Hello friends,
I want to know what type of work is done by the HR department in the offices. What exactly do HR executives do in the real world? I want to have a basic idea of the real-life work in the HR field and also the types of difficulties and cases faced by HR people. Please help.
Regards,
PRIYA
From India, New Delhi
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I want to know what type of work is done by the HR department in the offices. What exactly do HR executives do in the real world? I want to have a basic idea of the real-life work in the HR field and also the types of difficulties and cases faced by HR people. Please help.
Regards,
PRIYA
From India, New Delhi
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Dear Priya,
The role that HR plays in the current business scenario is crucial and involves that of Change Management and Business Partner, which includes accountability for key decisions of the business. A few years ago, HR was seen as a support function, but now HR has an equal say in all areas of the business. So, you can imagine the importance of HR.
The role of HR has evolved from traditional functions of recruitment, payroll, and benefits to new areas like Talent Acquisition and Retention, Succession Planning, Training Need Identification, and Knowledge Management, managing Mergers, Acquisitions, managing Corporate Culture, and Diversification.
These are new areas added to the HR basket and are also challenging ones. In a business environment full of uncertainties and recession, HR has to play a role as a motivator, facilitator of performance within the organization, and retention of talent. These are the major challenges faced by HR.
Regards,
Sumeet
From India, Mumbai
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46The role that HR plays in the current business scenario is crucial and involves that of Change Management and Business Partner, which includes accountability for key decisions of the business. A few years ago, HR was seen as a support function, but now HR has an equal say in all areas of the business. So, you can imagine the importance of HR.
The role of HR has evolved from traditional functions of recruitment, payroll, and benefits to new areas like Talent Acquisition and Retention, Succession Planning, Training Need Identification, and Knowledge Management, managing Mergers, Acquisitions, managing Corporate Culture, and Diversification.
These are new areas added to the HR basket and are also challenging ones. In a business environment full of uncertainties and recession, HR has to play a role as a motivator, facilitator of performance within the organization, and retention of talent. These are the major challenges faced by HR.
Regards,
Sumeet
From India, Mumbai
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Dear Priya,
In a generalist profile, the key responsibilities include:
- Recruitment
- Payroll Processing
- Attendance Management
- Leave Management
- Exit Interviews
- File Management
- Policy Formulation, Implementation, and Management
- Interaction with Employees
- Employee Grievances
- Statutory Compliances like PF and ESI
Best regards,
Gunjan
From India, New Delhi
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In a generalist profile, the key responsibilities include:
- Recruitment
- Payroll Processing
- Attendance Management
- Leave Management
- Exit Interviews
- File Management
- Policy Formulation, Implementation, and Management
- Interaction with Employees
- Employee Grievances
- Statutory Compliances like PF and ESI
Best regards,
Gunjan
From India, New Delhi
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thanx Gunjan for information but i am not aware about Payroll Processing like PF,ESI and all .....
From India, New Delhi
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From India, New Delhi
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Hi,
HR plays a very important role in building the organization. An HR person is the bridge between management expectations and employee achievements. HR will not only take care of management personnel but also staff workers. Previously, it was personnel management, but now it's HRD. In personnel management, the scope is limited, but in HRD, the scope has no limit.
From India, Ahmedabad
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HR plays a very important role in building the organization. An HR person is the bridge between management expectations and employee achievements. HR will not only take care of management personnel but also staff workers. Previously, it was personnel management, but now it's HRD. In personnel management, the scope is limited, but in HRD, the scope has no limit.
From India, Ahmedabad
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Hi Priya,
Basic work for the HR department or HR professionals:
1. Recruitment process/Cycle.
2. Wage & Salary administration.
3. Training & Development.
4. Compensation & Benefits.
5. Employee satisfaction & Incentives.
6. Welfare, Safety & Health of employees.
7. CSR.
Thanks & Regards,
Kunal Kulkarni
HR & Admin.
From India, Nasik
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Basic work for the HR department or HR professionals:
1. Recruitment process/Cycle.
2. Wage & Salary administration.
3. Training & Development.
4. Compensation & Benefits.
5. Employee satisfaction & Incentives.
6. Welfare, Safety & Health of employees.
7. CSR.
Thanks & Regards,
Kunal Kulkarni
HR & Admin.
From India, Nasik
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Dear Priya,
To understand this, you need to have knowledge of Statutory Compliances, which involve PF and ESI.
PF Contribution is calculated as follows: 12% of Employee Basic Salary and 12% of Employer Contribution. The legal ceiling is fixed at 6500, which means 12% of this amount is 780 Rs. However, in some companies, based on the mutual agreement of the employee and employer, the 12% deduction is not based on the ceiling but on the actual basic salary.
For example, if an employee's Basic Salary is 8000, according to the ceiling of 6500 Rs, only 780 Rs will be deducted. On the other hand, 960 Rs will be deducted based on the actual basic salary.
ESI is applicable to employees earning a salary below 15000. In this case, 1.75% is deducted from the employee's part and 4.75% from the employer's part.
Thank you.
From India, New Delhi
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To understand this, you need to have knowledge of Statutory Compliances, which involve PF and ESI.
PF Contribution is calculated as follows: 12% of Employee Basic Salary and 12% of Employer Contribution. The legal ceiling is fixed at 6500, which means 12% of this amount is 780 Rs. However, in some companies, based on the mutual agreement of the employee and employer, the 12% deduction is not based on the ceiling but on the actual basic salary.
For example, if an employee's Basic Salary is 8000, according to the ceiling of 6500 Rs, only 780 Rs will be deducted. On the other hand, 960 Rs will be deducted based on the actual basic salary.
