Shalini K K June 2009

Balance Forces

To facilitate the alignment of human capital with organizational goals.

HUMAN RESOURCES

HUMAN RESOURCE PLANNING

ORGANIZATION/ JOB DESIGN

SELECTION & STAFFING

PERSONAL MANAGEMENT

PERSONAL RESEARCH & INFORMATION SYSTEM

COMP&BEN

EMP ASSISTANCE

TRAINING & DEVELOPMENT

PERFORMANCE MANAGEMENT

ORGANIZATION DEVELOPMENT

COMPLAINCE ISSUES,POLICIES PROCEDURES

INTERNAL COMMUNICATION

EXTERNAL COMMUNICATION

GRIEVANCE RESOLUTION

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.

Defining how tasks, authority and systems will be organized and integrated across organization units and the individual jobs.

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.

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 be maintained. 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.

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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