Hi everyone,
I have been promoted as an HR executive in my company recently. I don't have experience in HR; I am a fresher in HR. There is no one to train me. I want to know what roles and responsibilities HR performs in a company. Kindly share your valuable suggestions to mrudu.effy@gmail.com.
Thank you and Regards,
Mrudula.
From India, Hyderabad
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7I have been promoted as an HR executive in my company recently. I don't have experience in HR; I am a fresher in HR. There is no one to train me. I want to know what roles and responsibilities HR performs in a company. Kindly share your valuable suggestions to mrudu.effy@gmail.com.
Thank you and Regards,
Mrudula.
From India, Hyderabad
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Congratulations, Mrudula.
Regarding the job role of HR, it varies. Assuming a basic HR role, the following list outlines some responsibilities:
1. Recruitment -
- Understanding manpower requisitions from the concerned department.
- Drafting job descriptions and obtaining approval.
- Sourcing candidates with required skills.
- Conducting interviews.
- Encouraging employee referrals.
- Coordinating technical interviews.
- Communicating employment status.
- Maintaining candidate databases.
- Conducting background verifications.
2. Induction and Onboarding -
- Issuing offer letters.
- Providing appointment letters and company policies.
- Facilitating introductions.
- Coordinating IT setup.
3. HR Policies and Manual -
- Drafting HR manuals.
- Updating policies.
4. Attendance and Leave Records -
- Monitoring attendance.
- Managing leave records.
- Addressing absenteeism.
5. Performance Management -
- Assisting with performance appraisals.
6. Employee Engagement -
- Monitoring turnover rates.
- Engaging employees.
- Conducting surveys.
- Planning events.
7. Workforce Management -
- Resolving conflicts.
- Preventing groupism.
- Addressing employee issues.
8. Statutory Compliance -
- Ensuring compliance with labor laws.
- Managing leaves, minimum wages, deductions, etc.
9. Exit Formalities -
- Conducting exit interviews.
- Providing feedback.
- Managing relieving processes.
10. Compensation and Benefits -
- Designing salary structures.
- Advising on tax benefits.
- Handling gratuity and PF.
11. Employee Motivation and Training -
- Organizing training sessions.
- Providing internal/external training.
- Sending motivational communications.
These are fundamental HR responsibilities. Wishing you the best.
From India, Mumbai
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Regarding the job role of HR, it varies. Assuming a basic HR role, the following list outlines some responsibilities:
1. Recruitment -
- Understanding manpower requisitions from the concerned department.
- Drafting job descriptions and obtaining approval.
- Sourcing candidates with required skills.
- Conducting interviews.
- Encouraging employee referrals.
- Coordinating technical interviews.
- Communicating employment status.
- Maintaining candidate databases.
- Conducting background verifications.
2. Induction and Onboarding -
- Issuing offer letters.
- Providing appointment letters and company policies.
- Facilitating introductions.
- Coordinating IT setup.
3. HR Policies and Manual -
- Drafting HR manuals.
- Updating policies.
4. Attendance and Leave Records -
- Monitoring attendance.
- Managing leave records.
- Addressing absenteeism.
5. Performance Management -
- Assisting with performance appraisals.
6. Employee Engagement -
- Monitoring turnover rates.
- Engaging employees.
- Conducting surveys.
- Planning events.
7. Workforce Management -
- Resolving conflicts.
- Preventing groupism.
- Addressing employee issues.
8. Statutory Compliance -
- Ensuring compliance with labor laws.
- Managing leaves, minimum wages, deductions, etc.
9. Exit Formalities -
- Conducting exit interviews.
- Providing feedback.
- Managing relieving processes.
10. Compensation and Benefits -
- Designing salary structures.
- Advising on tax benefits.
- Handling gratuity and PF.
11. Employee Motivation and Training -
- Organizing training sessions.
- Providing internal/external training.
- Sending motivational communications.
These are fundamental HR responsibilities. Wishing you the best.
From India, Mumbai
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Dear Mrudulla,
First of all,
Let me tell you about the type of organization you work for – whether it's a software, factory, industry, or real estate company. The reason I ask is that there are various kinds of work in HR.
Some examples of work in HR include:
- Recruitment
- Generalist duties
- Training and development
- Statutory compliance (major)
- Payroll (major)
- Settlement processes
- And more
Regards,
Ajay
From India, Puttur
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First of all,
Let me tell you about the type of organization you work for – whether it's a software, factory, industry, or real estate company. The reason I ask is that there are various kinds of work in HR.
Some examples of work in HR include:
- Recruitment
- Generalist duties
- Training and development
- Statutory compliance (major)
- Payroll (major)
- Settlement processes
- And more
Regards,
Ajay
From India, Puttur
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Thank you very much, ma'am, for your valuable information. I will definitely learn about all these and implement them in my company. One question I have is how to create an HR manual in my company. Our company is in real estate.