ESI is applicable to employees earning a salary below 15000. In this case, 1.75% is deducted from the employee's part and 4.75% from the employer's part.
Thank you.
From India, New Delhi
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HR plays a strategic role in an organization. It goes beyond managing payrolls and statutory compliances in routine. Briefly, it includes:
Employee Welfare and Benefit Administration
- Coordination and follow-up for welfare initiatives with HR, RBM, Store, and Admin
- Processing and coordination with vendors for Hospitalization claims
- Processing and coordination for domiciliary claims
- Processing various loans for employees
Employee Engagement
- Employee Engagement/OHI (Organizational Health Index) Survey: Drive action plans based on Employee Engagement/OHI findings to address gaps
- Meetings - MRM
- Recruitments, Attrition, Planning, TAT for recruitment
- Law Compliances and Obstacles
- Payroll issues
- Employee Grievances, Performances
Recruitment
- Discussion with HR vendors for empanelment
- Coordination with vendors for CVs
- Coordination of newspaper Advertisement
- Interviews
- Reference Check
- Coordination for the final round of interviews with respective heads
- Follow-up for fitments
- Follow-up for Offer letter
- Filling in the Duty joining Forms
- Account numbers for new employees
- Maintain databank of SL candidates for future use
- Processing of Papers and systems entries
- Induction program and coordination for the same
Talent Management
- Identify and manage key talent groups for the organization
- Hi-Pots...Successors to key positions
- Group MTs
- Any other critical talent group for the company
- Drive a set of developmental and retention initiatives/programs for the key talent groups through: Individual Development Plans...Specialized training programs...Job rotations...Mentoring/Coaching...Competitive salary...Retention-risk analysis.
Performance management
- Being part of the discussion with every employee
- Enabling setting, flow, and implementation of KRAs
- Updating & Discussion on PMS status with HR, RBM, Store Managers
- Organizing necessary data/reports for the meetings
- Discussion on Promotion and ratings
- Motivation & Rewards and Recognition
- Processing of awards
- Coordination with Store Managers & BM for nominations
- Reports on Rewards and Recognition
- Coordination for incentive/prolip data from stores and HR
Learning and Development
- Learning and Development (including Leadership Development): Design/Implement leadership development programs for the top leadership team at various levels...Level-Based Training...Design/implement training programs based on competency gap assessment.
From India, Jaipur
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Employee Welfare and Benefit Administration
- Coordination and follow-up for welfare initiatives with HR, RBM, Store, and Admin
- Processing and coordination with vendors for Hospitalization claims
- Processing and coordination for domiciliary claims
- Processing various loans for employees
Employee Engagement
- Employee Engagement/OHI (Organizational Health Index) Survey: Drive action plans based on Employee Engagement/OHI findings to address gaps
- Meetings - MRM
- Recruitments, Attrition, Planning, TAT for recruitment
- Law Compliances and Obstacles
- Payroll issues
- Employee Grievances, Performances
Recruitment
- Discussion with HR vendors for empanelment
- Coordination with vendors for CVs
- Coordination of newspaper Advertisement
- Interviews
- Reference Check
- Coordination for the final round of interviews with respective heads
- Follow-up for fitments
- Follow-up for Offer letter
- Filling in the Duty joining Forms
- Account numbers for new employees
- Maintain databank of SL candidates for future use
- Processing of Papers and systems entries
- Induction program and coordination for the same
Talent Management
- Identify and manage key talent groups for the organization
- Hi-Pots...Successors to key positions
- Group MTs
- Any other critical talent group for the company
- Drive a set of developmental and retention initiatives/programs for the key talent groups through: Individual Development Plans...Specialized training programs...Job rotations...Mentoring/Coaching...Competitive salary...Retention-risk analysis.
Performance management
- Being part of the discussion with every employee
- Enabling setting, flow, and implementation of KRAs
- Updating & Discussion on PMS status with HR, RBM, Store Managers
- Organizing necessary data/reports for the meetings
- Discussion on Promotion and ratings
- Motivation & Rewards and Recognition
- Processing of awards
- Coordination with Store Managers & BM for nominations
- Reports on Rewards and Recognition
- Coordination for incentive/prolip data from stores and HR
Learning and Development
- Learning and Development (including Leadership Development): Design/Implement leadership development programs for the top leadership team at various levels...Level-Based Training...Design/implement training programs based on competency gap assessment.
From India, Jaipur
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Dear Priya,
HR can be looked at as Business Transformation and Organizational Transformation in general. With a population of 1.2 billion, our country is in need of transformation in everything we do in our life, be it work, family, or social. HR - Human Resources plays a vital role indeed.
It would be nice if you could share your career plans on how you wish to explore your professional life in HR. This would be key to supporting you with specific inputs pertaining to your career and your goals. I trust I have added some perspectives for you to think about.
Thanks and Regards,
M.K. Anand
Solution Architect
SEE CHANGE CONSULTING, Chennai
+91 94440 25283
Twitter: @mkanand
From India, Madras
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HR can be looked at as Business Transformation and Organizational Transformation in general. With a population of 1.2 billion, our country is in need of transformation in everything we do in our life, be it work, family, or social. HR - Human Resources plays a vital role indeed.
It would be nice if you could share your career plans on how you wish to explore your professional life in HR. This would be key to supporting you with specific inputs pertaining to your career and your goals. I trust I have added some perspectives for you to think about.
Thanks and Regards,
M.K. Anand
Solution Architect
SEE CHANGE CONSULTING, Chennai
+91 94440 25283
Twitter: @mkanand
From India, Madras
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