HI DERE, MINE IS A MANUFACTURING CPY. INTO MEDICAL AND SURGICAL EQUIPMENTS. D CPY IS PLANNING TO DEVELOP A hR DEPT. CAN U HELP ME WID IDEAS AS TO HOW TO START UP WID THINGS.. DIPS
From India, Delhi
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12From India, Delhi
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Hi Deepali,
This time, I can't give you full detail on how I can help you. But I'll be happy to assist you with your problem. The fact is that I was planning to start an HR Consultancy firm offering total HR Solutions with my old boss. However, the relationship didn't work out, so we separated. I don't have enough support to do it on my own now. I've postponed the plan for the future. Currently, I am working with a Placement firm in Chennai as an IT Recruiter. My interest lies in Total HR. I will definitely try to help you. You can email me at my official ID khalid@platlap.com or khalid_01@rediffmail.com whenever you feel like writing. Let me think over your problem. Please provide me with details about your company, such as company size, employee strength, turnover, product, etc. I hold an MBA in Information Management, a blend of IT and HR from XISS, a premier Institute. I have also partnered with a Retired VP HR of a large Chemical Company in Mumbai.
Regards, Khalid
Reply.
From India, Mumbai
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This time, I can't give you full detail on how I can help you. But I'll be happy to assist you with your problem. The fact is that I was planning to start an HR Consultancy firm offering total HR Solutions with my old boss. However, the relationship didn't work out, so we separated. I don't have enough support to do it on my own now. I've postponed the plan for the future. Currently, I am working with a Placement firm in Chennai as an IT Recruiter. My interest lies in Total HR. I will definitely try to help you. You can email me at my official ID khalid@platlap.com or khalid_01@rediffmail.com whenever you feel like writing. Let me think over your problem. Please provide me with details about your company, such as company size, employee strength, turnover, product, etc. I hold an MBA in Information Management, a blend of IT and HR from XISS, a premier Institute. I have also partnered with a Retired VP HR of a large Chemical Company in Mumbai.
Regards, Khalid
Reply.
From India, Mumbai
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Hi,
I'll be happy to help you in solving your problem. But now I want some time as I don't know the details about your company. Please give me the details viz; size of your company, number of employees, turnover, product, etc. I'm an MBA in Information Management, a blend of HR and IT from XISS (a premier management institute) in India. I had a plan to start my HR consultancy with my old boss, but the relationship didn't work out, and we separated. Now, I plan to do it alone in the future as I need finance for it, which I don't have. I've joined a recruitment firm in Chennai as an IT Recruiter, but my interest lies in total HR functions. I've also tied up with a retired VP of HR from a large chemical company in Mumbai. I'll try to help you sort out your problem, but don't worry, I'm not asking for payment. Just give me some days as I have to take care of my present job as well. You can always contact me on my official email
or 
. I'll be happy to reply to you.
Regards,
Khalid
From India, Mumbai
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I'll be happy to help you in solving your problem. But now I want some time as I don't know the details about your company. Please give me the details viz; size of your company, number of employees, turnover, product, etc. I'm an MBA in Information Management, a blend of HR and IT from XISS (a premier management institute) in India. I had a plan to start my HR consultancy with my old boss, but the relationship didn't work out, and we separated. Now, I plan to do it alone in the future as I need finance for it, which I don't have. I've joined a recruitment firm in Chennai as an IT Recruiter, but my interest lies in total HR functions. I've also tied up with a retired VP of HR from a large chemical company in Mumbai. I'll try to help you sort out your problem, but don't worry, I'm not asking for payment. Just give me some days as I have to take care of my present job as well. You can always contact me on my official email
Regards,
Khalid
From India, Mumbai
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Hi,
When tasked with developing an HR department, the first step typically involves establishing systematic record-keeping for employee-related data. You may need to begin by organizing existing documents or sending out questionnaires to employees. It is essential to set timelines for all expected tasks. Central to all HR processes is information on employees and their roles. Subsequently, addressing policy issues by compiling existing policies is crucial. This foundational work enables you to enhance and build upon what already exists.
As administrative activities stabilize, you can shift focus towards the developmental role of HR. This gradual approach allows for a smoother transition and better integration of HR functions.
I hope this provides a general guideline on how to approach the task of establishing an HR department. Good luck!
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When tasked with developing an HR department, the first step typically involves establishing systematic record-keeping for employee-related data. You may need to begin by organizing existing documents or sending out questionnaires to employees. It is essential to set timelines for all expected tasks. Central to all HR processes is information on employees and their roles. Subsequently, addressing policy issues by compiling existing policies is crucial. This foundational work enables you to enhance and build upon what already exists.
As administrative activities stabilize, you can shift focus towards the developmental role of HR. This gradual approach allows for a smoother transition and better integration of HR functions.
I hope this provides a general guideline on how to approach the task of establishing an HR department. Good luck!
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It is a good opportunity for u 2 set up an HR dept. Very few get such a chance!Will respond in detail soon.
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Dear Depali,
You need to be more specific regarding the requirements. What exactly are you looking for in terms of support? It could be resources, policies/manuals, or systems/processes. I should be able to assist you once you provide your specifications.
Regards,
Dhole
From India, Delhi
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You need to be more specific regarding the requirements. What exactly are you looking for in terms of support? It could be resources, policies/manuals, or systems/processes. I should be able to assist you once you provide your specifications.
Regards,
Dhole
From India, Delhi
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DEEPALI
HERE IS SOME HELP.
FOR A START,
-understand the organization
-understand the organization structure
-understand the organization systms
-understand the organization politics/influential people
-understand the organization / individual roles
-understand the organization / positions
-understand the individual job descriptions
-understand the job/ job specifications
etc
To win confidence / trust,
you need to show credibility/ functional knowledge level.
Initially, please do not rush with too many things.
Take one thing at a time and do a thorough job.
Everything must be done right at the first time.
