HR Department Process

Flow
Here's a simplified process flow for an HR department,
outlining the key steps from recruitment to employee
departure:
1. Recruitment and Selection:
• Identify hiring needs based on workforce planning and job analysis.
• Create job descriptions and specifications.
• Advertise job openings through various channels.
• Screen resumes and applications.
• Conduct interviews and assessments.
-First Round Interview
-Second Round Interview
• Select candidates and make job offers.
• Coordinate onboarding process for new hires.
2. Onboarding:
• Complete paperwork such as employment contracts, and company
policies.
• Provide an orientation to familiarize new hires with the organization's
culture, policies, and procedures.
• Set up workspaces, equipment, and access to necessary systems.
• Introduce new hires to their team members and key stakeholders.
• Schedule training sessions as needed.
3.Employee Development and Training:
• Identify training needs through performance evaluations, skills
assessments, and employee feedback.
• Develop training programs or source external training providers.
• Schedule and conduct training sessions.
-Induction Training
-Job-specific Training
-Soft skills Training
• Monitor and evaluate training effectiveness.
• Provide opportunities for career development and advancement.
4. Payroll Management
• Collect Employee Time Data
• Calculate Gross Pay
• Deduct Payroll Taxes
• Deduct Other Miscellaneous items
• Calculate Net Pay and Disburse
5. Compensation and Benefits:
• Administer payroll processes, including salary adjustments, bonuses,
and benefits deductions.
• Manage employee benefits programs such as health insurance,
retirement plans, and wellness initiatives.
• Stay updated on legal requirements and industry standards related to
compensation and benefits.
• Handle employee inquiries and concerns regarding compensation and
benefits.
5. Performance Management:
 Establish performance expectations and goals.
 Conduct regular performance evaluations and feedback sessions.
- Mid-year Review
- Year-end Review
 Recognize and reward high performers.
 Provide coaching and support for improvement where needed.
 Address performance issues through performance improvement
plans or disciplinary action if necessary.
6. Employee Relations:

• Serve as a liaison between employees and management.

• Address employee grievances and mediate conflicts.
• Promote a positive work environment and company culture.
• Ensure compliance with labor laws and regulations.
• Handle disciplinary actions, terminations, and exit
interviews.
7. Offboarding:
• Receive Resignation Letter.
• Handover Duties and Responsibilities.
• Conduct exit interviews to gather feedback from departing employees.
• Process paperwork related to termination, including final paychecks and
benefits.
• Collect company property such as laptops, SIM cards, identity card badges, and
equipment.
• Update HR records and remove access to company systems.
• Provide information about SSF benefits or other post-employment resources.
• Off-board Employee.
8. HR Administration and Recordkeeping:
• Maintain accurate employee records, including personal
information, employment history, and performance
evaluations.
• Handle requests for employment verification, references,
and other HR-related documents.
• Ensure compliance with data protection regulations.
• Keep abreast of changes in HR laws and regulations and
update policies and procedures accordingly.