Dear Seniors our company is Under shops and establishment, HR department is almost set up Such as HR policies, leave rules, Do I need to initiate anything more
From India, Vijayawada
3From India, Vijayawada
Dear member,
You say that you have "set up the HR Department" and wanted to know what further can be done. Nevertheless, you have not mentioned what the nature of your industry is, how many employees work in your company, and what you mean by "setting up of the HR department".
Establishing the HR department is always a work-in-progress activity. However, you need to confirm to us what HR activities will be handled in-house and what will be outsourced. Furthermore, the establishment of the HR systems and processes also require support from the top management. What support do you have? Though called the "HR Department", do they still view this department as the erstwhile "Personnel Department", or they consider the human resource that contributes to the business development? Do they have faith in employee development?
There are many questions associated with your post. Please provide all the details.
Thanks,
Dinesh Divekar
From India, Bangalore
You say that you have "set up the HR Department" and wanted to know what further can be done. Nevertheless, you have not mentioned what the nature of your industry is, how many employees work in your company, and what you mean by "setting up of the HR department".
Establishing the HR department is always a work-in-progress activity. However, you need to confirm to us what HR activities will be handled in-house and what will be outsourced. Furthermore, the establishment of the HR systems and processes also require support from the top management. What support do you have? Though called the "HR Department", do they still view this department as the erstwhile "Personnel Department", or they consider the human resource that contributes to the business development? Do they have faith in employee development?
There are many questions associated with your post. Please provide all the details.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Dinesh Sir,
Ours is a trading company. There are 300 employees including marketing team. I am done with HR manual, leave management, payroll administration, attendance management,, implementation of gratuity and ex-gratia (bonus), , Activities like birthday celebration, best employee of the month, festivals etc registration of EPF & ESI was already implemented by management when they had 10 employees. Management does not want to outsource any activity. Our management likes to implement new policies and they supported me in every aspect. As of now it is like P & A .
From India, Vijayawada
Ours is a trading company. There are 300 employees including marketing team. I am done with HR manual, leave management, payroll administration, attendance management,, implementation of gratuity and ex-gratia (bonus), , Activities like birthday celebration, best employee of the month, festivals etc registration of EPF & ESI was already implemented by management when they had 10 employees. Management does not want to outsource any activity. Our management likes to implement new policies and they supported me in every aspect. As of now it is like P & A .
From India, Vijayawada
Dear member,
When one goes by the description of the activities that you have mentioned, it emerges that your company has fulfilled the requirements of the service function of HR. In the erstwhile era, it was called "Personnel Management". Now your company needs to move up and measure systematically the performance of the organisation. The measures of performance for the organisation are applicable to some departments also. Therefore, your company needs to identify the ratios and costs associated with each department and assign those to the respective HOD. This is what is called as an institution of a comprehensive Performance Management System (PMS).
Instituting PMS requires a lot of experience. You need to hire a consultant who is a measurement expert. Otherwise, your company may institute superficial measures. So there could be a satisfaction of measurement, nevertheless, how the previous funds are being wasted inadvertently, that you may not even come to know.
Going further, you may evaluate your recruitment practices as well. Please note that your organisation's future growth will depend on the human resources that you will select now.
Thanks,
Dinesh Divekar
From India, Bangalore
When one goes by the description of the activities that you have mentioned, it emerges that your company has fulfilled the requirements of the service function of HR. In the erstwhile era, it was called "Personnel Management". Now your company needs to move up and measure systematically the performance of the organisation. The measures of performance for the organisation are applicable to some departments also. Therefore, your company needs to identify the ratios and costs associated with each department and assign those to the respective HOD. This is what is called as an institution of a comprehensive Performance Management System (PMS).
Instituting PMS requires a lot of experience. You need to hire a consultant who is a measurement expert. Otherwise, your company may institute superficial measures. So there could be a satisfaction of measurement, nevertheless, how the previous funds are being wasted inadvertently, that you may not even come to know.
Going further, you may evaluate your recruitment practices as well. Please note that your organisation's future growth will depend on the human resources that you will select now.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Dinesh Sir, Our company is not interested to implement PMS as of now. Kindly advise any thing I can implement
From India, Vijayawada
From India, Vijayawada
Dear member,
Whenever a company starts its operations, the top management should be clear on what to measure and how to measure. Nevertheless, if your company is not interested in measuring returns on every Rupee spent on human resources, then be as it may. There is nothing to say further.
If the company does not wish to measure the ROI on its activities, however, this scenario is not just with your company, but many, many other Indian companies too. Look at the American or European MNCs, and you will find that these are highly measurement-driven. Rather than benchmarking against them, the Indian businesspersons prefer to plough their own furrow. May God bless them!
Thanks,
Dinesh Divekar
From India, Bangalore
Whenever a company starts its operations, the top management should be clear on what to measure and how to measure. Nevertheless, if your company is not interested in measuring returns on every Rupee spent on human resources, then be as it may. There is nothing to say further.
If the company does not wish to measure the ROI on its activities, however, this scenario is not just with your company, but many, many other Indian companies too. Look at the American or European MNCs, and you will find that these are highly measurement-driven. Rather than benchmarking against them, the Indian businesspersons prefer to plough their own furrow. May God bless them!
Thanks,
Dinesh Divekar
From India, Bangalore
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HOW TO SET UP HR DEPT.doc