The real wealth of the any organisation, size doesn’t matter, depends on its’ people. People are only the true source of competitive advantage. During our consultations with owner of businesses, we understand the critical and importance of managing people and insist upon a well organized structured department that takes care of this vital advantage.
CHAMBER 1:
Review the current practices/policies [ if any]
Audit all HR activities that are performed [ even the crude format] for a scientific and complete auditing engage us as your auditor and get the report. Just mail “Be our Auditor” in your subject and send it to us with necessary contact details. We do it free of cost! Yes you read it right.
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
CHAMBER 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…
Understand is a very subjective word! However, it is the key. Understand properly. This becomes vital when you deal with “Family Managed” or “Closely held” organizations. The communication flow and hierarchy of command, power of influence and experiencing the business trend are necessarily drawn as a diagram for further discussion and design the process
CHAMBER 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 the business owner or/ and CEO, the organization's corporate objectives/strategies and how HR can contribute to the business objectives.
- Discuss / seek consensus on organization structure / management process.
- Discuss the current organization culture with senior management.
- Discuss with business owner or/ and CEO /senior management the core activities/competences and business drivers of the organization
Collect all these details to start the work at the department. We suggest to get the objectives and financial plans of the organisation with complete strategic map. HR dept. is a support unit and hence must work closely with other depts.
CHAMBER 4:
Even though there is currently no HR department, there are a number of HR activities are being carried out now. The department should know “what the organisation – business are doing Now! How the entire operation is being carried out and who are responsible.
Consolidate the data and do a quick audit of present situation.
After gathering all the information and summarized, should discuss with the Business Owner / CEO prioritize the items, as follows
- URGENT / IMPORTANT
- URGENT/ NOT IMPORTANT
- NOT URGENT/ IMPORTANT
- NOT URGENT / NOT IMPORTANT , BUT NEEDED DOWN THE LINE.
This is as per “Covey” method of task management and time scheduling.
CHAMBER 5:
REVIEW the HR MANUAL , as listed below. ( If no Manual – create it ) Pick points out of it , as per your need, based on your discussion / audit results.
Now this stage is your stage ! 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
Once you have the preliminary draft ready, you can start with your Employee Handbook [List is provided]
CHAMBER 6
Review the HRM Processes, Note “important” from you view and pick the priority points.
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
Organization 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
Occupational Health and Safety (OHS Certificate)
HUMAN RESOURCE INFORMATION SYSTEM.
CHAMBER 7
Review the HRM Systems and note the points of importance.
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
Final Monk -- 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?
These points and guideline is the starting point.
In our survey, 74 % of the business owners / CEO’s are concerned about the availability of skilled resources. The key skills are to be harnessed again and again to suit the challenges.
The HR department now needs innovative and creative methods and tools to attract, develop and retail the talent. We may discuss those points in our forthcoming issues.
We at Helikx constantly help our clients achieve lasting change and success through their people. The practice draws on Helikx’s multi-domain, multi-research capabilities to offer a wide range of integrated people solutions that help sustain and build value and improve overall performance.
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