Dear All,
Academically, I am a graphic designer, and we have our advertising agency. As it is a family business, I have to do a lot of HR and admin jobs too. But as I don't have any background in HR, I am not aware of what the exact job or responsibilities of an HR person are. Can anyone guide me on this so that I can take on the responsibilities more efficiently?
Thanks and Regards,
Shilpa
From India, Pune
Acknowledge(0)
Amend(0)
2Academically, I am a graphic designer, and we have our advertising agency. As it is a family business, I have to do a lot of HR and admin jobs too. But as I don't have any background in HR, I am not aware of what the exact job or responsibilities of an HR person are. Can anyone guide me on this so that I can take on the responsibilities more efficiently?
Thanks and Regards,
Shilpa
From India, Pune
Acknowledge(0)Amend(0)
HR Responsibilities:- 1. Payroll 2. HR Management 3. Recruitment 4. Induction 5. Welfare Activities 6. Grievance Handling 7. PMS 8. Comp & Benefit
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Roshni, Thanx a lot for ur inputs, if i need any more help will definitely mail you. Thanx once again. Regards, Shilpa
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
Apart from the HR responsibilities mentioned above, one should have patience, listening skills, leadership skills, and diplomatic skills. In total, one should be diligent and possess a pleasing personality so that they can effectively manage their employees, understand their grievances, and handle them effectively.
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Please tell me, the all compliances under factory act. are all compliances central or veries to states. please tell specially about Haryana State. Manoj Mudgal 9289461201
From India, Gurgaon
Acknowledge(0)Amend(0)
From India, Gurgaon
Acknowledge(0)Amend(0)
Dear Shilpa,
HR Responsibilities:
1. Recruitment
2. Training & Development
3. Induction
4. Payroll Processing
5. Statutory Compliance
6. PMS
7. Manpower Planning
8. Employee Engagement Activities
9. Employee Relations
10. Compensation & Benefits
Regards,
Charvaka Reddy
From India, Hyderabad
Acknowledge(0)Amend(0)
HR Responsibilities:
1. Recruitment
2. Training & Development
3. Induction
4. Payroll Processing
5. Statutory Compliance
6. PMS
7. Manpower Planning
8. Employee Engagement Activities
9. Employee Relations
10. Compensation & Benefits
Regards,
Charvaka Reddy
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Shilpa,
Our friends have given their input, all of which are very perfect. I just want to add one more thing along with that: Time Office Management. That is mandatory for every organization.
Regards,
Jai
From India, Madras
Acknowledge(0)Amend(0)
Our friends have given their input, all of which are very perfect. I just want to add one more thing along with that: Time Office Management. That is mandatory for every organization.
Regards,
Jai
From India, Madras
Acknowledge(0)Amend(0)
Hi Shilpa,
I'm sure you are now aware of the different functions in HR. Well, I could suggest a book that is very basic but could be of great help to you in explaining each aspect of HR. All the functions mentioned above are explained in detail: Human Resource Management by Michael Vaz and Meeta Seta.
Regards,
Priyanka
From India, Mumbai
Acknowledge(0)Amend(0)
I'm sure you are now aware of the different functions in HR. Well, I could suggest a book that is very basic but could be of great help to you in explaining each aspect of HR. All the functions mentioned above are explained in detail: Human Resource Management by Michael Vaz and Meeta Seta.
Regards,
Priyanka
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
I am a postgraduate in HR from Welingkar Mumbai and currently working in a BPO in back-office operations. However, I am struggling to transition into HR positions, which is my area of specialization. Despite my efforts, I am not receiving interview calls. After several follow-ups, I have received feedback that my CV is not being shortlisted. I previously posted this query on CiteHR.com but did not receive any responses.
Recently, I have received emails from Naukri and Monster India regarding resume development services. Some of my peers have suggested that I should not invest in these services. I would appreciate any suggestions you may have.
Thank you for your assistance.
Regards,
Vishwanath Iyer
9892923507
022-28361170
From India, Mumbai
Acknowledge(0)Amend(0)
I am a postgraduate in HR from Welingkar Mumbai and currently working in a BPO in back-office operations. However, I am struggling to transition into HR positions, which is my area of specialization. Despite my efforts, I am not receiving interview calls. After several follow-ups, I have received feedback that my CV is not being shortlisted. I previously posted this query on CiteHR.com but did not receive any responses.
