Dear Senior, Please guild me how to Establishing Human Resource Department in an organization how to start, what is the normal particle for that and etc...
From Singapore, Singapore
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34From Singapore, Singapore
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Hello Mr. Nejati,
I presume you are referring to a greenfield operation?
To establish/create an HR department, you need to begin with the HR documentation. To create documentation, use the following:
1) Mission/Vision/Objectives - taken from the parent/umbrella entity and tweaked for the benefit of the implementing agency.
2) Creation of the HR operations manual - Download a sample template from any country/company or university that allows you to understand the points inherent to the HR ops manual. Go over every line item to ensure it's compliant with your country's labor laws. Your HR manual will describe everything down to the minutest detail - payroll, leave policy, hiring of family, friends, tenure, applicability of mobile reimbursements to different levels, and will be a reference guide for not just the HR team, but also department heads, functional managers, employees, etc.
3) Concurrently, create an organogram or organization chart, publish job roles, descriptions, hierarchies, compensation, career path, etc., for each role in the organogram and vet it with the HR ops manual.
4) Once you have visibility, you'll be able to hire/second the right resources, ensure seamless operations, create records, documentation, etc., in alignment with corporate and HR objectives.
5) Periodically vet the operations manual against current labor laws, industry standards to ensure seamless updating of your manual.
6) Publish the employee handbook, a condensed version of the HR manual applicable to employees with pertinent information - salary, payslips, attendance/time, etc.
7) Launch training programs for all managers, heads of functions, employees on the new HR policies and practices.
And let us all know how it goes!
From India, Mumbai
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I presume you are referring to a greenfield operation?
To establish/create an HR department, you need to begin with the HR documentation. To create documentation, use the following:
1) Mission/Vision/Objectives - taken from the parent/umbrella entity and tweaked for the benefit of the implementing agency.
2) Creation of the HR operations manual - Download a sample template from any country/company or university that allows you to understand the points inherent to the HR ops manual. Go over every line item to ensure it's compliant with your country's labor laws. Your HR manual will describe everything down to the minutest detail - payroll, leave policy, hiring of family, friends, tenure, applicability of mobile reimbursements to different levels, and will be a reference guide for not just the HR team, but also department heads, functional managers, employees, etc.
3) Concurrently, create an organogram or organization chart, publish job roles, descriptions, hierarchies, compensation, career path, etc., for each role in the organogram and vet it with the HR ops manual.
4) Once you have visibility, you'll be able to hire/second the right resources, ensure seamless operations, create records, documentation, etc., in alignment with corporate and HR objectives.
5) Periodically vet the operations manual against current labor laws, industry standards to ensure seamless updating of your manual.
6) Publish the employee handbook, a condensed version of the HR manual applicable to employees with pertinent information - salary, payslips, attendance/time, etc.
7) Launch training programs for all managers, heads of functions, employees on the new HR policies and practices.
And let us all know how it goes!
From India, Mumbai
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Dear Talentsorcere,
Thank you for your email. Could you please clarify what you mean by a Greenfield operation? In the scenario where there is already an HR Policy in place, and the current organization is utilizing another organization's HR policy, what steps would you need to take to establish your organization's HR Policy? Furthermore, what aspects should you prioritize after implementing the HR Policy?
Once again, thank you for your kind email, and I look forward to receiving more of your advice.
Kind regards,
[Your Name]
From Singapore, Singapore
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Thank you for your email. Could you please clarify what you mean by a Greenfield operation? In the scenario where there is already an HR Policy in place, and the current organization is utilizing another organization's HR policy, what steps would you need to take to establish your organization's HR Policy? Furthermore, what aspects should you prioritize after implementing the HR Policy?
Once again, thank you for your kind email, and I look forward to receiving more of your advice.
Kind regards,
[Your Name]
From Singapore, Singapore
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We are ISO certified and have a quality management system. In Human Resources, there is a very small section of the Quality Management System - Training and Development. We are considering including our policies, procedures, and guidelines as part of our QMS system. I am interested in knowing if other companies include HR in the QMS system. If so, what areas of HR are included?
