GUIDELINES TO SET UP HR DEPARTMENT.

HERE ARE SOME USEFUL GUIDELINES TO SET UP HR DEPARTMENT.

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 Organisational 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 YOUR CREDIBILITY, YOU NEED THESE INFORMATIONS TO START YOUR WORK  ON  HR DEPT.

GET   A   COPY OF CORPORATE PLAN, WHICH OUTLINES THE  COMPANY'S  

·         VISION

·         MISSION

·         CORPORATE OBJECTIVES

·         CORPORATE STRATEGIES
etc…   

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 TO  A QUICK  HR  AUDIT  OF  THE  PRESENT  SITUATION.

AFTER  you  gather  all  the  informations  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  jobs' analyses/ job descriptions/ job specifications/competences

·         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

STAGE 6

REVIEW THE  HRM  PROCESSES, MAKE A  NOTE OF  WHAT  YOU  THINK  ARE  IMPORTANT FOR  THE COMPANY  AND  THE  PRIORITY  ONES.

HRM PROCESSES

·         HR  AUDITING

·         HR  BUDGETING

·         Strategic  HRM  Planning

·         HR Strategies and Policies.

·         HR  and change management.

·         Competency-based HR

·         Knowledge management

JOB DEVELOPMENT

·         Job analysis

·         Job Role

·         Job Description.

·         Job specifications

·         Job enrichment

·         Job  rotation

RECRUITMENT/SELECTION

·         Recruitment

·         Selection

·         Induction

·         Orientation

ORGANIZATIONAL BEHAVIOR PROGRAMS

·         Employee  engagement  

·         Motivation

·         Organization  culture

·         Organization  development

ORGANIZATION

·         Org. designing

·         Org. structuring

·         Org. development

·         Job / role  structuring

HUMAN RESOURCING

·         HR planning

·         Manpower  planning

·         Succession  planning

·         Talent management

PERFORMANCE MANAGEMENT

·         Performance appraisals

·         Performance managing the processes.

HR DEVELOPMENT

·         Org. learning

·         Training

·         Education

·         Development

·         Training  evaluation

·         E-learning

·         Management  development

·         Career planning /development.

REWARD MANAGEMENT

·         Job  evaluation

·         Managing  reward  process

·         Administration  of  rewards

·         Benefits

EMPLOYEE RELATIONS

·         Organization  communications

·         Employee communications.

·         Staff  amenities

HEALTH AND SAFETY.

·         OHSHUMAN RESOURCE INFORMATION SYSTEM.

STAGE 7

REVIEW THE  HRM  SYSTEMS , MAKE A  NOTE OF  WHAT  YOU  THINK  ARE  IMPORTANT FOR  THE COMPANY  AND  THE  PRIORITY  ONES.

HR SYSTEMS

·         HR  strategic planning system

·         Human resource planning  system

·         Manpower  planning system

·         Job profiling system

·         Recruitment  &selection system

·         Performance appraisal  system

·         Performance management system

·         People development  systems

·         Career  planning  and  development  system

·         Succession  planning  system

·         Job enrichment  system

·         Compensation  planning and packaging system

THIS is just a common list.

AFTER   STAGE 1,2,3,4,5,6,7 MAKE A REPORT

·         What  is  the  current situation

·         What kind of  HR DEPARTMENT is required.

·         What you  think  are  your priorities

·         What  is  your  action plan

·         What is time schedule.

MAKE A TEMPORARY HR DEPARTMENT

·         ONE   HR MANAGER  [YOURSELF]

·         ONE  TRAINING MANAGER

·         ONE  SALARY ADMINISTRATION  MANAGER

·         ONE RECRUITMENT /SELECTION  MANAGER