Dear Team,
I have joined a company where I am the first HR. Could you please suggest what are the main things I have to implement first?
Please help me as I am in urgent need of this.
Thank you.
Regards,
From India, Vijayawada
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3I have joined a company where I am the first HR. Could you please suggest what are the main things I have to implement first?
Please help me as I am in urgent need of this.
Thank you.
Regards,
From India, Vijayawada
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Your role should be to make other department people understand what HR is and why HR is important. Then, go one step further and maintain a close relationship with the other department HODs. Coming to the statutory part, ensure timely payment and regular statutory contributions. I have completed all these tasks and have now moved elsewhere. If you have any doubts in implementing certain concepts, kindly email me, and I will guide you. And do not forget about the recruitment part too!
From India, Madras
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From India, Madras
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Hello,
You need to first understand the scope of HR in the organization. There is a clear division between 1) Transactional HR and 2) Transformational HR.
Now, for any organization that is hiring an HR for the first time, you need to devote 90% of your time to Transactional HR first. It will involve setting processes related to attendance, holidays, leave policies, computation of leaves, proper documentation, timely payroll preparation, maintaining personal files and records for each employee, including resumes, offer letters, appointment letters, copies of testimonials, previous employment details, release letters from previous companies, etc.
Transactional HR in the second phase should also focus on components like periodic performance management, issues with increments or promotions, bonus calculations, gratuity, and ensuring timely statutory payments in coordination with the accounts department.
Once the organization becomes more process-oriented as set by you, then you can concentrate on Transformational HR. This involves finding ways to add value to the current employee base. You need to develop policies and processes that make employees feel that you are working for their betterment and for creating a positive work atmosphere in the organization. Concentrate on training and development programs, etc.
I've tried to outline the expected role of an HR for you. Now, you need to explore and come up with the best approach. Best of luck!
Thanks,
Kuheli
From India, Calcutta
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You need to first understand the scope of HR in the organization. There is a clear division between 1) Transactional HR and 2) Transformational HR.
Now, for any organization that is hiring an HR for the first time, you need to devote 90% of your time to Transactional HR first. It will involve setting processes related to attendance, holidays, leave policies, computation of leaves, proper documentation, timely payroll preparation, maintaining personal files and records for each employee, including resumes, offer letters, appointment letters, copies of testimonials, previous employment details, release letters from previous companies, etc.
Transactional HR in the second phase should also focus on components like periodic performance management, issues with increments or promotions, bonus calculations, gratuity, and ensuring timely statutory payments in coordination with the accounts department.
Once the organization becomes more process-oriented as set by you, then you can concentrate on Transformational HR. This involves finding ways to add value to the current employee base. You need to develop policies and processes that make employees feel that you are working for their betterment and for creating a positive work atmosphere in the organization. Concentrate on training and development programs, etc.
I've tried to outline the expected role of an HR for you. Now, you need to explore and come up with the best approach. Best of luck!
Thanks,
Kuheli
From India, Calcutta
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Pls find the attachment it may be very useful to u........All the best...
From India, Coimbatore
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From India, Coimbatore
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Dear HR Functions Tasks:
Recruitment
- Get the Job Description finalized by the person requesting the position.
- Get the position approved from Resource Manager (Currently Manoj).
- Job Posting on Naukri.
- Prepare Process (First Round Interviewers, Interview Time, Second Round Interviewers).
- Screening Profiles.
- Get profiles shortlisted from Interviewers (if needed).
- Schedule Telephonic Interviews, update recruitment sheet.
- Take feedback from Interviewers, update recruitment sheet.
- Reschedule / Schedule Personal Interviews, update recruitment sheet.
- Get Employee Information form filled by Candidate.
- If Shortlisted, Inform Seniors, update recruitment sheet.
Selection
- Schedule HR Interview - Telephonic / Personal, update recruitment sheet.
- Take HR Interview - Personal / Telephonic.
- Offer Negotiation.
- Offer Letter.
- Follow-up on Joining - Every 15 days.
- Inform IT Department to arrange System 15 days before joining.
New Joinee Formalities
- Call and confirm 2 days prior to joining, whether the joining is coming on time.
- Ask IT Department about System arrangement a day before the joinee walks-in.
- Collect the required documents (all documents mandatory).
- Document Submission.
- Latest Updated Resume.
- Certificates.
- Previous Experience Letter.
- Last Month Salary Slip.
- 5 Passport size Photographs.
- Others – Specify.
- Filled Forms.
- Employee Joining Form.
- Provident Form.
- Salary Account Opening Form.
- Others – Specify.
- Induction Presentation.