=============================================
HR MANAGEMENT MANUAL
Human Resources Policies, Procedures and Forms
Table of Contents
ADMINISTRATION
ADM.101 Personnel Records
Activities
1.0 Employee Information
2.0 HR Personnel Records
3.0 Contents of Personnel Files
4.0 Employee's Personnel Records Review
5.0 Management Review of Personnel Files
6.0 Company Release Of Employee Information
7.0 Record Retention and Long-Term Storage
8.0 Record Destruction
Forms
Ex1 Personnel Records Access Log
Ex2 HR Records Retention Periods
-------------------------------------------------------------------------------------------------
ADM.102 Form Development
Activities
1.0 Form Development and Format
2.0 Authorization and Printing
3.0 Form Numbering and Placement
4.0 Forms Index and Manual
Forms
Ex1 Form Printing Request
------------------------------------------------------------------------------------------------
ADM.103 Document Control
Activities
1.0 Document Distribution
2.0 Document Revision
3.0 Document
4.0 Temporary Changes
Forms
103 Ex1 Request For Document Change (RDC)
-------------------------------------------------------------------------------------------------
ADM. 104 Mail & Express Services
Activities
1.0 General Mail Usage
2.0 Addressing Mail
3.0 Express Mail
4.0 Overnight Packages
5.0 Additional Information Resources
Forms
104 Ex1 Outgoing Mail Register
----------------------------------------------------------------------------------------------
ADM. 105 Telephone Answering
Activities
1.0 Answering Techniques and Etiquette
2.0 Answering and Directing Calls
3.0 Taking Messages
4.0 Telephone User's Guide
Forms
105 Ex1 Important Message
-------------------------------------------------------------------------------------------
ADM.106 Property & Access Control
Activities
1.0 Background Checks
2.0 Physical Access Controls
3.0 Key Controls
4.0 Proprietary Information Controls
5.0 Collection Of Access Controls
6.0 Visitors & Guests
Forms
ADM106 Ex1 Key Issue Policy
ADM106 Ex2 Visitor Log
--------------------------------------------------------------------------------------------
ADM.107 Separation
Activities
1.0 Resignations
2.0 Involuntary Terminations And Layoffs
3.0 Terminations For Cause
4.0 Termination Meeting
5.0 Additional Information Resources
Forms
107 Ex1 Exit Interview Checklist
107 Ex2 Exit References Authorization
-------------------------------------------------------------------------------------------
ADM.108 Workplace Rules & Guidelines
Activities
1.0 Alcohol And Drugs
2.0 Breaks And Lunch Time
3.0 Company Property
4.0 Grievances And Complaints
5.0 Inclement Weather
6.0 Parking
7.0 Personal Telephone Calls
8.0 Smoking
9.0 Solicitations
10.0 Suggestions
11.0 Visitors
Forms
108 Ex1 Suggestion Form
------------------------------------------------------------------------------------------------
ADM.109 Human Resources Reports
Activities
1.0 Preparation Guidelines
2.0 Occupational Health & Safety Reports
3.0 Equal Opportunity Reports
4.0 Training Plan
5.0 Hiring Status Report
6.0 Compensation Summary
Forms
109 EX1 Human Resource Reporting Summary
109 EX2 HR Hiring Status Report
----------------------------------------------------------------------------------------------
ADM.110 Dress Code
Activities
1.0 Dress Code
1.1 Business Attire
1.2 Business Casual Attire
1.3 Casual Attire
1.4 Uniformed Attire
1.5 Safety Attire
1.6 Formal Attire
1.7 Inappropriate Attire
1.8 Business Situations
1.9 Recreation & Parties
2.0 Dinners & Receptions
3.0 Personal Hygiene
4.0 Disciplinary Action
-------------------------------------------------------------------------------------------------
HIRING PROCEDURES
HRG.101 Employee Hiring
Activities
1.0 Needs Analysis
2.0 Personnel Requisition
3.0 Job Posting & Screening
4.0 Interviewing
5.0 Pre-Employment Screening & Testing
6.0 Background Investigation
7.0 Hiring And Employee Offers
8.0 Motor Vehicle And Equipment Operation
9.0 Applicant Files
10.0 Additional Information Resources
Forms
HRG101 Ex1 Personnel Requisition
HRG101 Ex2 Offer Letter
HRG101 Ex3 Personnel Change Notice
HRG101 Ex4 New Employee Hiring Checklist
HRG101 Employment Eligibility Verification .
HRG101 Employee’s Withholding Allowance Certificate.
----------------------------------------------------------------------------------------------
HRG102 Job Descriptions
Activities
1.0 Job Description Preparation
2.0 Format And Content
2.1 Job Title
2.2 Effective Date
2.3 Department
2.4 Summary Of Functions
2.5 Essential Duties And Responsibilities
2.6 Organizational Relationships
2.7 Qualifications
2.8 Physical Demands
2.9 Work Environment
3.0 Job Description Approval & Distribution
Forms
HRG102 Ex1 Job Description Format
---------------------------------------------------------------------------------------------
HRG103 Employment Applications
Activities
1.0 Application For Employment
2.0 Application Information
2.1 Personal Information
2.2 Employment Interest
2.3 Education & Training
2.4 Employment History
2.5 Military Service Record
2.6 References
3.0 Compliance Information
Forms
HRG103 Ex1 Employment Application
HRG103 Ex2 Employment Application Supplement
----------------------------------------------------------------------------------------------
HRG104 Interviewing Applicants
Activities
1.0 Interviewing Objectives
2.0 Resume Examination
3.0 Telephone Interviews
4.0 E-Mail Interviews
5.0 In-Person Interviews
Forms
HRG104 Ex1 Employment Interview Questions
HRG104 Ex2 Interview Form
-------------------------------------------------------------------------------------------
HRG105 Background Investigations
Activities
1.0 Background And Hiring
2.0 Investigative Consumer Reporting
3.0 Employee Reference Checks
4.0 Motor Vehicle Record (MVR) Inquiry
Forms
HRG105 Ex1 Employee Investigation Checklist
HRG105 Ex2 Employee Background Authorization
HRG105 Ex3 New References Authorization
HRG105 Ex4 Reference Check Survey
--------------------------------------------------------------------------------------------
Compensation Procedures
COM101 Payroll
Activities
1.0 Payroll Records
2.0 Timesheets
3.0 Payroll Deductions
3.1 Worker's Compensation Insurance
3.2 Social Security & Medicare
3.3 State Income Tax
3.4 Earnings Tax
3.5 Tax Withholding Payments
4.0 Payroll Adjustments
4.1 Advances
4.2 Garnishments
5.0 Paychecks
5.1 Direct Deposit
5.2 Lost Paychecks
5.3 Final Paychecks
6.0 Vacation Pay
7.0 Additional Information Resources
