Dear All,
I independently handle the HR department and I need help as this is a small-sized company with 120 employees. I am responsible for recruitment, joining formalities, payroll, attendance, solving employee queries, and database maintenance. Please suggest what other activities I can undertake as an HR.
Regards
From India, Thana
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1I independently handle the HR department and I need help as this is a small-sized company with 120 employees. I am responsible for recruitment, joining formalities, payroll, attendance, solving employee queries, and database maintenance. Please suggest what other activities I can undertake as an HR.
Regards
From India, Thana
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Hi,
You can also engage in more activities as an HR, such as:
1. Handling ESI, PF, and PT activities
2. Coordinating with contract labor employees
3. Implementing dress code activities
4. Developing a training plan
5. Conducting performance appraisal activities
6. Managing security procedures
7. Enforcing employee discipline activities
8. Implementing workplace safety measures
9. Managing annual and medical leave activities
10. Handling ESI, PF, and PT activities
11. Managing returns if it is a factory setting
12. Overseeing pollution control board activities
13. Handling labor department activities, etc.
Feel free to incorporate these activities into your HR responsibilities.
From India, Bangalore
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You can also engage in more activities as an HR, such as:
1. Handling ESI, PF, and PT activities
2. Coordinating with contract labor employees
3. Implementing dress code activities
4. Developing a training plan
5. Conducting performance appraisal activities
6. Managing security procedures
7. Enforcing employee discipline activities
8. Implementing workplace safety measures
9. Managing annual and medical leave activities
10. Handling ESI, PF, and PT activities
11. Managing returns if it is a factory setting
12. Overseeing pollution control board activities
13. Handling labor department activities, etc.
Feel free to incorporate these activities into your HR responsibilities.
From India, Bangalore
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Dear Varu 123,
The company is in the broking industry, and from your suggestion list, I am already doing the following:
1. Handling ESI, PF, PT activities - making payments every month. What else can be done? Please suggest.
3. Dress Code Activities - I am monitoring this; however, what further actions can be taken? Please advise.
4. Training Plan - I organized one training session, but there have been no other training initiatives from the seniors. What should be the next steps?
5. Performance Appraisals Activities - I brought this up for discussion, but there was no response from the seniors afterward.
7. Employee Discipline Activities - I am currently overseeing this. Can you provide suggestions on additional actions to take?
8. Workplace Safety Activities - What more can be done in this area? Please suggest.
9. Annual and Medical Leave Activities - How can we improve in this area? Please provide recommendations.
Regards,
Rita
From India, Thana
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The company is in the broking industry, and from your suggestion list, I am already doing the following:
1. Handling ESI, PF, PT activities - making payments every month. What else can be done? Please suggest.
3. Dress Code Activities - I am monitoring this; however, what further actions can be taken? Please advise.
4. Training Plan - I organized one training session, but there have been no other training initiatives from the seniors. What should be the next steps?
5. Performance Appraisals Activities - I brought this up for discussion, but there was no response from the seniors afterward.
7. Employee Discipline Activities - I am currently overseeing this. Can you provide suggestions on additional actions to take?
8. Workplace Safety Activities - What more can be done in this area? Please suggest.
9. Annual and Medical Leave Activities - How can we improve in this area? Please provide recommendations.
Regards,
Rita
From India, Thana
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Greetings,
Your KRA includes the operational areas of HR. Depending on the bandwidth you may have, please do consider HR strategic and statutory areas as well. Here's my suggestion for your on-the-job learning program:
HR Strategy:
- Review your current processes and identify how aligned they are to your company. If you can draw flow charts and define the exact timelines, you would find many duplicate tasks, which might delay the delivery. Start brainstorming on them and gradually, with a calculated approach, create a better process with fewer dependencies.
- Consider cross-training to ensure there is no skill gap in your team. If you have people whom you may manage under a matrix structure, please ensure they are all empowered to deliver on each other's tasks to avoid any bottleneck in case of any emergencies.
- Identify the employee engagement requirements proactively and research the best program for it. Your employees may be willing to contribute to the company with their ideas for improvement, but there isn't any scope for them to speak up. Arrange an idea platform, it can be virtual or an offline session that you take to ensure they contribute with ideas and projects which they believe would improve the company. This would require provisions and permission, but that will come at a later stage.
- Further look into the HR processes and see how you can improve them. Find out what is done by your competitors in terms of process and programs, identify what is best for your environment, and initiate a change. This would require a lot of work to be finished before you can suggest it.
- Further groom yourself in HR Budget. I understand the decision-maker is someone from the management. But if you develop a sound view, your recommendations would be considered by them. This would go a long way for you.
