STAGE 1
Review the current practices/policies, if any. Audit all HR activities that are performed, even in a crude format.
HERE ARE THE CORE HR KRAs (Key Result Areas):
KRA 1: Recruitment/Selection
KRA 2: Workforce Planning and Diversity
KRA 3: Performance Management
KRA 4: Reward Management
KRA 5: Workplace Management and Relations
KRA 6: A Safe and Healthy Workplace
KRA 7: Building Capabilities and Organizational Learning
KRA 8: Effective HR Management Systems, Support, and Monitoring
STAGE 2
- Understand the organization.
- Understand the organization structure.
- Understand the organization systems.
- Understand the organization politics/influential people.
- Understand the organization/individual roles.
- Understand the organization/positions.
- Understand the individual job descriptions.
- Understand the job/job specifications, etc.
STAGE 3
- Discuss the values/beliefs with senior management/CEO and the need for an HR department.
- Discuss the expectations from the HR department - short/medium/long term.
- Discuss with the CEO the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.
- Discuss/seek consensus on organization structure/management processes.
- Discuss the current organization culture with senior management.
- Discuss with CEO/senior management the core activities/competencies and business drivers of the organization.
To get a good start and maintain credibility, you need this information to start your work on the HR department. Get a copy of the corporate plan, which outlines the company's:
- Vision
- Mission
- Corporate Objectives
- Corporate Strategies, etc.
The HR department is a support unit and hence must work closely with other departments.
STAGE 4
Even though there is currently no HR department, several HR activities are being carried out now. You have to know what they are, how they are being carried out, and by whom. To collect and consolidate these, you need a quick HR audit of the present situation.
After you gather all the information and summarize, you should sit down with your boss (CEO) and discuss and prioritize the items as follows:
- Urgent/Important
- Urgent/Not Important
- Not Urgent/Important
- Not Urgent/Not Important, but needed down the line.
STAGE 5
Please review the HR manual, as listed below. Pick points out of it, as per your need, based on your discussion/audit results. You may want to start with:
- HR department objectives.
- HR department strategies.
- Draft on recruitment/selection procedure/process.
- Draft on organization/structure.
- Draft on jobs' analyses/job descriptions/job specifications/competencies.
- Draft on payroll/compensation/administration.
- Appointment/confirmation/termination/resignation procedures/process.
- Induction program.
- Orientation program.
- Employee communications.
- Training & development of the employees.
- Performance appraisals/management.
Once you have the preliminary draft ready, you can start with your employee handbook[list provided below].
STAGE 6
Review the HRM processes, make a note of what you think are important for the company and the priority ones.
HRM PROCESSES:
- HR auditing.
- HR budgeting.
- Strategic HRM planning.
- HR strategies and policies.
- HR and change management.
- Competency-based HR.
- Knowledge management.
JOB DEVELOPMENT:
- Job analysis.
- Job role.
- Job description.
- Job specifications.
- Job enrichment.
- Job rotation.
RECRUITMENT/SELECTION:
- Recruitment.
- Selection.
- Induction.
- Orientation.
ORGANIZATIONAL BEHAVIOR PROGRAMS:
- Employee engagement.
- Motivation.
- Organization culture.
- Organization development.
ORGANIZATION:
- Org. designing.
- Org. structuring.
- Org. development.
- Job/role structuring.
HUMAN RESOURCING:
- HR planning.
- Manpower planning.
- Succession planning.
- Talent management.
PERFORMANCE MANAGEMENT:
- Performance appraisals.
- Performance managing the processes.
HR DEVELOPMENT:
- Org. learning.
- Training.
- Education.
- Development.
- Training evaluation.
- E-learning.
- Management development.
- Career planning/development.
REWARD MANAGEMENT:
- Job evaluation.
- Managing reward process.
- Administration of rewards.
- Benefits.
EMPLOYEE RELATIONS:
- Organization communications.
- Employee communications.
- Staff amenities.
HEALTH AND SAFETY:
- OHS.
HUMAN RESOURCE INFORMATION SYSTEM.
STAGE 7
Review the HRM systems, make a note of what you think are important for the company and the priority ones.
HR SYSTEMS:
- HR strategic planning system.
- Human resource planning system.
- Manpower planning system.
- Job profiling system.
- Recruitment & selection system.
- Performance appraisal system.
- Performance management system.
- People development systems.
- Career planning and development system.