Forms
COM101 Ex1 Monthly Time Sheet
COM101 Ex2 Central Govt. Tax Calendar
COM101 Ex3 Electronic Funds Transfer Authorization
-----------------------------------------------------------------------------------------
COM102 Paid & Unpaid Leave
Activities
1.0 Paid Time Off
2.0 Unpaid Time Off
3.0 Absence Request And Notification
4.0 Holidays
5.0 Vacation Eligibility
5.1 Vacation Schedules
5.2 Vacation Over Holidays
6.0 Additional Information Resources
Forms
COM102 Ex1 Absence Request Form
-----------------------------------------------------------------------------------------
COM103 Insurance Benefits
Activities
1.0 Life Insurance
2.0 Long Term Disability Insurance
3.0 Social Security
4.0 Workers' Compensation
5.0 Wage Continuation
6.0 Unemployment Compensation
7.0 Health Insurance
8.0 Additional Information Resources
----------------------------------------------------------------------------------------
COM104 Healthcare Benefits
Activities
1.0 Cost And Premiums
2.0 Eligibility
3.0 Enrollment
4.0 Coverage
5.0 Filing A Claim
6.0 Termination And Conversion Of Coverage
7.0 Additional Information Resources
Forms
COM104 Ex1 Benefits Enrollment/Change Form
---------------------------------------------------------------------------------------
COM105 Employee Retirement Income Security
Activities
1.0 Plan Administration
1.1 Investment Policy Statement
1.2 Fidelity Bond
1.3 Fiduciary Liability Insurance
1.4 Employer Matching
1.5 In-Service Loans And Withdrawals
2.0 Employee Participation
3.0 Notice Procedures
3.1 Initial Notice
3.2 Annual Notices
4.0 Additional Information Resources
-------------------------------------------------------------------------------
COM106 Consolidated Budget Reconciliation
Activities
1.0 Plan Administration
2.0 Qualifying Events
3.0 Notice Procedure
4.0 Benefits Protection
6.0 Enforcement
7.0 Additional Information Resources
---------------------------------------------------------------------------------
Development Procedures
DEV101 Development Management
Activities
1.0 Development Planning
2.0 Training Effectiveness
3.0 Training Records
4.0 Training Courses
5.0 Performance Evaluations
6.0 Additional Information Resources
Forms
DEV101 Ex1 Training Plan
----------------------------------------------------------------------------------
DEV102 Training Reimbursement
Activities
1.0 Eligibility
2.0 Approved Programs
3.0 Reimbursement
Forms
DEV102 Ex 1 Request For Training
-----------------------------------------------------------------------------
DEV103 Computer User & Staff Training
Activities
1.0 MIS Training And Certification
2.0 MIS/LAN User Training
3.0 E-Mail Training
4.0 Software Applications
---------------------------------------------------------------------------
DEV104 Internet & E-Mail Acceptable Use
Activities
1.0 Acceptable Use
2.0 Inappropriate Use
3.0 Internet And E-Mail Etiquette
4.0 Security
5.0 User Compliance
6.0 Additional Information Resources
Forms
DEV104 Ex1 Computer And Internet Usage Policy
---------------------------------------------------------------------------
DEV105 Performance Appraisals
Activities
1.0 Performance Appraisal Guidelines
2.0 Appraisal Preparation
3.0 Appraisal Discussion
4.0 Salary Adjustments
5.0 Appraisal Conclusion
6.0 Additional Information Resources
Forms
DEV105 Ex1 Self Appraisal Form
DEV105 Ex2 Performance Appraisal Form
-------------------------------------------------------------------------
DEV106 Employee Discipline
Activities
1.0 Introduction To Misconduct
2.0 Responses To Misconduct
2.1 Verbal Warning
2.2 Written Warning
2.3 Suspension
2.4 Termination
3.0 Serious Misconduct
4.0 Very Serious Misconduct
5.0 Inexcusable Misconduct
6.0 Misconduct Investigations
DEV106 Ex1 Disciplinary Notice
----------------------------------------------------------------------------------------------------
Compliance Procedures
CMP101 Workplace Safety
Activities
1.0 Worksite Analysis
2.0 Hazard Prevention And Control
2.1 Safe Work Procedures
2.2 Protective Equipment
2.3 Fire Prevention
3.0 Hazard Communication Program
4.0 Medical Emergencies
5.0 Workplace Safety Training
6.0 Reporting And Record Keeping
7.0 Additional Information Resources
Forms
CMP101 Ex1 Safety Suggestion Sheet
CMP101 Ex2 Workplace Safety Self-Inspection Checklist
CMP101 Ex3 Workplace Safety Action Plan
CMP101 Ex4 Workplace Safety Rules
CMP101 Ex5 Index of Hazardous Chemicals
CMP101 PDF Material Safety Data Sheet
CMP101 PDF Injuries and Illness Log
CMP101 PDF Summary of Injuries and Illness
CMP101 PDF Injuries and Illness Incident Report
CMP101 PDF Instructions for for OSHA Forms
--------------------------------------------------------------------------------------
CMP102 People With Disabilities
Activities
1.0 Background
2.0 Who Is Covered?
3.0 Employment Issues
4.0 Public Accommodations
5.0 Enforcement Of The Act
6.0 Additional Information Resources
------------------------------------------------------------------------------------
CMP103 Annual And Medical Leave
Activities
1.0 Reasons For Taking Leave
2.0 Advance Notice And Medical Certification
3.0 Job Benefits And Protection
4.0 Unlawful Acts
5.0 Enforcement
6.0 Employer Notices
7.0 Additional Information Resources
Forms
CMP103 Ex 1 Certification Of Healthcare Provider
CMP103 Ex 2 Employer Response To Employee Request
----------------------------------------------------------------------------------------
CMP104 Drug Free Workplace
Activities
1.0 General
2.0 Prohibitions
3.0 Authorized Use Of Prescription Medicine
4.0 Drug Awareness Program
5.0 Disciplinary Actions
6.0 Additional Information Resources
-----------------------------------------------------------------------------------------
CMP105 Health Insurance Portability And Accountability
Activities
1.0 Management
1.1 Privacy Standards
2.0 Medical Records Maintenance
3.0 Medical Records Access
4.0 Additional Information Resources
Forms
CMP105 HIPAA Authorization Form
----------------------------------------------------------------------------------------
CMP106 Harassment & Discrimination
Activities
1.0 Unacceptable Behavior
2.0 Complaint
3.0 Corrective Measures
4.0 Enforcement
5.0 Additional Information Resources
-----------------------------------------------------------------------------------
Job Descriptions Tab
WRITING JOB DESCRIPTIONS
INTRODUCTION
PURPOSE
SCOPE
WRITTEN COMMUNICATION
Non-discriminatory language
Active voice
Action verbs Plain English
