Hello sir, I want to know what type of duties and responsibilities a HR manager has in an organization. Please provide me with relevant information regarding my topic, and also add some key points regarding the work of an HR manager in a company. Thank you.
From India, Lucknow
Acknowledge(0)
Amend(0)
From India, Lucknow
Acknowledge(0)Amend(0)
PSB information related to roles and responsibilities of an HR Manager:
• Looking after the recruitment process.
• Employee counseling for all employees.
• Meeting with most employees and controlling the attrition rate.
• Implemented Employee Welfare schemes.
• Implementing Human Resources Management Systems and Practices.
• Revision of existing policies.
• Induction for new employees.
• Attendance monitoring.
• Updating Employee portals.
• Workflow automation - HRMS.
• Employee Engagement Initiatives.
• Employee communication.
• Reward and Recognition.
• Exit Interviews.
• Attrition analysis.
• Coordination for Corporate Social Responsibility.
• Career Planning and Succession Planning.
• Revision of Organization Structure.
• Job Specifications / Job Descriptions.
• Project Incentives, Statutory Compliance (PF, Gratuity, ESI, etc.).
Regards,
Rashmi Bansal
From India, New Delhi
Acknowledge(0)Amend(0)
• Looking after the recruitment process.
• Employee counseling for all employees.
• Meeting with most employees and controlling the attrition rate.
• Implemented Employee Welfare schemes.
• Implementing Human Resources Management Systems and Practices.
• Revision of existing policies.
• Induction for new employees.
• Attendance monitoring.
• Updating Employee portals.
• Workflow automation - HRMS.
• Employee Engagement Initiatives.
• Employee communication.
• Reward and Recognition.
• Exit Interviews.
• Attrition analysis.
• Coordination for Corporate Social Responsibility.
• Career Planning and Succession Planning.
• Revision of Organization Structure.
• Job Specifications / Job Descriptions.
• Project Incentives, Statutory Compliance (PF, Gratuity, ESI, etc.).
Regards,
Rashmi Bansal
From India, New Delhi
Acknowledge(0)Amend(0)
Hi All,
Kindly let me know about the main function of an HR Department for which one organization is bound to establish this department. In terms of payroll and policy concerns, only one or two people can handle these responsibilities.
BRgds/ Saroj Kumar Deka
From India, New Delhi
Acknowledge(0)Amend(0)
15Kindly let me know about the main function of an HR Department for which one organization is bound to establish this department. In terms of payroll and policy concerns, only one or two people can handle these responsibilities.
BRgds/ Saroj Kumar Deka
From India, New Delhi
Acknowledge(0)Amend(0)
Hi Atul,
Traditionally, an HR manager's job profile falls under 'PODSCROB' - Planning, Organizing, Developing, Staffing, Recruiting, Organizing, and Budgeting. HR Managers in a generalist role in today's world are generally in a business partnering profile where their role is that of a Strategic partner, administrative expert, employee advocate, and a change agent. HR managers in a specialist role could be driving the compensation philosophy of the organization, talent acquisition, rewards and recognition, organization development, etc. Though these days HR, Recruitment, and OD are considered to be separate functions of HR, it wholly depends on how finely the responsibilities are bifurcated.
Regards,
From India, Pune
Acknowledge(0)Amend(0)
Traditionally, an HR manager's job profile falls under 'PODSCROB' - Planning, Organizing, Developing, Staffing, Recruiting, Organizing, and Budgeting. HR Managers in a generalist role in today's world are generally in a business partnering profile where their role is that of a Strategic partner, administrative expert, employee advocate, and a change agent. HR managers in a specialist role could be driving the compensation philosophy of the organization, talent acquisition, rewards and recognition, organization development, etc. Though these days HR, Recruitment, and OD are considered to be separate functions of HR, it wholly depends on how finely the responsibilities are bifurcated.
Regards,
From India, Pune
Acknowledge(0)Amend(0)
1. Pre-Recruitment Process
a. Receipt of the requirement of manpower from various department heads.
b. Scrutinize them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate Recruitment process.
2. Recruitment Process
a. Prepare Advertisements, etc., for the recruitment.
b. Scrutinize and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct Interviews through panels.
e. Preparation of offer letters as required.
3. Joining Formalities
a. Administering Joining formalities.
b. Pre-Employment Reference checks.
c. Preparation of Appointment Advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Coordinating to get Employee ID Cards.
f. Handing over the New hire to the concerned HOD/Manager.
g. Preparation of Job Profiles coordination with HOD/Managers for new posts.
4. Employee Personal File Maintenance
a. Opening a new file and Closing the Resigned employee's File.
b. Make sure all Employee files are maintained safely with care.
c. Make sure all personal records are available in the files.
d. Periodic Personal File Auditing.
5. Employee Database
a. Keeping Track of Knowledge Management Software.
b. Maintenance of HRIS.
6. Confirmation Formalities
a. Intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting Confirmation Appraisals.
c. Coordinating for Skill Gap Analysis.
d. Coordinating to set Quality Objectives for each job profile.
e. Ensuring the updation of the existing Job Profiles.
f. Processing the Confirmation.
