Hello everyone !!!
Kindly let me know what are the major tasks to be performed while setting up an HR Department in any company?
I have recently joined a company that doesn't had the HR earlier and as i have only 6 months f experience, i am bit confused how to start and from where, though i first started making MIS of all employees.what should be the next process?
Regards
Swati
HR Executive
From India, Faridabad
2Kindly let me know what are the major tasks to be performed while setting up an HR Department in any company?
I have recently joined a company that doesn't had the HR earlier and as i have only 6 months f experience, i am bit confused how to start and from where, though i first started making MIS of all employees.what should be the next process?
Regards
Swati
HR Executive
From India, Faridabad
Hi Swati,
First and foremost, you need to define all the SOPs of HR functions which will be applicable to your company at the initial level like recruitment, Training, Code of conduct, Attendance, employee grievances, etc.
Post defining the SOPs you will have to formulate all formats related to different functions of HR.
Later, you will need to design the process flowchart of how the activities will be carried out in the organisation and there you are with your structured HR function.
Once you implement the above steps, you can carry out the same procedure for other functions in HR like, PMS, Employee Engagement, etc.
From India, Mumbai
First and foremost, you need to define all the SOPs of HR functions which will be applicable to your company at the initial level like recruitment, Training, Code of conduct, Attendance, employee grievances, etc.
Post defining the SOPs you will have to formulate all formats related to different functions of HR.
Later, you will need to design the process flowchart of how the activities will be carried out in the organisation and there you are with your structured HR function.
Once you implement the above steps, you can carry out the same procedure for other functions in HR like, PMS, Employee Engagement, etc.
From India, Mumbai
Defining the SOP for every process and creating formats is the foundation for any HR process. Organisations having no SOP will loose good employees.
I am an Industry expert and can help you in HR Management (Especially Process Management). You can reach me on 9090927445 (Skype: balaji.santosh)
From India, Madras
I am an Industry expert and can help you in HR Management (Especially Process Management). You can reach me on 9090927445 (Skype: balaji.santosh)
From India, Madras
Dear Guidance Seeker,
To aid and advice the Employer ( Management), Human Resource Management Unit / Dept is set -up on few of following critical / Key Result Areas / Functions:
1. Frame and implement Policies ( Six 6 to begin with); Procedures ( simple to follow and Easy to understand);
Parameters/Norms ( Ethics,Transparency etc) and Employment -related matters of importance in alignment
with your Organization's Vision , Values and Mission;
2. Notify the aforesaid "intentions & commitment) to all concerned for adherence and Feedback;
3. Define with sufficient precision the Terms of Employment ( Co's Rules & Regulation, H R Handbook, Code of
Conduct Document etc) and Notify them to all Employees and others including the New Mandatory
Provisions stipulated in the "Sexual Harassment of Woman at Workplace ( Prevention, Prohibition &
Redressal) Act 2013 and the Rules framed and since gazetted there under;
4. Put in place Recruitment Systems ( including Internal Promotions criteria, Inter-Deptl. Transfer
etc)
5. Performance Management and Improvement Systems & Practices to utilize the Energy and Intelligence of
entire Workforce;
6. Set up Reward & Punishment Schemes;
7. Promote Employee Empowerment / Engagement Schemes;
8. Culture Building Schemes etc
9. Employees Capacity and Skills Development Schemes ( to usher in Knowledge/Data Based Decision Systems
& to retain them
Kritarth Team is ready and willing to provide Specialized Services within Lowest Possible One Time Investment within Shortest Possible Time.
Kritarth Team is led for Excellent Service Delivery by XLRI Alumnus possessing 4 decades Hands-on Working Experience, Specialist in HR M, E R, IR, Training and related Services
Tell us at info@kritarth.in / shakti@kritarth.in
91 9560 453756
Bengaluru Service Point
14.9.2016
From India, Delhi
To aid and advice the Employer ( Management), Human Resource Management Unit / Dept is set -up on few of following critical / Key Result Areas / Functions:
1. Frame and implement Policies ( Six 6 to begin with); Procedures ( simple to follow and Easy to understand);
Parameters/Norms ( Ethics,Transparency etc) and Employment -related matters of importance in alignment
with your Organization's Vision , Values and Mission;
2. Notify the aforesaid "intentions & commitment) to all concerned for adherence and Feedback;
3. Define with sufficient precision the Terms of Employment ( Co's Rules & Regulation, H R Handbook, Code of
Conduct Document etc) and Notify them to all Employees and others including the New Mandatory
Provisions stipulated in the "Sexual Harassment of Woman at Workplace ( Prevention, Prohibition &
Redressal) Act 2013 and the Rules framed and since gazetted there under;
4. Put in place Recruitment Systems ( including Internal Promotions criteria, Inter-Deptl. Transfer
etc)
5. Performance Management and Improvement Systems & Practices to utilize the Energy and Intelligence of
entire Workforce;
6. Set up Reward & Punishment Schemes;
7. Promote Employee Empowerment / Engagement Schemes;
8. Culture Building Schemes etc
9. Employees Capacity and Skills Development Schemes ( to usher in Knowledge/Data Based Decision Systems
& to retain them
Kritarth Team is ready and willing to provide Specialized Services within Lowest Possible One Time Investment within Shortest Possible Time.
Kritarth Team is led for Excellent Service Delivery by XLRI Alumnus possessing 4 decades Hands-on Working Experience, Specialist in HR M, E R, IR, Training and related Services
Tell us at info@kritarth.in / shakti@kritarth.in
91 9560 453756
Bengaluru Service Point
14.9.2016
From India, Delhi
Thank you all for your valuable response.Now it would be easy for me to work in the said direction.
From India, Faridabad
From India, Faridabad
You have not indicated how big is your organisation, the size of manpower at different levels, business fundamentals, nature of organisation etc. All the above suggestions by fellow HR professionals will be more meaningful at that point of time. If your organisation is a very small one, with only about a few employees, many of the processes above can be simplified or eliminated. I have advised a company recently where many activities have been outsourced due to sheer small size of the organisation !
Best wishes
N K Sundaram
From India
Best wishes
N K Sundaram
From India
I have been appointed as a group HR for all their verticles that is one restaurant having at least 40 employees, one PMT Academy having 25 employees, one hospital having 125 employees and one coworking company with 15 peoples where i am selected.
From India, Faridabad
From India, Faridabad
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