Hi Seniors,
I am working in a medium-sized engineering company, where we found that most of the policies are in operation, and management has advised me to make new policies and amend a few existing ones.
As per my experience, I observed that some companies want to amend or introduce policies only for their own benefits and give them a name (it means dictatorship).
So my questions are:
1. How can we create new policies where employers always view HR as a supportive tool?
2. How to amend existing policies if their motives are unclear?
3. What are the necessary steps to begin working on policies?
4. How can policies be introduced/communicated if management is reluctant to listen to any input?
I hope to receive expert answers that will assist all HR professionals, especially those working in the private sector where dictatorship may be prevalent.
Thanks & Regards,
Arun Kumar
From India, Delhi
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8I am working in a medium-sized engineering company, where we found that most of the policies are in operation, and management has advised me to make new policies and amend a few existing ones.
As per my experience, I observed that some companies want to amend or introduce policies only for their own benefits and give them a name (it means dictatorship).
So my questions are:
1. How can we create new policies where employers always view HR as a supportive tool?
2. How to amend existing policies if their motives are unclear?
3. What are the necessary steps to begin working on policies?
4. How can policies be introduced/communicated if management is reluctant to listen to any input?
I hope to receive expert answers that will assist all HR professionals, especially those working in the private sector where dictatorship may be prevalent.
Thanks & Regards,
Arun Kumar
From India, Delhi
Acknowledge(0)Amend(0)
I am looking after the whole HR department in a medium-scale organization.
Today, just now, I have put approval between our organization's Trust as One Party and our company employer as the Other Party to amend the Superannuation Eligibility. So, it is required to pass a resolution to amend the Superannuation Eligibility that is under the HR only. The approval is prepared, and then a meeting will be called between the Trustees (1 party) and the Company as the other party to sign the approval I made. Afterward, I will send it to LIC of India with a covering letter. LIC will then send documents to fill, and the Amendment will be put on Statutory Paper, e.g., Rs.100 stamp paper. The stamp paper will be signed by Trustees, Company Employer, and HR as a witness. The original will be submitted to LIC, and one copy will be filed at HR. If required, you can inform the Income Tax Commissioner.
From India, Ahmadabad
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Today, just now, I have put approval between our organization's Trust as One Party and our company employer as the Other Party to amend the Superannuation Eligibility. So, it is required to pass a resolution to amend the Superannuation Eligibility that is under the HR only. The approval is prepared, and then a meeting will be called between the Trustees (1 party) and the Company as the other party to sign the approval I made. Afterward, I will send it to LIC of India with a covering letter. LIC will then send documents to fill, and the Amendment will be put on Statutory Paper, e.g., Rs.100 stamp paper. The stamp paper will be signed by Trustees, Company Employer, and HR as a witness. The original will be submitted to LIC, and one copy will be filed at HR. If required, you can inform the Income Tax Commissioner.
From India, Ahmadabad
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