Dear All,
I recently had an interview, and the HR team informed me that there is no such term as HR Generalist. They mentioned that profiles such as compensation & payroll, staffing, employee relations, induction, training, attendance, PMS, etc., should be categorized under HR Operations. Is this information accurate?
Pooja
From India, Delhi
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1I recently had an interview, and the HR team informed me that there is no such term as HR Generalist. They mentioned that profiles such as compensation & payroll, staffing, employee relations, induction, training, attendance, PMS, etc., should be categorized under HR Operations. Is this information accurate?
Pooja
From India, Delhi
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Hi Pooja,
It is true because compensation, payroll, staffing, employee relations, induction, training, attendance, PMS, etc., all fall under HR activities. Therefore, it is referred to as HR Operations in every company or firm. Staffing and recruitment are not typically handled by Generalists. The Generalist role involves tasks such as payroll, induction, exit formalities, etc.
From India, Mumbai
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It is true because compensation, payroll, staffing, employee relations, induction, training, attendance, PMS, etc., all fall under HR activities. Therefore, it is referred to as HR Operations in every company or firm. Staffing and recruitment are not typically handled by Generalists. The Generalist role involves tasks such as payroll, induction, exit formalities, etc.
From India, Mumbai
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Hi Pooja,
I guess this is wrong. Nowadays, every company is coming up with their own terminologies, and they try to refute generally used terms in the market. A good example is Naukri.com, where you will find profiles like HR generalist, HR recruitment, HR admin.
So, I guess the person who told you this might not have enough knowledge in HR functions, or in his company, they might be calling HR generalist as HR operations. Don't worry, HR generalist is definitely a correct term.
--Shivani
From India, Delhi
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I guess this is wrong. Nowadays, every company is coming up with their own terminologies, and they try to refute generally used terms in the market. A good example is Naukri.com, where you will find profiles like HR generalist, HR recruitment, HR admin.
So, I guess the person who told you this might not have enough knowledge in HR functions, or in his company, they might be calling HR generalist as HR operations. Don't worry, HR generalist is definitely a correct term.
--Shivani
From India, Delhi
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Hi, I come to your discussion. I want to share something with you. I have learned about the HR role and functions (operations).
HR Role covers:
- Planning and Forecasting
- Administrative behavior
- Strategic HR
- Conflict Management
HR function covers:
- RSS
- CW&B
- T&D
- PAM
- Labor Relations, Employee health, and safety.
So, what is an HR Generalist? Do you mean the HR roles? Please, I want to be clear.
Aly Biplob
From Bangladesh, Dhaka
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HR Role covers:
- Planning and Forecasting
- Administrative behavior
- Strategic HR
- Conflict Management
HR function covers:
- RSS
- CW&B
- T&D
- PAM
- Labor Relations, Employee health, and safety.
So, what is an HR Generalist? Do you mean the HR roles? Please, I want to be clear.
Aly Biplob
From Bangladesh, Dhaka
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Dear Pooja,
Actually, all of us are really hovering around to have a convergent shape of the subject and its uniform terminologies.
Still, I am trying to discuss some points...
1. We all perhaps know the development of the subject HR. Actually, the subject gained momentum during the Second World War. It evolved from Welfare man to Ombudsman to Labour man to Personnel man, and finally to HR man in a refined state.
2. Following the basic concept of Prof. Alfred Marshall, the division and departmentalization of labor has contributed significantly.
3. In this competitive stage, every subject has come under skilled management perspective. This momentum increased after the widespread development of Ethernet. The current focus is on the best utilization of human resources effectively and efficiently. Like every management, HR management also comprises three-tier functions: ground level - Maintenance, middle level - Operational, and superstructure level - Strategic level.
4. We may unknowingly use interconnected terms - HR roles and functions. So far, I understand that HR roles cover HR Generalist, Comp. & Rewards, payroll, time office, Training, etc., while a more generic and broad spectrum may speak through functions - like HR Operations, or any such.
5. Obviously, there are international standards.
Thanks,
Prsanta Roy Choudhury
From India, Calcutta
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Actually, all of us are really hovering around to have a convergent shape of the subject and its uniform terminologies.
Still, I am trying to discuss some points...
1. We all perhaps know the development of the subject HR. Actually, the subject gained momentum during the Second World War. It evolved from Welfare man to Ombudsman to Labour man to Personnel man, and finally to HR man in a refined state.
2. Following the basic concept of Prof. Alfred Marshall, the division and departmentalization of labor has contributed significantly.
3. In this competitive stage, every subject has come under skilled management perspective. This momentum increased after the widespread development of Ethernet. The current focus is on the best utilization of human resources effectively and efficiently. Like every management, HR management also comprises three-tier functions: ground level - Maintenance, middle level - Operational, and superstructure level - Strategic level.
4. We may unknowingly use interconnected terms - HR roles and functions. So far, I understand that HR roles cover HR Generalist, Comp. & Rewards, payroll, time office, Training, etc., while a more generic and broad spectrum may speak through functions - like HR Operations, or any such.
5. Obviously, there are international standards.
Thanks,
Prsanta Roy Choudhury
From India, Calcutta
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HR Operations focuses more on operational issues in HR such as letter generation, employee data management, leave sanctioning, payroll administration, etc.
HR Generalist focuses on both operational and developmental issues. After gaining significant exposure in operations and demonstrating the ability to contribute to streamlining departmental operations, one's role evolves into that of a generalist. It is at this juncture that an individual can later choose to specialize in a particular subfield of HR.
