a prominant contributor in small company than a lost face in big ones. Chk why is he wanting to come on board.
Is he just looking for money or a career growth, people who have interest to build career, will hold on for some time.
Shweta you need to know that these things are for evaluating a person of junior to mid level experience. For sr. Mgr and above level, you cannot evealuate them on such things, coz they have already buil up a career and also have made good money. they look for position of authority. Let your seniors judge their behavior aspects.
For outstation candidate you need to know their family background and are they sure about relocation. Coz if your co. is not providing accomodation, then it might be that candidates backout at the last moment.
As far as possible search for candidates in maharashtra, specially from mumbai if ur position is based at mumbai.
candidates will have a lot of questions in their mind about your company and about the growth of the company in future. you need to be aware of it. during interveiw give them a chance to ask you questions.
And make sure the your answers to the candidates do not differ from what your seniors have told him.
Most important thing, never commit anything to a candidate, since you are new.
Should you want to discuss more, let me know.
May i ask you for which organization you are working?
Regards
priya
From India, Mumbai
Before you strat an interview with the candidate, study his CV in detail. If he has changed job too frequently, possible that he will not stay in your organization for long.
You need to know from the candidate why he wants to join an organization which is new? coz any person wants to go to established Co. and big names attract everyone. some people like to be a prominant contributor in small company than a lost face in big ones. Chk why is he wanting to come on board.
Is he just looking for money or a career growth, people who have interest to build career, will hold on for some time.
Shweta you need to know that these things are for evaluating a person of junior to mid level experience. For sr. Mgr and above level, you cannot evealuate them on such things, coz they have already buil up a career and also have made good money. they look for position of authority. Let your seniors judge their behavior aspects.
For outstation candidate you need to know their family background and are they sure about relocation. Coz if your co. is not providing accomodation, then it might be that candidates backout at the last moment.
As far as possible search for candidates in maharashtra, specially from mumbai if ur position is based at mumbai.
candidates will have a lot of questions in their mind about your company and about the growth of the company in future. you need to be aware of it. during interveiw give them a chance to ask you questions.
And make sure the your answers to the candidates do not differ from what your seniors have told him.
Most important thing, never commit anything to a candidate, since you are new.
Should you want to discuss more, let me know.
May i ask you for which organization you are working?
Regards
priya
From India, Mumbai
Thats so nice of you, if you think any other point you wanna add.
My MD want me to handle all the recruitment individually slowly slowly, so he want me to learn more on this and become more effective in the recruitment and selection.
Its 2 weeks since i am working In Basic Health Care Products Private Limited, It is in manufacturing medical devices, based in Chandigarh.
Regards,
Shweta Swarnkar
From India
My MD want me to handle all the recruitment individually slowly slowly, so he want me to learn more on this and become more effective in the recruitment and selection.
Its 2 weeks since i am working In Basic Health Care Products Private Limited, It is in manufacturing medical devices, based in Chandigarh.
Regards,
Shweta Swarnkar
From India
Exellent Input from Raghav.
Raghav this manual is very comprehensive, i dont say this is the right manual, i mean to say you can devise or make policies with the help of this manual.
I also used this manual long time ago, when i was in the same state as Shweta now..
Shweta, i think you best can started by monitoring the polices, check their effectiveness, applicable or not etc... as Raghav suggested.
At the start, HR person should work closely on
1.HR policies
2. Recruitment & Selection
3. Compensation and benefits
4. Organizational design and development.
I think currently you are at step number one...
Because you have a generalist role and you have to do each thing. It doesn't mean that you only pay heed to HR policies. You have to do all HR activities.
Regards,
HASSAN
From Pakistan, Islamabad
Raghav this manual is very comprehensive, i dont say this is the right manual, i mean to say you can devise or make policies with the help of this manual.
I also used this manual long time ago, when i was in the same state as Shweta now..
Shweta, i think you best can started by monitoring the polices, check their effectiveness, applicable or not etc... as Raghav suggested.
At the start, HR person should work closely on
1.HR policies
2. Recruitment & Selection
3. Compensation and benefits
4. Organizational design and development.
I think currently you are at step number one...
Because you have a generalist role and you have to do each thing. It doesn't mean that you only pay heed to HR policies. You have to do all HR activities.
Regards,
HASSAN
From Pakistan, Islamabad
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