Recently, I have received emails from Naukri and Monster India regarding resume development services. Some of my peers have suggested that I should not invest in these services. I would appreciate any suggestions you may have.
Thank you for your assistance.
Regards,
Vishwanath Iyer
9892923507
022-28361170
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Shilpa,
Find below the responsibilities of HR:
- Manpower forecasting
- Planning the recruitment process
- Selection and placement
- Joining documentation
- Conducting induction
- Preparing the training contents
- Scheduling training programs for joiners and existing personnel
- Analyzing whether the training needs are met
- Job analysis
- Performance management
- Designing the appraisal process
- Obtaining effective feedback
- Providing feedback to employees on their strengths and weaknesses in the job, based on appraisal results
- Decision-making on appraisal results, in accordance with the specified norms
- Payroll processing
- Compensation and benefits
- Time management
- Compliance and Grievance handling
- Employee relations
- Welfare and entertainment programs
etc.
All the best, Shilpa...
CRK
Email: crk.mbahr@yahoo.com
From India, Vijayawada
Acknowledge(0)Amend(0)
Find below the responsibilities of HR:
- Manpower forecasting
- Planning the recruitment process
- Selection and placement
- Joining documentation
- Conducting induction
- Preparing the training contents
- Scheduling training programs for joiners and existing personnel
- Analyzing whether the training needs are met
- Job analysis
- Performance management
- Designing the appraisal process
- Obtaining effective feedback
- Providing feedback to employees on their strengths and weaknesses in the job, based on appraisal results
- Decision-making on appraisal results, in accordance with the specified norms
- Payroll processing
- Compensation and benefits
- Time management
- Compliance and Grievance handling
- Employee relations
- Welfare and entertainment programs
etc.
All the best, Shilpa...
CRK
Email: crk.mbahr@yahoo.com
From India, Vijayawada
Acknowledge(0)Amend(0)
I would like to summarize the above communications and comments, please correct me if I'm wrong.
The HR Manager is one who "Develops & Sustains" attitudes of employees towards the achievement of organizational goals and objectives.
From India, Mumbai
Acknowledge(0)Amend(0)
The HR Manager is one who "Develops & Sustains" attitudes of employees towards the achievement of organizational goals and objectives.
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Shilpa,
Find below the responsibilities of HR:
- Manpower forecasting
- Planning the recruitment process
- Selection & placement
- Joining documentation
- Conducting induction
- Preparing the training contents
- Scheduling training programs for joinees and existing personnel
- Analyzing whether the training needs are met
- Job analysis
- Performance management
- Designing the appraisal process
- Obtaining effective feedback
- Providing feedback to employees on their strengths & weaknesses in the job, based on appraisal results
- Decision-making on appraisal results, following the specified norms
- Payroll processing
- Compensation and benefits
- Time management
- Compliance and grievance handling
- Employee relations
- Welfare & entertainment programs, etc.
All the best, Shilpa.
CRK
From India, Vijayawada
Acknowledge(0)Amend(0)
Find below the responsibilities of HR:
- Manpower forecasting
- Planning the recruitment process
- Selection & placement
- Joining documentation
- Conducting induction
- Preparing the training contents
- Scheduling training programs for joinees and existing personnel
- Analyzing whether the training needs are met
- Job analysis
- Performance management
- Designing the appraisal process
- Obtaining effective feedback
- Providing feedback to employees on their strengths & weaknesses in the job, based on appraisal results
- Decision-making on appraisal results, following the specified norms
- Payroll processing
- Compensation and benefits
- Time management
- Compliance and grievance handling
- Employee relations
- Welfare & entertainment programs, etc.
All the best, Shilpa.
CRK
From India, Vijayawada
Acknowledge(0)Amend(0)
Hi,
In my opinion, HR's most important responsibility is to deal with people first. Whom you choose for your company and what role is to be provided according to their qualification and ability. We have to direct them at every phase of life and also track them to see whether they are in form or not. Your proper coordination and feedback are most important. On the side, take care of all paperwork formalities and keep motivating them by offering gifts, movie tickets either on festivals or on their best performances.
HR is the person who is mostly criticized by their employees. We should be strict regarding the task, but at the same time, we must also know how to make them understand your position.
