My problem is actually like this.. i just started working in this new company of mine on the 16th oct. this company is actually a construction company dealing with the realty business origin from taiwan. so most of the management here is chinese people. there thing is..this management of my company asking about my suggestion regarding their admin management..especially in their human resource management thing. the reason why i got this job is actually because of my major in HRM.so thats why they ask for my suggestion. its a good thing for me as i can challenge myself to prove to others that i can improve something in this company. but the thing is, i still fresh graduate and i know nothing bout this company. i mean their system..
so far, i get to know that they have this performance appraisal for their employee. in term of other HR functions i still searching..
so, i hope anyone can give me some idea where should i start searching for their weaknesses and improve them?
From Malaysia, Kota Kinabalu
1so far, i get to know that they have this performance appraisal for their employee. in term of other HR functions i still searching..
so, i hope anyone can give me some idea where should i start searching for their weaknesses and improve them?
From Malaysia, Kota Kinabalu
Hi Adrina
Its tough when there is lot of expectations from you and people expects an HR person to know everything and solve their problems. I think first u need to identify the problems by talking to various divisions, departments and hods. Try to analyze what is the market ur company has covered and competitors in the field. U can study the other similar companies and try to devise some basic training programs based on tni. I am attaching a questionnaire on "measuring employee effectiveness" which each department/division can do. U know best how to use it according to the situation.
Hope this will help u in a way.
All the best
regards
Anuradha
From India, Delhi
Its tough when there is lot of expectations from you and people expects an HR person to know everything and solve their problems. I think first u need to identify the problems by talking to various divisions, departments and hods. Try to analyze what is the market ur company has covered and competitors in the field. U can study the other similar companies and try to devise some basic training programs based on tni. I am attaching a questionnaire on "measuring employee effectiveness" which each department/division can do. U know best how to use it according to the situation.
Hope this will help u in a way.
All the best
regards
Anuradha
From India, Delhi
Hai Anuradha...
Thank you for the idea. i think it is good for me to talk to people in every department we have here..but one thing that makes me worried is that, they all are very senior.i mean they have been working in this company for so long.would they listen to me if there is any changes that i might propose??? owh..thats make me worry so much.moreover as i heard from my colleagues, it is very hard to have increment in our salary. there are some of my superior that has been working for this company for 6-7 years.but the salary only RM1200. how come? they suppose to have about RM2k and above already.since they have the experience..but i dont know much since i still new any only listen to the rumours.
nyway, i hope we can keep in touch k..
From Malaysia, Kota Kinabalu
Thank you for the idea. i think it is good for me to talk to people in every department we have here..but one thing that makes me worried is that, they all are very senior.i mean they have been working in this company for so long.would they listen to me if there is any changes that i might propose??? owh..thats make me worry so much.moreover as i heard from my colleagues, it is very hard to have increment in our salary. there are some of my superior that has been working for this company for 6-7 years.but the salary only RM1200. how come? they suppose to have about RM2k and above already.since they have the experience..but i dont know much since i still new any only listen to the rumours.
nyway, i hope we can keep in touch k..
From Malaysia, Kota Kinabalu
Hi Adrina
I can well understand ur problem. Do u have an HR department in ur company. u can talk to ur hr head about implementation of such kind of program. or else I think u need to involve a senior management person in this. May be try talking with ur immediate boss or the person who u think can understand ur stand.
The financial part is something which u cannot do anything. If the senior people are happy then its fine, but if its a different case, then I think u need time to settle in the group before giving ur opinion. I suggest u try to talk with people whom u feel comfortable first. Alternatively you can use a written form for the senior people but u must always follow-up this process.
SOme suggestions after identifying the basic training needs may be to:
Start a training programme for junior level management by the senior people.
A mentoring progrmme would be highly recommendable at this stage.
u can also try to do a SWOT analysis with the personnel. But more important is that u have the support of the management.
regards
Anuradha
From India, Delhi
I can well understand ur problem. Do u have an HR department in ur company. u can talk to ur hr head about implementation of such kind of program. or else I think u need to involve a senior management person in this. May be try talking with ur immediate boss or the person who u think can understand ur stand.
The financial part is something which u cannot do anything. If the senior people are happy then its fine, but if its a different case, then I think u need time to settle in the group before giving ur opinion. I suggest u try to talk with people whom u feel comfortable first. Alternatively you can use a written form for the senior people but u must always follow-up this process.
SOme suggestions after identifying the basic training needs may be to:
Start a training programme for junior level management by the senior people.
A mentoring progrmme would be highly recommendable at this stage.
u can also try to do a SWOT analysis with the personnel. But more important is that u have the support of the management.
regards
Anuradha
From India, Delhi
Hi Anuradha,
actually, i'm in the admin department. we dont have any HR dept here. so the function is as well as the HR department. thanks for understanding me. i will try my best to settle down this problem. and now for ur info. my superior ask me to prepare a proposal for salary increment. well, do u have any idea what sort of things i should do? i mean the format of a proposal or anything else. i dont have any in my mind rite now..
From Malaysia, Kota Kinabalu
actually, i'm in the admin department. we dont have any HR dept here. so the function is as well as the HR department. thanks for understanding me. i will try my best to settle down this problem. and now for ur info. my superior ask me to prepare a proposal for salary increment. well, do u have any idea what sort of things i should do? i mean the format of a proposal or anything else. i dont have any in my mind rite now..
From Malaysia, Kota Kinabalu
Hi Adrina83,
Salary increment should be a structural way . It Should be done on the basis of performance by giving 5 types of rating to the employees that is FEE,EE,ME,BE,FBE . Rating should be assigned by the immediate manager to their subordinate with proper justification.later on you assign certain amount to each rating depending upon companies financial position.You get more details on this on any of the Performance Management Book of MBA.
From India, Mumbai
Salary increment should be a structural way . It Should be done on the basis of performance by giving 5 types of rating to the employees that is FEE,EE,ME,BE,FBE . Rating should be assigned by the immediate manager to their subordinate with proper justification.later on you assign certain amount to each rating depending upon companies financial position.You get more details on this on any of the Performance Management Book of MBA.
From India, Mumbai
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