Enhancing HR Performance Through Daily Documentation
Most of the time, when it comes to increments or promotions, it's very difficult to recall the smaller or bigger activities, contributions, achievements, etc., done by HR directly or indirectly. This often leads to HR being labeled as a non-performer or as not doing enough in their day-to-day work.
Here, I am sharing a practice to enhance your work. Please find attached a format that includes 31 Excel sheets, one for each day. For any small task related to HR that you perform, make sure to mention all activities for that day in the sheet. For example, issuing warning letters, organizing a small party for a department or unit (employee engagement), counseling a resigned employee and successfully retaining them, making changes in MIS reports, briefing on HR policies and procedures, and so on.
These tasks may seem small and insignificant, but when it's time for appraisals, we can highlight these activities such as recruitment, retention, engagement initiatives, statutory compliance, counseling, MIS generation, and more.
I hope you will agree with me and provide feedback and suggestions so that all HR colleagues can enhance their work styles.
Regards
From India, Pune
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184Most of the time, when it comes to increments or promotions, it's very difficult to recall the smaller or bigger activities, contributions, achievements, etc., done by HR directly or indirectly. This often leads to HR being labeled as a non-performer or as not doing enough in their day-to-day work.
Here, I am sharing a practice to enhance your work. Please find attached a format that includes 31 Excel sheets, one for each day. For any small task related to HR that you perform, make sure to mention all activities for that day in the sheet. For example, issuing warning letters, organizing a small party for a department or unit (employee engagement), counseling a resigned employee and successfully retaining them, making changes in MIS reports, briefing on HR policies and procedures, and so on.
These tasks may seem small and insignificant, but when it's time for appraisals, we can highlight these activities such as recruitment, retention, engagement initiatives, statutory compliance, counseling, MIS generation, and more.
I hope you will agree with me and provide feedback and suggestions so that all HR colleagues can enhance their work styles.
Regards
From India, Pune
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Dear Sacheen, already HR is given the task to prepare more reports, and I don't think they spend time preparing the day's activities. Moreover, we do a lot of work for retention, hiring, employee engagement, training, etc. If the management doesn't appreciate or reward our work, I don't think they will listen to or read our everyday contributions.
Thank you.
From India, Mumbai
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Thank you.
From India, Mumbai
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It's not about preparing daily reports; it is for our handy reference, which can be used in the future. For example, I was using BSC initiatives in my organization, where everything was in place from reports to supporting documents with timelines given for each activity. Although management tracks our activities weekly and monthly, my concern is why not be self-sufficient with handy notes for our reference and justification if needed, to avoid last-minute hassles. I hope you understand this, regardless of how large or small your organization is.
From India, Pune
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From India, Pune
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Performance-app raisal-senthiln athan.hr@gmail. com.zip
Performance Appraisal Form for Staff.doc