Set up an HR Department in an Organization

To set-up an HR Department in an Organization,[object Object],Shalini K K,[object Object],June 2009,[object Object]

What company expects from HR,[object Object],Balance Forces,[object Object],2,[object Object]

HR Mission,[object Object],To facilitate the alignment of human capital with organizational goals. ,[object Object],3,[object Object]

The Building blocks of HR,[object Object],4,[object Object]

HR Planning,[object Object],Planning for Future Balance by comparing the number of needed employees to the number of present employees who can be expected to stay with the organization, which leads to experienced and capable personnel.,[object Object],Planning for recruiting or laying off employees. ,[object Object],Planning for the development of the employees to be sure the organization has a steady supply of experienced and capable personnel.,[object Object],5,[object Object]

Organization / Job design,[object Object],Defining how tasks, authority and systems will be organized and integrated across organization units and the individual jobs.,[object Object],6,[object Object]

Selection and staffing,[object Object],Job descriptions, selection tools, mode of selection, background checks to be designed.,[object Object],Internal and external recruitment policies to be designed.,[object Object],Templates of appointment letter, offer letter and reference forms to be introduced. ,[object Object],Recruitment manual to be made.,[object Object],7,[object Object]

Personnel Management,[object Object],Determine the compliance issues - wages and hours of work, leaves of absence including maternity leaves, harassment, and others.,[object Object],Policies and procedures manual- cover everything from establishing the company as an at-will employer to benefits.,[object Object],Employee files- Application for Employment form or resume, any insurance forms that the employee may have signed, and performance appraisals.,[object Object],Recordkeeping - HRIS, confidential records, other forms to be maintained.,[object Object],Employee handbook to be designed compliance with state regulations and that the policies and the way they are written are in the best interests of the company.,[object Object],8,[object Object]

Contd…,[object Object],Check if basic policies are in place. These can be thought of as grouped into conditions of employment, benefits, and disciplinary processes. ,[object Object],Check if there is a balance between stated corporate and employee rights and obligations.,[object Object],Ensure all the required postings, forms, and documentation required by the respective governmental agencies,[object Object],Canteen- Coupons , contractor details, budget for canteen and other forms to be kept in place.,[object Object],9,[object Object]

Personal research & Information system,[object Object],Information function- Changes in policies, changes in benefits, even changes in laws must be communicated to all employees.,[object Object],Employee communications - handbook, newsletter, recognition programs, announcements, electronic communication.,[object Object],Internal communications -policies and procedures, management development, management reporting.,[object Object],10,[object Object]

Compensation & Benefits,[object Object],Compensation - methods, consistency, market to be designed.,[object Object],Mandated benefits like PF, ESI,Gratuity, worker's compensation has to be planned.,[object Object],Optional group benefits i.e. insurance, time off benefits, flexible benefits, retirement plans, employee assistance programs, perks to be designed.,[object Object],Payroll (i.e. internal vs. external options, compliance) needs to assessed and maintained.,[object Object],11,[object Object]

Employee Assistance,[object Object],Employee relations - labor agreements, disciplinary procedures, employee recognition, providing personal problem solving, counseling to individual employees.,[object Object],Union/ Labor relations- ensuring healthy union/organization relationships.,[object Object],Safety and health of employee ,[object Object],12,[object Object]

Training and Development,[object Object],Induction, training, staff development, tuition reimbursement, career planning, succession planning, sabbaticals need to kept in place.,[object Object],Templates for training calender, training modules and proposals to be designed.,[object Object],13,[object Object]

Performance Management,[object Object],Performance appraisal, performance evaluation, competency mapping ..etc to be maintained.,[object Object],KRAs of each employee to be designed.,[object Object],The necessary templates such as appraisal form, competency mapping form needs to be kept in place.,[object Object],Keep a check on absenteeism, tardiness, turnover, poor quality, missed deliveries, and poor productivity.,[object Object],14,[object Object]

Organization Development,[object Object],Assuring healthy inter, intra-unit relationships and helping groups initiate and manage change.,[object Object],Managing change during mergers , acquisitions, recession ..etc.,[object Object],15,[object Object]

Set up an HR Department in an Organization

Set up an HR Department in an Organization

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Set up an HR Department in an Organization