Thanks,
Vaishali
From India, Delhi
Acknowledge(0)Amend(0)
In my opinion, HR's most important responsibility is to deal with people first. Whom you choose for your company and what role is to be provided according to their qualification and ability. We have to direct them at every phase of life and also track them to see whether they are in form or not. Your proper coordination and feedback are most important. On the side, take care of all paperwork formalities and keep motivating them by offering gifts, movie tickets either on festivals or on their best performances.
HR is the person who is mostly criticized by their employees. We should be strict regarding the task, but at the same time, we must also know how to make them understand your position.
Thanks,
Vaishali
From India, Delhi
Acknowledge(0)Amend(0)
Hi,
The first responsibility of HR is to take care of employees' interests in such a way that it will enhance and sustain the business. Please don't forget that we can only put pressure on human beings, not on machines. A major job of HR is to create a people-friendly and learning environment where anyone can learn and grow. This is the ultimate objective for anyone working.
Regards,
From India, New Delhi
Acknowledge(0)Amend(0)
The first responsibility of HR is to take care of employees' interests in such a way that it will enhance and sustain the business. Please don't forget that we can only put pressure on human beings, not on machines. A major job of HR is to create a people-friendly and learning environment where anyone can learn and grow. This is the ultimate objective for anyone working.
Regards,
From India, New Delhi
Acknowledge(0)Amend(0)
HR Responsibilities
Recruitment
Manpower Planning
Training & Development Program
Performance Appraisal System
Time Office
Payroll Management
Full & Final Settlements
Contract Labor Management
General Administration
Facilities Management
Industrial Relations
Legal
Regards,
Nilesh Bhole
From India, Bangalore
Acknowledge(0)Amend(0)
Recruitment
Manpower Planning
Training & Development Program
Performance Appraisal System
Time Office
Payroll Management
Full & Final Settlements
Contract Labor Management
General Administration
Facilities Management
Industrial Relations
Legal
Regards,
Nilesh Bhole
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Vishwanath,
It is good that you have completed your Postgraduation in HR. Is it a part-time course or full-time (2 yrs)? What field did you graduate from: science (B.Sc), pharmacology (B.Pharm), commerce (B.Com/BMS), or arts (BA)? This information is crucial when companies review your CV. Additionally, please share details about the project you worked on during your graduation. Highlight your skills, achievements, and new knowledge. Begin by identifying these aspects. Feel free to email me at my mail ID govind_desai2003@yahoo.com. This will help you secure the desired job opening.
Regards,
Govind Desai
Hi, can you help me with my queries? I am a postgraduate in HR from Welingkar Mumbai. Currently, I am working in a BPO in back-office operations but facing challenges in transitioning to HR positions, my specialization. Despite numerous follow-ups, I receive feedback that my CV is not shortlisted. I posted this concern on CiteHR.com but did not receive any responses. Recently, I received emails from Naukri and Monsterindia regarding resume development services. Should I avail of their services as my peers have conflicting opinions on this? I kindly request your suggestions on this matter.
Thank you,
Vishwanath Iyer
9892923507
022-28361170
From India, Mumbai
Acknowledge(0)Amend(0)
It is good that you have completed your Postgraduation in HR. Is it a part-time course or full-time (2 yrs)? What field did you graduate from: science (B.Sc), pharmacology (B.Pharm), commerce (B.Com/BMS), or arts (BA)? This information is crucial when companies review your CV. Additionally, please share details about the project you worked on during your graduation. Highlight your skills, achievements, and new knowledge. Begin by identifying these aspects. Feel free to email me at my mail ID govind_desai2003@yahoo.com. This will help you secure the desired job opening.
Regards,
Govind Desai
Hi, can you help me with my queries? I am a postgraduate in HR from Welingkar Mumbai. Currently, I am working in a BPO in back-office operations but facing challenges in transitioning to HR positions, my specialization. Despite numerous follow-ups, I receive feedback that my CV is not shortlisted. I posted this concern on CiteHR.com but did not receive any responses. Recently, I received emails from Naukri and Monsterindia regarding resume development services. Should I avail of their services as my peers have conflicting opinions on this? I kindly request your suggestions on this matter.
