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Setting up a HR Department

Clarke

Hi all,

I am about to finish my CIPD level 5 and worked as an HR generalist for four years in the public sector.

I have recently started an exciting new role as an HR Officer for a SME property development company. They currently employ up to 50 employees, job roles vary from Customer Service agents to Project Managers. They were a Chinese company originally so they currently employ international employees but have a diverse background.

They currently have an Employee Handbook, very little guidance and basic HR databases (excel). They want to transition from Excel to an HR system, they want to create policies, procedures and guidance. They also want me to improve sickness, performance and annual leave management. They are currently is a Legal Adviser there and they have been using an HR Consultant, the Managing Director has had a Personal Assistant doing the HR administrative tasks, however, English isn't their first language.

Anyone got any ideas as to where or what I should do first? Or can share some advice?

Kind regards,

Clarke Ward

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  • Hi Clarke

    I did a similar thing, but in a Company of around 25 employees.

    I think it's important to spend some time reviewing what's currently in place and spend time getting involved on the front-line (1) to understand employees' issues and (2) to see where problems/issues may lie from the Company's perspective.

    Good luck!
  • in reply to Sam
    Agree with Sam, start with some easy wins and get your house in order. I'm in a standalone role as well and I've found it very beneficial to keep an eye and contribute on these forums - I don't feel as alone as I did when I started my role!

    I joined HR Inform to get my basic policies and forms in place at the beginning and have been working slowly through the GDPR - i'd make sure you have control of personal data if you haven't already. The HR Consultant should be able to provide some standard policies though unless that comes at a premium.

    Perhaps get your key policies in place first like disciplinary and grievance etc and then go from there, it's going to take time but it will be worth it (I keep telling myself).

    As for HR systems, we use People HR here but they are phasing it out to use a new system called Odoo. In my previous company, we implemented Breathe HR which is cheaper and may be great for your company.

    Kind regards
    Jodie
  • in reply to Jodie
    Hi
    I can vouch for Breathe HR, I recently introduced it for the leave module and plan to slowly increase its use, as staff come become familiar with it to eventually, use more of the modules, next electronic pay slips.
  • in reply to Glenys
    We have electronic payslips in place, it is common now for employers to do this and for us was a good timer saver to have employees take ownership of this rather than us having to print and distribute. We introduced it first to salaried staff and then to hourly paid staff at a later date as their buy in was harder to get, as we are unionised. All working very well though now.
  • in reply to Steve Bridger

    As well as the advice above... and on other threads, there is always the CIPD Knowledge Base, too.

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