Hi Seniors,
I want to know if HR and Admin have the same profile, or if we consider Admin as a part of HR. Please let me know what the KRA of HR is in the Hospital, Hotels, and education industries. Will it be considered as HR or Admin in these industries?
From India, Chandigarh
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I want to know if HR and Admin have the same profile, or if we consider Admin as a part of HR. Please let me know what the KRA of HR is in the Hospital, Hotels, and education industries. Will it be considered as HR or Admin in these industries?
From India, Chandigarh
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Hello Arti,
HR and Admin are different profiles. However, in a few small conventional companies, these roles are handled by the HR department.
When discussing the Key Result Areas (KRA) of HR and Admin, in a broader context, HR is responsible for Man Management within the organization. This includes everything related to the manpower of the company, such as recruitment, payroll management, and employee exits. On the other hand, Admin is related to the administration and office management of the company. Tasks such as managing office maintenance and office facilities fall under the KRA of Admin.
From India, Kollam
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68HR and Admin are different profiles. However, in a few small conventional companies, these roles are handled by the HR department.
When discussing the Key Result Areas (KRA) of HR and Admin, in a broader context, HR is responsible for Man Management within the organization. This includes everything related to the manpower of the company, such as recruitment, payroll management, and employee exits. On the other hand, Admin is related to the administration and office management of the company. Tasks such as managing office maintenance and office facilities fall under the KRA of Admin.
From India, Kollam
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Dear Aarti,
Admin is more of day-to-day management, whereas HR is long-term. Yet, the day-to-day issues can become IR issues which HR can prevent with a long-term perspective. A broken plug point is an admin issue. An employee receiving a shock would become an IR issue when the broken plug is not replaced despite reminders. A good HR policy that includes a weekly grievance-resolving meeting can help prevent such issues.
There are numerous examples like this. Based on your working area, you can define KRA.
Kannan
From India, Madras
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Admin is more of day-to-day management, whereas HR is long-term. Yet, the day-to-day issues can become IR issues which HR can prevent with a long-term perspective. A broken plug point is an admin issue. An employee receiving a shock would become an IR issue when the broken plug is not replaced despite reminders. A good HR policy that includes a weekly grievance-resolving meeting can help prevent such issues.
There are numerous examples like this. Based on your working area, you can define KRA.
Kannan
From India, Madras
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Hello,
This is the difference between HR, Personnel, Admin, and IR:
HR: Manpower management, the whole process of employee in an organization, wage management.
Personnel: Employee data, correspondence with different departments, management.
Admin: Office management, office maintenance, vehicle management, etc.
IR: Dispute, Industrial Relation, trade union.
Nobal Prabha Kishor
From India, Shimla
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This is the difference between HR, Personnel, Admin, and IR:
HR: Manpower management, the whole process of employee in an organization, wage management.
Personnel: Employee data, correspondence with different departments, management.
Admin: Office management, office maintenance, vehicle management, etc.
IR: Dispute, Industrial Relation, trade union.
Nobal Prabha Kishor
From India, Shimla
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Dear Aarti,
All members have contributed to explain the difference between HR & Admin. I would share the KRAs of HR professionals in general which can be applied to any industry. The below-mentioned KRAs are applicable to Middle Management:
1. Recruitment & Selection
a. Recruitment at Junior levels within a number of days
b. Recruitment at Senior levels within a number of days
2. Conduct of Employee Induction and taking feedback (within a number of days from employee joining).
3. Conduct of Training Programs within a specific date and taking feedback.
4. Completion of Appraisals and Increments within a specific date.
5. Handling employee legal matters.
6. Conducting Exit Interviews and sharing feedback with management (Within a number of days from employee resignation).
7. Processing of Pending Confirmations/Pending Settlements (within a number of days)
The above-mentioned are a few KRAs which can be considered for the HR function within any industry.