- Introduction to Organization.
- Conditions of Employment – Entrances & Exits.
- Policies of Companies.
- Provide Staff ID Pass.
- Workplace, equipment, etc.
- Introduction to colleagues.
- New Entrants New Job - Introduction to Superior.
- Arrange Meeting with Seniors.
- Ask IT Department to create Mastiff Email ID of the New Joinee.
- Send New Joinee Introduction Mail to all Employees (To - employee, CC - New Joinee).
- Send Welcome Note along with Policies link to New Joinee on Mastiff Email ID.
- Complete the Induction Checklist.
- Complete the New joinee file and hand-over to HR Associate.
- Input New joinee Data in Payroll.
- Inform Senior HR about new joinee formalities completion and get the file reviewed.
- Meeting with New Joinee.
- Appointment Letter.
- Send mail to Accounts Department about New joinee Salary details.
Employee Confirmation
- Meeting with New joinee and Superior after one month.
- Mail for Employee Performance Status after 45 days for Confirmation.
- Mail to Admin for New Joinee Permanent I-Card (after taking confirmation from Senior).
Training
- Coordinate with seniors about training schedule.
- Inform Trainers about the training schedule.
- Get the trainers' feedback form filled from Trainees.
- Get the trainees' feedback form filled from Trainers.
- Coordination with Trainers for feedback of Trainees.
- Communicate the trainees about performance feedback.
- Employment Letter (if any).
- Complete the trainee employment formalities.
Leave Maintenance
- Daily Attendance Sheet Updation.
- Leave Records Maintenance.
- Monthly Attendance and leave Updates, send mail to employees (if leaves any).
- Monthly Attendance and leave Updates (Send to Senior HR by 4th of every month).
- Review the monthly leave status and send a report to Accounts for Salary Release by 6th of every month.
Budgeting
- Prepare HR Budget.
- Maintaining expenses list.
- Coordination with accounts & Admin team.
- Get the Budget approved from CEO.
Policy
- Policy reviewing.
- Reviewing Salary Band (annually).
Recreational
- Sending Birthday Mails.
- Monthly Birthday party organizing, coordinate with Mauj Masti Team & Admin.
- Approving Budget for the party and suggestions.
- Preparing a Write-up about the event to be posted on Mastiff Blog.
Others
- Sending Salary slips to Employees.
New
- Campus Recruitment.
- Quarterly Performance Evaluation.
- Standardize Training Process.
- Organization Structure.
- Salary Band.
- Prepare Competitor Companies List.
Employee Communication
- Communicating with employees on a daily basis (if any issues inform Seniors).
- Communicating with employees on a daily basis (if any issues inform Seniors).
- Communicating with employees on a daily basis (if any issues inform the respective Manager and Management).
Exit formalities
- Talk to Employee about Resignation.
- Talk to his Senior/Manager about his issue.
- If relieving is confirmed, finalize his last date, notice period, mail the employee about his last date and other formalities.
- On the relieving day, conduct an exit interview, get the exit form filled.
- Issue necessary documents - Relieving Letter/Experience Letter/Salary Slips (if required).
- Collect company assets which are with him/her - library books, I-Card, others, etc.
- Calculate his leaves, any deductions, any amount due towards the employee, and inform the accounts to settle the employee's accounts (if relieving formalities are duly completed).
- Inform IT Department to deactivate his Company Email Account.
- Document his exit documents in his employment file.
From India, Delhi
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Recruitment
- Get the Job Description finalized by the person requesting the position.
- Get the position approved from Resource Manager (Currently Manoj).
- Job Posting on Naukri.
- Prepare Process (First Round Interviewers, Interview Time, Second Round Interviewers).
- Screening Profiles.
- Get profiles shortlisted from Interviewers (if needed).
- Schedule Telephonic Interviews, update recruitment sheet.
- Take feedback from Interviewers, update recruitment sheet.
- Reschedule / Schedule Personal Interviews, update recruitment sheet.
- Get Employee Information form filled by Candidate.
- If Shortlisted, Inform Seniors, update recruitment sheet.
Selection
- Schedule HR Interview - Telephonic / Personal, update recruitment sheet.
- Take HR Interview - Personal / Telephonic.
- Offer Negotiation.
- Offer Letter.
- Follow-up on Joining - Every 15 days.
- Inform IT Department to arrange System 15 days before joining.
New Joinee Formalities
- Call and confirm 2 days prior to joining, whether the joining is coming on time.
- Ask IT Department about System arrangement a day before the joinee walks-in.
- Collect the required documents (all documents mandatory).
- Document Submission.
- Latest Updated Resume.
