Request for Assistance in HR Initiatives
I have just joined as the Head HR for a startup that offers extended warranty programs for consumer electronics and appliances. It's a customer service company in the electronics after-sales space. They partner with retailers and service centers with the objective of improving the service that customers receive post-sale. In the process, they also create powerful customer loyalty tools for their retail partners.
Request your help on the following:
• Develop Reward and Recognition Schemes
• Identify Competencies and Career Growth Prospects
Prepare career growth prospects and recommend personnel actions, such as promotions and transfers, as a retention technique.
• Analyze Training Needs
Develop new training programs or modify and improve existing programs. Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
• Organization Development Initiatives
Initiatives such as competency-based scorecards, succession planning, and talent management. Leadership Development Programs and career management for high-potential employees. Facilitate the performance management process and review effectiveness from time to time to increase performance levels. Create awareness about appraisal cycles.
Thanks
From India, Mumbai
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1I have just joined as the Head HR for a startup that offers extended warranty programs for consumer electronics and appliances. It's a customer service company in the electronics after-sales space. They partner with retailers and service centers with the objective of improving the service that customers receive post-sale. In the process, they also create powerful customer loyalty tools for their retail partners.
Request your help on the following:
• Develop Reward and Recognition Schemes
• Identify Competencies and Career Growth Prospects
Prepare career growth prospects and recommend personnel actions, such as promotions and transfers, as a retention technique.
• Analyze Training Needs
Develop new training programs or modify and improve existing programs. Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
• Organization Development Initiatives
Initiatives such as competency-based scorecards, succession planning, and talent management. Leadership Development Programs and career management for high-potential employees. Facilitate the performance management process and review effectiveness from time to time to increase performance levels. Create awareness about appraisal cycles.
Thanks
From India, Mumbai
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Dear Imrqur, You have asked for help on the entire gamut of the HR function. What is left out now? Almost nothing. Against this background, I recommend you hire an HR consultant.
Secondly, if yours is just a start-up, then why do you want to do so many things at a time? Let HR evolve as the company evolves. At this stage, the most important thing for you is the establishment of a Performance Management System (PMS). If you do that, then you will have PMS-based recruitment, employee training, rewards, promotions, salary increases, and so on. What PMS does is lay the foundation. Therefore, concentrate on building the foundation first. The structure can be built later. If you wish to refer to my earlier post on PMS, then you can click the following link:
https://www.citehr.com/509315-perfor...oyee-task.html
Thanks,
Dinesh Divekar Management Training Consultant [Phone Number Removed For Privacy Reasons]
From India, Bangalore
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Secondly, if yours is just a start-up, then why do you want to do so many things at a time? Let HR evolve as the company evolves. At this stage, the most important thing for you is the establishment of a Performance Management System (PMS). If you do that, then you will have PMS-based recruitment, employee training, rewards, promotions, salary increases, and so on. What PMS does is lay the foundation. Therefore, concentrate on building the foundation first. The structure can be built later. If you wish to refer to my earlier post on PMS, then you can click the following link:
https://www.citehr.com/509315-perfor...oyee-task.html
Thanks,
Dinesh Divekar Management Training Consultant [Phone Number Removed For Privacy Reasons]
From India, Bangalore
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Could you pls suggest a step by step plan as to how I can implement and set up an HR function from scratch? What is it that I should focus on first and how should I go about it ?
From India, Mumbai
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From India, Mumbai
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Dear seniors...have attached my thoughts on setting up HR function ...request your guidance and inputs on the same pls.
From India, Mumbai
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From India, Mumbai
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Hi all, I am Sanjana, joining a startup as an HR Manager in a month. Can anyone here please share how to go about setting up the department? It would be great if you could share some policies for reference. This is an IT company that I will join. I have an overall experience of 5 years.
From India , Jaipur
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From India , Jaipur
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Setting up HR department.pdf
HR department.zip