Dear All, Kindly update as to what is the process of organising HR unit in any organisation. Regards
From India, Cuttack
From India, Cuttack
Dear Paromita,
TO start with, A Human Resources Department is responsible for coordinating the activities of employees within an organization.
Obviously, the first thing that comes to mind, in the presence of a HR department, is that, there is a greater probability of the organization yielding profits in the future. The human resources department provides guidance and leadership qualities to various departmental heads.
In addition, it helps other departments within the same company in carrying out effective decision making, and monitors and evaluates the recruitment of employees into the organization.
Assuming that there is no seperate HR Department in your organization and it is added to the admin department You need to educate the importance of the HR department in the organizationand create a HR Department seperately. Formulate the roles that are required for the department, design the hierarchy and the reporting structure.
I would like the forum to have further discussion on this thread
From India, Madras
10TO start with, A Human Resources Department is responsible for coordinating the activities of employees within an organization.
Obviously, the first thing that comes to mind, in the presence of a HR department, is that, there is a greater probability of the organization yielding profits in the future. The human resources department provides guidance and leadership qualities to various departmental heads.
In addition, it helps other departments within the same company in carrying out effective decision making, and monitors and evaluates the recruitment of employees into the organization.
Assuming that there is no seperate HR Department in your organization and it is added to the admin department You need to educate the importance of the HR department in the organizationand create a HR Department seperately. Formulate the roles that are required for the department, design the hierarchy and the reporting structure.
I would like the forum to have further discussion on this thread
From India, Madras
Infact I would also like to add some more views on Jayavel. HR Department is comething very crucial for an organization. HR is a link between the Top Management and employees.HR make sure that the business is on profit line, bringing new intiatives to teh organization and attarcting and retaining the best of the lot
Thanks
Anil Thankan
From India, Kochi
Thanks
Anil Thankan
From India, Kochi
Hi Please Finde Below the Activities of HR Department from which you can take clues on how to organise HR Unit,,
ACTIVITIES OF HR DEPT
STRATEGIC
ORGANISATION DEVELOPMENT
ü Proficiency Levels Defined
ü Existing Organization Competency Assessment
ü Existing Proficiency Levels
ü Competency Prioritization
ü GAP Analysis
o Competency Map (Employee Ratings, Observed / Desired / Gaps)
ü Employee Prioritization for Competency Development
ü Competency Development Program
STRATEGIC
ü Performance Management & Review Mechanism
ü Key Result Areas
ü Competence Required
ü Position Descriptions Mapping across Organization
ü Performance Agreement
ü Goals / Objectives
ü Key Deliverables (Role Definition)
PROFESSIONAL & ADMINISTRATIVE
ü Key Deliverables Assessment (3m,6m,9m,Yrly.)
ü Developmental Deliverables Assessment (3m,6m,9m,Yrly.)
ü Shortfalls in Deliverables Achievements
ü Significant Achievements
ü Strengths & Weaknesses
ü Competency Ratings (Managerial/Behavioral/Functional)
ü Trainings Received / Required Analysis
ü Performance Scores (Deliverables & Competencies Ratings)
ü Final Performance Ratings
ü Miscellaneous Discussions
ü Recommendations
ü Critical Performance
ü Spot Performance
ü Personality Growth
ü Loyalty Recognition
ü Best of the Best (Individual, Team, Group Recognitions
· Developmental Deliverables (for Career / Succession Planning)
· Trainings Required (Objective, Priority, Evaluation Parameters)
· Organization Support Required
· Career Planning
· Succession Planning
Recruitment & Selection
STRATEGIC
ü Experience Specification (Mandatory/Preferred)
ü Key Performance Indicators (Highest / Ideal Performance Expected)
ü Key Deliverables (Role Definition)
ü Competence Required
PROFESSIONAL & ADMINISTRATIVE
ü Job sites
ü Advertisements
ü Campus Recruitment
ü Employee Referrals
ü Head Hunting
ü Networking
ü Professional Institutions
STRATEGIC
· Behavioural & Functional
ü Skill Development Programme
ü Performance Improvement Programme
PROFESSIONAL & ADMINISTRATIVE
STRATEGIC
ü Intranet
ü Emails
ü Circulars
ü Inter Dept meetings
ü Dept Meetings
ü Staff Meetings
ü Suggestion Scheme
ü Newsletter
· Work culture survey, Analysis & Findings
· Employee Satisfaction Survey, Analysis & Findings
· Effective Grievance Resolution
PERSONNEL & ADMINISTRATION
PROFESSIONAL & ADMINISTRATIVE
ü Key Personnel Meetings
ü Technical / Domain / Process Training Programme
From India, Coimbatore
ACTIVITIES OF HR DEPT
STRATEGIC
ORGANISATION DEVELOPMENT
- Organization Mission / Vision, Business Goals, Strategy
- Organization Life Cycle Stage
- Organization Competency Identification (Key Competencies Required)
ü Proficiency Levels Defined
ü Existing Organization Competency Assessment
ü Existing Proficiency Levels
ü Competency Prioritization
ü GAP Analysis
o Competency Map (Employee Ratings, Observed / Desired / Gaps)
ü Employee Prioritization for Competency Development
ü Competency Development Program
- Competency Mapping Industry/Competitor Analysis
STRATEGIC
ü Performance Management & Review Mechanism
ü Key Result Areas
- Key Performance Indicators (Highest / Ideal Performance Expected)
ü Competence Required
ü Position Descriptions Mapping across Organization
ü Performance Agreement
ü Goals / Objectives
ü Key Deliverables (Role Definition)
PROFESSIONAL & ADMINISTRATIVE
- Performance & Potential Evaluation
ü Key Deliverables Assessment (3m,6m,9m,Yrly.)