Thank you,
Vishwanath Iyer
9892923507
022-28361170
From India, Mumbai
Acknowledge(0)Amend(0)
Dear CRK, Nileshgarasia, Vaishali, Roshni, Sharmaneesu, Nilesh, Priyanka,
I really thank all of you for your valuable inputs. They are going to be very helpful for me. If I need any help in the future, I will definitely get back to you guys.
Thanks once again.
Regards,
Shilpa
From India, Pune
Acknowledge(0)Amend(0)
I really thank all of you for your valuable inputs. They are going to be very helpful for me. If I need any help in the future, I will definitely get back to you guys.
Thanks once again.
Regards,
Shilpa
From India, Pune
Acknowledge(0)Amend(0)
Dear sir,
I am working in Ultra Group (Mumbai). My company provides a maximum of 15 days of leave on PL annually. However, the company has decided to only grant leave based on the number of present days, excluding holidays or Sundays. The company calculates the leave entitlement using the formula: present days / 20 days.
Could you please explain how leave is granted for holidays and Sundays?
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
I am working in Ultra Group (Mumbai). My company provides a maximum of 15 days of leave on PL annually. However, the company has decided to only grant leave based on the number of present days, excluding holidays or Sundays. The company calculates the leave entitlement using the formula: present days / 20 days.
Could you please explain how leave is granted for holidays and Sundays?
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
Hi All, creating congenial work environment for employees is one of the most important respponsibilities of HR. Zulfkar
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Hi Viswanath Iyer,
Don't panic if you are not receiving any calls. The best procedure is to update your profile on Naukri, Monster, and other job portals where you have registered yourself every two days. Additionally, there are many formats available on Google, so check them out to find one that matches your profile. There is no need to use resume development services.
With regards,
Rakesh Ranjan Singh
From India, Hyderabad
Acknowledge(0)Amend(0)
Don't panic if you are not receiving any calls. The best procedure is to update your profile on Naukri, Monster, and other job portals where you have registered yourself every two days. Additionally, there are many formats available on Google, so check them out to find one that matches your profile. There is no need to use resume development services.
With regards,
Rakesh Ranjan Singh
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Viswanath Iyer,
Don't panic if you are not receiving any calls. The best procedure is to update your profile on Naukri, Monster, and any other websites and job portals where you have registered yourself once every 2 days. In addition to that, there are many formats available on Google, so check them out and find one that suits your profile. There is no need to use resume development services.
With regards,
Rakesh Ranjan Singh
From India, Hyderabad
Acknowledge(0)Amend(0)
Don't panic if you are not receiving any calls. The best procedure is to update your profile on Naukri, Monster, and any other websites and job portals where you have registered yourself once every 2 days. In addition to that, there are many formats available on Google, so check them out and find one that suits your profile. There is no need to use resume development services.
With regards,
Rakesh Ranjan Singh
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear All, can anyone tell me what are the best procedure in sourcing the candidates and screenig them.
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Hello
Hope this might help you......
RECRUITMENT & SELECTION PROCESS
Recruitment – Placing the Right Person in Right Place at Right Time
Vacancy is known in two situations (generally):
• An employee leaves the organization and there is a vacancy created
• Due to Business Growth the position is created
The Company pursues an open hiring policy. As far as possible the Company will first consider existing employees who meet the requirements of the vacant position. External recruitment will be considered only when specific skills & experience required are not available in-house.
The Company will hire talented and competent people based on job fitment without regard to race, religion and sex.
All recruitment will be initiated by relevant functional manager and approved by functional head, before forwarding to the Human Resources Department. The recruitment process will commence only for approved manpower requirement as per the format annexed (Annexure – 1).
Recruitment approval by functional head will be in accordance with approved Annual Operating Plan (AOP). Any recruitment outside approved AOP will need approval by the CFO / HR Head / CEO.
The sources for recruitment will be decided by Human Resources Department. HR Dept. will prepare the job description based on the Manpower Requirement Form outlining the job profile. Need-base, the HR will require support from the Functional Head to prepare a detailed Job Description.
Selection – HR shall select candidates purely based on the job fitment based on talent, competency and job fitment.
Short listing & Interviews: Human Resource Department shall conduct screening of applications, preliminary interviews for cultural fitment, correspondence with applicants or consultants and reference checks. The assessment will be noted in the Interview Analysis Form by the HR and forward the same to the Functional Head for technical interview.