7. ISO Compliance
a. Ensuring all the updation of the ISO documentation and HR Formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the Internal and External Audits, accountable to enforce the correctional actions.
8. Statutory Compliance
a. Handling PF and ESI formalities and coordinating with other departments.
b. Handling Apprentice Training, Submitting Periodic Returns to Board.
c. Submitting other returns to the labor Department as per Shops and establishment Act.
9. Training And Development
a. Conducting Induction Training for new hires.
b. Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback, and suggestions.
c. Coordinating External and Internal Training Programs.
d. Maintaining Training Records.
e. Analysis of Training Feedback.
10. Performance Appraisal
a. Prepared the new Appraisal Form.
b. Educated employees about self-appraisal.
c. Provided inputs to HOD's for Appraisals.
d. Prepared Appraisal Letters.
11. Employee Relations
a. Having formal and Informal counseling with employees.
b. Prepared Event Calendar of monthly recreation to motivate employees.
c. Handling Corporate Medical Insurance.
d. Processing required letters on employee's request.
12. Report Generation
a. Generating and analyzing Employee Attrition Reports, Training Evaluation, and Manpower Status.
b. Weekly and monthly recruitment reports.
c. Report generation of Pre-appraisal, Appraisal, and Post Appraisals.
d. Salary Details Reports to the Accounts Department.
e. Reports as per the HOD's request.
13. Exit Formalities
a. Administering Exit paperwork including all Statutory requirements.
b. Conducting Exit Interviews.
c. Preparing Exit Interview Summary.
d. Giving post-employment references for relieved employees.
e. Processing File to Accounts Department for final settlement.
From India, Bhilwara
Acknowledge(0)Amend(0)
a. Receipt of the requirement of manpower from various department heads.
b. Scrutinize them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate Recruitment process.
2. Recruitment Process
a. Prepare Advertisements, etc., for the recruitment.
b. Scrutinize and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct Interviews through panels.
e. Preparation of offer letters as required.
3. Joining Formalities
a. Administering Joining formalities.
b. Pre-Employment Reference checks.
c. Preparation of Appointment Advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Coordinating to get Employee ID Cards.
f. Handing over the New hire to the concerned HOD/Manager.
g. Preparation of Job Profiles coordination with HOD/Managers for new posts.
4. Employee Personal File Maintenance
a. Opening a new file and Closing the Resigned employee's File.
b. Make sure all Employee files are maintained safely with care.
c. Make sure all personal records are available in the files.
d. Periodic Personal File Auditing.
5. Employee Database
a. Keeping Track of Knowledge Management Software.
b. Maintenance of HRIS.
6. Confirmation Formalities
a. Intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting Confirmation Appraisals.
c. Coordinating for Skill Gap Analysis.
d. Coordinating to set Quality Objectives for each job profile.
e. Ensuring the updation of the existing Job Profiles.
f. Processing the Confirmation.
7. ISO Compliance
a. Ensuring all the updation of the ISO documentation and HR Formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the Internal and External Audits, accountable to enforce the correctional actions.
8. Statutory Compliance
a. Handling PF and ESI formalities and coordinating with other departments.
b. Handling Apprentice Training, Submitting Periodic Returns to Board.
c. Submitting other returns to the labor Department as per Shops and establishment Act.
9. Training And Development
a. Conducting Induction Training for new hires.
b. Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback, and suggestions.
c. Coordinating External and Internal Training Programs.
d. Maintaining Training Records.
e. Analysis of Training Feedback.
10. Performance Appraisal
a. Prepared the new Appraisal Form.
b. Educated employees about self-appraisal.
c. Provided inputs to HOD's for Appraisals.
d. Prepared Appraisal Letters.
11. Employee Relations
a. Having formal and Informal counseling with employees.
b. Prepared Event Calendar of monthly recreation to motivate employees.
c. Handling Corporate Medical Insurance.
d. Processing required letters on employee's request.
12. Report Generation
a. Generating and analyzing Employee Attrition Reports, Training Evaluation, and Manpower Status.
b. Weekly and monthly recruitment reports.
c. Report generation of Pre-appraisal, Appraisal, and Post Appraisals.
d. Salary Details Reports to the Accounts Department.
e. Reports as per the HOD's request.
13. Exit Formalities
a. Administering Exit paperwork including all Statutory requirements.
b. Conducting Exit Interviews.
c. Preparing Exit Interview Summary.
d. Giving post-employment references for relieved employees.
e. Processing File to Accounts Department for final settlement.
From India, Bhilwara
Acknowledge(0)Amend(0)
Very detailed and reasoned points have been given in the above posts.
The main purpose of HR Management is to see the company's necessity of HR and the cordial relation with the HR for the growth of the company and its HR within the ambit of Law, Rules, Conventions, Needs, and Resources.
From India, Chandigarh
Acknowledge(0)Amend(0)
The main purpose of HR Management is to see the company's necessity of HR and the cordial relation with the HR for the growth of the company and its HR within the ambit of Law, Rules, Conventions, Needs, and Resources.
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 DEPARTMENT JOB RESPONSIBILITIE S.xls
152120-very-use ful-hr-manageme nt-software-bui lt-excel-psa-hr -manager-mainta in-payrrol-exce l-soft.zip