ü Developmental Deliverables Assessment (3m,6m,9m,Yrly.)
ü Shortfalls in Deliverables Achievements
ü Significant Achievements
ü Strengths & Weaknesses
ü Competency Ratings (Managerial/Behavioral/Functional)
ü Trainings Received / Required Analysis
ü Performance Scores (Deliverables & Competencies Ratings)
ü Final Performance Ratings
ü Miscellaneous Discussions
ü Recommendations
- Rewards & Recognitions - What is to be Rewarded/Awarded?
ü Critical Performance
ü Spot Performance
ü Personality Growth
ü Loyalty Recognition
ü Best of the Best (Individual, Team, Group Recognitions
· Developmental Deliverables (for Career / Succession Planning)
· Trainings Required (Objective, Priority, Evaluation Parameters)
· Organization Support Required
· Career Planning
· Succession Planning
Recruitment & Selection
STRATEGIC
- GAP Analysis / Future Requirements
- Budgeting New Manpower, Cost Estimates
- Recruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)
- Internal Resources / External Resources
- Position Description
ü Experience Specification (Mandatory/Preferred)
ü Key Performance Indicators (Highest / Ideal Performance Expected)
ü Key Deliverables (Role Definition)
ü Competence Required
PROFESSIONAL & ADMINISTRATIVE
- Sources of Manpower (External)
ü Job sites
ü Advertisements
ü Campus Recruitment
ü Employee Referrals
ü Head Hunting
ü Networking
ü Professional Institutions
- Vendor Relationship Management (Agreements, Contracts, Quotes)
- Manpower Requisition Process (Authorisation, Documentation, Closures)
- Selection Methodology
- Interview Process (Panel, Evaluation Methodology)
- Testing Processes (Test Instruments, Administration, Monitoring
- Documentation
- Forms & Formats (Requisition, Application Blanks, Interview Evaluations)
- Recruitment MIS Reports
STRATEGIC
- Training Needs Identification
- Skill-Gap Analysis
- Competency Map (Employee Ratings, Observed / Desired / Gaps)
- Training & Development Plans (Technical / Soft Skills / Knowledge)
· Behavioural & Functional
ü Skill Development Programme
ü Performance Improvement Programme
PROFESSIONAL & ADMINISTRATIVE
- Training Calendar
- Prioritized List of Training Programmes
- Individual Analysis
- Faculty Feedback & Analysis
- Employee / Supervisor Feedback
- Developing Knowledge Sharing Practices
- Training Effectiveness Parameters
- Key Improvement Indicators Defined (Performance, Skills, Competence)
- Time Frame for Improvement
- Review Mechanism
STRATEGIC
- Oganisation’s philosophy & values
- Work Culture
- Best HR practices / Policy
- Grievance Management Process
- Employee Communication – formal & informal
ü Intranet
ü Emails
ü Circulars
ü Inter Dept meetings
ü Dept Meetings
ü Staff Meetings
ü Suggestion Scheme
ü Newsletter
· Work culture survey, Analysis & Findings
· Employee Satisfaction Survey, Analysis & Findings
· Effective Grievance Resolution
PERSONNEL & ADMINISTRATION
PROFESSIONAL & ADMINISTRATIVE
- Offer / Appointment Letters, Compensation Sheet, Contract Letters, Consultant Agreements etc.
- Salary Fitment Benchmarks / Salary Matrix
- Joining Formalities & Documentations
- Documentation Coding & Revision Guidelines
- Induction & Orientation Company Overview (History, Business, Market, Products/Services, Geography)
ü Key Personnel Meetings
ü Technical / Domain / Process Training Programme
- Maintaining & updating Personnel Files
- Compensation & Benefits Administration Salary Structure (Fixed, Variables, Perks)
- Employee Welfare Schemes
- Insurance Covers
- Retiral Benefits
- Tax Consulting
- Legal Compliances (Employment / Labor / Compensation Acts)
- Incentives, Motivational Allowances
- Employee Relations Employee Benefit Schemes
- Birthdays / Anniversaries
- Festival Events
- Sports Events
- Inter Dept Events / Competitions / Games / Quizzes
- Health & Safety Measures.
From India, Coimbatore
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