Hi Friends, Shruthi here. I just recently joined a mid-level IT company as an HR Executive. The company was established in 2010. This is my third month, and I am supposed to look after recruitment, joining formalities, letter preparations, employee birthdays, attendance, etc. My HR manager keeps suggesting that I think about new policies and be creative in implementing new ideas. Recently, my manager prepared an employee satisfaction form and encouraged me to do something similar—to use my creativity. So, friends, please suggest some new implementations in the company that would benefit both the employees and the company. Also, I would appreciate any help regarding policies for a newly started company. Thanks, guys.
Regards, Shruthi
From India, Hyderabad
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2Regards, Shruthi
From India, Hyderabad
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If the human resources department at your firm is spending a lot of time answering routine inquiries, printing copies of paychecks and W-2 forms, and providing information about job openings, changing your strategy can free those staff members for more productive pursuits. Building an employee self-service portal allows workers to quickly, easily, and confidentially access their pay and benefit information, all without the direct assistance of HR.
Step 1
Set up an internal website where employees can check their current pay stubs, view past paychecks, print their W-2 forms, and retrieve information about their retirement plans. If you use an external payroll processor, that company may be able to provide access to a secure web portal. If you do your own payroll processing, your IT staff can set up a secure link for employees to use.
Step 2
Compile a list of the most frequently asked questions received by the human resources department. Ask each member of the HR team to list the most frequent inquiries they receive about pay, benefits, retirement, and other issues.
Step 3
Post a list of those frequently asked questions, along with their associated answers, on the site. Employees can use this FAQ list to get answers to the most common questions, and they will only need to contact HR for questions that are not answered on the website.
Step 4
List all open positions on the HR self-service web portal. Each job listing should include a title, a brief description of job duties, and information on applying. Provide a way for employees to upload their resumes, submit their work histories, and apply for open positions online.
Step 5
Link the HR self-service web portal to the website of the company that administers the 401(k), 403b, or other workplace-sponsored retirement plan. That allows workers to click through and log on to check their account balances or make changes to their contributions.
With best regards,
Machhindra
---Wellwisher---
From India, Mumbai
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Step 1
Set up an internal website where employees can check their current pay stubs, view past paychecks, print their W-2 forms, and retrieve information about their retirement plans. If you use an external payroll processor, that company may be able to provide access to a secure web portal. If you do your own payroll processing, your IT staff can set up a secure link for employees to use.
Step 2
Compile a list of the most frequently asked questions received by the human resources department. Ask each member of the HR team to list the most frequent inquiries they receive about pay, benefits, retirement, and other issues.
Step 3
Post a list of those frequently asked questions, along with their associated answers, on the site. Employees can use this FAQ list to get answers to the most common questions, and they will only need to contact HR for questions that are not answered on the website.
Step 4
List all open positions on the HR self-service web portal. Each job listing should include a title, a brief description of job duties, and information on applying. Provide a way for employees to upload their resumes, submit their work histories, and apply for open positions online.
Step 5
Link the HR self-service web portal to the website of the company that administers the 401(k), 403b, or other workplace-sponsored retirement plan. That allows workers to click through and log on to check their account balances or make changes to their contributions.
With best regards,
Machhindra
---Wellwisher---
From India, Mumbai
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Machhindra suggested good ideas, so I am suggesting other types of HR trends. You can also engage in activities to motivate employees, have fun at the workplace by celebrating various days, give surprises to employees on their birthdays, make their birthdays special, create memorable first days for new employees, conduct organizational climate surveys, celebrate employee 1-year or 2-year anniversaries, and more.
Thanks,
Kinjal Kakadiya
From India, Surat
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Thanks,
Kinjal Kakadiya
From India, Surat
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Hi Shruthi, Kinjal suggested good ideas, so I am suggesting other types of HR trends.
Solicit Employee Feedback
Solicit employee feedback on potential policies, areas in which policies are needed, and so on. (Do not, as one company did recently, announce a new attendance policy by posting it on a bulletin board.)
Communicate Policy Changes Effectively
If you decide to adhere to and hold employees accountable for an existing policy, don't ambush your company members. If you have not enforced the policy in the past, meet with employees and explain the policy, the intent of the policy, why the policy is necessary, and why it was not enforced in the past. Then, tell everyone that following the meeting, everyone is accountable for adherence to the policy.
You'll be surprised how much support for legitimate policies and rules you receive from the people in your organization. People like a well-organized workplace in which expectations are clear. People thrive in a workplace in which all employees live by the same rules.
Create a Fair and Consistent Environment
If you create an environment that is viewed as fair and consistent, you give people little to push against. You open up a space in which people are focused on contribution and productive activities rather than gossip, unrest, and unhappiness. Which workplace would you choose?
From India, Mumbai
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Solicit Employee Feedback
Solicit employee feedback on potential policies, areas in which policies are needed, and so on. (Do not, as one company did recently, announce a new attendance policy by posting it on a bulletin board.)
Communicate Policy Changes Effectively
If you decide to adhere to and hold employees accountable for an existing policy, don't ambush your company members. If you have not enforced the policy in the past, meet with employees and explain the policy, the intent of the policy, why the policy is necessary, and why it was not enforced in the past. Then, tell everyone that following the meeting, everyone is accountable for adherence to the policy.
You'll be surprised how much support for legitimate policies and rules you receive from the people in your organization. People like a well-organized workplace in which expectations are clear. People thrive in a workplace in which all employees live by the same rules.
