Hi, I am sharing a MIS sheet. Please give me more input or ideas. I am working in a manufacturing plant where the total manpower is 400. So, this is the first step I would like to take in my section. Please help me make it more effective.
Thanks,
Pooja
From India, Indore
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28Thanks,
Pooja
From India, Indore
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Ya pooja just try to simplify the mis, You should put some exel formula. otherwise it makes more complicated.
From India, Mumbai
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From India, Mumbai
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Pooja , just fin find my attach and practice it on your own pc .Then put your workplace.
From India, Mumbai
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From India, Mumbai
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Key Result Areas
1. Manpower Planning
- 1. Manpower Planning
- 2. Tracker Updation
- NA
- NA
2. Recruitment & Selection
- 1. Second Round
- 2. Salary Negotiation
- 3. Employee Orientation
- 4. Joining Formalities
- 5. List Of New Joinees
- 6. Employee Referral Report
- NA
- 1. Preliminary Round
3. Attendance Management
- NA
- Attendance Report
- NA
4. Leave Management
- NA
- Leave Report
- NA
5. Training & Development
- 1. Skill Matrix
- 2. Training Plan
- 3. Training Record
- NA
- NA
6. Administration
- 1. Stationery Procurement
- 2. Canteen Management
- 1. Overtime Record
- 2. Shift Record
- 1. Courier Record
- 3. Housekeeping
- 4. Visitor Facilities
- 5. Bills Processing
- 6. Issuing ID Cards
- 7. Calls Management
7. Compensation & Benefits
- 1. Salary Report
- 2. Salary Slips
- 3. Deciding Salary Structure
- 4. Advances Track Record
- 1. Salary Sheet Updation
- 2. Leave Encashment
- 3. Medi Claim
- NA
8. Welfare Activities
- Newsletter
- Reward Management
- Social Networking Sites Updation
- Any One Activity
- Friday Funday
9. Health & Safety
- 1. Safety Audit
- 2. Safety Reports
- 3. Supplier Safety Audits
- 1. ESI Accident Register Updation
- NA
10. Labour Law & IR
- 1. ESI & PF Deduction Record
- 2. Returns On Time
- 3. Labour Law Register Updation
- 4. Deals with ESI, PF Dept. & Labour Law Inspector & Contractor
- 1. Govt. Salary Sheet
- 1. Attendance Register
11. Policy Formulation
- Policies in written
- NA
- NA
12. Performance Appraisal
- 1. Setting Up KRAs & communicating with Staff Members
- 2. Monthly Review
- NA
- NA
From India, Indore
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1. Manpower Planning
- 1. Manpower Planning
- 2. Tracker Updation
- NA
- NA
2. Recruitment & Selection
- 1. Second Round
- 2. Salary Negotiation
- 3. Employee Orientation
- 4. Joining Formalities
- 5. List Of New Joinees
- 6. Employee Referral Report
- NA
- 1. Preliminary Round
3. Attendance Management
- NA
- Attendance Report
- NA
4. Leave Management
- NA
- Leave Report
- NA
5. Training & Development
- 1. Skill Matrix
- 2. Training Plan
- 3. Training Record
- NA
- NA
6. Administration
- 1. Stationery Procurement
- 2. Canteen Management
- 1. Overtime Record
- 2. Shift Record
- 1. Courier Record
- 3. Housekeeping
- 4. Visitor Facilities
- 5. Bills Processing
- 6. Issuing ID Cards
- 7. Calls Management
7. Compensation & Benefits
- 1. Salary Report
- 2. Salary Slips
- 3. Deciding Salary Structure
- 4. Advances Track Record
- 1. Salary Sheet Updation
- 2. Leave Encashment
- 3. Medi Claim
- NA
8. Welfare Activities
- Newsletter
- Reward Management
- Social Networking Sites Updation
- Any One Activity
- Friday Funday
9. Health & Safety
- 1. Safety Audit
- 2. Safety Reports
- 3. Supplier Safety Audits
- 1. ESI Accident Register Updation
- NA
10. Labour Law & IR
- 1. ESI & PF Deduction Record
- 2. Returns On Time
- 3. Labour Law Register Updation
- 4. Deals with ESI, PF Dept. & Labour Law Inspector & Contractor
- 1. Govt. Salary Sheet
- 1. Attendance Register
11. Policy Formulation
- Policies in written
- NA
- NA
12. Performance Appraisal
- 1. Setting Up KRAs & communicating with Staff Members
- 2. Monthly Review
- NA
- NA
From India, Indore
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Dear Ritu Khandelwal,
It is very difficult to give an assistance on drafting of the HR Policies/ the Employee Manual.
