Hi, I am working for a small IT company. Total size of the manpower if only 22. All are working from home due to the corona situation. Management wants a daily work report from everybody to show that all are visible and viable. Under this situation, as an HR person how I can ensure my work report daily basis since HR works are almost qualitative. Can anybody suggest what HR functions should I continue during this home period?
From Bangladesh, Dhaka
From Bangladesh, Dhaka
Hi Partner,
There are lots of things that can be continued during the home period. But then before you spring on to anything it is better to first check with your management on whether there is anything that they expect the HR to work on, on priority during this period and only if they are not sure then should you proceed ahead with your ideas.
My starting as an HR generalist was with a BTL marketing firm of hardly 16 members at the location. Most of my time used to be utilised in recruitment due to the high attrition, then attendance & leaves and then performance management and exits.
In my free time, I used to work on creating employee files containing details from their candidature applications, resumes, appointment letters, appraisal forms and ratings, leave records, awards, warning letters, relieving letters etc. With the hard copies stored in files, then I used to enter the details into the system for each employee creating a profile. Though there were only 16 employees, this was a never ending job because of the attrition level and the management was also happy because each file gave them a lot of data about each employee.
When you are working at home, I am not sure on how much of employee record access you may be having, but if possible this would be one area you can focus on, as this opens the door for the application of data and predictive analytics in future.
From India, Bengaluru
62There are lots of things that can be continued during the home period. But then before you spring on to anything it is better to first check with your management on whether there is anything that they expect the HR to work on, on priority during this period and only if they are not sure then should you proceed ahead with your ideas.
My starting as an HR generalist was with a BTL marketing firm of hardly 16 members at the location. Most of my time used to be utilised in recruitment due to the high attrition, then attendance & leaves and then performance management and exits.
In my free time, I used to work on creating employee files containing details from their candidature applications, resumes, appointment letters, appraisal forms and ratings, leave records, awards, warning letters, relieving letters etc. With the hard copies stored in files, then I used to enter the details into the system for each employee creating a profile. Though there were only 16 employees, this was a never ending job because of the attrition level and the management was also happy because each file gave them a lot of data about each employee.
When you are working at home, I am not sure on how much of employee record access you may be having, but if possible this would be one area you can focus on, as this opens the door for the application of data and predictive analytics in future.
From India, Bengaluru
Hi Dear
Thanks for your reply. Actually, I know my management will reply me to create my own work. This is the critical area that I am facing. From home, it is quite difficult to create and access personal files. That is why I was looking for some more suggestions/insights from all. How others are maintaining their daily work schedule?
From Bangladesh, Dhaka
Thanks for your reply. Actually, I know my management will reply me to create my own work. This is the critical area that I am facing. From home, it is quite difficult to create and access personal files. That is why I was looking for some more suggestions/insights from all. How others are maintaining their daily work schedule?
From Bangladesh, Dhaka
Hi,
My problem is also the same. I have 5 yrs of experience in HR, total strength of my company is 20. Apart from payroll I do all other work but now as we are working from home. Compare to other department people my work is less. Because of Covid 19 pandemic situation recruitment activities are freeze so, can't even do recruitment which is the major part of HR. Please suggest how I can keep myself productive during WFH.
From India, Pune
My problem is also the same. I have 5 yrs of experience in HR, total strength of my company is 20. Apart from payroll I do all other work but now as we are working from home. Compare to other department people my work is less. Because of Covid 19 pandemic situation recruitment activities are freeze so, can't even do recruitment which is the major part of HR. Please suggest how I can keep myself productive during WFH.
From India, Pune
Hi,I’m working for a construction company in Hyderabad. Some depts like design,sales,HR are working from home in this situation. But how can I calculate or monitor for site staff.
From India, Hyderabad
From India, Hyderabad
Hello Guys,
I am Nidhi Jain working in HR profession since 2013.I would like to suggest some role which you guys can implement pls have a look:
1. Create some design for engagement activity like Birthday mail,working anniversary mail etc.
2. Plan out some awards name as well activity.
3.Prepare some presentation like company introduction,PF,ESIC,PT etc
4. Design some standard document for on boarding.
5. Policy design.
I think it would be helpful.
Thanks
From India, Ahmedabad
I am Nidhi Jain working in HR profession since 2013.I would like to suggest some role which you guys can implement pls have a look:
1. Create some design for engagement activity like Birthday mail,working anniversary mail etc.
2. Plan out some awards name as well activity.
3.Prepare some presentation like company introduction,PF,ESIC,PT etc
4. Design some standard document for on boarding.
5. Policy design.
I think it would be helpful.
Thanks
From India, Ahmedabad
No worries Partners,
This means that it is time you start investing time in creating a performance management model with the help of the project managers and the team leaders on the process now.
With company revenues having been hit hard, there is the chance that the company would want to trim down on costs and ensure there is maximum employee utilisation or options to reduce headcount.
Right now, if you are stuck at home, you can use this chance to reach out to managers via calls and e-mails with questionnaires on the critical areas of their work process and ask them about the performance criteria, they prefer for resources on the job.
From the inputs that you get from a number of managers, you can analyse these and create a trendline or model as to what different process managers consider as critical areas and what are the performance criteria and benchmarks that they prefer.
The parameters can be about skill sets, abilities, attitudes etc. Even the current resource related challenges that the managers face can be noted.