HR Statutory:
Identify the statutory standards to be maintained within your company in terms of HR and what they are now. If you do a comparative study, it will help you identify the gaps in the current processes.
Please read these discussions to equip yourself further. In each area you decide to work, use the research tab and read relevant discussions with documents. This would gradually build your knowledge. Post queries and your learning. As you would blog about your understanding through these posts, your learning would be enriched by the comments received from others.
[HR Generalist Roles and responsibilities](https://www.citehr.com/304028-hr-generalist-roles-responsibility.html#axzz1At6NV04n)
[How can I improve myself](https://www.citehr.com/309991-how-can-i-improve-myself-implement-new-procedure.html#axzz1At6NV04n)
[HR Activities](https://www.citehr.com/306428-want-know-hr-activities.html#axzz1At6NV04n)
Regards,
(Cite Contribution)
From India, Mumbai
Acknowledge(0)Amend(0)
Your KRA includes the operational areas of HR. Depending on the bandwidth you may have, please do consider HR strategic and statutory areas as well. Here's my suggestion for your on-the-job learning program:
HR Strategy:
- Review your current processes and identify how aligned they are to your company. If you can draw flow charts and define the exact timelines, you would find many duplicate tasks, which might delay the delivery. Start brainstorming on them and gradually, with a calculated approach, create a better process with fewer dependencies.
- Consider cross-training to ensure there is no skill gap in your team. If you have people whom you may manage under a matrix structure, please ensure they are all empowered to deliver on each other's tasks to avoid any bottleneck in case of any emergencies.
- Identify the employee engagement requirements proactively and research the best program for it. Your employees may be willing to contribute to the company with their ideas for improvement, but there isn't any scope for them to speak up. Arrange an idea platform, it can be virtual or an offline session that you take to ensure they contribute with ideas and projects which they believe would improve the company. This would require provisions and permission, but that will come at a later stage.
- Further look into the HR processes and see how you can improve them. Find out what is done by your competitors in terms of process and programs, identify what is best for your environment, and initiate a change. This would require a lot of work to be finished before you can suggest it.
- Further groom yourself in HR Budget. I understand the decision-maker is someone from the management. But if you develop a sound view, your recommendations would be considered by them. This would go a long way for you.
HR Statutory:
Identify the statutory standards to be maintained within your company in terms of HR and what they are now. If you do a comparative study, it will help you identify the gaps in the current processes.
Please read these discussions to equip yourself further. In each area you decide to work, use the research tab and read relevant discussions with documents. This would gradually build your knowledge. Post queries and your learning. As you would blog about your understanding through these posts, your learning would be enriched by the comments received from others.
[HR Generalist Roles and responsibilities](https://www.citehr.com/304028-hr-generalist-roles-responsibility.html#axzz1At6NV04n)
[How can I improve myself](https://www.citehr.com/309991-how-can-i-improve-myself-implement-new-procedure.html#axzz1At6NV04n)
[HR Activities](https://www.citehr.com/306428-want-know-hr-activities.html#axzz1At6NV04n)
Regards,
(Cite Contribution)
From India, Mumbai
Acknowledge(0)Amend(0)
HR Activities
First thing they need to know is the meaning of Human Resource, so here we go...
Human Resource is made up of Human and Resource, where Humans are an organization's greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today's organizations are continuously changing, and organizational change impacts not only the business but also its employees. To maximize organizational effectiveness, human potential - individuals' capabilities, time, and talents - must be managed. Human resource management works to ensure that employees are able to meet the organization's goals.
"Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise." There are seven management functions of a human resources (HR) department which I have named "My 7 Stars of HR" that will be specifically addressed: Staffing, Performance Appraisals, Compensation and Benefits, Training and Development, Employee and Labor Relations, Safety and Health, and Human Resource Research.
Roles & Responsibilities:-
Induction & Joining Formalities:
1) Plan, organize, and conduct induction programs, devise the orientation plan for the new joiners.
2) Complete the joining formalities i.e. Collect the required documents, creation of login id for attendance / introduce and set the KRA for new joiners, design reporting system & assign mentor as per the respective department wise.
Performance Appraisal:
- Involved in the Performance Review process, defined all roles and developed role descriptions which are mapped against KRAs through a daily reporting tracker system.
- Managing the Appraisal process across the levels and establishing a framework for substantiating the Performance Appraisal system linked to Reward Management.
Attendance, Payroll & Salary Administration:
- Maintain employee attendance in the Time Management System and generate the attendance report by an online system for the salary process.
- Coordinate with finance for the monthly payroll system, make necessary entries for new joiners, separation cases, unpaid leave.
