The Shape of Work Community

Hey Ruchika,

Totally get it where are you coming from.
It cannot really be a shared resource for the HR dept &amp; Finance Dept.

You can have someone from the HR Ops who would be involved in taking up responsibilities in regard to Payroll inputs like- Attendance, Leaves, FNF Clearance, NDC'S. The team player would generally be reporting to the HR Dept.

Yes. But who will be making the sheet and approving the calculation? 

Payroll Input sheet has to be prepared by one of the SPOC from the HR Dept. Best Practice is to have a maker-checker to avoid confusion.

Hey <@U054LRTAA3U> Commonly, Finance and Compliance are looked after by the the Finance team. This is due to the amount calculations needed under various compliances, such as PF, Gratuity, Wages, etc.
The HR team may share relevant inputs with the Finance team.

Thank you so much :pray::skin-tone-2: :pray::skin-tone-2: 

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Hey everyone, Can any one hep me out in Drafting a appraisal policy  for Early stage Startup?

<@U04RPG5F1JQ> you can refer this awesome HR Toolkit.

<https://www.springworks.in/hr-toolkit/>

<@U04H0RJF3DX> acts as an HR and give me an appraisal policy for early-stage startups

hey <@U04QBGPT9K5> this  would definitely help me out. thank you so much

Appraisal Policy for Early-Stage Startups  1. Objective  The primary objective of this appraisal policy is to establish a transparent and fair performance evaluation system for employees working in early-stage startups. This policy aims to recognize and reward employees' contributions, identify areas of improvement, and support their professional growth and development.  2. Appraisal Period  The appraisal period will be conducted on a semi-annual basis, with evaluations taking place at the end of June and December each year. This frequency allows for timely feedback and adjustments to employee goals and expectations.  3. Appraisal Process  The appraisal process will consist of the following stages:  a. Goal Setting: At the beginning of each appraisal period, employees and their managers will collaboratively set SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals that align with the startup's overall objectives.  b. Mid-Period Review: A mid-period review will be conducted to assess progress, address any challenges or obstacles, and make necessary adjustments to goals.  c. Self-Appraisal: At the end of the appraisal period, employees will complete a self-appraisal, evaluating their performance against the set goals and providing insights into their accomplishments, challenges, and areas for improvement.  d. Manager's Appraisal: Managers will then evaluate the employee's performance, taking into consideration the self-appraisal, goal achievement, and overall contribution to the startup.  e. Feedback and Discussion: Managers and employees will meet to discuss the evaluations, provide constructive feedback, and identify opportunities for growth and development.  4. Performance Criteria  Employees will be evaluated based on the following performance criteria:  a. Goal Achievement: The extent to which employees have met or exceeded their set goals.  b. Quality of Work: The level of accuracy, thoroughness, and attention to detail in the employee's work.  c. Initiative and Problem-Solving: The employee's ability to take proactive steps, identify challenges, and develop effective solutions.  d. Teamwork and Collaboration: The employee's ability to work effectively with others, contribute to a positive work environment, and support the success of the team.  e. Adaptability and Flexibility: The employee's ability to adapt to changing circumstances, learn new skills, and embrace new challenges.  f. Communication: The employee's ability to effectively communicate ideas, listen to others, and provide clear and concise information.  5. Performance Ratings  Based on the evaluation, employees will be assigned a performance rating:  a. Outstanding (5): Consistently exceeds expectations and demonstrates exceptional performance.  b. Exceeds Expectations (4): Regularly surpasses expectations and shows strong performance.  c. Meets Expectations (3): Satisfactorily achieves set goals and performs at an acceptable level.  d. Needs Improvement (2): St

Hey everyone, Would someone be able to help me with whistle blower policy ?

<@U04H0RJF3DX> can you help with whistle blower policy ?

Of course, I can help you with a whistleblower policy. A whistleblower policy is a set of guidelines and procedures that organizations implement to encourage employees and other stakeholders to report any unethical, illegal, or fraudulent activities within the organization. The policy aims to protect whistleblowers from retaliation and ensure that their concerns are addressed appropriately.

What are the key points to discuss one - on - one meeting with the team lead about the team on HR prospect

<@U04H0RJF3DX> What are the key points to discuss one - on - one meeting with the team lead about the team on HR prospect

When discussing the team from an HR perspective in a one-on-one meeting with the team lead, consider addressing the following key points:

How to get access to ask questions from albus? Showing required admin approval

Just 'Request a license' for Albus, or dm <@U053NSES6SH> 

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Too kind! :slightly_smiling_face: Thank you so much Adarsh!

Hi all,
What platform/tool do you recommend using if I want to create a newsletter for my company? As a trial basis, it would be better if it is a free tool.

If you wish to only communicate product updates and use it as a blog - Substack

If you want to grow it and monetise it in future - Beehiiv  (free till 2.5k subscribers but very limited features on free version)

Happy to answer any specific questions, I’m well versed with both platforms 

Hi Jayati, i use mailer lite's drag and drop builder for newsletter creation and with basic coding paste the html format in outlook emails. It's very easy with 0 investment value.

Hi All, which platform would you recommend to do a 360 degree evaluation ?

Hi all, I'm new here. We're a young company with a small team of 16 people and hiring has been like a rock for us, it's not moving. Any guide, book, video, or recordings from community webinar that you'd want to recommend to us to get ideas to solve this challenge?

Can you search in this slack? You’ll find some resources

Hi <@U054XQZSXSR>,I run a younger company( team of 7 and going to be  8 soon) &amp; hiring hasn't been a problem so far.

Happy to exchange some thoughts, pls feel free to DM..

Hi <@U054XQZSXSR> the industry you operate in and using the right channel for recruitment for that industry matters...
Pls free to DM for a quick discussion

Hi <@U054XQZSXSR>, I am also working in a young company where I have built a team from scratch. Please feel free to contact me for any help.

<@U054XQZSXSR> - Can help. I work for an org with a similar headcount range. Please DM.

Hi, can I get the HR metrics and the templates for the monthly updates

<@U04H0RJF3DX> Hi, can I get the HR metrics and the templates for the monthly updates

Hello! Sure, I can provide you with a list of common HR metrics and a simple template for monthly updates.

Thank you! can you pl provide some open source templates to feed this data and to get ready made visually made reports.

What is the average stipend pay for the Interns (HR - Non IT) considering Chennai location