Hi Everybody,
Referring to my previous post. This is Partho. I have joined a company where there is no HR policy. In fact, this is the first time this company has opted for an HR setup. There is no payslip sort of funda as of now. Therefore, I have been vested with responsibilities like framing an HR policy, payslip, preparation of a joining kit for the new employees, design an appraisal system, and so on. As I am new to this kind of profile, I need your point of view on how I should go about framing an HR policy. I have been given a deadline for this particular responsibility no later than the 5th of December. Also, I need to define KRAs and KPIs for each and every position.
From India, Calcutta
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Referring to my previous post. This is Partho. I have joined a company where there is no HR policy. In fact, this is the first time this company has opted for an HR setup. There is no payslip sort of funda as of now. Therefore, I have been vested with responsibilities like framing an HR policy, payslip, preparation of a joining kit for the new employees, design an appraisal system, and so on. As I am new to this kind of profile, I need your point of view on how I should go about framing an HR policy. I have been given a deadline for this particular responsibility no later than the 5th of December. Also, I need to define KRAs and KPIs for each and every position.
From India, Calcutta
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Hi Partho and Ranjith,
You have landed a right place where your queries will be resolved. I know what Partho is going through as I was also in the same position few months back. Lets discuss about the HR Policy Manual first. If there is no HR policy at all then you have to sit with the management and decide for some basic policies live office timings, leave policy, attendance, payment policy, appraisal etc. After deciding about the rules and regulations you will have to make a policy manual. To start of with start with a manual of 20 - 25 pages. With time you can introduce new policies and amend some. Don't forget to mention that the policies are subject to be changed. For the framing part you can search the CiteHR posts and google will also be of great help. I can give you a brief and outline of the manual that I have created for my company.
Start the policy manual with an introduction of the company. Below is the outline of the manual. You can create your own manual with this outline depending upon your need
CHAPTER 1 INTRODUCTION 1
1.1 ABOUT XYZ Technology
1.2 PURPOSE AND SCOPE
CHAPTER 2 RECRUITMENT AND SELECTION
2.1 SOURCING PROFILES
2.2 SCREENING AND SELECTION
2.3 REIMBURSEMENT
2.4 REFERENCE CHECK AND APPOINTMENT
2.5 JOINING FORMALITIES
2.6 RELOCATION BENEFIT
CHAPTER 3 INDUCTION, ORIENTATION AND TRAINING
CHAPTER 4 PROBATION AND CONFIRMATION
CHAPTER 5 SALARY PAYMENT
5.1 PAYMENT STRUCTURE
CHAPTER 6 ONSITE TRAVELING
CHAPTER 7 EMPLOYEE BENEFITS
7.1 PERFORMANCE APPRAISAL
7.2 PERFORMANCE BONUS AND EMPLOYER PROVIDENT FUND
7.3 REWARDS
7.3.1 Long Service Reward
7.3.2 Champion of the Quarter
7.3.3 Team Worker of the Year
7.3.4 Star Performer of the Year
7.4 XYZ Tech WEEKEND
7.5 ANNUAL GIFTS
7.6 LOAN RULES
7.7 PICK UP AND DROP
7.8 MEDICAL REIMBURSEMENT
7.9 MEAL VOUCHERS
7.10 HOLIDAY AND LEAVE
7.10.1 Holidays
7.10.2 Privilege Leaves
7.10.3 Short Leaves
7.10.4 Birthday Leaves
7.10.5 Leave without Pay
7.11 MATERNITY BENEFIT
CHAPTER 8 WORKING CONDITION AND HOURS
8.1 NIGHT STAY
8.2 SATURDAY WORKING
8.3 LUNCH AND BREAK PERIODS
8.4 DRESS CODE
8.5 VISITORS AT WORKPLACE
8.6 INSTANT MESSAGE AND MAILING
8.7 PHONE USE
CHAPTER 9 DISCIPLINE POLICY
9.1 CODE OF CONDUCT
9.2 ATTENDANCE AND PUNCTUALITY
9.3 CONFLICT OF INTEREST
9.4 SEPARATION (RESIGNATION AND TERMINATION)
9.4.1 Resignation or Separation by Will
9.4.2 Termination or Separation by Force
9.5 LIBRARY RULES
9.6 PROTECTION AND PROPER USE OF THE COMPANY’S ASSETS
9.7 POLICY AGAINST UNLAWFUL HARASSMENT INCLUDING SEXUAL HARASSMENT
CHAPTER 10 NON ADHERENCE
Hope this helps you out.
Thanks
Sunetra :)
From India, Calcutta
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3You have landed a right place where your queries will be resolved. I know what Partho is going through as I was also in the same position few months back. Lets discuss about the HR Policy Manual first. If there is no HR policy at all then you have to sit with the management and decide for some basic policies live office timings, leave policy, attendance, payment policy, appraisal etc. After deciding about the rules and regulations you will have to make a policy manual. To start of with start with a manual of 20 - 25 pages. With time you can introduce new policies and amend some. Don't forget to mention that the policies are subject to be changed. For the framing part you can search the CiteHR posts and google will also be of great help. I can give you a brief and outline of the manual that I have created for my company.