- Follow-up with the Bank for timely credit of salary & Issuing salary slips.
HR Policies, Procedures, & Processes:
- Implement, review, redesign and introduce HR policies.
- Keep track of records of the procedures, processes, formats/forms in line with organizational goals.
HR Administration & Welfare:
- Offer release, bank account opening, ID card coordination, sending details to the support staff.
- Verification of documents and employment screening/background verification of new joined employees i.e. verification report includes: Tenure with the Company, Title of last position held, Starting & ending salary
- Dues with the company, Reason for leaving, eligible for rehire, Attendance, overall Satisfaction of Employment, Behavior with Colleagues, etc.
- Conducting employee satisfaction surveys, designing reward and recognition schemes.
- Clarify the Employee Grievance and various issues/queries on Leave policy, Salary payment.
- Maintain the notice board with the information about "Thought of the Day" message, Employee of the month announcement, articles on a weekly and fortnightly basis.
- Maintain & Update the Daily/Weekly/Monthly MIS report, HR files and employee information in various reports like employee database, employee CVs, preparing all HR letters and certificates, etc.
Full & Final Settlement and Exit Process:
- Conducting exit interview process for resigned, quit/terminated employees
- Coordinate & manage the Full & Final Settlement with the help of the finance division and sending circular to other departments at the time of relieving an employee.
- Analyzed the issue by giving warning through verbal or written by issuing a warning letter till the termination of employees due to continuous absenteeism, no prior intimation before taking leaves, unable to reach assigned targets, lack of ownership & responsibility, etc.
Compensation:
- Overall coordination of manpower planning, induction and ensuring cultural fit.
- Selection policies, attendance management system, exit interviews, transfers & re-deployments as per staffing projections.
- Handling Salary negotiations, increments, and compensation administration.
Training & Development:
- Identifying training needs and development of action plans for imparting training including measurement of effectiveness.
- Conducting managerial and technical trainings to enhance the managerial and soft skills of the employees.
- Organizing customized training programs based on the training need analysis to enhance the manpower skills & efficiency.
Activities:
- Monthly Master Calculation based on Attendance
- Arrears Calculation
- One-time Payment & Deduction
- Overtime, Leave Encashment, Shift Allowance, Gratuity, Superannuation, Bonus Calculation
- Reimbursement Tracking & Processing
- Income Tax, PF, PT, ESI, LWF Calculation & Deduction
- Employee loan related calculations
- Employee perquisite calculation
- Investment & Flexi-basket declarations
- Hard furnishing Scheme Administration
- Third Party Payment Calculation
- Full & Final Settlement
- Administration of Employee Reimbursements
o Facilitation & computation of reimbursements linked to CTC of employees
o Vouching of Reimbursement documents/bills
o Information to Clients' employees regarding the status of claims
o Tracking of Accruals, Bill submissions, Payouts and Balances
o Tracking LTA blocks
- Year-End Income Tax Proofs
o Facilitation of proof submission online
o Help desk services at client location to enable their employees to submit proofs
o Verification of proofs and incorporation into payroll
Reports
- Employer Reporting
o Monthly Pay Register
o Provident Fund Deduction Report/Advice
o TDS Advice
o Professional Tax Advice (State Wise)
o Labour Welfare Fund Advice (State wise)
o ESIC Deduction report (Location wise)
o Payroll Summary reports
o Loan reports
o Tax Register
o Variance Analysis
o Net Pay Reconciliation
o Bank Advice for Salary Credit
o Headcount Reconciliation
o Reimbursement Reports
o Financial JV compatible with the accounting package of the client
o Meal Voucher Procurement & Distribution Reports
o Third Party Payment Reports
o Any other reports as per Client requirements
- Employee Reporting
o Monthly Payslip
o Monthly Income Tax Statement
o Loan Payslip
o Reimbursement Balance Report
o Leave Balance Report
o CTC Report
o Annual Payslip
o Form 16 / Form 16A
Employee Self-Service Portal:
ESS is a unique employee self-service tool provided by Paysquare to the employees of the Client Company. Clients' employees are given a unique ID and Password for accessing the data pertaining to them via the internet.