Thanks,
M. Reynolds
The Shepherd Chemical Company
Cincinnati, OH
From United States, Cincinnati
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Thanks,
M. Reynolds
The Shepherd Chemical Company
Cincinnati, OH
From United States, Cincinnati
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Hello Ahmed,
Please share your email ID. We will send you a one-page document that will help you in setting up HR departments.
Thanks & Regards,
Manjay Kumar Sharma | Senior Consultant
E-mail: manjay@malaygauri.com
Skype ID: manjay.sharma73
Mobile: +91-98105 07200
Malay Gauri Consultants Pvt. Ltd
Outsourcing and Consultancy URL: <www.malaygauri.com>
Human Resource URL: <MGcrpo>
Job portal URL: <www.nayeeraah.com>
From India, Delhi
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Please share your email ID. We will send you a one-page document that will help you in setting up HR departments.
Thanks & Regards,
Manjay Kumar Sharma | Senior Consultant
E-mail: manjay@malaygauri.com
Skype ID: manjay.sharma73
Mobile: +91-98105 07200
Malay Gauri Consultants Pvt. Ltd
Outsourcing and Consultancy URL: <www.malaygauri.com>
Human Resource URL: <MGcrpo>
Job portal URL: <www.nayeeraah.com>
From India, Delhi
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Hi Hussain,
Greenfield Operation pertains to a start-up operation (day-to-day activity flow) / new operation development activity.
This could be a new plant, program, facility in a new area, or a new function/department/vertical like the one in your case.
Let me reiterate that HR is a support, assistant, guide, and a friend for the operations.
In order to establish an HR Department, you have to first organize the HR.
Some broad Greenfield HR steps are:
- Defining the vision of the HR Department in line with the Organization/Program Objectives.
- Define what is expected from the HR Department - Mission (with the help of your research/Ops/Program Officials).
- Take a status report (current scene of HR/the way resources/personnel are managed in your location), analyze the strengths and weaknesses. Based on this, set immediate, short, and long-term goals (goal setting/milestones).
- Plan the HR statutes and documents accordingly. Prepare an initial draft.
- Validate it for its legal, social, and local relevance and appropriation.
- Design an Organizational Chart/Hierarchy Chart if it is not prevalent before... else if required, recommend modifications.
- Frame the HR command structure, identify and delegate work based on skill sets, engage to identify resources.
- Design, develop, and implement an effective Resource Development Program for the improvement and development of all the functions. (Since you are in UN - you would be aware of the Capability Development model which is fit for remote/diverse location conditions)
And lastly, if everything has started working, tell me about it... thanks...
Best of luck...
From India, Mumbai
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Greenfield Operation pertains to a start-up operation (day-to-day activity flow) / new operation development activity.
This could be a new plant, program, facility in a new area, or a new function/department/vertical like the one in your case.
Let me reiterate that HR is a support, assistant, guide, and a friend for the operations.
In order to establish an HR Department, you have to first organize the HR.
Some broad Greenfield HR steps are:
- Defining the vision of the HR Department in line with the Organization/Program Objectives.
- Define what is expected from the HR Department - Mission (with the help of your research/Ops/Program Officials).
- Take a status report (current scene of HR/the way resources/personnel are managed in your location), analyze the strengths and weaknesses. Based on this, set immediate, short, and long-term goals (goal setting/milestones).
- Plan the HR statutes and documents accordingly. Prepare an initial draft.
- Validate it for its legal, social, and local relevance and appropriation.
- Design an Organizational Chart/Hierarchy Chart if it is not prevalent before... else if required, recommend modifications.
- Frame the HR command structure, identify and delegate work based on skill sets, engage to identify resources.
- Design, develop, and implement an effective Resource Development Program for the improvement and development of all the functions. (Since you are in UN - you would be aware of the Capability Development model which is fit for remote/diverse location conditions)
And lastly, if everything has started working, tell me about it... thanks...
Best of luck...
From India, Mumbai
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HR department.zip
How to write HR policy.pdf