Hi All, Please Send me Answer thoroughly what are the HR Responsibilities in Company
From India, Hyderabad
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From India, Hyderabad
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Hi All, Please Send me Answer thoroughly what are the HR Responsibilities in Company and which reports will submitt to audit?
From India, Hyderabad
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From India, Hyderabad
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The strategic HR responsibilities include mainly:
- Strategic Workforce Planning
- Organizational Design
- Compensation and Benefits, mainly compensation strategy and cost management
- Leadership Development
- Performance Management
The operational HR responsibilities include:
- Recruitment
- Career Development
- Goal Setting Process
- Training and Development
- FTE Management
- Personnel Administration
From India, New Delhi
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1- Strategic Workforce Planning
- Organizational Design
- Compensation and Benefits, mainly compensation strategy and cost management
- Leadership Development
- Performance Management
The operational HR responsibilities include:
- Recruitment
- Career Development
- Goal Setting Process
- Training and Development
- FTE Management
- Personnel Administration
From India, New Delhi
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Greetings,
There is a lot of material in this community on this topic. Here are a few such documents that will help you learn. You would find many more if you use the 'research' tab on each topic you focus on.
- [HR Interview questions](https://www.citehr.com/3789-behavioural-questions.html#post16170)
- [HR Roles and responsibilities](http://citehr.com) *[link updated to site home]* ([Search On Cite](https://www.citehr.com/results.php?q=HR Roles and responsibilities) | [Search On Google](https://www.google.com/search?q=HR Roles and responsibilities))
- [HRM Notes on How to be a good HR](http://citehr.com) *[link updated to site home]* ([Search On Cite](https://www.citehr.com/results.php?q=HRM Notes on How to be a good HR) | [Search On Google](https://www.google.com/search?q=HRM Notes on How to be a good HR))
Blog your queries and learning points.
Regards,
(Cite Contribution)
From India, Mumbai
Acknowledge(0)Amend(0)
There is a lot of material in this community on this topic. Here are a few such documents that will help you learn. You would find many more if you use the 'research' tab on each topic you focus on.
- [HR Interview questions](https://www.citehr.com/3789-behavioural-questions.html#post16170)
- [HR Roles and responsibilities](http://citehr.com) *[link updated to site home]* ([Search On Cite](https://www.citehr.com/results.php?q=HR Roles and responsibilities) | [Search On Google](https://www.google.com/search?q=HR Roles and responsibilities))
- [HRM Notes on How to be a good HR](http://citehr.com) *[link updated to site home]* ([Search On Cite](https://www.citehr.com/results.php?q=HRM Notes on How to be a good HR) | [Search On Google](https://www.google.com/search?q=HRM Notes on How to be a good HR))
Blog your queries and learning points.
Regards,
(Cite Contribution)
From India, Mumbai
Acknowledge(0)Amend(0)
Manpower Planning and Recruitment
• Planning human resource requirements in consultation with heads of different functional and operational areas.
• Developed a network of specific recruiting sources to fill vacancies on time.
• Conducting selection interviews for departmental promotion and regularization of employees of all categories.
• Campus Recruitment of GETs, DETs, Trade and Technician Apprentices.
• Conducted massive recruitment for new projects in record time through Head Hunting Process, Sourcing through Placement Consultants, Campus and Walk-in Interviews.
• Designed and developed induction programs to enable successful integration of new people into the organization.
Maintaining Harmonious ER/IR
• Anticipates and understands individual issues, aspirations, and concerns. Builds and maintains an atmosphere where coaching, counseling, and feedback lead to better performance.
• Ensuring prompt and timely resolution of employee grievances and maintaining cordial employee relations.
• Negotiating and amicably settling disputes with the union and maintaining discipline and a harmonious working environment across all employee levels.
• Interaction with all Employees moving across the shop floor and engaging in formal and informal discussions.
• Developed long-term relationships with employees through personal interaction and close proximity.
• Synergizing team work through motivation and regular counseling.
• Defuses defensive or other adverse behavior through active listening, positive reinforcement, and patience. Focuses on the problem but not the person.
• Promoted harmonious relationships between management and shop floor employees preempting issues that can lead to conflict or become grievances.
• Played a proactive role in building commitment for quality and productivity.
• Thoroughly involved in the entire process of two Wage Settlements and in the process directly faced and handled strike and lockout situations.
Training and Development
• Conceptualizing and developing training and development initiatives for improved productivity, building capability, and quality enhancement.
• Identifying training needs across levels through mapping of skills required for particular positions and analysis of the existing level of competencies.
• Facilitating management development programs including technical and soft-skills training programs.
• Played a key role in strengthening Training and Development function at Plant Level by rationalizing the process and aligning it with business goals.
• Started the process of multi-skilling Operators through Job Rotation, OJT, and Classroom Training.
• Developed GETs and DETs training modules.
Performance Management
• Ability to develop and maintain an effective PMS.