- Certificates.
- Previous Experience Letter.
- Last Month Salary Slip.
- 5 Passport size Photographs.
- Others – Specify.
- Filled Forms.
- Employee Joining Form.
- Provident Form.
- Salary Account Opening Form.
- Others – Specify.
- Induction Presentation.
- Introduction to Organization.
- Conditions of Employment – Entrances & Exits.
- Policies of Companies.
- Provide Staff ID Pass.
- Workplace, equipment, etc.
- Introduction to colleagues.
- New Entrants New Job - Introduction to Superior.
- Arrange Meeting with Seniors.
- Ask IT Department to create Mastiff Email ID of the New Joinee.
- Send New Joinee Introduction Mail to all Employees (To - employee, CC - New Joinee).
- Send Welcome Note along with Policies link to New Joinee on Mastiff Email ID.
- Complete the Induction Checklist.
- Complete the New joinee file and hand-over to HR Associate.
- Input New joinee Data in Payroll.
- Inform Senior HR about new joinee formalities completion and get the file reviewed.
- Meeting with New Joinee.
- Appointment Letter.
- Send mail to Accounts Department about New joinee Salary details.
Employee Confirmation
- Meeting with New joinee and Superior after one month.
- Mail for Employee Performance Status after 45 days for Confirmation.
- Mail to Admin for New Joinee Permanent I-Card (after taking confirmation from Senior).
Training
- Coordinate with seniors about training schedule.
- Inform Trainers about the training schedule.
- Get the trainers' feedback form filled from Trainees.
- Get the trainees' feedback form filled from Trainers.
- Coordination with Trainers for feedback of Trainees.
- Communicate the trainees about performance feedback.
- Employment Letter (if any).
- Complete the trainee employment formalities.
Leave Maintenance
- Daily Attendance Sheet Updation.
- Leave Records Maintenance.
- Monthly Attendance and leave Updates, send mail to employees (if leaves any).
- Monthly Attendance and leave Updates (Send to Senior HR by 4th of every month).
- Review the monthly leave status and send a report to Accounts for Salary Release by 6th of every month.
Budgeting
- Prepare HR Budget.
- Maintaining expenses list.
- Coordination with accounts & Admin team.
- Get the Budget approved from CEO.
Policy
- Policy reviewing.
- Reviewing Salary Band (annually).
Recreational
- Sending Birthday Mails.
- Monthly Birthday party organizing, coordinate with Mauj Masti Team & Admin.
- Approving Budget for the party and suggestions.
- Preparing a Write-up about the event to be posted on Mastiff Blog.
Others
- Sending Salary slips to Employees.
New
- Campus Recruitment.
- Quarterly Performance Evaluation.
- Standardize Training Process.
- Organization Structure.
- Salary Band.
- Prepare Competitor Companies List.
Employee Communication
- Communicating with employees on a daily basis (if any issues inform Seniors).
- Communicating with employees on a daily basis (if any issues inform Seniors).
- Communicating with employees on a daily basis (if any issues inform the respective Manager and Management).
Exit formalities
- Talk to Employee about Resignation.
- Talk to his Senior/Manager about his issue.
- If relieving is confirmed, finalize his last date, notice period, mail the employee about his last date and other formalities.
- On the relieving day, conduct an exit interview, get the exit form filled.
- Issue necessary documents - Relieving Letter/Experience Letter/Salary Slips (if required).
- Collect company assets which are with him/her - library books, I-Card, others, etc.
- Calculate his leaves, any deductions, any amount due towards the employee, and inform the accounts to settle the employee's accounts (if relieving formalities are duly completed).
- Inform IT Department to deactivate his Company Email Account.
- Document his exit documents in his employment file.
From India, Delhi
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Hi,
I am Jesu Dasse from the Department of Management Studies at Pondicherry University. I want to thank you for providing such useful content in a clear and concise manner. I am specializing in HRM, and your content will surely help me in gaining a better understanding for my future work in startups.
I am interested in working on mini projects and would appreciate your suggestions on how to proceed. Currently, I have a basic knowledge of HR and believe that hands-on projects on various topics will enhance my learning experience.
Please share your insights and suggestions with me. You can reach me at inspiretrainingsolutions@gmail.com.
Thank you.
From India, Pondicherry
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I am Jesu Dasse from the Department of Management Studies at Pondicherry University. I want to thank you for providing such useful content in a clear and concise manner. I am specializing in HRM, and your content will surely help me in gaining a better understanding for my future work in startups.
I am interested in working on mini projects and would appreciate your suggestions on how to proceed. Currently, I have a basic knowledge of HR and believe that hands-on projects on various topics will enhance my learning experience.