Now after you have all the inputs you need and have data on managerial expectations, your next step would be to reach out to the executive employees and have discussions with them on how they feel about their work and about the expectations and their perceptions of how they work .
This is going to finally give the details on the gap between perceptions of managers and their reportees. The gaps are what costs the organisation process and revenue issues.
So, when you submit reports time to time to the management on your findings, they find these inputs useful because they are first hand inputs you have taken directly from the employees.
The process is a long one, but definitely a process that you can do from home.
From India, Bengaluru
This means that it is time you start investing time in creating a performance management model with the help of the project managers and the team leaders on the process now.
With company revenues having been hit hard, there is the chance that the company would want to trim down on costs and ensure there is maximum employee utilisation or options to reduce headcount.
Right now, if you are stuck at home, you can use this chance to reach out to managers via calls and e-mails with questionnaires on the critical areas of their work process and ask them about the performance criteria, they prefer for resources on the job.
From the inputs that you get from a number of managers, you can analyse these and create a trendline or model as to what different process managers consider as critical areas and what are the performance criteria and benchmarks that they prefer.
The parameters can be about skill sets, abilities, attitudes etc. Even the current resource related challenges that the managers face can be noted.
Now after you have all the inputs you need and have data on managerial expectations, your next step would be to reach out to the executive employees and have discussions with them on how they feel about their work and about the expectations and their perceptions of how they work .
This is going to finally give the details on the gap between perceptions of managers and their reportees. The gaps are what costs the organisation process and revenue issues.
So, when you submit reports time to time to the management on your findings, they find these inputs useful because they are first hand inputs you have taken directly from the employees.
The process is a long one, but definitely a process that you can do from home.
From India, Bengaluru
Deal All,
Delighted to hear a lot from u all about "How a HR person can perform work from home"???
Definitely HR is a vast field, as HR person always remain busy in performing day to day work as Attendance, Salary, Grievance Redress-al etc but we have now time to our job enlargement as.
1) Designing various Forms/ Formates te be updated in personal file.
2) Appointment Letter / Confirmation Letter/ Transfer Letter review and up dation if any.
3)Review of Companys existing HR Policies / Designing of New Policy /UP dation of existing HR Policy.
4) Amendment of Labour Laws if any/ How to implement.
5)Designing / Reviewing KRAs of Employees.
Apart of these extra work as a HR u can design and Introduce the performance evaluation Daily/ Weekly / Monthly of all ur employee working from Home / while reviewing KRA and work distribution of all employees, MAY BE UR MANAGEMENT WILL APPROVE IT AND WHILE WORK FROM HOME U CAN DO THIS REGULAR WORK.
BECAUSE NOW THE PRIORITY IS TO GET THE COMPANY'S WORK COMPLETE ON REGULAR BASIS AND EMPLOYEES WORK EVALUATION WHIILE THEY WORK FROM HOME.
HR CAN PLAY A MAJOR ROLE IN MONITORING THEIR DAILY / REGULAR WORK PERFORMANCE.
Regards
SONIYA BHARDWAJ
From India, undefined
Delighted to hear a lot from u all about "How a HR person can perform work from home"???
Definitely HR is a vast field, as HR person always remain busy in performing day to day work as Attendance, Salary, Grievance Redress-al etc but we have now time to our job enlargement as.
1) Designing various Forms/ Formates te be updated in personal file.
2) Appointment Letter / Confirmation Letter/ Transfer Letter review and up dation if any.
3)Review of Companys existing HR Policies / Designing of New Policy /UP dation of existing HR Policy.
4) Amendment of Labour Laws if any/ How to implement.
5)Designing / Reviewing KRAs of Employees.
Apart of these extra work as a HR u can design and Introduce the performance evaluation Daily/ Weekly / Monthly of all ur employee working from Home / while reviewing KRA and work distribution of all employees, MAY BE UR MANAGEMENT WILL APPROVE IT AND WHILE WORK FROM HOME U CAN DO THIS REGULAR WORK.
BECAUSE NOW THE PRIORITY IS TO GET THE COMPANY'S WORK COMPLETE ON REGULAR BASIS AND EMPLOYEES WORK EVALUATION WHIILE THEY WORK FROM HOME.
HR CAN PLAY A MAJOR ROLE IN MONITORING THEIR DAILY / REGULAR WORK PERFORMANCE.
Regards
SONIYA BHARDWAJ
From India, undefined
Hi All,
Nice to know various views on HR role during Work From Home. I feel Soniyaji has covered most of the points i do as GM- Training and HR. In addition, you can do following:
1. we have attendance system through Teams Software. Its easy to download and safe to use by all team embers. So you can keep track of each one.
2. Conduct capacity building sessions internally. Based on last 6 months performance of the team, identify topics they need to develop and ask them to prepare PPT and present in group via Teams software. Seniors can guide them and others can raise questions through chat. Its an excellent way of learning.
Thanks and Regards
Devashree N
From India, Pune
Nice to know various views on HR role during Work From Home. I feel Soniyaji has covered most of the points i do as GM- Training and HR. In addition, you can do following:
1. we have attendance system through Teams Software. Its easy to download and safe to use by all team embers. So you can keep track of each one.
2. Conduct capacity building sessions internally. Based on last 6 months performance of the team, identify topics they need to develop and ask them to prepare PPT and present in group via Teams software. Seniors can guide them and others can raise questions through chat. Its an excellent way of learning.
Thanks and Regards
Devashree N
From India, Pune
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