The employees can access the following:
- Monthly Payslips and Tax sheets
- Online Tax Simulator
- Issue Base
- Polling
- Annual Payslip
- Reimbursement Summaries
- Declaration of Flexi Basket
- CTC Reconciliation
- Leave Balance Report
- Admin Login
Statutory Compliances
Enumerated below are the range of activities carried out as a part of Statutory Compliances:
Activities
- Registration of the company with Income Tax, Provident Fund, Professional Tax, Employee State Insurance, Labour Welfare Fund Authorities
- Calculation & Deduction of the respective statutory dues
- Employee-wise Statutory dues reporting to the Client
- Preparation of Challan and remittance of the dues in the bank
- Preparation of Monthly, Half-Yearly, Annual, and random returns
- Collation and compilation of employees' documents for Registration, Nomination, Transfer, Withdrawal, and Pension
- Submission of Management and Employee-related documents/returns with the respective statutory bodies
- Liaison with Statutory bodies
Reports
- Income Tax
o Quarterly eTDS returns
o Annual eTDS returns
o Form 27A
o Form 16 along with Form 12BA and Annexure (Digital/Manual Signature)
- Provident Fund
o Form 2 - Nomination Details
o Form 5 - List of New Joinees
o Form 10 - List of Resignees
o Challan (Account No. 1-2-10-21-22)
o Form 12A - Reconciliation of Monthly payable and paid amounts
o Form 3A - Personwise Annual Return - Individual Contribution Card
o Form 6A - Consolidated Statement of All PF Subscribers for the Current Financial Year.
o Yearly Reconciliation of payable and paid amount - In prescribed format
o Employee PF Transfer - Form 13
o PF Withdrawal Forms - 19
o Pension Withdrawal - 10C
- Professional Tax
o Monthly Return cum Challan
- ESIC
o Form 1 - Nomination Details
o Monthly Challan
o Form 6 - Half-Yearly Return
- LWF
o Return Cum Challan - A1
From India, Ahmadabad
Acknowledge(0)Amend(0)
First thing they need to know is the meaning of Human Resource, so here we go...
Human Resource is made up of Human and Resource, where Humans are an organization's greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today's organizations are continuously changing, and organizational change impacts not only the business but also its employees. To maximize organizational effectiveness, human potential - individuals' capabilities, time, and talents - must be managed. Human resource management works to ensure that employees are able to meet the organization's goals.
"Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise." There are seven management functions of a human resources (HR) department which I have named "My 7 Stars of HR" that will be specifically addressed: Staffing, Performance Appraisals, Compensation and Benefits, Training and Development, Employee and Labor Relations, Safety and Health, and Human Resource Research.
Roles & Responsibilities:-
Induction & Joining Formalities:
1) Plan, organize, and conduct induction programs, devise the orientation plan for the new joiners.
2) Complete the joining formalities i.e. Collect the required documents, creation of login id for attendance / introduce and set the KRA for new joiners, design reporting system & assign mentor as per the respective department wise.
Performance Appraisal:
- Involved in the Performance Review process, defined all roles and developed role descriptions which are mapped against KRAs through a daily reporting tracker system.
- Managing the Appraisal process across the levels and establishing a framework for substantiating the Performance Appraisal system linked to Reward Management.
Attendance, Payroll & Salary Administration:
- Maintain employee attendance in the Time Management System and generate the attendance report by an online system for the salary process.
- Coordinate with finance for the monthly payroll system, make necessary entries for new joiners, separation cases, unpaid leave.
- Follow-up with the Bank for timely credit of salary & Issuing salary slips.
HR Policies, Procedures, & Processes:
- Implement, review, redesign and introduce HR policies.
- Keep track of records of the procedures, processes, formats/forms in line with organizational goals.
HR Administration & Welfare:
- Offer release, bank account opening, ID card coordination, sending details to the support staff.
- Verification of documents and employment screening/background verification of new joined employees i.e. verification report includes: Tenure with the Company, Title of last position held, Starting & ending salary
- Dues with the company, Reason for leaving, eligible for rehire, Attendance, overall Satisfaction of Employment, Behavior with Colleagues, etc.
- Conducting employee satisfaction surveys, designing reward and recognition schemes.
- Clarify the Employee Grievance and various issues/queries on Leave policy, Salary payment.
- Maintain the notice board with the information about "Thought of the Day" message, Employee of the month announcement, articles on a weekly and fortnightly basis.
- Maintain & Update the Daily/Weekly/Monthly MIS report, HR files and employee information in various reports like employee database, employee CVs, preparing all HR letters and certificates, etc.
Full & Final Settlement and Exit Process:
- Conducting exit interview process for resigned, quit/terminated employees
- Coordinate & manage the Full & Final Settlement with the help of the finance division and sending circular to other departments at the time of relieving an employee.
- Analyzed the issue by giving warning through verbal or written by issuing a warning letter till the termination of employees due to continuous absenteeism, no prior intimation before taking leaves, unable to reach assigned targets, lack of ownership & responsibility, etc.
Compensation:
- Overall coordination of manpower planning, induction and ensuring cultural fit.
