People/ Reporting Manager's Checklist for their New Employees...

People/ Reporting Manager's Checklist for their New Employees:
Being a people manager is the major responsibility in terms of first impression for new hire and he/ she can also be the best buddy for their new employee. Henceforth; this checklist will help to assist reporting managers to orient each new employee. It serves as a structure for communicating all relevant dept.-specific policies, administrative procedures, position responsibilities and expectations, and other essential information.

HR Landscape of routine activities

List of basic HR Routine Activities:
1. Recruitment:

1. Get the Job Description finalized by Person requesting the position
2. Get the position approved from Resource Manager
3. Prepare Process (First Round Interviewers, Interview Time, Second Round Interviewers)
4. Screening Profiles
5. Get profiles Shortlisted from Interviewers (if needed)
6. Scheduling Telephonic Interview, update recruitment sheet
7. Taking feedback from Interviewers,update recruitment sheet
8. Rescheduling / Scheduling Personal Interview,update recruitment sheet
9. Get Employee Information form filled by Candidate
10. Taking feedback from Interviewers,update recruitment sheet
11. If Shortlisted, Inform Seniors,update recruitment sheet

HR Quality Framework_Scorecard

HR Scorecard:

1. Headcount – No. of employees / No. of approved employees in budget

2. Attrition – Voluntary Attrition = Attrition Count / Headcount

3. Talent Acquisition –

·         Open Position vs. Closed

·         Direct/ Ref. / Portal vs. Consultant (against closed positions)

4. Payroll/ Statutory –

·         Payroll Payment Defects = Live Employees who have not been paid through Payroll

·         Payroll vs. Vendor defects = Payroll data as maintained by Vendor not equal to data as maintained in Company Payroll department

·         Reimbursement Payment defects = Live Employees who have not been paid their Reimbursement Claim (Vol vs. defects)

·         Statutory = Timely & Correct deposits with joining forms & exit forms (Vol vs. defects)

5. Exit and F&F –

·         Exit Checklist = Vol vs. defects

·         Exits not initiated by employee = Vol vs. defects

·         F&F - Processing Pendencies from LWD = Vol vs. defects

·         Exit Log in >Last Working Day defect = Exit initiated after Last working day of the employee / Total Exit initiated for the month

·         Financial Leakage of Exit Cases (in lakhs) = Financial leakage due to late initiation

·         Exit Closure > D+ (TAT) defect = Full & Final (F&F or exit closure) paid after TAT days of employees last working day / Total F&F processed for the month

                                   

HR Quality Framework_Use LEAN methodology in HR Processes

Lean methodology in HR Processes:

VSM – Value Stream Mapping is required for mapping each HR process to identify Value Added and Non Value Added activities

KAIZEN – To establish flow in end to end process movements

5YS – for root cause identification

HR Quality Framework_Process Change Request

Process Change Request/ Improvement 
 Business Requirements
Process customization requests
Process study/benchmarking etc 
Identify Projects 
Lean/ Six Sigma approach