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Shalini K K

June 2009


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Balance Forces

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To facilitate the alignment of human capital with organizational

goals.

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HUMANRESOURCES

HUMANRESOURCEPLANNING

ORGANIZATION/ JOBDESIGN

SELECTION&STAFFING

PERSONALMANAGEMENT

COMPLAINCEISSUES,POLICIES

PROCEDURES

PERSONALRESEARCH&INFORMATION

SYSTEM

INTERNAL

COMMUNICATION

EXTERNAL

COMMUNICATION

COMP&BEN EMPASSISTANCE

GRIEVANCE

RESOLUTION

TRAINING&DEVELOPMENT

PERFORMANCEMANAGEMENT

ORGANIZATIONDEVELOPMENT


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Planning for Future Balance by comparing the number of needed

employees to the number of present employees who can be

expected to stay with the organization, which leads to experienced

and capable personnel.

Planning for recruiting or laying off employees.

Planning for the development of the employees to be sure the

organization has a steady supply of experienced and capable

personnel.

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Defining how tasks, authority and systems will be organized and

integrated across organization units and the individual jobs.

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Job descriptions, selection tools, mode of selection, background

checks to be designed.

Internal and external recruitment policies to be designed.

Templates of appointment letter, offer letter and reference forms to

be introduced. Recruitment manual to be made.

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Determine the compliance issues - wages and hours of work,

leaves of absence including maternity leaves, harassment, and

others.

Policies and procedures manual- cover everything from establishing

the company as an at-will employer to benefits.

Employee files- Application for Employment form or resume, any

insurance forms that the employee may have signed, and

performance appraisals.

Recordkeeping - HRIS, confidential records, other forms to bemaintained.

Employee handbook to be designed compliance with state

regulations and that the policies and the way they are written

are in the best interests of the company.

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Check if basic policies are in place. These can be thought of as

grouped into conditions of employment, benefits, and disciplinary

processes.

Check if there is a balance between stated corporate and employee

rights and obligations.

Ensure all the required postings, forms, and documentation

required by the respective governmental agencies

Canteen- Coupons , contractor details, budget for canteen and

other forms to be kept in place.

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Information function- Changes in policies, changes in benefits, even

changes in laws must be communicated to all employees.

Employee communications - handbook, newsletter, recognition programs,

announcements, electronic communication.

Internal communications -policies and procedures, management development,

management reporting.

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Compensation - methods, consistency, market to be designed.

Mandated benefits like PF, ESI,Gratuity, worker's compensation

has to be planned.

Optional group benefits i.e. insurance, time off benefits, flexible

benefits, retirement plans, employee assistance programs, perks to

be designed.

Payroll (i.e. internal vs. external options, compliance) needs to

assessed and maintained.

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Employee relations - labor agreements, disciplinary procedures,

employee recognition, providing personal problem solving,

counseling to individual employees.

Union/ Labor relations- ensuring healthy union/organization

relationships.

Safety and health of employee

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Induction, training, staff development, tuition reimbursement, career

planning, succession planning, sabbaticals need to kept in place.

Templates for training calender, training modules and proposals to

be designed.

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Performance appraisal, performance evaluation, competency

mapping ..etc to be maintained.

KRAs of each employee to be designed. The necessary templates such as appraisal form, competency

mapping form needs to be kept in place.

Keep a check on absenteeism, tardiness, turnover, poor quality,

missed deliveries, and poor productivity.

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Assuring healthy inter, intra-unit relationships and helping groups

initiate and manage change.

Managing change during mergers , acquisitions, recession ..etc.

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