It is only possible, when one knows tit-bits about your organization i.e, specifically Management, size of industry, employees strength (permanent, casual and contractual or out sourced). Further, the present policy under which the food processing industry is functioning. I greatly feel that yours is a Factory. Therefore, the policy should be drafted keeping the Factory Act & Rules in mind.
Do not do it hastey because the polcies are similar to wheels of Automobile vehicle, even good engine or driver can't run perfectly without rightly aligned wheels. In my suggestion, you need to study and understand the Standing Orders(standing orders are written rules that govern the relationship between employers and employees in industrial establishments. They cover aspects like working hours, wages, leaves, and termination. The Industrial Employment (Standing Orders) Act .
From India, Mumbai
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It is very difficult to give an assistance on drafting of the HR Policies/ the Employee Manual.
It is only possible, when one knows tit-bits about your organization i.e, specifically Management, size of industry, employees strength (permanent, casual and contractual or out sourced). Further, the present policy under which the food processing industry is functioning. I greatly feel that yours is a Factory. Therefore, the policy should be drafted keeping the Factory Act & Rules in mind.
Do not do it hastey because the polcies are similar to wheels of Automobile vehicle, even good engine or driver can't run perfectly without rightly aligned wheels. In my suggestion, you need to study and understand the Standing Orders(standing orders are written rules that govern the relationship between employers and employees in industrial establishments. They cover aspects like working hours, wages, leaves, and termination. The Industrial Employment (Standing Orders) Act .
From India, Mumbai
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Dear Pooja, optimizing HR functions with an MIS sheet and Excel formulas in a manufacturing plant can significantly enhance efficiency and productivity. Here are some practical steps to make your MIS sheet more effective:
- Firstly, ensure your MIS sheet captures essential HR metrics such as attendance, leave balances, training history, and performance evaluations for all 400 employees in the manufacturing plant.
- Utilize Excel formulas to automate calculations for salary structures, leave encashment, and PF deductions to minimize manual errors and streamline payroll processes.
- Implement a training plan section in the MIS sheet to track employee skill development and identify areas for improvement.
- Create a section for new joinees to monitor their onboarding progress, including ID card issuance, salary negotiation details, and orientation schedules.
- Regularly update the salary sheet on the MIS with accurate information to facilitate transparent communication regarding compensation.
- To ensure compliance with labor laws, refer to the Factory Act and Rules specific to your location in Indore, India, when drafting policies related to employee management, leave policies, and termination procedures.
Taking these steps will help you leverage the power of data analytics and automation to optimize HR functions and drive organizational success. If you encounter any specific challenges or need further guidance, feel free to ask for assistance.
From India, Gurugram
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- Firstly, ensure your MIS sheet captures essential HR metrics such as attendance, leave balances, training history, and performance evaluations for all 400 employees in the manufacturing plant.
- Utilize Excel formulas to automate calculations for salary structures, leave encashment, and PF deductions to minimize manual errors and streamline payroll processes.
- Implement a training plan section in the MIS sheet to track employee skill development and identify areas for improvement.
- Create a section for new joinees to monitor their onboarding progress, including ID card issuance, salary negotiation details, and orientation schedules.
- Regularly update the salary sheet on the MIS with accurate information to facilitate transparent communication regarding compensation.
- To ensure compliance with labor laws, refer to the Factory Act and Rules specific to your location in Indore, India, when drafting policies related to employee management, leave policies, and termination procedures.
Taking these steps will help you leverage the power of data analytics and automation to optimize HR functions and drive organizational success. If you encounter any specific challenges or need further guidance, feel free to ask for assistance.
From India, Gurugram
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HR Job Functions.doc