Please share your insights and suggestions with me. You can reach me at inspiretrainingsolutions@gmail.com.
Thank you.
From India, Pondicherry
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Sir, Your information is really useful, especially for persons like me who want to take up HR profession. It gives a clear picture of what we do day in and day out when we enter the corporate world. I would be happy to know the skills that are to be inculcated while doing MBA and specializing in HR. Apart from reading HR material, where and how can I mold myself to become an effective HR manager in a knowledge-based company.
My email id is inspiretrainingsolutions@gmail.com.
From India, Pondicherry
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My email id is inspiretrainingsolutions@gmail.com.
From India, Pondicherry
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Hello,
You have received a wonderful opportunity, perhaps a once-in-a-lifetime opportunity, to independently set up the HR function in an organization from the word 'go'. You should be thrilled at this.
I would suggest the following:
Believe that the HR function is a strategic component of any organization. Proceed to identify the organization's vision, mission, philosophy, ethics, etc., from the entrepreneur. It is crucial at the outset to have this first-hand knowledge and to develop a relationship with the owners of the company.
Once you have this foundation in place, you can plan for your organization's present and future.
Develop clear job descriptions for each position.
Look into developing various HR policies.
Do not forget about various statutory compliances.
There is plenty to do!
Acknowledge(0)Amend(0)
You have received a wonderful opportunity, perhaps a once-in-a-lifetime opportunity, to independently set up the HR function in an organization from the word 'go'. You should be thrilled at this.
I would suggest the following:
Believe that the HR function is a strategic component of any organization. Proceed to identify the organization's vision, mission, philosophy, ethics, etc., from the entrepreneur. It is crucial at the outset to have this first-hand knowledge and to develop a relationship with the owners of the company.
Once you have this foundation in place, you can plan for your organization's present and future.
Develop clear job descriptions for each position.
Look into developing various HR policies.
Do not forget about various statutory compliances.
There is plenty to do!
Acknowledge(0)Amend(0)
Note the following:
Registration of the Company under Shop and Commercial establishment, registration under PF and ESI. Insurance of the Employees. This can be taken care of by CAs dealing with the above acts; get hold of a simple and sincere one. Attendance register. Salary register. Work profile of every employee/post. Reporting and evaluation. Promotion and increment policy. Sangla Lko.
From India, New Delhi
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Registration of the Company under Shop and Commercial establishment, registration under PF and ESI. Insurance of the Employees. This can be taken care of by CAs dealing with the above acts; get hold of a simple and sincere one. Attendance register. Salary register. Work profile of every employee/post. Reporting and evaluation. Promotion and increment policy. Sangla Lko.
From India, New Delhi
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Dear.... Attached are the summary of gamut of HR activity. You may find it useful. -Pravin
From India, Pune
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From India, Pune
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Hi All,
This is really good information. I have joined a startup company and am setting up the complete processes and policies here. It's a great learning experience. Any initiative you take will be a good initiative.
Regards,
Ashok N
From India, Bangalore
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This is really good information. I have joined a startup company and am setting up the complete processes and policies here. It's a great learning experience. Any initiative you take will be a good initiative.
Regards,
Ashok N
From India, Bangalore
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We posted an internal job advert for junior staff, and the cleaners at my workplace applied and got the job. Now I have to draft a job offer letter where they will first be employed as assembler trainees at the same salary, then have their salaries reviewed next month and backdated to the commencement date.
Please help me draft a letter. I am in need of it urgently.
From South Africa, Durban
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Please help me draft a letter. I am in need of it urgently.
From South Africa, Durban
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1) Understand your organization's goals, objectives, and their requirements.
2) Make a plan on how to achieve them.
3) Manpower planning - determine how many people are required.
4) Prepare job specifications (skills, education, experience required for each position) based on the department's needs.
5) Prepare job descriptions outlining the roles, duties, and responsibilities of the hired personnel.
6) Evaluate jobs quantitatively and qualitatively.
7) Develop a compensation program including basic wage, DA (according to price increases and cost of living), and HRA (30% of basic wage).
8) Ensure fair and equitable wages for similar work.
9) Pay manual workers less than those in supervisory roles.
10) Offer salaries comparable to competitors in the industry.
11) Set performance standards, targets, and KRA within specified timelines.
12) Communicate and monitor progress against set standards.
13) Conduct assessments and evaluations.
14) Identify training needs.
15) Ensure wages comply with the Payment of Wages Act and Minimum Wages Act.
16) Provide counseling and feedback following performance appraisals.
