HRD how you build hrd, what is the content , check list and what needed in hr

1. 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

2. January 4, 2011 [HUMAN RESOURCES DEPARTMENT 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
Answer some basic questions:
 Why do you want to set one up?
 What’s changed to make you or the organization believe that an HR department is needed
now?
 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
“Audit” issues that you need to focus on.
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?
3. Do you have an employee handbook? Do you have the right language in it? Have you
inadvertently created a contract between you and your employees?
4. Do you have policies dealing with sexual harassment, workers’ compensation, safety,
benefits, discipline, etc.?
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3. January 4, 2011 [HUMAN RESOURCES DEPARTMENT CHECKLIST&GUIDE]©
5. Are you in compliance with state regulations?
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?
8. What kind of compensation plan do you have? Is it meeting the organization’s needs? Is it
motivating your employees? Is it competitive and fair?
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?
10. What’s it like working at your company? Are people productive and motivated? Are you
looking at the indicators of a productive and motivated workforce (absenteeism, tardiness,
turnover, grievances, high workers’ compensation rates, poor quality, missed deliveries,
and poor productivity)?
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
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.
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4. January 4, 2011 [HUMAN RESOURCES DEPARTMENT CHECKLIST&GUIDE]©
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
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5. January 4, 2011 [HUMAN RESOURCES DEPARTMENT CHECKLIST&GUIDE]©
STEPS TO ESTABLISH HR DEPT
The first step is to determine what the expectations are of the manager who realized the necessity of
HR function.
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?
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.
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The following Area’s should be built in
1 Recruitment and selection (i.e. job descriptions, selection tools, background checks, offers)
2 Compensation (i.e. methods, consistency, market)
3
Employee relations (i.e. labor agreements, performance management, disciplinary
procedures, and employee recognition)
4 Mandated benefits (i.e. social security, , worker's compensation, )
5
Optional group benefits (i.e. insurance, time off benefits, flexible benefits, retirement
plans, employee assistance programs, perks)
6 Payroll (i.e. internal vs. external options, compliance)
7 Recordkeeping (i.e. HRIS, personnel files, confidential records, other forms)
8
Training and development (i.e. new employee orientation, staff development, technical and
safety, leadership, tuition reimbursement, career planning)
9
Employee communications (i.e. handbook, newsletter, recognition programs,
announcements, electronic communication)
Internal communications (i.e. policies and procedures, management development,
10
management reporting)
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8. January 4, 2011 [HUMAN RESOURCES DEPARTMENT 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
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HR Policies and Practices Checklist
HR Policies and Practices Checklist-
D&L
MANAGEMENT TERMINATION N
Departments
HR
& PRACTICE
DEPLOYMENT PLANNING
RECRUITMENT
Planning - You will need the right staff
recruited and deployed in the right time to meet program objectives.
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HUMAN RESOURCES DEPARTMENT CHECKLIST Done By HOSSAMHUSSEIN HR LEGAL CONSULTANT

10. January 4, 2011 [HUMAN RESOURCES DEPARTMENT CHECKLIST&GUIDE]©
 Organizational structure
 Human resources function and budget
 Planning and managing change
 Human Resources planning
 Legal compliance
Recruitment - Attract the right people, policies and practices aim to
attract and select a diverse workforce with the skills and capabilities to fulfill
requirements.
 Recruitment & Selection policy & procedures
 Job design &descriptions
 Employment Contract/Benefits Package
Deployment - Introduce people to culture and ways of working
 Induction
 Briefing
Management - Good support, management, and leadership of staff
is key to the effectiveness.
 Performance Management
 Reward
 Career path planning
 Consultation and Communication
 Health , Safety and Security
 Employee Documentation/Data
 Disciplinary & Grievance
Development - Learning, training and staff development are
promoted throughout the organization.
 Learning and development policy
Termination
 Redeployment
 Resignation
 Redundancy 11
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 Dismissal
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HUMAN RESOURCES DEPARTMENT CHECKLIST Done By HOSSAMHUSSEIN HR LEGAL CONSULTANT