- Succession planning system.
- Job enrichment system.
- Compensation planning and packaging system.
This is just a common list.
After Stage 1, 2, 3, 4, 5, 6, 7 make a report:
- What is the current situation.
- What kind of HR department is required.
- What you think are your priorities.
- What is your action plan.
- What is the time schedule.
Make a temporary HR department:
- One HR Manager (yourself).
- One Training Manager.
- One Salary Administration Manager.
- One Recruitment/Selection Manager.
Discuss this with the senior management, seek their approval/blessings/support:
- To implement your plan.
- To win confidence/trust, you need to show credibility/functional knowledge level.
- Initially, please do not rush with too many things. Take one thing at a time and do a thorough job. Everything must be done right the first time.
Preparing an HR manual is important. Not all that is listed here may be necessary at first. Discussing with senior management and identify the priority ones and work on them.
HR MANAGEMENT MANUAL:
Human Resources Policies, Procedures, and Forms.
Table of Contents.
ADMINISTRATION:
ADM.101 Personnel Records Activities.
1.0 Employee Information.
2.0 HR Personnel Records.
3.0 Contents of Personnel Files.
4.0 Employee's Personnel Records Review.
5.0 Management Review of Personnel Files.
6.0 Company Release Of Employee Information.
7.0 Record Retention and Long-Term Storage.
8.0 Record Destruction.
Forms.
Ex1 Personnel Records Access Log.
Ex2 HR Records Retention Periods.
ADM.102 Form Development Activities.
1.0 Form Development and Format.
2.0 Authorization and Printing.
3.0 Form Numbering and Placement.
4.0 Forms Index and Manual.
Forms.
Ex1 Form Printing Request.
ADM.103 Document Control Activities.
1.0 Document Distribution.
2.0 Document Revision.
3.0 Document.
4.0 Temporary Changes.
Forms.
Ex1 Request For Document Change (RDC).
ADM.104 Mail & Express Services Activities.
1.0 General Mail Usage.
2.0 Addressing Mail.
3.0 Express Mail.
4.0 Overnight Packages.
Forms.
Ex1 Outgoing Mail Register.
ADM.105 Telephone Answering Activities.
1.0 Answering Techniques and Etiquette.
2.0 Answering and Directing Calls.
3.0 Taking Messages.
4.0 Telephone User's Guide.
Forms.
Ex1 Important Message.
ADM.106 Property & Access Control Activities.
1.0 Background Checks.
2.0 Physical Access Controls.
3.0 Key Controls.
4.0 Proprietary Information Controls.
5.0 Collection Of Access Controls.
6.0 Visitors & Guests.
Forms.
Ex1 Key Issue Policy.
Ex2 Visitor Log.
ADM.107 Separation Activities.
1.0 Resignations.
2.0 Involuntary Terminations And Layoffs.
3.0 Terminations For Cause.
4.0 Termination Meeting.
Forms.
Ex1 Exit Interview Checklist.
Ex2 Exit References Authorization.
ADM.108 Workplace Rules & Guidelines Activities.
1.0 Alcohol And Drugs.
2.0 Breaks And Lunch Time.
3.0 Company Property.
4.0 Grievances And Complaints.
5.0 Inclement Weather.
6.0 Parking.
7.0 Personal Telephone Calls.
8.0 Smoking.
9.0 Solicitations.
10.0 Suggestions.
11.0 Visitors.
Forms.
Ex1 Suggestion Form.
ADM.109 Human Resources Reports Activities.
1.0 Preparation Guidelines.
2.0 Occupational Health & Safety Reports.
3.0 Equal Opportunity Reports.
4.0 Training Plan.
5.0 Hiring Status Report.
6.0 Compensation Summary.
Forms.
EX1 Human Resource Reporting Summary.
EX2 HR Hiring Status Report.
ADM.110 Dress Code Activities.
1.0 Dress Code.
1.1 Business Attire.
1.2 Business Casual Attire.
1.3 Casual Attire.
1.4 Uniformed Attire.
1.5 Safety Attire.
1.6 Formal Attire.
1.7 Inappropriate Attire.
1.8 Business Situations.
1.9 Recreation & Parties.
2.0 Dinners & Receptions.
3.0 Personal Hygiene.
4.0 Disciplinary Action.
HIRING PROCEDURES.
