Dear All I am working in a phrmaceutical co. which is working on the pattern of USFDA and 've been asked to make HR manual. Kindly help me in this. Thanks Arsh
From India, Mumbai
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From India, Mumbai
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Dear Arsh I am attaching the HR Manul. Regards alphonse 9443625359
From India, Madras
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166From India, Madras
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Hi Arsh, Even I was looking for the same, while searching I came across the HR Manual of a pharmacutical Industry. It was made by a project trainee. it is really a good one..
From India, Mumbai
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From India, Mumbai
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Dear Arsh,
Please find guidance on HR manual. It would be great if you could inform us about your organization's system so that we can create a manual according to your requirements. Please find a manual for your reference. If you can create your own, please do so yourself. We prefer that the HR person should create an HR manual without seeking help from consultants.
Best Regards,
Sajid Ansari - Delhi
From India, Delhi
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Please find guidance on HR manual. It would be great if you could inform us about your organization's system so that we can create a manual according to your requirements. Please find a manual for your reference. If you can create your own, please do so yourself. We prefer that the HR person should create an HR manual without seeking help from consultants.
Best Regards,
Sajid Ansari - Delhi
From India, Delhi
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Hi,
Can anyone tell me what can be the best induction practices in a manufacturing sector? I have to prepare a project report on the title "Checking the Effectiveness of Induction Process." I need some recommendations on how the induction processes can be effective by implementing best practices.
Thanks a ton. Awaiting a reply.
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Can anyone tell me what can be the best induction practices in a manufacturing sector? I have to prepare a project report on the title "Checking the Effectiveness of Induction Process." I need some recommendations on how the induction processes can be effective by implementing best practices.
Thanks a ton. Awaiting a reply.
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Induction in any organization needs to be planned for three reasons:
1. Induction to organization policies and procedures
This will include timings, leave, and policies on smoking, etc. I had an incident where I forgot to mention about smoking inside the office to a senior recruit. He started smoking the day he joined, and when I went and told him the policy, he was shocked. He said that I should have told this to him at the time of the interview. He never stayed there for more than a year. I made it a point to talk about smoking, especially at senior levels, before issuing the letter.
2. Induction to his Department and department procedures
It is for the department to carry out this. Some organizations have policies and manuals for this, and some do not have HR feels induction is over by introducing the Company policies. This is very critical.
3. Induction to his Job
This is the critical element of the entire process. At senior levels, HR plays a role in suitable drafting of the Circular. In one company where I joined at a senior level, this was not done for a month, and there was confusion and speculation about my roles. The moment the circular was issued, the process was complete.
Sivasankaran
From India, Chennai
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1. Induction to organization policies and procedures
This will include timings, leave, and policies on smoking, etc. I had an incident where I forgot to mention about smoking inside the office to a senior recruit. He started smoking the day he joined, and when I went and told him the policy, he was shocked. He said that I should have told this to him at the time of the interview. He never stayed there for more than a year. I made it a point to talk about smoking, especially at senior levels, before issuing the letter.
2. Induction to his Department and department procedures
It is for the department to carry out this. Some organizations have policies and manuals for this, and some do not have HR feels induction is over by introducing the Company policies. This is very critical.
3. Induction to his Job
This is the critical element of the entire process. At senior levels, HR plays a role in suitable drafting of the Circular. In one company where I joined at a senior level, this was not done for a month, and there was confusion and speculation about my roles. The moment the circular was issued, the process was complete.
Sivasankaran
From India, Chennai
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thank u so much for sharing this information sir ....if you can guide me more on recommendations n suggestions as to how we can make induction process the best ..it will be highly valuabl... regards
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One of the best methods of measuring the effectiveness of any Induction Process in an organization is through studying the attrition rate during the first year over the past few years. If there is no induction process and the attrition is high during the first year, then has it come down after the introduction of the induction process?
Another method is to measure the satisfaction/morale level of the employees who joined in their first year as compared to employees with more than one year in the organization.
There are a few more measures one needs to look at in determining whether the induction process is effective or not.
How do we make it effective?
1. In big organizations, you have written manuals. Ensure that policies and procedures are clearly communicated by HR. This includes travel rules, leave rules, holidays, names of important people, phone numbers, rules pertaining to medical benefits, accidents. Those joining from college fresh, you need to spend more time. There has to be a different process.
2. Do it the same day he joins. Don't wait for a few numbers to join. Many organizations send employees for induction after one month or two months.
3. Do it consistently.
4. Evolve a clear procedure for inducting into the department, say introduction and departmental procedures. HR concentrates only on developing Induction at the organization level. In fact, that is the simplest job. Preparing departmental manuals is critical.
5. Get feedback from the employee.
6. Don't finish by saying this is the manual and go through. Many do not read it completely. Make them read and ask questions as to whether they have understood.
T. Sivasankaran
From India, Chennai
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Another method is to measure the satisfaction/morale level of the employees who joined in their first year as compared to employees with more than one year in the organization.
There are a few more measures one needs to look at in determining whether the induction process is effective or not.
How do we make it effective?
1. In big organizations, you have written manuals. Ensure that policies and procedures are clearly communicated by HR. This includes travel rules, leave rules, holidays, names of important people, phone numbers, rules pertaining to medical benefits, accidents. Those joining from college fresh, you need to spend more time. There has to be a different process.
2. Do it the same day he joins. Don't wait for a few numbers to join. Many organizations send employees for induction after one month or two months.
3. Do it consistently.
4. Evolve a clear procedure for inducting into the department, say introduction and departmental procedures. HR concentrates only on developing Induction at the organization level. In fact, that is the simplest job. Preparing departmental manuals is critical.
5. Get feedback from the employee.
6. Don't finish by saying this is the manual and go through. Many do not read it completely. Make them read and ask questions as to whether they have understood.
T. Sivasankaran
From India, Chennai
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HR Manual (Employee Hand Book).doc
(DOC - ESSPM) Employee Satisfaction Survey Process Manual.pdf
HR INDUCTION MANUAL.ppt