Technical Interview: The Human Resources Department shall co-ordinate technical interviews with the Functional Managers. The interviewing panel members would record the interview assessment.
Reference check: Based on the input and approval from Functional Head and prior to the issue of the Offer Letter, Human Resource Department will ensure completion of reference check as per the Annexure - 2.
Job Offer & Compensation: The Human Resources Department will approve the salary & fitment keeping in mind internal equity and compensation philosophy of the Company. The Functional Manager should ensure that no commitments are made outside the existing Compensation & Benefit structure of the Company. Before finalizing the salary, Human Resources Dept. must see current salary slip and pay structure break-up evidence.
Issuance of Appointment Letter: An appointment letter will be issued to the selected candidate at the date of joining. The terms and conditions of appointment with the Company would be explained by Human resource Department who would also resolve any doubts the candidate may have.
Depending upon the criticality of the position and the urgency of the request, the Company may compensate salary for the notice period of the selected candidate. The decision in this regard rests with the Functional Head in consultation with Human Resources Department & the CEO.
The Recruitment Flow Chart Process:
The recruitment process begins when you know you need someone new in the Department, either because an existing staff member has left, or because there is new work to be done. It doesn't finish until after the appointment has been made.
The main stages are identified in the below flow chart –
Identify Vacancy
¯
Prepare Job Description and person Specification
¯
Advertise / Consultants / Referrals
¯
Managing the Response
¯
Short-listing
¯
References
¯
Arrange Interviews
¯
Conduct The Interview
¯
Decision Making
¯
Convey The Decision
¯
Appointment Action
PRE-INTERVIEW
# Preparation of recruitment /selection document for the position
# Advertising
• Preparing advertisement / approaching consultants / referrals
• Media selection
• Positioning
•
# Response handling
• Initial interview online or telephone
• Short-listing for interviews
• Interview arrangement
• Sending emails or calling short listed candidates
• Interview details to the short listed candidates
# During Interview
• HR interview
• Technical interview
• Conducting tests [Aptitude / Mathematical / Analytical etc.]
• Initial final list of candidates.
• Reference check (if required)
POST-INTERVIEW
# Email Regret letter to unsuccessful candidates
# Technical Manager approval for a start up date.
# Email or Telephone call to successful candidates
# HRM prepares a letter of appointment
Recruitment Cycle Time:
To bring in more effectiveness in the recruitment process, HR would follow a specific project deadline of 38 days (from the day it had received the approved Manpower Requisition) to hire a new employee.
Phase Activities Time frame
I Role Identification, Job Description, CV Sourcing & Initial HR short-listing 15 days
II Organizing the Written Tests 5 days
Organizing the First Technical Interviews 5 days
Organizing the Final Interviews 4 days
Sessions to take the final decisions 3 days
III Preparing the Salary Proposal, Negotiate with the selected candidates & offer closure 6 days
The process specific schedule break-up is mentioned below:
From India, Mumbai
Acknowledge(0)Amend(0)
Hope this might help you......
RECRUITMENT & SELECTION PROCESS
Recruitment – Placing the Right Person in Right Place at Right Time
Vacancy is known in two situations (generally):
• An employee leaves the organization and there is a vacancy created
• Due to Business Growth the position is created
The Company pursues an open hiring policy. As far as possible the Company will first consider existing employees who meet the requirements of the vacant position. External recruitment will be considered only when specific skills & experience required are not available in-house.
The Company will hire talented and competent people based on job fitment without regard to race, religion and sex.
All recruitment will be initiated by relevant functional manager and approved by functional head, before forwarding to the Human Resources Department. The recruitment process will commence only for approved manpower requirement as per the format annexed (Annexure – 1).
Recruitment approval by functional head will be in accordance with approved Annual Operating Plan (AOP). Any recruitment outside approved AOP will need approval by the CFO / HR Head / CEO.
The sources for recruitment will be decided by Human Resources Department. HR Dept. will prepare the job description based on the Manpower Requirement Form outlining the job profile. Need-base, the HR will require support from the Functional Head to prepare a detailed Job Description.
Selection – HR shall select candidates purely based on the job fitment based on talent, competency and job fitment.