FORMAT AND CONTENT
Effective Date
Department
Summary Of Functions
Essential Duties And Responsibilities
Grouping Several Tasks Into A Single Responsibility
Responsibility Statements
Delegated Responsibilities
Organizational Relationships
Reporting Relationships
The Organization’s Environment
Qualifications
Mandatory Requirements
Key Selection Criteria
Physical Demands
Work Environment
Job Performance
Job Descriptions
Reasonable Accommodation
Accessibility
APPENDIX 2 SAMPLE JOB DESCRIPTIONS
Accounting Manager
Credit Manager
Customer Service Manager
=========================================
Employee Handbook
SECTION 1 INTRODUCTION
1.0 The Company Philosophy
1.1 The Company Mission
1.2 Equal Employment Opportunity Policy and Affirmative Action Plan
1.3 Employment-At-Will
1.4 Sexual Harassment
1.5 Safety
1.5.1 Safety Rules
1.5.2 Hazardous Wastes
1.5.3 Reporting Injuries and Accidents
1.6 Drug Free Workplace
1.6.1 Prohibitions
1.6.2 Drug Awareness Program
1.6.3 Disciplinary Actions
SECTION 2 EMPLOYMENT
2.0 Personnel Administration
2.1 HR Personnel Records
2.1.1 Contents of Personnel Files
2.1.2 Employee Information
2.1.3 Employee's Request for Review of Personnel Records
2.1.4 Management Review of Personnel Files
2.2 Service
2.2.1 Employee Categories
2.2.2 Job Posting Procedures
2.2.3 Employment of Relatives
2.2.4 Employment of Minors
2.2.5 Promotions
2.2.6 Transfer of Employees
2.2.7 Separation of Employment
2.2.8 Work force Reductions
2.2.9 Probationary Period
2.2.10 Extra Income
2.3 Process Improvement
2.3.1 Employee-Management Forums
2.3.2 Employee Suggestion Program
SECTION 3 COMPENSATION & BENEFITS
3.0 Benefit Eligibility
3.1 Payroll Information
3.1.1 Time Records
3.1.2 Pay Periods
3.1.3 Salary Compensation for Partial Pay Period
3.1.4 Pay Rate Schedule – Hourly Paid Employees
3.1.5 Payroll Deductions
3.1.6 Overtime
3.1.7 Payroll Errors
3.1.8 Garnishment of Employee Wages
3.1.9 Authorized Check Pickup
3.1.10 Pay at Time of Separation
3.2 Attendance & Leave
3.2.1 Medical Leave Policy
3.2.2 Sick Leave Credit Limit
3.2.3 Sick Leave Policy – Usage
3.2.4 Medical, Dental and Optical Appointments
3.2.5 Exhaustion of Accumulated Sick Leave
3.2.6 Pallbearer, Funeral, Emergency Leave
3.2.7 Civic Leave or Jury Duty
3.2.8 Voting
3.2.9 Military Leave
3.2.10 Maternity Leave
3.2.11 Parental Leave
3.2.12 Leave of Absence
3.3 Insurance
3.3.1 Hospitalization and Medical Insurance
3.3.2 Continuation of Group Health Insurance
3.3.3 Life Insurance
3.3.4 Long Term Disability Insurance
3.3.5 Social Security
3.3.6 Workers' Compensation
3.3.7 Unemployment Compensation
3.4 Savings Plan
3.5 Break Room
3.6 Employee Discounts
3.7 Educational Assistance
SECTION 4 EMPLOYEE RESPONSIBILITIES
4.1 Work Schedules
4.1.1 Working Hours
4.1.2 Salary Employees
4.1.3 Hourly Employees
4.1.4 Clean Work-Place
4.2 Legal & Ethical Conduct
4.2.1 Ethical Standards
4.2.2 Conflicts of Interest
4.2.3 Personal Conduct
4.2.4 Confidentiality
4.2.5 Bribes, Kickbacks and Illegal Payments
4.2.6 Patents and Copyrights
4.3 Misconduct
4.3.1 Serious Misconduct
4.3.2 Very Serious Misconduct
4.3.3 Inexcusable Misconduct
4.3.3 Misconduct Investigations
4.4 Transportation & Travel
4.4.1 Company Owned Vehicles
4.4.2 Personal Vehicles
4.4.3 Living Expense Allowance
4.4.4 Other Travel Expenses
4.4.5 Expense Records
4.4.6 Travel Advances
4.4.7 Expense Reimbursement – Third Party
4.4.8 Expense Policies – Violations
4.4.9 Company Credit Cards
4.5 Appearance & Belongings
4.5.1 Personal Appearance
4.5.2 Business Attire
4.5.3 Casual Attire
4.5.4 Inappropriate Attire
4.5.5 Personal Belongings
4.5.6 Alcohol and Drugs
4.5.7 Medication
4.5.8 Smoking Policy
4.6 Equipment & Facilities
4.6.1 Parking
4.6.2 Telephone Use
4.6.3 Motor Vehicle and Workplace Equipment Operation
4.6.4 Safety Equipment
4.6.5 Company Tools
4.6.6 Waste Prevention
4.6.7 Solicitation and/or Distribution
4.6.8 Security
4.6.9 Bulletin Board
EMPLOYEE HANDBOOK FORMS
Acknowledgement Of Receipt And Understanding
Statement Of Legal And Ethical Business Conduct
Drug-Free Workplace Policy Employee Acknowledgement
Job Related Accident
==========================================
HR MANUAL
HR MANUAL is the total guidelines for the managers in the
organization on the subject of HUMAN RESOURCE.
The real work of managing people [ human resource] is the
responsibility of the line managers. The HR department
acts as a coordinator / advisory body to the line managers,
in addition to, its own administrative work.
Employee handbook is a major element of the HR manual.
It is part of the HR MANUAL.
The copy of HR MANUAL [ including the employee handbook]
is given to the managers only.
The copy of the EMPLOYEE handbook is given to the
employees.
=================================================
The TOTAL HR MANUAL development is a never ending
assignment. It needs updating every six months.
At the initial stage, it could take upto six months at least
to complete the manual/ handbook for a full time person,
even if you employ an outside expert.
Once you have downloaded HR manual list, you should
sit with your boss
-analyse the list
-set the priority [ 1st. lot, 2nd. lot, 3rd. lot etc ]
-discuss the need for HO material, to uniform the approach
-discuss the need for local expert
etc
-----------------------------------------------------------------------------------------
Your priorities could be [ my best guess]
-personnel records
-various forms required
-access control
-workplace rules
-employee hiring
-job descriptions
-employment applications
-interviewing applicants
-payroll administration
-training [ induction / orientation/development]
-employee handbook
You/ Your boss should agree to the priority list.
==================================================
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
Acknowledge(0)Amend(0)
HERE IS SOME HELP.
FOR A START,
-understand the organization
-understand the organization structure
-understand the organization systms
-understand the organization politics/influential people
-understand the organization / individual roles
-understand the organization / positions
-understand the individual job descriptions
-understand the job/ job specifications
etc
To win confidence / trust,
you need to show credibility/ functional knowledge level.
Initially, please do not rush with too many things.
Take one thing at a time and do a thorough job.
Everything must be done right at the first time.