Thanks & Regards,
Mrudula.
From India, Hyderabad
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Thanks & Regards,
Mrudula.
From India, Hyderabad
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Making an HR Manual is a task. Understand what goes into an HR Manual:
1. Company Details/Introduction (like the About Us section on the website)
2. Organizational structure
3. Key people in the company
4. Company's culture
5. Attendance
a. Office hours
b. Grace period and late allowance
c. Consequences of late entry
d. Overtime schemes (if any)
e. Rewards (if any) for regular attendance
6. Leave Policy
a. Number of allowed leaves
b. Diversification of leaves - PL/CL/SL
c. Process to avail leave
d. Special case leave
e. Leave Encashment policy (if any)
7. All other practices followed by the company
8. Attach sample forms in the appendix if you are going to use them.
You can read HR manuals of different companies to understand how to structure yours. Copy-pasting contents won't help; you need to decide what to include and what modifications to make.
The link provided below is a search link for HR Manuals where you can find detailed information and possibly HR Manuals of a few companies as well.
Hope this helps. 😊
Correct Spelling and Grammar: Identified and fixed spelling and grammatical errors in the text.
Handled Line Breaks: Ensured there is a single line break between paragraphs.
Preserved the Meaning: Maintained the original meaning and tone of the message.
From India, Mumbai
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1. Company Details/Introduction (like the About Us section on the website)
2. Organizational structure
3. Key people in the company
4. Company's culture
5. Attendance
a. Office hours
b. Grace period and late allowance
c. Consequences of late entry
d. Overtime schemes (if any)
e. Rewards (if any) for regular attendance
6. Leave Policy
a. Number of allowed leaves
b. Diversification of leaves - PL/CL/SL
c. Process to avail leave
d. Special case leave
e. Leave Encashment policy (if any)
7. All other practices followed by the company
8. Attach sample forms in the appendix if you are going to use them.
You can read HR manuals of different companies to understand how to structure yours. Copy-pasting contents won't help; you need to decide what to include and what modifications to make.
The link provided below is a search link for HR Manuals where you can find detailed information and possibly HR Manuals of a few companies as well.
Hope this helps. 😊
Correct Spelling and Grammar: Identified and fixed spelling and grammatical errors in the text.
Handled Line Breaks: Ensured there is a single line break between paragraphs.
Preserved the Meaning: Maintained the original meaning and tone of the message.
From India, Mumbai
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Dear Mrudula,
Congratulations on the promotion!!!
I have attached a file with this post. Kindly go through it; you will get your answers.
Party Time!!!!!! Don't forget to call me for the same.
Regards,
Shubha
Fb Id - shubhalakshmi88@yahoo.com
From India, Patna
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Congratulations on the promotion!!!
I have attached a file with this post. Kindly go through it; you will get your answers.
Party Time!!!!!! Don't forget to call me for the same.
Regards,
Shubha
Fb Id - shubhalakshmi88@yahoo.com
From India, Patna
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Hello Professionals,
I have joined an organization as an Assistant HR Manager. There are over 600 employees here, ranging from managers to laborers. It's a completely disorganized and unprofessional organization with no HR rules in place. I have been tasked with organizing everything, implementing HR policies, and creating a professional environment. However, the staff here are highly uncooperative, egoistic, and unprofessional, unwilling to change anything.
My issue is how can I implement HR policies and create a professional environment?
Mobile Number: 9979267716
Regards,
Divyesh Patel
From India, Surat
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I have joined an organization as an Assistant HR Manager. There are over 600 employees here, ranging from managers to laborers. It's a completely disorganized and unprofessional organization with no HR rules in place. I have been tasked with organizing everything, implementing HR policies, and creating a professional environment. However, the staff here are highly uncooperative, egoistic, and unprofessional, unwilling to change anything.
My issue is how can I implement HR policies and create a professional environment?
Mobile Number: 9979267716
Regards,
Divyesh Patel
From India, Surat
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Dear Divyesh,
The brief which you have mentioned in your post is slightly similar to what I have gone through. Please discuss the figures and facts of the policy with your management. I am sure they will find the answers for the same. I know there is no doubt that employees are non-cooperative, BUT the management is the one for whom employees are working. In the end, they will have to give their acceptance for the company policy by signing the same. Be strict in your words but in a polite way.
Regards,
Shubha
Fb Id: shubhalakshmi88@yahoo.com
From India, Patna
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The brief which you have mentioned in your post is slightly similar to what I have gone through. Please discuss the figures and facts of the policy with your management. I am sure they will find the answers for the same. I know there is no doubt that employees are non-cooperative, BUT the management is the one for whom employees are working. In the end, they will have to give their acceptance for the company policy by signing the same. Be strict in your words but in a polite way.
Regards,
Shubha
Fb Id: shubhalakshmi88@yahoo.com
From India, Patna
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Change is the law of nature.
