Professional Documents
Culture Documents
2011
HOSSAM HUSSEIN
CONSULANT
HR, DEVELOPMENT &
MANAGEMENT , LEGAL
Contact : hossam08@live.com
Hossam.hussein09@gmail.com
about.me/hrmanageruae
HUMAN RESOURCES
DEPARTMENTS
CHECKLIST
& GUIDE
WHAT YOU NEED TO KNOW TO SET UP HR DEPARTMENT , CHECK LIST,
DEPRTMENT , STEPS TO BUILD IT
January 4, [HUMAN RESOURCES DEPARTMENT
2011 CHECKLIST&GUIDE]©
NewHumanResource
Department?
If you were given the task of setting up a new Human Resource Department
in a
Small company where would you begin? Such a task would be extremely
Daunting, but not impossible, if you follow a few tips. To begin, you need to
What do you want the HR department to do? How will this function
contribute to the success and bottom-line of the organization? Will it add
value?
In other words, before you begin the task, you need to have a clear
definition of
the mission and goals of the department and secondly, what role you will
play as
“head” of the HR function. Once you have clear direction, there are some
key
1. Do you have personnel files on all your employees? Are they current?
Do you have all the legally required documentation? Do you have items
in the files that don’t belong there?
2. Do you have policies and procedures? Are they up-to-date? Are they
followed? 11
CONSULTANT
January 4, [HUMAN RESOURCES DEPARTMENT
2011 CHECKLIST&GUIDE]©
6. Do you have a working knowledge of the law? Do you have all the
required postings, forms, and documentation required by the respective
governmental agencies? Are all the managers aware of their legal
responsibilities and liabilities?
7. Are you recruiting and selecting the right people? Are you aware of
the talent and skills needed to move your organization forward? Do you
know where to find these people? Are you recruiting in a cost effective
manner? Are your managers trained in interviewing techniques?
9. How about your benefits? Are you getting the best coverage for your
people at a price the employees and the organization can afford? Is your
total compensation attractive enough to retain existing people and be an
incentive to new people?
11. What about your training? Are manager’s and employee’s skills
current? Is training a “way-of-life”? Are you growing your people or do
you have to go to the outside every time you need someone with a
specialization? Are supervisors effectively managing their employees?
12. Are managers and employees kept informed? Do they know what’s
going on? Is the grapevine the main source of communication? What
are the sources of communication
11
CONSULTANT
January 4, [HUMAN RESOURCES DEPARTMENT
2011 CHECKLIST&GUIDE]©
As you begin the process, get some professional help, whether through
networking with peers, other organizations, or outside expertise. It is a big task,
but one that is critical to the organization.
WHY
HR Department Necessary?
How many employees should a company have before there is a need for an HR Department?
As companies grow, there is a need to administer the HR function, but that does not necessitate an
HR Department. In fact, 30 years experience has shown that until the company has at least 50
employees, that "department" -- really a function -- can consist of or be handled by one person.
Between outsourcing such things as payroll and the initial writing of an employee handbook, and
with the plethora of software for HR today, one person should be able to develop and administer the
function.
Of course, there are variations to this theme. In some companies where recruiting has been a
major activity, there may well be a need to have an HR administrator or recruiter. However, in most
small companies an Office Manager can suffice
11
CONSULTANT
January 4, [HUMAN RESOURCES DEPARTMENT
2011 CHECKLIST&GUIDE]©
After that, determine the compliance issues that pertain to your company. The most basic of
these have to do with wages and hours of work, classification of employees, leaves of absence
including maternity leaves, harassment, and others.
Then, determine whether you need to have an employee handbook or other formal policies and
procedures manual to cover everything from establishing the company as an at-will employer to
benefits. If a handbook already exists, be certain that it complies with state regulations and that the
policies and the way they are written are in the best interests of the company.
Are all the basic policies included? These can be thought of as grouped into conditions of
employment, benefits, and disciplinary processes. Is there a balance between stated corporate and
employee rights and obligations? 11
CONSULTANT
January 4, [HUMAN RESOURCES DEPARTMENT
2011 CHECKLIST&GUIDE]©
Look at existing employee files or, if no files exist, gathering all the papers into coherent
personnel files. Minimally, you should have an Application for Employment form or resume, any
insurance forms that the employee may have signed, and performance appraisals.
Who takes care of payroll? There used to be an ongoing fight between HR and accounting as to
who gets payroll... So make sure of this point to have a clear picture on this.
One person should be responsible for new employee orientation. In order to inform new
employees of their benefits and the policies of the company, you will very simply have to be the
expert in benefits and policies of the company.
HR has an information function that you should think through. Changes in policies, changes in
benefits, even changes in laws must be communicated to all employees. Major changes may call for
training such as in harassment a few years back. Therefore, HR becomes a kind of pass-through in
the information cycle.
11
CONSULTANT
January 4, [HUMAN RESOURCES DEPARTMENT
2011 CHECKLIST&GUIDE]©
11
CONSULTANT
January 4, [HUMAN RESOURCES DEPARTMENT
2011 CHECKLIST&GUIDE]©
5
Optional group benefits (i.e. insurance, time off benefits, flexible
benefits, retirement plans, employee assistance programs, perks)
9
Employee communications (i.e. handbook, newsletter,
recognition programs, announcements, electronic communication)
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CONSULTANT
January 4, [HUMAN RESOURCES DEPARTMENT
2011 CHECKLIST&GUIDE]©
Once you have carefully evaluated each of these areas, you are ready to put
together your strategic human resources business plan. This will help you map
out exactly what you need to do and how it affects the bottom line, plus when
you will need to do it. With a good grasp on this plan, you are ready to sell it to
management
11
CONSULTANT
January 4, [HUMAN RESOURCES DEPARTMENT
2011 CHECKLIST&GUIDE]©
D&L
MANAGEME TERMINATION
NT
N
HR
&
PRACTICE
PLANNIN
DEPLOYMENT
G
RECRUITME
NT
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CONSULTANT
January 4, [HUMAN RESOURCES DEPARTMENT
2011 CHECKLIST&GUIDE]©
Organizational structure
Human resources function and budget
Planning and managing change
Human Resources planning
HR Policies and Practices
Legal compliance
Checklist-Departments
11
CONSULTANT
January 4, [HUMAN RESOURCES DEPARTMENT
2011 CHECKLIST&GUIDE]©
Performance Management
Reward
Career path planning
Consultation and Communication
Health , Safety and Security
Employee Documentation/Data
Disciplinary & Grievance
Termination
Redeployment
Resignation
Redundancy
Dismissal
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CONSULTANT