Short listing & Interviews: Human Resource Department shall conduct screening of applications, preliminary interviews for cultural fitment, correspondence with applicants or consultants and reference checks. The assessment will be noted in the Interview Analysis Form by the HR and forward the same to the Functional Head for technical interview.
Technical Interview: The Human Resources Department shall co-ordinate technical interviews with the Functional Managers. The interviewing panel members would record the interview assessment.
Reference check: Based on the input and approval from Functional Head and prior to the issue of the Offer Letter, Human Resource Department will ensure completion of reference check as per the Annexure - 2.
Job Offer & Compensation: The Human Resources Department will approve the salary & fitment keeping in mind internal equity and compensation philosophy of the Company. The Functional Manager should ensure that no commitments are made outside the existing Compensation & Benefit structure of the Company. Before finalizing the salary, Human Resources Dept. must see current salary slip and pay structure break-up evidence.
Issuance of Appointment Letter: An appointment letter will be issued to the selected candidate at the date of joining. The terms and conditions of appointment with the Company would be explained by Human resource Department who would also resolve any doubts the candidate may have.
Depending upon the criticality of the position and the urgency of the request, the Company may compensate salary for the notice period of the selected candidate. The decision in this regard rests with the Functional Head in consultation with Human Resources Department & the CEO.
The Recruitment Flow Chart Process:
The recruitment process begins when you know you need someone new in the Department, either because an existing staff member has left, or because there is new work to be done. It doesn't finish until after the appointment has been made.
The main stages are identified in the below flow chart –
Identify Vacancy
¯
Prepare Job Description and person Specification
¯
Advertise / Consultants / Referrals
¯
Managing the Response
¯
Short-listing
¯
References
¯
Arrange Interviews
¯
Conduct The Interview
¯
Decision Making
¯
Convey The Decision
¯
Appointment Action
PRE-INTERVIEW
# Preparation of recruitment /selection document for the position
# Advertising
• Preparing advertisement / approaching consultants / referrals
• Media selection
• Positioning
•
# Response handling
• Initial interview online or telephone
• Short-listing for interviews
• Interview arrangement
• Sending emails or calling short listed candidates
• Interview details to the short listed candidates
# During Interview
• HR interview
• Technical interview
• Conducting tests [Aptitude / Mathematical / Analytical etc.]
• Initial final list of candidates.
• Reference check (if required)
POST-INTERVIEW
# Email Regret letter to unsuccessful candidates
# Technical Manager approval for a start up date.
# Email or Telephone call to successful candidates
# HRM prepares a letter of appointment
Recruitment Cycle Time:
To bring in more effectiveness in the recruitment process, HR would follow a specific project deadline of 38 days (from the day it had received the approved Manpower Requisition) to hire a new employee.
Phase Activities Time frame
I Role Identification, Job Description, CV Sourcing & Initial HR short-listing 15 days
II Organizing the Written Tests 5 days
Organizing the First Technical Interviews 5 days
Organizing the Final Interviews 4 days
Sessions to take the final decisions 3 days
III Preparing the Salary Proposal, Negotiate with the selected candidates & offer closure 6 days
The process specific schedule break-up is mentioned below:
From India, Mumbai
Acknowledge(0)Amend(0)
Hello
Hope this might help you......
RECRUITMENT & SELECTION PROCESS
Recruitment – Placing the Right Person in Right Place at Right Time
Vacancy is known in two situations (generally):
• An employee leaves the organization and there is a vacancy created
• Due to Business Growth the position is created
The Company pursues an open hiring policy. As far as possible the Company will first consider existing employees who meet the requirements of the vacant position. External recruitment will be considered only when specific skills & experience required are not available in-house.
The Company will hire talented and competent people based on job fitment without regard to race, religion and sex.
All recruitment will be initiated by relevant functional manager and approved by functional head, before forwarding to the Human Resources Department. The recruitment process will commence only for approved manpower requirement as per the format annexed (Annexure – 1).
Recruitment approval by functional head will be in accordance with approved Annual Operating Plan (AOP). Any recruitment outside approved AOP will need approval by the CFO / HR Head / CEO.
The sources for recruitment will be decided by Human Resources Department. HR Dept. will prepare the job description based on the Manpower Requirement Form outlining the job profile. Need-base, the HR will require support from the Functional Head to prepare a detailed Job Description.
