Restructuring HR

Restructuring: 

Restructuring HR Department

Introduction: 

Introduction Presenter Purpose Flow of presentation The biggest hurdle in the pace of human development is the inherent reaction to oppose a change.

Issues / Concerns: 

Issues / Concerns Response time is slow Reactive HR not Proactive Distorted Salary structure (Irregularities in pay) No proper Appraisal System, training system No manpower planning Weak Policy implementation, violations & relaxation Optimum utilization of HR No trainings from HR Policies and procedures revision and controlling Low Interaction with employees Level of awareness is low especially in new employees

Reasons: 

Reasons Work overload in HR Expectations from HR Grade/designation structure Position entitlements Organ grams mapping and position listing P/File Management Drafts on R&S, C&B, T&D Policy development & controlling

Other Responsibilities: 

Other Responsibilities Conducting Performance Appraisal as per management guidelines Conducting Climate Survey and presenting it to the management Developing Succession Plans in close liaison with the management and the HOD’s Human Resource Quarterly Report Conducting Internal Salary Survey & adjusting salary compression Human Resource Information System Employment Cadres

Way Forward: 

Way Forward Hire remaining team members & orient them about the company and HR objectives Organizational chart mapping with positions JD finalization Collecting data & documents from employees to prepare P/files Position entitlements Grade/designation charts Drafts on the core HR Procedures (R&S, C&B, T&D) HRIS development Revise and develop policies HR Report on quarterly basis Initiate & conduct performance appraisal & Climate Survey Initiate & conduct succession planning and trainings Conduct salary survey and share it with management

Organization Chart - General: 

Organization Chart - General Dept Head Functional l/C’s Team Lead Executive

HR Organization Chart – Proposed: 

HR Organization Chart – Proposed Head HR Vacant Doc .Controller 01 Person R&S Executive 01 Person C&B Executive 01 Person T&D Executive OD Executive 01 Initially we need one resource who will perform T&D and OD Initially we don’t need any resource

Responsibilities – R&S Executive: 

Responsibilities – R&S Executive Develop and maintain a Manpower Data Bank (MPDB) Quarterly Manpower review with line managers Spooling for candidates required Assistance in interviews and selection Liaison with Head Hunters / Web Portal HR Branding (Internships / Job Fairs)

Responsibilities – C&B Executive: 

Responsibilities – C&B Executive Issuance of different letters and forms Handling Employee Queries Close liaison with Payroll Dept for salary processing and final settlements Induction of new employees Maintain the employee data Processing Insurance Claims Performance Appraisal

Responsibilities – T&D Executive: 

Responsibilities – T&D Executive Gather and consolidate training needs Liaison with management for finalizing the training budget Develop a plan for conducting the trainings Evaluate different training institutes and create a panel Initial Orientation plan for new employees Record of trainings conducted Identify In-house trainers and utilize them for In-house trainings

Responsibilities – OD Executive: 

Responsibilities – OD Executive Develop different Formats – AL, AOR, CL etc Develop New policies (If Required) Revision of old policies (If Required) Develop standard operating procedures for different processes Control the developed Formats and SOP’s while maintaining a record

Responsibilities – Doc. Controller: 

Responsibilities – Doc. Controller Maintaining and updating employee P/file and other HR documents Keeping a track of files issued Ensuring that Payroll and HR are on the same footings Maintaining and updating the monthly attendance Maintaining and updating the leave record