HR
From India, Mumbai
Acknowledge(1)
Amend(0)
166Review the current practices/policies, if any. Audit all HR activities that are performed, even in a crude format.
HERE ARE THE CORE HR KRAs (Key Result Areas):
KRA 1: Recruitment/Selection
KRA 2: Workforce Planning and Diversity
KRA 3: Performance Management
KRA 4: Reward Management
KRA 5: Workplace Management and Relations
KRA 6: A Safe and Healthy Workplace
KRA 7: Building Capabilities and Organizational Learning
KRA 8: Effective HR Management Systems, Support, and Monitoring
STAGE 2
- Understand the organization.
- Understand the organization structure.
- Understand the organization systems.
- Understand the organization politics/influential people.
- Understand the organization/individual roles.
- Understand the organization/positions.
- Understand the individual job descriptions.
- Understand the job/job specifications, etc.
STAGE 3
- Discuss the values/beliefs with senior management/CEO and the need for an HR department.
- Discuss the expectations from the HR department - short/medium/long term.
- Discuss with the CEO the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.
- Discuss/seek consensus on organization structure/management processes.
- Discuss the current organization culture with senior management.
- Discuss with CEO/senior management the core activities/competencies and business drivers of the organization.
To get a good start and maintain credibility, you need this information to start your work on the HR department. Get a copy of the corporate plan, which outlines the company's:
- Vision
- Mission
- Corporate Objectives
- Corporate Strategies, etc.
The HR department is a support unit and hence must work closely with other departments.
STAGE 4
Even though there is currently no HR department, several HR activities are being carried out now. You have to know what they are, how they are being carried out, and by whom. To collect and consolidate these, you need a quick HR audit of the present situation.
After you gather all the information and summarize, you should sit down with your boss (CEO) and discuss and prioritize the items as follows:
- Urgent/Important
- Urgent/Not Important
- Not Urgent/Important
- Not Urgent/Not Important, but needed down the line.
STAGE 5
Please review the HR manual, as listed below. Pick points out of it, as per your need, based on your discussion/audit results. You may want to start with:
- HR department objectives.
- HR department strategies.
- Draft on recruitment/selection procedure/process.
- Draft on organization/structure.
- Draft on jobs' analyses/job descriptions/job specifications/competencies.
- Draft on payroll/compensation/administration.
- Appointment/confirmation/termination/resignation procedures/process.
- Induction program.
- Orientation program.
- Employee communications.
- Training & development of the employees.
- Performance appraisals/management.
Once you have the preliminary draft ready, you can start with your employee handbook[list provided below].
STAGE 6
Review the HRM processes, make a note of what you think are important for the company and the priority ones.
HRM PROCESSES:
- HR auditing.
- HR budgeting.
- Strategic HRM planning.
- HR strategies and policies.
- HR and change management.
- Competency-based HR.
- Knowledge management.
JOB DEVELOPMENT:
- Job analysis.
- Job role.
- Job description.
- Job specifications.
- Job enrichment.
- Job rotation.
RECRUITMENT/SELECTION:
- Recruitment.
- Selection.
- Induction.
- Orientation.
ORGANIZATIONAL BEHAVIOR PROGRAMS:
- Employee engagement.
- Motivation.
- Organization culture.
- Organization development.
ORGANIZATION:
- Org. designing.
- Org. structuring.
- Org. development.
- Job/role structuring.
HUMAN RESOURCING:
- HR planning.
- Manpower planning.
- Succession planning.
- Talent management.
PERFORMANCE MANAGEMENT:
- Performance appraisals.
- Performance managing the processes.
HR DEVELOPMENT:
- Org. learning.
- Training.
- Education.
- Development.
- Training evaluation.
- E-learning.
- Management development.
- Career planning/development.
REWARD MANAGEMENT:
- Job evaluation.
- Managing reward process.
- Administration of rewards.
- Benefits.
EMPLOYEE RELATIONS:
- Organization communications.
- Employee communications.
- Staff amenities.
HEALTH AND SAFETY:
- OHS.
HUMAN RESOURCE INFORMATION SYSTEM.
STAGE 7
Review the HRM systems, make a note of what you think are important for the company and the priority ones.
HR SYSTEMS:
- HR strategic planning system.
- Human resource planning system.
- Manpower planning system.
- Job profiling system.
- Recruitment & selection system.
- Performance appraisal system.
- Performance management system.
- People development systems.
- Career planning and development system.