Sharing my personal experience, my firm had rules that people would bend for their own benefit and later ignore. For instance:
Although the office timing is 9.30 to 6, people would walk in leisurely at a time they deemed suitable. There was complete freedom for the in-time.
People used to take leaves without filing proper leave applications, and many leaves went unnoticed.
When I was appointed as HR, I found myself in a similar situation. During my first month, I drafted an attendance policy and observed the behavior of the employees. Simultaneously, I drafted a leave policy.
These are the two main policies responsible for attendance and absenteeism.
My suggestion, knowing that people may resist change, is to focus on positive changes.
Rather than introducing negative changes, focus on positive ones.
For example, appreciate on-time employees while also addressing latecomers. Even though it may be challenging with your current staff, acknowledging punctuality in front of colleagues can be a significant motivator. A simple thank you to someone for arriving on time can go a long way. This positive reinforcement can encourage others to follow suit.
Implement a carrot and stick approach. Consider giving an award (even just a certificate) for the "Attender of the Year" – someone with minimal late marks and leaves. This positive competition can foster a better spirit among employees.
People resist change because they fear losing something.
For instance, arriving on time means sacrificing a few extra minutes of sleep and coming in leisurely. Filling out a leave requisition form means giving up the freedom to be absent at will without notice.
If you can show that these changes will benefit them in some way, they may be more willing to try.
I hope these suggestions help. Best of luck! :-)
From India, Mumbai
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Sharing my personal experience, my firm had rules that people would bend for their own benefit and later ignore. For instance:
Although the office timing is 9.30 to 6, people would walk in leisurely at a time they deemed suitable. There was complete freedom for the in-time.
People used to take leaves without filing proper leave applications, and many leaves went unnoticed.
When I was appointed as HR, I found myself in a similar situation. During my first month, I drafted an attendance policy and observed the behavior of the employees. Simultaneously, I drafted a leave policy.
These are the two main policies responsible for attendance and absenteeism.
My suggestion, knowing that people may resist change, is to focus on positive changes.
Rather than introducing negative changes, focus on positive ones.
For example, appreciate on-time employees while also addressing latecomers. Even though it may be challenging with your current staff, acknowledging punctuality in front of colleagues can be a significant motivator. A simple thank you to someone for arriving on time can go a long way. This positive reinforcement can encourage others to follow suit.
Implement a carrot and stick approach. Consider giving an award (even just a certificate) for the "Attender of the Year" – someone with minimal late marks and leaves. This positive competition can foster a better spirit among employees.
People resist change because they fear losing something.
For instance, arriving on time means sacrificing a few extra minutes of sleep and coming in leisurely. Filling out a leave requisition form means giving up the freedom to be absent at will without notice.
If you can show that these changes will benefit them in some way, they may be more willing to try.
I hope these suggestions help. Best of luck! :-)
From India, Mumbai
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Mrudula,
Please tell me... I am stumped by your statement: "I am promoted as an HR executive in my company recently. I don't have experience in HR; I am a fresher in HR. There is no one to train me also. I want to know what role and responsibilities HR has in a company." You don't have experience in HR; you are a fresher in HR, but you have also been promoted as an HR executive. What kind of company are you working in where you got a promotion without knowing anything about HR, without any experience also? Please tell me the address, and I want to join! Do you think it is proper to get promoted to a higher position without knowing anything about the role? Normally, a promotion is given in recognition of somebody's contribution in the present role, or when you have acquired enough knowledge, skill, and experience in the present role. You sound like you have been given an Olympic medal in swimming, and you want to learn everything about swimming from us! Hahahah.
Anyway, before shifting to the new position, you should sit with the person who has promoted you undeservingly and ask him the same questions I have posed above. There should be somebody in your organization who should know HR, what HR is, what the roles of HR are, and the contribution of HR to the growth of the company.
Best wishes.
From India, Bengaluru
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Please tell me... I am stumped by your statement: "I am promoted as an HR executive in my company recently. I don't have experience in HR; I am a fresher in HR. There is no one to train me also. I want to know what role and responsibilities HR has in a company." You don't have experience in HR; you are a fresher in HR, but you have also been promoted as an HR executive. What kind of company are you working in where you got a promotion without knowing anything about HR, without any experience also? Please tell me the address, and I want to join! Do you think it is proper to get promoted to a higher position without knowing anything about the role? Normally, a promotion is given in recognition of somebody's contribution in the present role, or when you have acquired enough knowledge, skill, and experience in the present role. You sound like you have been given an Olympic medal in swimming, and you want to learn everything about swimming from us! Hahahah.
Anyway, before shifting to the new position, you should sit with the person who has promoted you undeservingly and ask him the same questions I have posed above. There should be somebody in your organization who should know HR, what HR is, what the roles of HR are, and the contribution of HR to the growth of the company.
Best wishes.
From India, Bengaluru
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