Selection – HR shall select candidates purely based on the job fitment based on talent, competency and job fitment.
Short listing & Interviews: Human Resource Department shall conduct screening of applications, preliminary interviews for cultural fitment, correspondence with applicants or consultants and reference checks. The assessment will be noted in the Interview Analysis Form by the HR and forward the same to the Functional Head for technical interview.
Technical Interview: The Human Resources Department shall co-ordinate technical interviews with the Functional Managers. The interviewing panel members would record the interview assessment.
Reference check: Based on the input and approval from Functional Head and prior to the issue of the Offer Letter, Human Resource Department will ensure completion of reference check as per the Annexure - 2.
Job Offer & Compensation: The Human Resources Department will approve the salary & fitment keeping in mind internal equity and compensation philosophy of the Company. The Functional Manager should ensure that no commitments are made outside the existing Compensation & Benefit structure of the Company. Before finalizing the salary, Human Resources Dept. must see current salary slip and pay structure break-up evidence.
Issuance of Appointment Letter: An appointment letter will be issued to the selected candidate at the date of joining. The terms and conditions of appointment with the Company would be explained by Human resource Department who would also resolve any doubts the candidate may have.
Depending upon the criticality of the position and the urgency of the request, the Company may compensate salary for the notice period of the selected candidate. The decision in this regard rests with the Functional Head in consultation with Human Resources Department & the CEO.
The Recruitment Flow Chart Process:
The recruitment process begins when you know you need someone new in the Department, either because an existing staff member has left, or because there is new work to be done. It doesn't finish until after the appointment has been made.
The main stages are identified in the below flow chart –
Identify Vacancy
¯
Prepare Job Description and person Specification
¯
Advertise / Consultants / Referrals
¯
Managing the Response
¯
Short-listing
¯
References
¯
Arrange Interviews
¯
Conduct The Interview
¯
Decision Making
¯
Convey The Decision
¯
Appointment Action
PRE-INTERVIEW
# Preparation of recruitment /selection document for the position
# Advertising
• Preparing advertisement / approaching consultants / referrals
• Media selection
• Positioning
•
# Response handling
• Initial interview online or telephone
• Short-listing for interviews
• Interview arrangement
• Sending emails or calling short listed candidates
• Interview details to the short listed candidates
# During Interview
• HR interview
• Technical interview
• Conducting tests [Aptitude / Mathematical / Analytical etc.]
• Initial final list of candidates.
• Reference check (if required)
POST-INTERVIEW
# Email Regret letter to unsuccessful candidates
# Technical Manager approval for a start up date.
# Email or Telephone call to successful candidates
# HRM prepares a letter of appointment
Recruitment Cycle Time:
To bring in more effectiveness in the recruitment process, HR would follow a specific project deadline of 38 days (from the day it had received the approved Manpower Requisition) to hire a new employee.
Phase Activities Time frame
I Role Identification, Job Description, CV Sourcing & Initial HR short-listing 15 days
II Organizing the Written Tests 5 days
Organizing the First Technical Interviews 5 days
Organizing the Final Interviews 4 days
Sessions to take the final decisions 3 days
III Preparing the Salary Proposal, Negotiate with the selected candidates & offer closure 6 days
The process specific schedule break-up is mentioned below:
From India, Mumbai
Acknowledge(0)Amend(0)
Hope this might help you......
RECRUITMENT & SELECTION PROCESS
Recruitment – Placing the Right Person in Right Place at Right Time
Vacancy is known in two situations (generally):
• An employee leaves the organization and there is a vacancy created
• Due to Business Growth the position is created
The Company pursues an open hiring policy. As far as possible the Company will first consider existing employees who meet the requirements of the vacant position. External recruitment will be considered only when specific skills & experience required are not available in-house.
The Company will hire talented and competent people based on job fitment without regard to race, religion and sex.
All recruitment will be initiated by relevant functional manager and approved by functional head, before forwarding to the Human Resources Department. The recruitment process will commence only for approved manpower requirement as per the format annexed (Annexure – 1).
Recruitment approval by functional head will be in accordance with approved Annual Operating Plan (AOP). Any recruitment outside approved AOP will need approval by the CFO / HR Head / CEO.
