Hi,
I am working in the manufacturing sector as an HR Executive. I need to know about the major duties and responsibilities of HR in the manufacturing sector, as well as legal compliance in Punjab in the manufacturing sector. Please help me as soon as possible.
From India, Chandigarh
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18I am working in the manufacturing sector as an HR Executive. I need to know about the major duties and responsibilities of HR in the manufacturing sector, as well as legal compliance in Punjab in the manufacturing sector. Please help me as soon as possible.
From India, Chandigarh
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Dear Amrit,
Your responsibilities and duties shall depend on your job profile for which you have been appointed. It is better to check with your superior rather than asking anyone else. Regarding legal compliance in Punjab, it is a broad perspective question. Are you considering total legal compliance or only labor law compliance? It is advisable to make a decision, and perhaps I can assist you with that.
Cheers,
Parashar
From India, Delhi
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Your responsibilities and duties shall depend on your job profile for which you have been appointed. It is better to check with your superior rather than asking anyone else. Regarding legal compliance in Punjab, it is a broad perspective question. Are you considering total legal compliance or only labor law compliance? It is advisable to make a decision, and perhaps I can assist you with that.
Cheers,
Parashar
From India, Delhi
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Hi Amrit, I’m sure Mr.PArashar will be able to help you in this, he has a vast experience in this field, and with many good companies and manufacturing units. Do take his help. Cheers Archna
From India, Delhi
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From India, Delhi
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Thank you, sir, for your reply.
The first thing is I have received my responsibilities from my senior, but they have asked me about the potential changes in the Mohali plant, which is one of the units of the organization with the head office in Noida. They want to know the possible areas in HR & Administration where I can create and make changes. Therefore, I need a standard proforma for HR & Administration in a manufacturing unit.
Secondly, I would like to know about the legal compliance from an HR perspective in the manufacturing sector in Punjab & Himachal Pradesh. This includes the Factory Act, labor laws, equal remuneration laws, etc.
I hope this clarifies things. Please help me.
From India, Chandigarh
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The first thing is I have received my responsibilities from my senior, but they have asked me about the potential changes in the Mohali plant, which is one of the units of the organization with the head office in Noida. They want to know the possible areas in HR & Administration where I can create and make changes. Therefore, I need a standard proforma for HR & Administration in a manufacturing unit.
Secondly, I would like to know about the legal compliance from an HR perspective in the manufacturing sector in Punjab & Himachal Pradesh. This includes the Factory Act, labor laws, equal remuneration laws, etc.
I hope this clarifies things. Please help me.
From India, Chandigarh
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Really, there is no standard guide to assist you in these matters.
Whatever improvements that are needed will totally depend on current practices in your organization and at each manufacturing unit in different parts of the country. You have to study these current practices and identify the areas in which improvements need to be made and how best to make these. The latter task needs a little more experience than you seem to have.
What you can do, however, through proper study and subsequent meetings with other HR managers in other units in the same geographical area and/or industry is at least identify the weak points or gaps in your practices, draft out possible remedies, and discuss these with your superiors before putting these down in writing in a formal report.
Nobody can give you the answers. You have to find them yourself.
Use the same approach for the legal requirements that must be met. Ask the HR personnel in other units that you meet which acts/statutes they have to comply with. Then study those acts/statutes and ascertain which are not being followed by your manufacturing units. Bring these up with your superiors and make a formal report.
Honestly, CiteHR members can generally guide you, but they cannot do what you yourself should be doing. Pull up your socks and start working!
Jeroo
From India, Mumbai
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Whatever improvements that are needed will totally depend on current practices in your organization and at each manufacturing unit in different parts of the country. You have to study these current practices and identify the areas in which improvements need to be made and how best to make these. The latter task needs a little more experience than you seem to have.
What you can do, however, through proper study and subsequent meetings with other HR managers in other units in the same geographical area and/or industry is at least identify the weak points or gaps in your practices, draft out possible remedies, and discuss these with your superiors before putting these down in writing in a formal report.
Nobody can give you the answers. You have to find them yourself.
Use the same approach for the legal requirements that must be met. Ask the HR personnel in other units that you meet which acts/statutes they have to comply with. Then study those acts/statutes and ascertain which are not being followed by your manufacturing units. Bring these up with your superiors and make a formal report.
Honestly, CiteHR members can generally guide you, but they cannot do what you yourself should be doing. Pull up your socks and start working!
Jeroo
From India, Mumbai
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Dear sir,
I believe every company has its Operating Procedure with its Management Representative (MR). By referring to the OP, I am confident that your roles and responsibilities, based on your nature of work, would be clearly outlined.
Santosh Iyer
From India, Pune
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I believe every company has its Operating Procedure with its Management Representative (MR). By referring to the OP, I am confident that your roles and responsibilities, based on your nature of work, would be clearly outlined.
Santosh Iyer
From India, Pune
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Hi!
You may take help of this formula "see backward, go forward" which means just study/observe what the precedents and prevailing practices are in your organization and others in that area. Just befriend a senior person from a nearby unit and use him as your mentor for this temporary phase, and act accordingly.
With best regards,
Alok Goel
PS - These are just personal opinions and this is in addition to what the seniors have advised.
From India, Bharat
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You may take help of this formula "see backward, go forward" which means just study/observe what the precedents and prevailing practices are in your organization and others in that area. Just befriend a senior person from a nearby unit and use him as your mentor for this temporary phase, and act accordingly.
With best regards,
Alok Goel
PS - These are just personal opinions and this is in addition to what the seniors have advised.
From India, Bharat
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