From Pakistan
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HR Generalist focuses on both operational and developmental issues. After gaining significant exposure in operations and demonstrating the ability to contribute to streamlining departmental operations, one's role evolves into that of a generalist. It is at this juncture that an individual can later choose to specialize in a particular subfield of HR.
From Pakistan
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If we take a brief look at the developments in the HR/IR scenario, it initially started with slave and master relationships, then evolved into serf and master dynamics. With the recognition of the human factor, it transformed into the employer-employee relationship. Over time, the human element has gained increasing importance, and human resources are now considered the most valuable resource in any organization.
HR functions span from recruitment to retirement, including processes such as selection, recruitment, induction, training and development, wage and salary administration, time office management, performance appraisals, awards and rewards, incentive schemes, disciplinary matters, statutory compliance, handling employee grievances, managing industrial disputes, strikes and lock-outs, dealing with collectives and collective bargaining, liaison with statutory authorities, separation of employees, and conducting exit interviews.
The HR department is responsible for forming HR policies and ensuring uniform implementation by coordinating with functional heads. These functions are now categorized as HR and IR functions. Functions like handling industrial disputes, strikes, lockouts, grievance handling, time office management, statutory compliance, and liaison with authorities are classified as IR functions, while the remainder are considered HR functions.
From India, Hyderabad
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HR functions span from recruitment to retirement, including processes such as selection, recruitment, induction, training and development, wage and salary administration, time office management, performance appraisals, awards and rewards, incentive schemes, disciplinary matters, statutory compliance, handling employee grievances, managing industrial disputes, strikes and lock-outs, dealing with collectives and collective bargaining, liaison with statutory authorities, separation of employees, and conducting exit interviews.
The HR department is responsible for forming HR policies and ensuring uniform implementation by coordinating with functional heads. These functions are now categorized as HR and IR functions. Functions like handling industrial disputes, strikes, lockouts, grievance handling, time office management, statutory compliance, and liaison with authorities are classified as IR functions, while the remainder are considered HR functions.
From India, Hyderabad
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(Fact Checked)-The user's reply contains a comprehensive overview of the evolution of HR functions but does not directly address the initial query about the term "HR Generalist" versus "HR Operations." The distinction between HR and IR functions is accurate based on historical practices. (1 Acknowledge point)
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Hi Pooja,
You guys are confused. What is HR? It means managing human resources. What is HRM? Human Resource Management. There are a lot of functions of HRM. You are one of them. That's it. Every company gives different terms. The main job is to ease the Employee-Employer relationship. What we learn regarding Industrial Relations. Other functions are just the office jobs given by the company. That's it.
From India, New Delhi
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You guys are confused. What is HR? It means managing human resources. What is HRM? Human Resource Management. There are a lot of functions of HRM. You are one of them. That's it. Every company gives different terms. The main job is to ease the Employee-Employer relationship. What we learn regarding Industrial Relations. Other functions are just the office jobs given by the company. That's it.
From India, New Delhi
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Hi Team,
An HR Generalist is responsible for playing a strategic role, including tasks such as performance management, attrition forecasting and control, compensation and benefits management, and more.
On the other hand, HR operations involve handling basic HR transactions such as onboarding, orientation, socialization, exits (including all necessary documentations, filing, and file management).
I hope my perspective provided you with some insight.
Regards, Bharath
From India, Madras
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An HR Generalist is responsible for playing a strategic role, including tasks such as performance management, attrition forecasting and control, compensation and benefits management, and more.
On the other hand, HR operations involve handling basic HR transactions such as onboarding, orientation, socialization, exits (including all necessary documentations, filing, and file management).
I hope my perspective provided you with some insight.
Regards, Bharath
From India, Madras
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Hi Pooja
i will put down some of the important KRA's of HR-generalist.
to become a generalist you need to be strong in many areas of HR gamuts. couple of companies do grab candidates for trainee HR-generalist.
Development of hr department( forms,employee handbook, HR manual)
*Contact applicants to inform them of employment possibilities, considerations and selection.
* Inform potential applicants about facilities, operations, benefits, and job or career opportunities in organizations.
*Handling employee database(both in soft form and files management)
*Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work related problems.
*Plan, direct,supervise,and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations.
* Leaves and attendance management.
*Liason with various consultants.
*Motivate employees on day-to-day basis.
*Stop all type of rumours ands misleading communication.
*Administering disciplinary procedures.
*Plan and conduct new employee orientation to foster positive attitude towards organizational objectives.
*Role in “employee engagement”… winning the trust of the employee and hence can help the organization in controlling the attrition.
Regards
Pooja Jaiswal
From India, New Delhi
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i will put down some of the important KRA's of HR-generalist.
to become a generalist you need to be strong in many areas of HR gamuts. couple of companies do grab candidates for trainee HR-generalist.
Development of hr department( forms,employee handbook, HR manual)
*Contact applicants to inform them of employment possibilities, considerations and selection.
* Inform potential applicants about facilities, operations, benefits, and job or career opportunities in organizations.
*Handling employee database(both in soft form and files management)
*Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work related problems.
*Plan, direct,supervise,and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations.
* Leaves and attendance management.
*Liason with various consultants.
*Motivate employees on day-to-day basis.
*Stop all type of rumours ands misleading communication.
*Administering disciplinary procedures.
*Plan and conduct new employee orientation to foster positive attitude towards organizational objectives.
*Role in “employee engagement”… winning the trust of the employee and hence can help the organization in controlling the attrition.
Regards
Pooja Jaiswal
From India, New Delhi
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-[response] (1 Acknowledge point)
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CiteHR.AI
(Fact Checked)-The user reply is correct. HR Generalist is a widely recognized term in the HR field, and different companies may use various terminologies for HR roles. (1 Acknowledge point)