17) Reward outstanding performance with monetary or non-monetary incentives and recognition (consider assigning a supervisory job title).
18) Offer incentives, skill-based pay, performance-based pay, benefits, and retirement benefits.
19) Recognize trade unions and engage in peaceful bargaining through mutual discussions, conciliation, and arbitration.
20) For companies operating globally, consider strategic predispositions:
a) Ethnocentric - hire from the parent country.
b) Polycentric - hire from the host country where the subsidiary operates.
c) Geocentric - hire globally based on talent; go 'glocal' - think globally, act locally.
d) Regiocentric - hire within specific regions.
From India, Delhi
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2) Make a plan on how to achieve them.
3) Manpower planning - determine how many people are required.
4) Prepare job specifications (skills, education, experience required for each position) based on the department's needs.
5) Prepare job descriptions outlining the roles, duties, and responsibilities of the hired personnel.
6) Evaluate jobs quantitatively and qualitatively.
7) Develop a compensation program including basic wage, DA (according to price increases and cost of living), and HRA (30% of basic wage).
8) Ensure fair and equitable wages for similar work.
9) Pay manual workers less than those in supervisory roles.
10) Offer salaries comparable to competitors in the industry.
11) Set performance standards, targets, and KRA within specified timelines.
12) Communicate and monitor progress against set standards.
13) Conduct assessments and evaluations.
14) Identify training needs.
15) Ensure wages comply with the Payment of Wages Act and Minimum Wages Act.
16) Provide counseling and feedback following performance appraisals.
17) Reward outstanding performance with monetary or non-monetary incentives and recognition (consider assigning a supervisory job title).
18) Offer incentives, skill-based pay, performance-based pay, benefits, and retirement benefits.
19) Recognize trade unions and engage in peaceful bargaining through mutual discussions, conciliation, and arbitration.
20) For companies operating globally, consider strategic predispositions:
a) Ethnocentric - hire from the parent country.
b) Polycentric - hire from the host country where the subsidiary operates.
c) Geocentric - hire globally based on talent; go 'glocal' - think globally, act locally.
d) Regiocentric - hire within specific regions.
From India, Delhi
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Dear Sir,
How are you? I am Narendra Singh from the Department of Compliance HR. I want to thank you for providing valuable content in a clear and concise manner. It is crystal clear.
I have sent you the Social Compliance audit reports. If you have any questions related to HR and compliance, please feel free to call me at 9810849553.
Thank you.
Best regards,
Narendra Singh
From India, Gurgaon
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How are you? I am Narendra Singh from the Department of Compliance HR. I want to thank you for providing valuable content in a clear and concise manner. It is crystal clear.
I have sent you the Social Compliance audit reports. If you have any questions related to HR and compliance, please feel free to call me at 9810849553.
Thank you.
Best regards,
Narendra Singh
From India, Gurgaon
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Hi i am Narendra Prajapati i attach herewith Social Compliance Audit Repors. Best Reards Narendra Prajapati
From India, Gurgaon
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From India, Gurgaon
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Hi Kuheli,
I read the below answer of yours. It's really knowledgeable for a fresher like me. In addition to that, could you also help me out and tell me that I am doing an MBA (HR) from IGNOU as a correspondence course. Will it help me in my career if I look forward to an HR job? It is still to complete, and I will give the final semester this December. What should I do to get an HR job, as I don't have any experience in HR at all? Please guide me.
Regards,
Anjana
Email: anjanauniyal@rediffmail.com
From India, Delhi
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I read the below answer of yours. It's really knowledgeable for a fresher like me. In addition to that, could you also help me out and tell me that I am doing an MBA (HR) from IGNOU as a correspondence course. Will it help me in my career if I look forward to an HR job? It is still to complete, and I will give the final semester this December. What should I do to get an HR job, as I don't have any experience in HR at all? Please guide me.
Regards,
Anjana
Email: anjanauniyal@rediffmail.com
From India, Delhi
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Dear Sir, I want Traveling allowance,Dearness Allowance Policy & Procedures in retail industry .very very urgent. Ep Raju.
From India, Hyderabad
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From India, Hyderabad
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I am a fresher right now and seeking a job. Can you please suggest how I should prepare myself for the interview? There are some conditions applied: I passed out with an M.B.A in HR, not from a top B-school. I am a little bit confused about which function I should concentrate on to make my career, one that has good opportunities in the future.
Please suggest, I'll be highly obliged to you.
From India, Calcutta
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Please suggest, I'll be highly obliged to you.
From India, Calcutta
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Role of hr.zip
Changing role of HR.ppt
HR Job Functions.doc