Create a Fair and Consistent Environment
If you create an environment that is viewed as fair and consistent, you give people little to push against. You open up a space in which people are focused on contribution and productive activities rather than gossip, unrest, and unhappiness. Which workplace would you choose?
From India, Mumbai
Acknowledge(1)Amend(0)
Hi Shruthi, Kinjal suggested good ideas, so I am suggesting other types of HR trends.
Solicit Employee Feedback
Solicit employee feedback on potential policies, areas in which policies are needed, and so on. (Do not, as one company did recently, announce a new attendance policy by posting it on a bulletin board.)
Enforcing Existing Policies
If you decide to adhere to and hold employees accountable for an existing policy, don't ambush your company members. If you have not enforced the policy in the past, meet with employees and explain the policy, the intent of the policy, why the policy is necessary, and why it was not enforced in the past. Then, tell everyone that following the meeting, everyone is accountable for adherence to the policy.
You'll be surprised how much support for legitimate policies and rules you receive from the people in your organization. People like a well-organized workplace in which expectations are clear. People thrive in a workplace in which all employees live by the same rules.
Creating a Fair and Consistent Environment
If you create an environment that is viewed as fair and consistent, you give people little to push against. You open up a space in which people are focused on contribution and productive activities rather than gossip, unrest, and unhappiness. Which workplace would you choose?
With best regards,
Machhindra
---Wellwisher---
From India, Mumbai
Acknowledge(0)Amend(0)
Solicit Employee Feedback
Solicit employee feedback on potential policies, areas in which policies are needed, and so on. (Do not, as one company did recently, announce a new attendance policy by posting it on a bulletin board.)
Enforcing Existing Policies
If you decide to adhere to and hold employees accountable for an existing policy, don't ambush your company members. If you have not enforced the policy in the past, meet with employees and explain the policy, the intent of the policy, why the policy is necessary, and why it was not enforced in the past. Then, tell everyone that following the meeting, everyone is accountable for adherence to the policy.
You'll be surprised how much support for legitimate policies and rules you receive from the people in your organization. People like a well-organized workplace in which expectations are clear. People thrive in a workplace in which all employees live by the same rules.
Creating a Fair and Consistent Environment
If you create an environment that is viewed as fair and consistent, you give people little to push against. You open up a space in which people are focused on contribution and productive activities rather than gossip, unrest, and unhappiness. Which workplace would you choose?
With best regards,
Machhindra
---Wellwisher---
From India, Mumbai
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Dear Shruthi,
Importance of Establishing a PMS in Your Company
The most important thing is the establishment of a Performance Management System (PMS) in your company. Have you done that? Other initiatives like mentoring programs, knowledge management, etc., can be introduced by HR. There are many things HR can do. However, please remember that HR has evolved from personnel management, so it's crucial to set your basics right. What is the use of implementing these advanced concepts if the basics are not strong? Therefore, everything starts with an audit of the personnel department. If you want more clarification, you may call me.
Thanks,
Dinesh V Divekar
"Beware of false knowledge; it is more dangerous than ignorance."
From India, Bangalore
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Importance of Establishing a PMS in Your Company
The most important thing is the establishment of a Performance Management System (PMS) in your company. Have you done that? Other initiatives like mentoring programs, knowledge management, etc., can be introduced by HR. There are many things HR can do. However, please remember that HR has evolved from personnel management, so it's crucial to set your basics right. What is the use of implementing these advanced concepts if the basics are not strong? Therefore, everything starts with an audit of the personnel department. If you want more clarification, you may call me.
Thanks,
Dinesh V Divekar
"Beware of false knowledge; it is more dangerous than ignorance."
From India, Bangalore
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You can also have a Counselor and Buddy system, where a Buddy is allocated to a new hire to guide them and help them understand the system and the process. A Buddy is a friend and guide to the new hire who also has equal job experience.
Counselors
Moving on to Counselors, they are Managers and above who assist new hires with issues, guidance, and provide feedback when necessary. Counselors play a crucial role during performance evaluations as they offer feedback to new hires. This may seem like a small detail, but it can greatly assist new hires in settling in and understanding the company more easily. I hope this information proves helpful to you.
From India, Hyderabad
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Counselors
Moving on to Counselors, they are Managers and above who assist new hires with issues, guidance, and provide feedback when necessary. Counselors play a crucial role during performance evaluations as they offer feedback to new hires. This may seem like a small detail, but it can greatly assist new hires in settling in and understanding the company more easily. I hope this information proves helpful to you.
From India, Hyderabad
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Dear all,
As per my observation, everyone is doing a very good job. However, one point seems to have been missed. As an HR person, please consider the employee benefits after retirement.
Employee Benefits After Retirement
Are you providing PF/Pension? Are you providing ESI facilities? Are you offering any other facilities such as canteen welfare?
Please think from the above perspective.
Regards,
Laxminarayana
[Phone Number Removed For Privacy Reasons]
From India, Hyderabad
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As per my observation, everyone is doing a very good job. However, one point seems to have been missed. As an HR person, please consider the employee benefits after retirement.
Employee Benefits After Retirement
Are you providing PF/Pension? Are you providing ESI facilities? Are you offering any other facilities such as canteen welfare?
Please think from the above perspective.
Regards,
Laxminarayana
[Phone Number Removed For Privacy Reasons]
From India, Hyderabad
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