• Integrated the key elements of PMS: IDP; competencies; succession and career planning; reward and recognition and compensation system.
• Facilitated Line Managers to understand the link between divisional objectives and PMS and assist them in drawing annual work plans - outcomes, standards, measures, and competencies.
• Played the role of a key facilitator in implementing KRA-based Appraisal System and was thoroughly involved in the process of Half-Yearly and Annual Appraisals.
HR Practices and Organization Culture
• Focused on developing, cascading, and reinforcing the culture. Links the culture with HR processes and policies.
• Promoted communication and involvement among employees on organizational issues.
• Initiated online integrated HRMS.
• Introduced OD intervention schemes like Quality Circle, Suggestion scheme, family picnics, sports, etc.
Establishment/Legal Matters
• Guided attendance and leave payroll. Managed insurance and medical reimbursements. Computerized employee data.
• Adherence to statutory law. Managed contract labor and related intricacies.
• Handled Domestic Enquiry and legal cases.
• Firmly dealt with disciplinary cases with no compromise on disciplinary matters.
General Administration
• Overseeing the implementation of corporate policies in the organization; undertaking business development activities. Implementing staff welfare policies with a key focus on enhancing employee motivation.
• Supervising housekeeping activities in the organization; ensuring the availability of stationary, access cards, and canteen food coupons, printing requirement stationery coordinating with security Agencies for security arrangements at different units.
Corporate Social Responsibility
• As head of CSR, I was primarily responsible for creating a socially enabling environment for the company to carry out its primary function.
• Being a socially responsible organization, we basically adopted the participative model to build a virtuous relationship with the community and other stakeholders through various CSR initiatives and strive to promote the country's Human Development Index.
• CSR Initiatives broadly grouped under four heads - Health and Hygiene, Education, Sustainable Livelihood, and Infrastructure were spread across 20 villages with more than 2 lakhs beneficiaries.
• Under my leadership, the Unit was awarded the Bhamashah Award. We also won the Asian CSR Award at the International Forum.
Corporate HR
• Responsible for all human resource activities to include employment, compensation, employee relations, benefits, and training and development, performance management.
• Interview job applicants; review applications/resumes; evaluate applicants' skills and make recommendations regarding applicants' qualifications.
• Maintain relationships with employment agencies, educational institutes, and other recruitment sources.
• Develop and/or maintain the employee review process ensuring the system is fair to both employees and the business, also ensuring timely reminders are sent to line managers and employees when the review is due.
• Design and conduct new employee orientations.
• Administer and explain benefits to employees, serve as a liaison between employees and insurance carriers.
• Recommend and schedule training and development courses.
• Provide advice, assistance, and follow-up on company policies, procedures, and documentation.
• Coordinate the resolution of specific policy-related and procedural problems and inquiries.
• Recommend, develop, and maintain human resource databases, computer software systems, and manual filing systems.
• Develop and recommend operating policy and procedural improvements.
• Maintain the company handbook with relevant company updates.
• Give HR guidance and advice to employees and line managers.
• Work in partnership with HR manager to ensure consistent, proactive HR support.
• Other duties as assigned.
Sales HR
• Facilitate the performance management process for the store staff (Store Manager and below). Proactively engage with area managers to work through the performance management cycle. Managing top and poor performers.
• Develop and maintain store staff database for all the Retail stores.
• Proactively participate in hiring of store staff - Shortlist CVs, HR interviews, draft compensation offers.
• Facilitate the on-boarding of new hires at the store level along with the area managers.
• Develop and maintain a company handbook for the new hires.
• Develop and recommend operating policy and procedural improvements at the store level.
• Partner with the training coordinator in grading the store staff and in creating a talent pool for vacant critical positions.
ADDITIONAL RESPONSIBILITIES
• Perform specific research/investigation into operational issues, as requested.
• Provide on-the-job training to new employees.
From India, Gurgaon
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• Planning human resource requirements in consultation with heads of different functional and operational areas.
• Developed a network of specific recruiting sources to fill vacancies on time.
• Conducting selection interviews for departmental promotion and regularization of employees of all categories.
• Campus Recruitment of GETs, DETs, Trade and Technician Apprentices.
• Conducted massive recruitment for new projects in record time through Head Hunting Process, Sourcing through Placement Consultants, Campus and Walk-in Interviews.
• Designed and developed induction programs to enable successful integration of new people into the organization.
Maintaining Harmonious ER/IR
• Anticipates and understands individual issues, aspirations, and concerns. Builds and maintains an atmosphere where coaching, counseling, and feedback lead to better performance.
• Ensuring prompt and timely resolution of employee grievances and maintaining cordial employee relations.
• Negotiating and amicably settling disputes with the union and maintaining discipline and a harmonious working environment across all employee levels.
• Interaction with all Employees moving across the shop floor and engaging in formal and informal discussions.
• Developed long-term relationships with employees through personal interaction and close proximity.