The sources for recruitment will be decided by Human Resources Department. HR Dept. will prepare the job description based on the Manpower Requirement Form outlining the job profile. Need-base, the HR will require support from the Functional Head to prepare a detailed Job Description.
Selection – HR shall select candidates purely based on the job fitment based on talent, competency and job fitment.
Short listing & Interviews: Human Resource Department shall conduct screening of applications, preliminary interviews for cultural fitment, correspondence with applicants or consultants and reference checks. The assessment will be noted in the Interview Analysis Form by the HR and forward the same to the Functional Head for technical interview.
Technical Interview: The Human Resources Department shall co-ordinate technical interviews with the Functional Managers. The interviewing panel members would record the interview assessment.
Reference check: Based on the input and approval from Functional Head and prior to the issue of the Offer Letter, Human Resource Department will ensure completion of reference check as per the Annexure - 2.
Job Offer & Compensation: The Human Resources Department will approve the salary & fitment keeping in mind internal equity and compensation philosophy of the Company. The Functional Manager should ensure that no commitments are made outside the existing Compensation & Benefit structure of the Company. Before finalizing the salary, Human Resources Dept. must see current salary slip and pay structure break-up evidence.
Issuance of Appointment Letter: An appointment letter will be issued to the selected candidate at the date of joining. The terms and conditions of appointment with the Company would be explained by Human resource Department who would also resolve any doubts the candidate may have.
Depending upon the criticality of the position and the urgency of the request, the Company may compensate salary for the notice period of the selected candidate. The decision in this regard rests with the Functional Head in consultation with Human Resources Department & the CEO.
The Recruitment Flow Chart Process:
The recruitment process begins when you know you need someone new in the Department, either because an existing staff member has left, or because there is new work to be done. It doesn't finish until after the appointment has been made.
The main stages are identified in the below flow chart –
Identify Vacancy
¯
Prepare Job Description and person Specification
¯
Advertise / Consultants / Referrals
¯
Managing the Response
¯
Short-listing
¯
References
¯
Arrange Interviews
¯
Conduct The Interview
¯
Decision Making
¯
Convey The Decision
¯
Appointment Action
PRE-INTERVIEW
# Preparation of recruitment /selection document for the position
# Advertising
• Preparing advertisement / approaching consultants / referrals
• Media selection
• Positioning
•
# Response handling
• Initial interview online or telephone
• Short-listing for interviews
• Interview arrangement
• Sending emails or calling short listed candidates
• Interview details to the short listed candidates
# During Interview
• HR interview
• Technical interview
• Conducting tests [Aptitude / Mathematical / Analytical etc.]
• Initial final list of candidates.
• Reference check (if required)
POST-INTERVIEW
# Email Regret letter to unsuccessful candidates
# Technical Manager approval for a start up date.
# Email or Telephone call to successful candidates
# HRM prepares a letter of appointment
Recruitment Cycle Time:
To bring in more effectiveness in the recruitment process, HR would follow a specific project deadline of 38 days (from the day it had received the approved Manpower Requisition) to hire a new employee.
Phase Activities Time frame
I Role Identification, Job Description, CV Sourcing & Initial HR short-listing 15 days
II Organizing the Written Tests 5 days
Organizing the First Technical Interviews 5 days
Organizing the Final Interviews 4 days
Sessions to take the final decisions 3 days
III Preparing the Salary Proposal, Negotiate with the selected candidates & offer closure 6 days
The process specific schedule break-up is mentioned below:
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Vishwanath Iyer,
Yes, your friends are right that you should not take help from any portal for your CV because no one other than you can write his/her CV in a more effective manner. At this point in time, you are not receiving any HR calls just because there is a lack of HR jobs in India. Hope for the best and never lose hope.
From India, Chandigarh
Acknowledge(0)Amend(0)
Yes, your friends are right that you should not take help from any portal for your CV because no one other than you can write his/her CV in a more effective manner. At this point in time, you are not receiving any HR calls just because there is a lack of HR jobs in India. Hope for the best and never lose hope.
From India, Chandigarh
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
HR Manual (Employee Hand Book).doc
152120-very-use ful-hr-manageme nt-software-bui lt-excel-psa-hr -manager-mainta in-payrrol-exce l-soft.zip
Competency-base d HR Management.ppt