Start the policy manual with an introduction of the company. Below is the outline of the manual. You can create your own manual with this outline depending upon your need
CHAPTER 1 INTRODUCTION 1
1.1 ABOUT XYZ Technology
1.2 PURPOSE AND SCOPE
CHAPTER 2 RECRUITMENT AND SELECTION
2.1 SOURCING PROFILES
2.2 SCREENING AND SELECTION
2.3 REIMBURSEMENT
2.4 REFERENCE CHECK AND APPOINTMENT
2.5 JOINING FORMALITIES
2.6 RELOCATION BENEFIT
CHAPTER 3 INDUCTION, ORIENTATION AND TRAINING
CHAPTER 4 PROBATION AND CONFIRMATION
CHAPTER 5 SALARY PAYMENT
5.1 PAYMENT STRUCTURE
CHAPTER 6 ONSITE TRAVELING
CHAPTER 7 EMPLOYEE BENEFITS
7.1 PERFORMANCE APPRAISAL
7.2 PERFORMANCE BONUS AND EMPLOYER PROVIDENT FUND
7.3 REWARDS
7.3.1 Long Service Reward
7.3.2 Champion of the Quarter
7.3.3 Team Worker of the Year
7.3.4 Star Performer of the Year
7.4 XYZ Tech WEEKEND
7.5 ANNUAL GIFTS
7.6 LOAN RULES
7.7 PICK UP AND DROP
7.8 MEDICAL REIMBURSEMENT
7.9 MEAL VOUCHERS
7.10 HOLIDAY AND LEAVE
7.10.1 Holidays
7.10.2 Privilege Leaves
7.10.3 Short Leaves
7.10.4 Birthday Leaves
7.10.5 Leave without Pay
7.11 MATERNITY BENEFIT
CHAPTER 8 WORKING CONDITION AND HOURS
8.1 NIGHT STAY
8.2 SATURDAY WORKING
8.3 LUNCH AND BREAK PERIODS
8.4 DRESS CODE
8.5 VISITORS AT WORKPLACE
8.6 INSTANT MESSAGE AND MAILING
8.7 PHONE USE
CHAPTER 9 DISCIPLINE POLICY
9.1 CODE OF CONDUCT
9.2 ATTENDANCE AND PUNCTUALITY
9.3 CONFLICT OF INTEREST
9.4 SEPARATION (RESIGNATION AND TERMINATION)
9.4.1 Resignation or Separation by Will
9.4.2 Termination or Separation by Force
9.5 LIBRARY RULES
9.6 PROTECTION AND PROPER USE OF THE COMPANY’S ASSETS
9.7 POLICY AGAINST UNLAWFUL HARASSMENT INCLUDING SEXUAL HARASSMENT
CHAPTER 10 NON ADHERENCE
Hope this helps you out.
Thanks
Sunetra :)
From India, Calcutta
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Hi Partho,
The non-adherence policy is designed to address offenders who disobey company policies. This policy may include the following actions:
- Oral Warning
- Written Warning
- Termination
You can also research other non-adherence policies on Google for further insights.
Thank you,
Sunetra
From India, Calcutta
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The non-adherence policy is designed to address offenders who disobey company policies. This policy may include the following actions:
- Oral Warning
- Written Warning
- Termination
You can also research other non-adherence policies on Google for further insights.
Thank you,
Sunetra
From India, Calcutta
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HI This is Tejesh, working as HR in pharmacy company. Iam sending u the some HR policies of the organization. hope it will help u regards Tejesh......
From India, Mumbai
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From India, Mumbai
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Dear Partho,
Sunartho has rightly given the outline of HR policies. So now, you shall make the policies which you and the company feel should be given more importance, can be prepared and implemented one by one. Since you are in a company where everything has to be prepared by you, it is better to take the policies one by one.
If your company is very old, then you will have to make sure every policy has been approved (convinced) by the senior management people. As HR, we know that changes take a lot from the long-serving people of the company. You may also inform your top management that when you are going to frame HR policies, there will be a lot of resistance from the employees.
Best of luck.
Regards, Benance
From United Arab Emirates, Abu Dhabi
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Sunartho has rightly given the outline of HR policies. So now, you shall make the policies which you and the company feel should be given more importance, can be prepared and implemented one by one. Since you are in a company where everything has to be prepared by you, it is better to take the policies one by one.
If your company is very old, then you will have to make sure every policy has been approved (convinced) by the senior management people. As HR, we know that changes take a lot from the long-serving people of the company. You may also inform your top management that when you are going to frame HR policies, there will be a lot of resistance from the employees.
Best of luck.
Regards, Benance
From United Arab Emirates, Abu Dhabi
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Hi Partho and Ranjit, I am also in same condition. New company and new department and moreover i am new in this field. If you have any such documents please mail to me also.
From India, Mumbai
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From India, Mumbai
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hi everyone i am looking for some case studies involving various HR policies issues can i get some help with cases of some compnies having problem due to their HR policies
From India, Mumbai
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From India, Mumbai
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hi tejesh thanks a lot.m woking in a company where they are implementing hr policies.bt i dont know what is salary break up and how to calculate pf.hra.etc pls help me thank you anila.
From India, Hyderabad
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From India, Hyderabad
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