=============================================
HR MANAGEMENT MANUAL
Human Resources Policies, Procedures and Forms
Table of Contents
ADMINISTRATION
ADM.101 Personnel Records
Activities
1.0 Employee Information
2.0 HR Personnel Records
3.0 Contents of Personnel Files
4.0 Employee's Personnel Records Review
5.0 Management Review of Personnel Files
6.0 Company Release Of Employee Information
7.0 Record Retention and Long-Term Storage
8.0 Record Destruction
Forms
Ex1 Personnel Records Access Log
Ex2 HR Records Retention Periods
-------------------------------------------------------------------------------------------------
ADM.102 Form Development
Activities
1.0 Form Development and Format
2.0 Authorization and Printing
3.0 Form Numbering and Placement
4.0 Forms Index and Manual
Forms
Ex1 Form Printing Request
------------------------------------------------------------------------------------------------
ADM.103 Document Control
Activities
1.0 Document Distribution
2.0 Document Revision
3.0 Document
4.0 Temporary Changes
Forms
103 Ex1 Request For Document Change (RDC)
-------------------------------------------------------------------------------------------------
ADM. 104 Mail & Express Services
Activities
1.0 General Mail Usage
2.0 Addressing Mail
3.0 Express Mail
4.0 Overnight Packages
5.0 Additional Information Resources
Forms
104 Ex1 Outgoing Mail Register
----------------------------------------------------------------------------------------------
ADM. 105 Telephone Answering
Activities
1.0 Answering Techniques and Etiquette
2.0 Answering and Directing Calls
3.0 Taking Messages
4.0 Telephone User's Guide
Forms
105 Ex1 Important Message
-------------------------------------------------------------------------------------------
ADM.106 Property & Access Control
Activities
1.0 Background Checks
2.0 Physical Access Controls
3.0 Key Controls
4.0 Proprietary Information Controls
5.0 Collection Of Access Controls
6.0 Visitors & Guests
Forms
ADM106 Ex1 Key Issue Policy
ADM106 Ex2 Visitor Log
--------------------------------------------------------------------------------------------
ADM.107 Separation
Activities
1.0 Resignations
2.0 Involuntary Terminations And Layoffs
3.0 Terminations For Cause
4.0 Termination Meeting
5.0 Additional Information Resources
Forms
107 Ex1 Exit Interview Checklist
107 Ex2 Exit References Authorization
-------------------------------------------------------------------------------------------
ADM.108 Workplace Rules & Guidelines
Activities
1.0 Alcohol And Drugs
2.0 Breaks And Lunch Time
3.0 Company Property
4.0 Grievances And Complaints
5.0 Inclement Weather
6.0 Parking
7.0 Personal Telephone Calls
8.0 Smoking
9.0 Solicitations
10.0 Suggestions
11.0 Visitors
Forms
108 Ex1 Suggestion Form
------------------------------------------------------------------------------------------------
ADM.109 Human Resources Reports
Activities
1.0 Preparation Guidelines
2.0 Occupational Health & Safety Reports
3.0 Equal Opportunity Reports
4.0 Training Plan
5.0 Hiring Status Report
6.0 Compensation Summary
Forms
109 EX1 Human Resource Reporting Summary
109 EX2 HR Hiring Status Report
----------------------------------------------------------------------------------------------
ADM.110 Dress Code
Activities
1.0 Dress Code
1.1 Business Attire
1.2 Business Casual Attire
1.3 Casual Attire
1.4 Uniformed Attire
1.5 Safety Attire
1.6 Formal Attire
1.7 Inappropriate Attire
1.8 Business Situations
1.9 Recreation & Parties
2.0 Dinners & Receptions
3.0 Personal Hygiene
4.0 Disciplinary Action
-------------------------------------------------------------------------------------------------
HIRING PROCEDURES
HRG.101 Employee Hiring
Activities
1.0 Needs Analysis
2.0 Personnel Requisition
3.0 Job Posting & Screening
4.0 Interviewing
5.0 Pre-Employment Screening & Testing
6.0 Background Investigation
7.0 Hiring And Employee Offers
8.0 Motor Vehicle And Equipment Operation
9.0 Applicant Files
10.0 Additional Information Resources
Forms
HRG101 Ex1 Personnel Requisition
HRG101 Ex2 Offer Letter
HRG101 Ex3 Personnel Change Notice
HRG101 Ex4 New Employee Hiring Checklist
HRG101 Employment Eligibility Verification .
HRG101 Employee’s Withholding Allowance Certificate.
----------------------------------------------------------------------------------------------
HRG102 Job Descriptions
Activities
1.0 Job Description Preparation
2.0 Format And Content
2.1 Job Title
2.2 Effective Date
2.3 Department
2.4 Summary Of Functions
2.5 Essential Duties And Responsibilities
2.6 Organizational Relationships
2.7 Qualifications
2.8 Physical Demands
2.9 Work Environment
3.0 Job Description Approval & Distribution
Forms
HRG102 Ex1 Job Description Format
---------------------------------------------------------------------------------------------
HRG103 Employment Applications
Activities
1.0 Application For Employment
2.0 Application Information
2.1 Personal Information
2.2 Employment Interest
2.3 Education & Training
2.4 Employment History
2.5 Military Service Record
2.6 References
3.0 Compliance Information
Forms
HRG103 Ex1 Employment Application
HRG103 Ex2 Employment Application Supplement
----------------------------------------------------------------------------------------------
HRG104 Interviewing Applicants
Activities
1.0 Interviewing Objectives
2.0 Resume Examination
3.0 Telephone Interviews
4.0 E-Mail Interviews
5.0 In-Person Interviews
Forms
HRG104 Ex1 Employment Interview Questions
HRG104 Ex2 Interview Form
-------------------------------------------------------------------------------------------