- Succession planning system.
- Job enrichment system.
- Compensation planning and packaging system.
This is just a common list.
After Stage 1, 2, 3, 4, 5, 6, 7 make a report:
- What is the current situation.
- What kind of HR department is required.
- What you think are your priorities.
- What is your action plan.
- What is the time schedule.
Make a temporary HR department:
- One HR Manager (yourself).
- One Training Manager.
- One Salary Administration Manager.
- One Recruitment/Selection Manager.
Discuss this with the senior management, seek their approval/blessings/support:
- To implement your plan.
- To win confidence/trust, you need to show credibility/functional knowledge level.
- Initially, please do not rush with too many things. Take one thing at a time and do a thorough job. Everything must be done right the first time.
Preparing an HR manual is important. Not all that is listed here may be necessary at first. Discussing with senior management and identify the priority ones and work on them.
HR MANAGEMENT MANUAL:
Human Resources Policies, Procedures, and Forms.
Table of Contents.
ADMINISTRATION:
ADM.101 Personnel Records Activities.
1.0 Employee Information.
2.0 HR Personnel Records.
3.0 Contents of Personnel Files.
4.0 Employee's Personnel Records Review.
5.0 Management Review of Personnel Files.
6.0 Company Release Of Employee Information.
7.0 Record Retention and Long-Term Storage.
8.0 Record Destruction.
Forms.
Ex1 Personnel Records Access Log.
Ex2 HR Records Retention Periods.
ADM.102 Form Development Activities.
1.0 Form Development and Format.
2.0 Authorization and Printing.
3.0 Form Numbering and Placement.
4.0 Forms Index and Manual.
Forms.
Ex1 Form Printing Request.
ADM.103 Document Control Activities.
1.0 Document Distribution.
2.0 Document Revision.
3.0 Document.
4.0 Temporary Changes.
Forms.
Ex1 Request For Document Change (RDC).
ADM.104 Mail & Express Services Activities.
1.0 General Mail Usage.
2.0 Addressing Mail.
3.0 Express Mail.
4.0 Overnight Packages.
Forms.
Ex1 Outgoing Mail Register.
ADM.105 Telephone Answering Activities.
1.0 Answering Techniques and Etiquette.
2.0 Answering and Directing Calls.
3.0 Taking Messages.
4.0 Telephone User's Guide.
Forms.
Ex1 Important Message.
ADM.106 Property & Access Control Activities.
1.0 Background Checks.
2.0 Physical Access Controls.
3.0 Key Controls.
4.0 Proprietary Information Controls.
5.0 Collection Of Access Controls.
6.0 Visitors & Guests.
Forms.
Ex1 Key Issue Policy.
Ex2 Visitor Log.
ADM.107 Separation Activities.
1.0 Resignations.
2.0 Involuntary Terminations And Layoffs.
3.0 Terminations For Cause.
4.0 Termination Meeting.
Forms.
Ex1 Exit Interview Checklist.
Ex2 Exit References Authorization.
ADM.108 Workplace Rules & Guidelines Activities.
1.0 Alcohol And Drugs.
2.0 Breaks And Lunch Time.
3.0 Company Property.
4.0 Grievances And Complaints.
5.0 Inclement Weather.
6.0 Parking.
7.0 Personal Telephone Calls.
8.0 Smoking.
9.0 Solicitations.
10.0 Suggestions.
11.0 Visitors.
Forms.
Ex1 Suggestion Form.
ADM.109 Human Resources Reports Activities.
1.0 Preparation Guidelines.
2.0 Occupational Health & Safety Reports.
3.0 Equal Opportunity Reports.
4.0 Training Plan.
5.0 Hiring Status Report.
6.0 Compensation Summary.
Forms.
EX1 Human Resource Reporting Summary.
EX2 HR Hiring Status Report.
ADM.110 Dress Code Activities.
1.0 Dress Code.
1.1 Business Attire.
1.2 Business Casual Attire.
1.3 Casual Attire.
1.4 Uniformed Attire.
1.5 Safety Attire.
1.6 Formal Attire.
1.7 Inappropriate Attire.
1.8 Business Situations.
1.9 Recreation & Parties.
2.0 Dinners & Receptions.
3.0 Personal Hygiene.
4.0 Disciplinary Action.
HIRING PROCEDURES.
HR
From India, Mumbai
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Setup HR Department.doc