• Synergizing team work through motivation and regular counseling.
• Defuses defensive or other adverse behavior through active listening, positive reinforcement, and patience. Focuses on the problem but not the person.
• Promoted harmonious relationships between management and shop floor employees preempting issues that can lead to conflict or become grievances.
• Played a proactive role in building commitment for quality and productivity.
• Thoroughly involved in the entire process of two Wage Settlements and in the process directly faced and handled strike and lockout situations.
Training and Development
• Conceptualizing and developing training and development initiatives for improved productivity, building capability, and quality enhancement.
• Identifying training needs across levels through mapping of skills required for particular positions and analysis of the existing level of competencies.
• Facilitating management development programs including technical and soft-skills training programs.
• Played a key role in strengthening Training and Development function at Plant Level by rationalizing the process and aligning it with business goals.
• Started the process of multi-skilling Operators through Job Rotation, OJT, and Classroom Training.
• Developed GETs and DETs training modules.
Performance Management
• Ability to develop and maintain an effective PMS.
• Integrated the key elements of PMS: IDP; competencies; succession and career planning; reward and recognition and compensation system.
• Facilitated Line Managers to understand the link between divisional objectives and PMS and assist them in drawing annual work plans - outcomes, standards, measures, and competencies.
• Played the role of a key facilitator in implementing KRA-based Appraisal System and was thoroughly involved in the process of Half-Yearly and Annual Appraisals.
HR Practices and Organization Culture
• Focused on developing, cascading, and reinforcing the culture. Links the culture with HR processes and policies.
• Promoted communication and involvement among employees on organizational issues.
• Initiated online integrated HRMS.
• Introduced OD intervention schemes like Quality Circle, Suggestion scheme, family picnics, sports, etc.
Establishment/Legal Matters
• Guided attendance and leave payroll. Managed insurance and medical reimbursements. Computerized employee data.
• Adherence to statutory law. Managed contract labor and related intricacies.
• Handled Domestic Enquiry and legal cases.
• Firmly dealt with disciplinary cases with no compromise on disciplinary matters.
General Administration
• Overseeing the implementation of corporate policies in the organization; undertaking business development activities. Implementing staff welfare policies with a key focus on enhancing employee motivation.
• Supervising housekeeping activities in the organization; ensuring the availability of stationary, access cards, and canteen food coupons, printing requirement stationery coordinating with security Agencies for security arrangements at different units.
Corporate Social Responsibility
• As head of CSR, I was primarily responsible for creating a socially enabling environment for the company to carry out its primary function.
• Being a socially responsible organization, we basically adopted the participative model to build a virtuous relationship with the community and other stakeholders through various CSR initiatives and strive to promote the country's Human Development Index.
• CSR Initiatives broadly grouped under four heads - Health and Hygiene, Education, Sustainable Livelihood, and Infrastructure were spread across 20 villages with more than 2 lakhs beneficiaries.
• Under my leadership, the Unit was awarded the Bhamashah Award. We also won the Asian CSR Award at the International Forum.
Corporate HR
• Responsible for all human resource activities to include employment, compensation, employee relations, benefits, and training and development, performance management.
• Interview job applicants; review applications/resumes; evaluate applicants' skills and make recommendations regarding applicants' qualifications.
• Maintain relationships with employment agencies, educational institutes, and other recruitment sources.
• Develop and/or maintain the employee review process ensuring the system is fair to both employees and the business, also ensuring timely reminders are sent to line managers and employees when the review is due.
• Design and conduct new employee orientations.
• Administer and explain benefits to employees, serve as a liaison between employees and insurance carriers.
• Recommend and schedule training and development courses.
• Provide advice, assistance, and follow-up on company policies, procedures, and documentation.
• Coordinate the resolution of specific policy-related and procedural problems and inquiries.
• Recommend, develop, and maintain human resource databases, computer software systems, and manual filing systems.
• Develop and recommend operating policy and procedural improvements.
• Maintain the company handbook with relevant company updates.
• Give HR guidance and advice to employees and line managers.
• Work in partnership with HR manager to ensure consistent, proactive HR support.
• Other duties as assigned.
Sales HR
• Facilitate the performance management process for the store staff (Store Manager and below). Proactively engage with area managers to work through the performance management cycle. Managing top and poor performers.
• Develop and maintain store staff database for all the Retail stores.
• Proactively participate in hiring of store staff - Shortlist CVs, HR interviews, draft compensation offers.
• Facilitate the on-boarding of new hires at the store level along with the area managers.
• Develop and maintain a company handbook for the new hires.
• Develop and recommend operating policy and procedural improvements at the store level.
• Partner with the training coordinator in grading the store staff and in creating a talent pool for vacant critical positions.
ADDITIONAL RESPONSIBILITIES
• Perform specific research/investigation into operational issues, as requested.
• Provide on-the-job training to new employees.
From India, Gurgaon
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