HRG105 Background Investigations
Activities
1.0 Background And Hiring
2.0 Investigative Consumer Reporting
3.0 Employee Reference Checks
4.0 Motor Vehicle Record (MVR) Inquiry
Forms
HRG105 Ex1 Employee Investigation Checklist
HRG105 Ex2 Employee Background Authorization
HRG105 Ex3 New References Authorization
HRG105 Ex4 Reference Check Survey
--------------------------------------------------------------------------------------------
Compensation Procedures
COM101 Payroll
Activities
1.0 Payroll Records
2.0 Timesheets
3.0 Payroll Deductions
3.1 Worker's Compensation Insurance
3.2 Social Security & Medicare
3.3 State Income Tax
3.4 Earnings Tax
3.5 Tax Withholding Payments
4.0 Payroll Adjustments
4.1 Advances
4.2 Garnishments
5.0 Paychecks
5.1 Direct Deposit
5.2 Lost Paychecks
5.3 Final Paychecks
6.0 Vacation Pay
7.0 Additional Information Resources
Forms
COM101 Ex1 Monthly Time Sheet
COM101 Ex2 Central Govt. Tax Calendar
COM101 Ex3 Electronic Funds Transfer Authorization
-----------------------------------------------------------------------------------------
COM102 Paid & Unpaid Leave
Activities
1.0 Paid Time Off
2.0 Unpaid Time Off
3.0 Absence Request And Notification
4.0 Holidays
5.0 Vacation Eligibility
5.1 Vacation Schedules
5.2 Vacation Over Holidays
6.0 Additional Information Resources
Forms
COM102 Ex1 Absence Request Form
-----------------------------------------------------------------------------------------
COM103 Insurance Benefits
Activities
1.0 Life Insurance
2.0 Long Term Disability Insurance
3.0 Social Security
4.0 Workers' Compensation
5.0 Wage Continuation
6.0 Unemployment Compensation
7.0 Health Insurance
8.0 Additional Information Resources
----------------------------------------------------------------------------------------
COM104 Healthcare Benefits
Activities
1.0 Cost And Premiums
2.0 Eligibility
3.0 Enrollment
4.0 Coverage
5.0 Filing A Claim
6.0 Termination And Conversion Of Coverage
7.0 Additional Information Resources
Forms
COM104 Ex1 Benefits Enrollment/Change Form
---------------------------------------------------------------------------------------
COM105 Employee Retirement Income Security
Activities
1.0 Plan Administration
1.1 Investment Policy Statement
1.2 Fidelity Bond
1.3 Fiduciary Liability Insurance
1.4 Employer Matching
1.5 In-Service Loans And Withdrawals
2.0 Employee Participation
3.0 Notice Procedures
3.1 Initial Notice
3.2 Annual Notices
4.0 Additional Information Resources
-------------------------------------------------------------------------------
COM106 Consolidated Budget Reconciliation
Activities
1.0 Plan Administration
2.0 Qualifying Events
3.0 Notice Procedure
4.0 Benefits Protection
6.0 Enforcement
7.0 Additional Information Resources
---------------------------------------------------------------------------------
Development Procedures
DEV101 Development Management
Activities
1.0 Development Planning
2.0 Training Effectiveness
3.0 Training Records
4.0 Training Courses
5.0 Performance Evaluations
6.0 Additional Information Resources
Forms
DEV101 Ex1 Training Plan
----------------------------------------------------------------------------------
DEV102 Training Reimbursement
Activities
1.0 Eligibility
2.0 Approved Programs
3.0 Reimbursement
Forms
DEV102 Ex 1 Request For Training
-----------------------------------------------------------------------------
DEV103 Computer User & Staff Training
Activities
1.0 MIS Training And Certification
2.0 MIS/LAN User Training
3.0 E-Mail Training
4.0 Software Applications
---------------------------------------------------------------------------
DEV104 Internet & E-Mail Acceptable Use
Activities
1.0 Acceptable Use
2.0 Inappropriate Use
3.0 Internet And E-Mail Etiquette
4.0 Security
5.0 User Compliance
6.0 Additional Information Resources
Forms
DEV104 Ex1 Computer And Internet Usage Policy
---------------------------------------------------------------------------
DEV105 Performance Appraisals
Activities
1.0 Performance Appraisal Guidelines
2.0 Appraisal Preparation
3.0 Appraisal Discussion
4.0 Salary Adjustments
5.0 Appraisal Conclusion
6.0 Additional Information Resources
Forms
DEV105 Ex1 Self Appraisal Form
DEV105 Ex2 Performance Appraisal Form
-------------------------------------------------------------------------
DEV106 Employee Discipline
Activities
1.0 Introduction To Misconduct
2.0 Responses To Misconduct
2.1 Verbal Warning
2.2 Written Warning
2.3 Suspension
2.4 Termination
3.0 Serious Misconduct
4.0 Very Serious Misconduct
5.0 Inexcusable Misconduct
6.0 Misconduct Investigations
DEV106 Ex1 Disciplinary Notice
----------------------------------------------------------------------------------------------------
Compliance Procedures
CMP101 Workplace Safety
Activities
1.0 Worksite Analysis
2.0 Hazard Prevention And Control
2.1 Safe Work Procedures
2.2 Protective Equipment
2.3 Fire Prevention
3.0 Hazard Communication Program
4.0 Medical Emergencies
5.0 Workplace Safety Training
6.0 Reporting And Record Keeping
7.0 Additional Information Resources
Forms
CMP101 Ex1 Safety Suggestion Sheet
CMP101 Ex2 Workplace Safety Self-Inspection Checklist
CMP101 Ex3 Workplace Safety Action Plan
CMP101 Ex4 Workplace Safety Rules
CMP101 Ex5 Index of Hazardous Chemicals
CMP101 PDF Material Safety Data Sheet
CMP101 PDF Injuries and Illness Log
CMP101 PDF Summary of Injuries and Illness
CMP101 PDF Injuries and Illness Incident Report
CMP101 PDF Instructions for for OSHA Forms
--------------------------------------------------------------------------------------