- Selection policies, attendance management system, exit interviews, transfers & re-deployments as per staffing projections.
- Handling Salary negotiations, increments, and compensation administration.
Training & Development:
- Identifying training needs and development of action plans for imparting training including measurement of effectiveness.
- Conducting managerial and technical trainings to enhance the managerial and soft skills of the employees.
- Organizing customized training programs based on the training need analysis to enhance the manpower skills & efficiency.
Activities:
- Monthly Master Calculation based on Attendance
- Arrears Calculation
- One-time Payment & Deduction
- Overtime, Leave Encashment, Shift Allowance, Gratuity, Superannuation, Bonus Calculation
- Reimbursement Tracking & Processing
- Income Tax, PF, PT, ESI, LWF Calculation & Deduction
- Employee loan related calculations
- Employee perquisite calculation
- Investment & Flexi-basket declarations
- Hard furnishing Scheme Administration
- Third Party Payment Calculation
- Full & Final Settlement
- Administration of Employee Reimbursements
o Facilitation & computation of reimbursements linked to CTC of employees
o Vouching of Reimbursement documents/bills
o Information to Clients' employees regarding the status of claims
o Tracking of Accruals, Bill submissions, Payouts and Balances
o Tracking LTA blocks
- Year-End Income Tax Proofs
o Facilitation of proof submission online
o Help desk services at client location to enable their employees to submit proofs
o Verification of proofs and incorporation into payroll
Reports
- Employer Reporting
o Monthly Pay Register
o Provident Fund Deduction Report/Advice
o TDS Advice
o Professional Tax Advice (State Wise)
o Labour Welfare Fund Advice (State wise)
o ESIC Deduction report (Location wise)
o Payroll Summary reports
o Loan reports
o Tax Register
o Variance Analysis
o Net Pay Reconciliation
o Bank Advice for Salary Credit
o Headcount Reconciliation
o Reimbursement Reports
o Financial JV compatible with the accounting package of the client
o Meal Voucher Procurement & Distribution Reports
o Third Party Payment Reports
o Any other reports as per Client requirements
- Employee Reporting
o Monthly Payslip
o Monthly Income Tax Statement
o Loan Payslip
o Reimbursement Balance Report
o Leave Balance Report
o CTC Report
o Annual Payslip
o Form 16 / Form 16A
Employee Self-Service Portal:
ESS is a unique employee self-service tool provided by Paysquare to the employees of the Client Company. Clients' employees are given a unique ID and Password for accessing the data pertaining to them via the internet.
The employees can access the following:
- Monthly Payslips and Tax sheets
- Online Tax Simulator
- Issue Base
- Polling
- Annual Payslip
- Reimbursement Summaries
- Declaration of Flexi Basket
- CTC Reconciliation
- Leave Balance Report
- Admin Login
Statutory Compliances
Enumerated below are the range of activities carried out as a part of Statutory Compliances:
Activities
- Registration of the company with Income Tax, Provident Fund, Professional Tax, Employee State Insurance, Labour Welfare Fund Authorities
- Calculation & Deduction of the respective statutory dues
- Employee-wise Statutory dues reporting to the Client
- Preparation of Challan and remittance of the dues in the bank
- Preparation of Monthly, Half-Yearly, Annual, and random returns
- Collation and compilation of employees' documents for Registration, Nomination, Transfer, Withdrawal, and Pension
- Submission of Management and Employee-related documents/returns with the respective statutory bodies
- Liaison with Statutory bodies
Reports
- Income Tax
o Quarterly eTDS returns
o Annual eTDS returns
o Form 27A
o Form 16 along with Form 12BA and Annexure (Digital/Manual Signature)
- Provident Fund
o Form 2 - Nomination Details
o Form 5 - List of New Joinees
o Form 10 - List of Resignees
o Challan (Account No. 1-2-10-21-22)
o Form 12A - Reconciliation of Monthly payable and paid amounts
o Form 3A - Personwise Annual Return - Individual Contribution Card
o Form 6A - Consolidated Statement of All PF Subscribers for the Current Financial Year.
o Yearly Reconciliation of payable and paid amount - In prescribed format
o Employee PF Transfer - Form 13
o PF Withdrawal Forms - 19
o Pension Withdrawal - 10C
- Professional Tax
o Monthly Return cum Challan
- ESIC
o Form 1 - Nomination Details
o Monthly Challan
o Form 6 - Half-Yearly Return
- LWF
o Return Cum Challan - A1
From India, Ahmadabad
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Job Description - HR & Admin.doc
Tangent HR Solutions.ppt
HR KRAs - 2007 (Final1).xls