The How and Why of HR Manual.

It is easy to see why every business needs an HR Manual. It increases productivity, reduces costs and minimises legal issues. And, it also minimises fraud. While every business is sure to benefit from a HR policy document, it is the SMEs who stand to gain most. Provided, it is drafted properly.
The question ‘How to prepare an effective HR Manual’ is a slightly complex one but these six steps help you to get a framework. The draft can then be polished and customised for your company.

Vision Link:

Plan the structure of the HR Manual around your company’s vision statement. The Policy document should lead to realisation of the objectives. In the process, it has 2-way link with the organisation structure, which influences job roles and responsibilities. Therefore, the manual should be designed to acquire, nurse and retain talent at all levels.

Broad list: To ensure that the HR manual is exhaustive, include policies that cover as many of these topics that are relevant to your company. Begin with Recruitment, On-boarding, training and Separation. Obviously, the Manual will touch upon or refer to the Organisation Structure, job description and Pay Scales at this stage. If your industry employs niche expertise or people with a variety of skills, frame a separate policy to fix the Pay Scales.
Focus on policy regarding Appraisals, Promotions and Rewards; it will pay extra dividends in nurturing employee satisfaction and retention. Pay equal attention to security and privacy both in terms of legal and company requirements. For example, policies on Entry and Exit, Employee ID cards, scheduling work or escort for female staff at certain hours need to accommodate both labour law and Company objectives.
Going forward, design policies for shift hours, recording attendance, holidays, employee transport, payroll, dress code and similar day-to-day operations.

Unions: Align the policies in line with the collective bargaining agreement in case your Company has a labour union.

Involve Stakeholders: The HR policies cover a wide range of topics from recruitment to retirement. Each has financial and most of them have legal implications. And, they influence productivity across all the departments. For this reason, it is best to base the HR Manual on inputs from all the stakeholders such as different departments, auditors and labour law advisors.
Diverse know-how: For the reasons already discussed, instead of HR doing the job in isolation, it would be ideal if a panel of persons with legal, industry and financial expertise draft the manual.
Simple is beautiful: Make doubly sure that the language and terms used are simple and understandable by everyone. In fact at Career Prospect, we strongly believe that high sounding words never actually sound nice and never convince the people. We believe that the HR Manual is a working document that delivers results. For this, we have a panel of HR Professionals with experience in preparing HR Manuals for different domains and regions. To know how we can assist you, send me an Email.

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Outsourcing HR Services

Here is a fairly common opening gambit of HR service providers: “We are providers of complete array of HR solutions.” What exactly is meant by “complete array of HR solutions” and does it imply that your organisation can give up the entire personnel department?

–> Close relationship with leading employers and premium recruitment agencies
–> A vast database of qualified job seekers
–> Senior legal experts,
–> A pan-Indian presence,
–> Cutting-edge infrastructure
–> And, most importantly, commitment to best in HR practices.

Here is how the services provide a competitive edge for each stakeholder.

Job Seekers:

You can post the resume free and be visible to leading employers across the nation. A huge database of lucrative and satisfying career opportunities awaits you. The database is easy to search and is up-to-date. You can customize the job alert system that hand-guides you towards the ‘dream job.’ Drawn from various sectors, the job offers are relevant and help you to find the right-fit employment quickly.
Chat live with in-house experts or participate through the blogs – learn or teach through the community. The positive experience has the potential to modify your career path.
Improve your chances through our professional resume creation services. Succeed better at interviews through the counselling services. You can checkout current salary scenarios and general job market conditions.

Employers:

As an employer, you have access to a huge database of job seekers located across India. People with various educational qualifications, levels of experience, freshers and professionals are registered on the database. You can find appropriate candidates to fill permanent, temporary or on-contract positions.
Employers are welcome to our innovative tools – compensation benchmarking and employee engagement survey. You can use the database of featured candidates to fast-track selection.
E-recruitment, Executive Search, Lateral Recruitment, the customized recruitment services are available to improve hiring process. Or for better results, you could entrust us with the entire Recruitment Process Outsourcing.

HR Managers:

We have put in place advanced software, hardware and communication resources. The systems can run customized applications or process your data using current software packages.
By assigning all the back office needs to us, HR managers can achieve accuracy and operational speed at a fraction of cost.

Mobility Services:

For the HR managers again, we offer Mobility Services. This is a cost-effective, timesaving and convenient way of handling relocation of executives, employees, offices and equipment.

Legal Managers:

Career Prospect’s legal panel is the ideal and mature counsellor for legal managers. Senior and practicing legal experts provide consultation right from planning the labour law requirements. HR managers will find the panel’s knowledge of labour laws in different States a significant help, while dealing with matters relating to branches and units across India.

Service providers:

We feature third party service providers such as educational and training institutes, publishers, travel managers and insurers, to enhance HR experience.

The Decisive Edge:

The summary of our profile is this: we provide a competitive edge to each stakeholder in the HR world – the job seekers, employers, HR and legal managers.
Come and share our vision – contact us @veevas

Fulfilling Social responsibility: Corporates need NGO Help

Corporate social responsibility is set to engage attention of many Indian companies. Having received Lok Sabha’s approval and awaiting Rajya Sabha’s nod, the proposed Company Law bill is converting CSR into a legal requirement in all probability from April 2013.

Under Clause 135 of the new Law applies to companies meeting any one of these criteria:

  • Net worth Rs 500 crore or more,
  • Annual turnover Rs. 1000 crore or more or,
  • Net profit is Rs.5 crore or more.

It is mandatory for the companies to spend at least 2% of their net profit on fighting poverty, environmental sustainability, and similar CSR activities.

It is not as if social responsibility is a strange concept; for thousands of years, merchants have done their bit in building choultries, made endowments to educational institutions and so on. Only it has a compulsive element to it and there is bound to be the usual rush and crush in implementation.

Now, spending Rs. 10 lakh (the minimum for even the smallest business) looks like an easy task. But, there can be hurdles, obstacles, and hassles along the way.

For one thing, most companies may not have the right kind of people for the job; and certainly cannot afford to spare time from their core activities. Associating with a reputed NGO should be the ideal alternative under the circumstances.

An experienced and trusted not-for-profit organisation brings in ready expertise and mentors the CSR project smoothly. NGOs know how to liaise with the neighbourhood, and properly understand the community needs. Being familiar with the rules and regulations, they can obtain governmental clearances and approvals faster.

Most importantly, you can truly achieve some socially meaningful results on the ground. After all, you do want money to be spent well.

 

If you are looking for more information on NGOs,I would be glad to help.