CMP102 People With Disabilities
Activities
1.0 Background
2.0 Who Is Covered?
3.0 Employment Issues
4.0 Public Accommodations
5.0 Enforcement Of The Act
6.0 Additional Information Resources
------------------------------------------------------------------------------------
CMP103 Annual And Medical Leave
Activities
1.0 Reasons For Taking Leave
2.0 Advance Notice And Medical Certification
3.0 Job Benefits And Protection
4.0 Unlawful Acts
5.0 Enforcement
6.0 Employer Notices
7.0 Additional Information Resources
Forms
CMP103 Ex 1 Certification Of Healthcare Provider
CMP103 Ex 2 Employer Response To Employee Request
----------------------------------------------------------------------------------------
CMP104 Drug Free Workplace
Activities
1.0 General
2.0 Prohibitions
3.0 Authorized Use Of Prescription Medicine
4.0 Drug Awareness Program
5.0 Disciplinary Actions
6.0 Additional Information Resources
-----------------------------------------------------------------------------------------
CMP105 Health Insurance Portability And Accountability
Activities
1.0 Management
1.1 Privacy Standards
2.0 Medical Records Maintenance
3.0 Medical Records Access
4.0 Additional Information Resources
Forms
CMP105 HIPAA Authorization Form
----------------------------------------------------------------------------------------
CMP106 Harassment & Discrimination
Activities
1.0 Unacceptable Behavior
2.0 Complaint
3.0 Corrective Measures
4.0 Enforcement
5.0 Additional Information Resources
-----------------------------------------------------------------------------------
Job Descriptions Tab
WRITING JOB DESCRIPTIONS
INTRODUCTION
PURPOSE
SCOPE
WRITTEN COMMUNICATION
Non-discriminatory language
Active voice
Action verbs Plain English
FORMAT AND CONTENT
Effective Date
Department
Summary Of Functions
Essential Duties And Responsibilities
Grouping Several Tasks Into A Single Responsibility
Responsibility Statements
Delegated Responsibilities
Organizational Relationships
Reporting Relationships
The Organization’s Environment
Qualifications
Mandatory Requirements
Key Selection Criteria
Physical Demands
Work Environment
Job Performance
Job Descriptions
Reasonable Accommodation
Accessibility
APPENDIX 2 SAMPLE JOB DESCRIPTIONS
Accounting Manager
Credit Manager
Customer Service Manager
=========================================
Employee Handbook
SECTION 1 INTRODUCTION
1.0 The Company Philosophy
1.1 The Company Mission
1.2 Equal Employment Opportunity Policy and Affirmative Action Plan
1.3 Employment-At-Will
1.4 Sexual Harassment
1.5 Safety
1.5.1 Safety Rules
1.5.2 Hazardous Wastes
1.5.3 Reporting Injuries and Accidents
1.6 Drug Free Workplace
1.6.1 Prohibitions
1.6.2 Drug Awareness Program
1.6.3 Disciplinary Actions
SECTION 2 EMPLOYMENT
2.0 Personnel Administration
2.1 HR Personnel Records
2.1.1 Contents of Personnel Files
2.1.2 Employee Information
2.1.3 Employee's Request for Review of Personnel Records
2.1.4 Management Review of Personnel Files
2.2 Service
2.2.1 Employee Categories
2.2.2 Job Posting Procedures
2.2.3 Employment of Relatives
2.2.4 Employment of Minors
2.2.5 Promotions
2.2.6 Transfer of Employees
2.2.7 Separation of Employment
2.2.8 Work force Reductions
2.2.9 Probationary Period
2.2.10 Extra Income
2.3 Process Improvement
2.3.1 Employee-Management Forums
2.3.2 Employee Suggestion Program
SECTION 3 COMPENSATION & BENEFITS
3.0 Benefit Eligibility
3.1 Payroll Information
3.1.1 Time Records
3.1.2 Pay Periods
3.1.3 Salary Compensation for Partial Pay Period
3.1.4 Pay Rate Schedule – Hourly Paid Employees
3.1.5 Payroll Deductions
3.1.6 Overtime
3.1.7 Payroll Errors
3.1.8 Garnishment of Employee Wages
3.1.9 Authorized Check Pickup
3.1.10 Pay at Time of Separation
3.2 Attendance & Leave
3.2.1 Medical Leave Policy
3.2.2 Sick Leave Credit Limit
3.2.3 Sick Leave Policy – Usage
3.2.4 Medical, Dental and Optical Appointments
3.2.5 Exhaustion of Accumulated Sick Leave
3.2.6 Pallbearer, Funeral, Emergency Leave
3.2.7 Civic Leave or Jury Duty
3.2.8 Voting
3.2.9 Military Leave
3.2.10 Maternity Leave
3.2.11 Parental Leave
3.2.12 Leave of Absence
3.3 Insurance
3.3.1 Hospitalization and Medical Insurance
3.3.2 Continuation of Group Health Insurance
3.3.3 Life Insurance
3.3.4 Long Term Disability Insurance
3.3.5 Social Security
3.3.6 Workers' Compensation
3.3.7 Unemployment Compensation
3.4 Savings Plan
3.5 Break Room
3.6 Employee Discounts
3.7 Educational Assistance
SECTION 4 EMPLOYEE RESPONSIBILITIES
4.1 Work Schedules
4.1.1 Working Hours
4.1.2 Salary Employees
4.1.3 Hourly Employees
4.1.4 Clean Work-Place
4.2 Legal & Ethical Conduct
4.2.1 Ethical Standards
4.2.2 Conflicts of Interest
4.2.3 Personal Conduct
4.2.4 Confidentiality
4.2.5 Bribes, Kickbacks and Illegal Payments
4.2.6 Patents and Copyrights
4.3 Misconduct
4.3.1 Serious Misconduct
4.3.2 Very Serious Misconduct
4.3.3 Inexcusable Misconduct
4.3.3 Misconduct Investigations
4.4 Transportation & Travel
4.4.1 Company Owned Vehicles
4.4.2 Personal Vehicles
4.4.3 Living Expense Allowance
4.4.4 Other Travel Expenses
4.4.5 Expense Records
4.4.6 Travel Advances
4.4.7 Expense Reimbursement – Third Party
4.4.8 Expense Policies – Violations
4.4.9 Company Credit Cards
4.5 Appearance & Belongings
4.5.1 Personal Appearance
4.5.2 Business Attire
4.5.3 Casual Attire
4.5.4 Inappropriate Attire
4.5.5 Personal Belongings
4.5.6 Alcohol and Drugs
4.5.7 Medication
4.5.8 Smoking Policy
4.6 Equipment & Facilities
4.6.1 Parking
4.6.2 Telephone Use
4.6.3 Motor Vehicle and Workplace Equipment Operation
4.6.4 Safety Equipment
4.6.5 Company Tools
4.6.6 Waste Prevention
4.6.7 Solicitation and/or Distribution
4.6.8 Security
4.6.9 Bulletin Board
EMPLOYEE HANDBOOK FORMS
Acknowledgement Of Receipt And Understanding
Statement Of Legal And Ethical Business Conduct
Drug-Free Workplace Policy Employee Acknowledgement
Job Related Accident
==========================================
HR MANUAL
HR MANUAL is the total guidelines for the managers in the
organization on the subject of HUMAN RESOURCE.
The real work of managing people [ human resource] is the
responsibility of the line managers. The HR department
acts as a coordinator / advisory body to the line managers,
in addition to, its own administrative work.
Employee handbook is a major element of the HR manual.
It is part of the HR MANUAL.
The copy of HR MANUAL [ including the employee handbook]
is given to the managers only.
The copy of the EMPLOYEE handbook is given to the
employees.
=================================================
The TOTAL HR MANUAL development is a never ending
assignment. It needs updating every six months.
At the initial stage, it could take upto six months at least
to complete the manual/ handbook for a full time person,
even if you employ an outside expert.
Once you have downloaded HR manual list, you should
sit with your boss
-analyse the list
-set the priority [ 1st. lot, 2nd. lot, 3rd. lot etc ]
-discuss the need for HO material, to uniform the approach
-discuss the need for local expert
etc
-----------------------------------------------------------------------------------------
Your priorities could be [ my best guess]
-personnel records
-various forms required
-access control
-workplace rules
-employee hiring
-job descriptions
-employment applications
-interviewing applicants
-payroll administration
-training [ induction / orientation/development]
-employee handbook
You/ Your boss should agree to the priority list.
