Friends, here is my view and what I did on the above subject.
STAGE 1
Review the current practices / policies [if any].
Audit all HR activities that are performed [even the crude format].
HERE ARE THE CORE HR KRAs [ Key Result Areas]
KRA 1 :Recruitment / Selection.
KRA 2 :Workforce Planning and Diversity.
KRA 3 :Performance Management.
KRA 4 :Reward Management.
KRA 5 :Workplace Management and Relations.
KRA 6 :A Safe and Healthy Workplace.
KRA 7 :Building Capabilities and Organizational Learning.
KRA 8 :Effective HR Management Systems, Support and Monitoring.
STAGE 2
• Understand the organization.
• Understand the organization structure.
• Understand the organization systems.
• 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…
STAGE 3
• Discuss the values / beliefs with senior management / CEO and the need for HR department.
• Discuss the expectations from HR department – short / medium / long term.
• Discuss with CEO, the organization's corporate objectives / strategies and how HR can contribute to the corporate objectives.
• Discuss / seek consensus on organization structure / management process.
• Discuss the current organization culture with senior management.
• Discuss with CEO / senior management the core activities / competences and business drivers of the organization.
To get a good start and hold on your credibility, you need these informations to start your work on HR department installation.
Get a copy of Corporate plan which outlines the Company's Vision, Mission, Corporate Objectives and Corporate Strategies. HR dept. is a support unit and hence must work closely with other depts.
STAGE 4
Even though there is currently no HR department, there are a number of HR activities are being carried out now. You have to know what they are / how it is being carried out / by whom. To collect and consolidate these, you need a quick HR Audit of the present situation.
AFTER you gather all the information and summarized, you should sit down with your boss [CEO] and discuss and prioritize the items, as follows:
• URGENT / IMPORTANT
• URGENT/ NOT IMPORTANT
• NOT URGENT/ IMPORTANT
• NOT URGENT / NOT IMPORTANT, BUT NEEDED DOWN THE LINE.
STAGE 5
Please REVIEW the HR MANUAL, as listed below.
Pick points out of it , as per your need, based on your discussion / audit results.
You may want to start up with
• HR DEPARTMENT OBJECTIVES.
• HR DEPARTMENT STRATEGIES.
• Draft on Recruitment / Selection Procedure / PROCESS.
• Draft on organization structure.
• Draft on job analysis / job descriptions / job specifications / competencies.
• Draft on payroll / compensation / administration.
• Appointment /Confirmation / Termination / Resignation / PROCEDURES / PROCESS.
• Induction program
• Orientation program
• Employee communications
• Training & development of the employees
• Performance Appraisals / management
Once you have the preliminary draft ready, you can start with your EMPLOYEE HANDBOOK
STAGE 6
Review the HRM Processes, make a note of what you think are important for the company and the priority ones.
Please add your inputs so that others will learn.
Regards
Ram
Founder & Director HR
ADR Group
Email: ram.k.reddy@adrgroup.in
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