Skip to main content

Step-by-Step in Setting up Your HR Department : Input Series from May - Dec 2010


TEAM HUSYS ( HUSYST )


We at Husys are committed for the Development of HR @ SME organisations. As part of our efforts we continue to give you what is required for you and how best you can use this site to help yourself.

Starting from May 2010 we would take a different step in helping you to setup your own HR Department. Please do follow the blog and help yourself. We may repeat some of the older postings at the places where repetition is required as part of the sequence. If you feel you need any more information you can always write to us without any hesitation (We would help as much as offsite and email support based on our time availability. We can also clarify through the comments section).

1. Employee Data Management & Agreements
2. Employee Related Statutory Compliances based on the Growth
3. Organizational Design for an SME
4. Design Role and Responsibilities
5. Manpower Planning
6. Attracting the Talent
7. Selecting the Best
8. Setting the Expectations Right First Time
7. Internal Policies for Engagement of Teams
8. Performance Reviews
9. Career Progression @ SME's
10. Building Cost Effective Training & Development Programs
11. Managing Exits
12. Building & managing Quality through People

Any other suggestions as we go on can be incorporated to help... Please do send your suggestions to hrhelpline@husys.net

For more case related question please do visit : www.hrhelpline.blogspot.com

Warm Regards,
Reddy GR

Popular posts from this blog

HR Ideas 21-25 : Hiring Fresh Talent, Campus Hiring, Hiring Tests for Evaluation, Group Discussions, Just-In-Time Fresh Talent

In this blog post we would focus on one of the key aspect of building fresh talent pool for growth. Every growing organization cannot ignore this essential method for talent building. This method is successful based on the current Job market, Industry awareness & Social Influence on the Young Generation in that market.   There are many Government initiatives in various countries based on the business/economic environment in those countries. India – Govt. of India spending lots of money in developing resources through their National Skill Development Programs.  In Wales-UK the companies are provided grants up-to 50% of employee salary to companies based on the location and skills they are hiring.
21. Hiring Fresh Talent: Businesses across the globe strive to build efficiency in People, Process and Technology. A growing organization would have no choice to build within. A building within the organization means a plan for cost efficiency and building future talent the way you run your…

Checklist for contractor for compliance under Contract labour Act (Abolition & regulation ) 1970

Check list For the contractor for compliances to be followed by the  contractor under Contract labour Act (Abolition & regulation ) 1970 Documents Required During Hiring A New Contractor
1.Registration Certificate under Shops & Commercial Establishments Act.
2.Rent Deed in case, office is rented.
3.Registration certificate of EPF
4.Registration certificate of ESI.
5.Registration certificate of Service Tax.
6.Pan card of the Company or Proprietor incase of individual.
7.Address proof, ID proof of the contractor (Proprietor)
8.Labour License under Contract Labour Act.
9.Undertaking for Compliance.
10.Indemnity Bond - Duly signed, stamped & notarized on Rs. 100/- stamp paper.
Documents required for New Contract License: (By Contractor)
1. Application for License in Form IV (triple copy).
2.Principle Employer’s certificate in Form V
3.Registration Certificate of the company (Principle Employer)
4.Annexure of manpower of the company (Principle Employer)
5.Employee Details (ID N…

New Year Message by CEO

Greetings from Husyst (Team Husys) and best wishes for a great year 2012 ahead…
New Year Message Tip for CEO's : New Year brings new hope and New energy. Capturing this spirit of New would be a good Idea for the CEO's. With the current market conditions the year 2012 is going to be a very exciting journey for every organisation. The best challenge for CEO would be preparing each one of them to think a like and direct them towards the common Goal in times of turbulence and opportunity.  This may help  Employees/Associates to plan well in an environment of Conscious Future as they may have various influences within themselves and also from their social surroundings. 
You as a head of the organization can send a note to all the employees/Associates about the business in the last year and expectations for the coming year. This would also set a tone for the Year Ahead.  
- Business Scenario in your industry/competitors - Impact of the Business during 2011 and path for progression for fu…