==================================================
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
Acknowledge(0)Amend(0)
Hi everyone,
Thank you for your interest in helping me. Well, my company is into the manufacturing of medical equipment, surgical, and disposable equipment. It's going to expand. We have about 65 employees that include finance, export, admin, quality, HR, secretary, sales, marketing, etc. Apart from these, about 75 workmen are there in the factory. So, this is for you, KHALID. Now, I think we should start with the employee manual first and then move on to policies and processes. So, please think and suggest.
Dips
From India, Delhi
Acknowledge(0)Amend(0)
Thank you for your interest in helping me. Well, my company is into the manufacturing of medical equipment, surgical, and disposable equipment. It's going to expand. We have about 65 employees that include finance, export, admin, quality, HR, secretary, sales, marketing, etc. Apart from these, about 75 workmen are there in the factory. So, this is for you, KHALID. Now, I think we should start with the employee manual first and then move on to policies and processes. So, please think and suggest.
Dips
From India, Delhi
Acknowledge(0)Amend(0)
Hi Mr. Leo Lingham,
Thank you a million. This is exactly what I was looking for. You really gave me an easy-to-follow and step-by-step process. Thanks once again. But there are a few terms that I find difficult to understand, and I want to know what are these forms that are specified after each of the activities. I'll let you know about my confusions within a day or two.
Thanks,
Dips
From India, Delhi
Acknowledge(0)Amend(0)
Thank you a million. This is exactly what I was looking for. You really gave me an easy-to-follow and step-by-step process. Thanks once again. But there are a few terms that I find difficult to understand, and I want to know what are these forms that are specified after each of the activities. I'll let you know about my confusions within a day or two.
Thanks,
Dips
From India, Delhi
Acknowledge(0)Amend(0)
Dear Deepali,
We normally divide HR into two aspects while setting up the HR department:
1. Corporate HR: Corporate HR deals with Strategy, Policies, and sets Benchmarks for Operational HR to follow. Location HR or HR Facilitators will operationalize the above and implement the strategy and policy as put in by Corporate HR. Depending on the size and spread of your organization, you may just have one team handling this. If you have a number of locations and a higher number of employees, then you may want to follow the above structure. Again, depending on your size, level of recruitment, training, etc., you will need people with skills for Recruitment, Training, etc. You may have a generalist knowledgeable in these areas to multitask. As you grow and the pressure on a person grows, you will have to recruit accordingly.
2. Operational HR: Operational HR focuses on the day-to-day functions of HR, such as recruitment, training, employee relations, and compliance.
Tie your HR philosophy to your Organization's Mission statement and values. That will define how you want to serve your employees. For example, 'Employee Delight' may be HR's Motto, which can be linked to more productivity and hence more profits, etc.
HR Strategy:
- What does HR want to achieve in the short run and what does it want to achieve in the long run? Normally, we look at a 1-year, 3-year, and a 5-year horizon. Your HR Plans will thus take shape on what outcome you want in a given time.
- Identify areas that are important in your industry. For example, Employee Welfare, Training and Skills development, Health and Safety, etc., would be very important for you. Identify these areas and prioritize the important ones in your phase plan.
- Where are you now versus the desired state? Setting up HR is not about setting a department, but it is a change in the way you will deal with employees. Every change has a start point and an end point as a desired state. You will need to consider where you are today versus where you want to be and let that govern your planning.
- Mr. Lingham has given an excellent list for you and will prove a good starting point. Based on my points above, you need to prioritize that list and take action.
HR Policies: HR Policies, Standard Operating Procedures, etc., have to be drawn up. You will need external help on this if you do not have policies in place. These will have to be approved by either the board or the Financial officer. You need to set up a process for HR policy approval (can follow the process of other Policy approvals). You should realize that every HR Policy you set up has a financial implication, and as 30% to 40% of the organization's cost is employee cost - you have to get a proper buy-in from management.
What should a new HR department do - Reduce costs? Serve Employees better? Do management reporting? You have to ask questions to yourself on what are the strategic goals. Once you do this and place it in front of the HR department, you will start looking for processes that help achieve those goals.
How many employees do you have? How many locations? What are your current processes? How many people are available for HR Roles? Let me know, and I will give you some more ideas.
Wish you all the best. Feel free to write to me at managehr@gmail.com.
Sankalp Patnaik
From India, Bangalore
Acknowledge(0)Amend(0)
We normally divide HR into two aspects while setting up the HR department:
1. Corporate HR: Corporate HR deals with Strategy, Policies, and sets Benchmarks for Operational HR to follow. Location HR or HR Facilitators will operationalize the above and implement the strategy and policy as put in by Corporate HR. Depending on the size and spread of your organization, you may just have one team handling this. If you have a number of locations and a higher number of employees, then you may want to follow the above structure. Again, depending on your size, level of recruitment, training, etc., you will need people with skills for Recruitment, Training, etc. You may have a generalist knowledgeable in these areas to multitask. As you grow and the pressure on a person grows, you will have to recruit accordingly.
2. Operational HR: Operational HR focuses on the day-to-day functions of HR, such as recruitment, training, employee relations, and compliance.
Tie your HR philosophy to your Organization's Mission statement and values. That will define how you want to serve your employees. For example, 'Employee Delight' may be HR's Motto, which can be linked to more productivity and hence more profits, etc.
HR Strategy:
- What does HR want to achieve in the short run and what does it want to achieve in the long run? Normally, we look at a 1-year, 3-year, and a 5-year horizon. Your HR Plans will thus take shape on what outcome you want in a given time.
- Identify areas that are important in your industry. For example, Employee Welfare, Training and Skills development, Health and Safety, etc., would be very important for you. Identify these areas and prioritize the important ones in your phase plan.
- Where are you now versus the desired state? Setting up HR is not about setting a department, but it is a change in the way you will deal with employees. Every change has a start point and an end point as a desired state. You will need to consider where you are today versus where you want to be and let that govern your planning.
- Mr. Lingham has given an excellent list for you and will prove a good starting point. Based on my points above, you need to prioritize that list and take action.
HR Policies: HR Policies, Standard Operating Procedures, etc., have to be drawn up. You will need external help on this if you do not have policies in place. These will have to be approved by either the board or the Financial officer. You need to set up a process for HR policy approval (can follow the process of other Policy approvals). You should realize that every HR Policy you set up has a financial implication, and as 30% to 40% of the organization's cost is employee cost - you have to get a proper buy-in from management.
What should a new HR department do - Reduce costs? Serve Employees better? Do management reporting? You have to ask questions to yourself on what are the strategic goals. Once you do this and place it in front of the HR department, you will start looking for processes that help achieve those goals.
How many employees do you have? How many locations? What are your current processes? How many people are available for HR Roles? Let me know, and I will give you some more ideas.
Wish you all the best. Feel free to write to me at managehr@gmail.com.
Sankalp Patnaik
From India, Bangalore
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