Regards,
Sumit
From India, Mumbai
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All members have contributed to explain the difference between HR & Admin. I would share the KRAs of HR professionals in general which can be applied to any industry. The below-mentioned KRAs are applicable to Middle Management:
1. Recruitment & Selection
a. Recruitment at Junior levels within a number of days
b. Recruitment at Senior levels within a number of days
2. Conduct of Employee Induction and taking feedback (within a number of days from employee joining).
3. Conduct of Training Programs within a specific date and taking feedback.
4. Completion of Appraisals and Increments within a specific date.
5. Handling employee legal matters.
6. Conducting Exit Interviews and sharing feedback with management (Within a number of days from employee resignation).
7. Processing of Pending Confirmations/Pending Settlements (within a number of days)
The above-mentioned are a few KRAs which can be considered for the HR function within any industry.
Regards,
Sumit
From India, Mumbai
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Dear , HR is people management admin is office management , HRD should have control on admin .
From India, Bangalore
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From India, Bangalore
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Hi,
In my opinion, the Admin department is always part of the HR department. The Key Result Areas (KRAs) for HR & Admin can be as follows:
HR KRA:
- Recruitment within specified time periods.
- Minimum man-days/hours of training for each employee.
- Compliance with deadlines.
- At least two to three engagement programs per quarter.
- KRA/PMS cycle within defined time limits.
Admin:
- Providing services to employees within 48 hours.
- Renewal of all Annual Maintenance contracts in a timely manner and obtaining quotations from vendors for various services.
- Arrangement of guest house, vehicles, and travel management for employees on an as-needed basis.
These are just a few examples of KRAs; they may vary depending on the organization.
Regards,
Sandip Mehta
From India, Pune
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In my opinion, the Admin department is always part of the HR department. The Key Result Areas (KRAs) for HR & Admin can be as follows:
HR KRA:
- Recruitment within specified time periods.
- Minimum man-days/hours of training for each employee.
- Compliance with deadlines.
- At least two to three engagement programs per quarter.
- KRA/PMS cycle within defined time limits.
Admin:
- Providing services to employees within 48 hours.
- Renewal of all Annual Maintenance contracts in a timely manner and obtaining quotations from vendors for various services.
- Arrangement of guest house, vehicles, and travel management for employees on an as-needed basis.
These are just a few examples of KRAs; they may vary depending on the organization.
Regards,
Sandip Mehta
From India, Pune
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Hi, According to my Idea, HR is the Overall people management and Admn. is the part of Management. With Regards, SURESH
From India, Hyderabad
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From India, Hyderabad
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Dear Truth Seeker,
Your Queries: "I want to know if HR or Admin is the same profile, or if we consider Admin as a part of HR? Please let me know what the KRA of HR is in hospitals, hotels, and the education industry. Will it be considered as HR or Admin in these industries?
Position: HRM vis-a-vis Administration are not the same, conceptually. The profile and functions differ. HRM focuses on the transformation of people you hire and have with specific reference to their untapped potential to perform better than before by empowering them to apply/use their discretion (within prescribed organization limits). This is precipitated by pooling their energy and intelligence and allowing contributions.
The KRA of HRM to begin with shall include i) Relating to the people; ii) Listening to the people more frequently - informally and formally; iii) Channelizing their ideas, suggestions, constructive criticism; v) Seeking and securing superior performance from them after defining crystal-clear their duties, responsibilities, and roles; and v) Acknowledging their contribution without any arbitrariness accompanied by suitable rewards (praise - public or private) included.
HRM focus remains the same wherever you employ/engage people. "Without Others, Nothing can be Achieved."
The HRM functions/duties/focus/crusade/intervention/business activity will be what it is whether one knows it as HRM or HRD or People Management or Man Management or Workforce Deployment or whatever. It is a sacred pursuit.
Harsh K. Sharan
Kritarth Consulting Pvt Ltd
28th August 2014
Bangaluru Camp
From India, Delhi
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Your Queries: "I want to know if HR or Admin is the same profile, or if we consider Admin as a part of HR? Please let me know what the KRA of HR is in hospitals, hotels, and the education industry. Will it be considered as HR or Admin in these industries?
Position: HRM vis-a-vis Administration are not the same, conceptually. The profile and functions differ. HRM focuses on the transformation of people you hire and have with specific reference to their untapped potential to perform better than before by empowering them to apply/use their discretion (within prescribed organization limits). This is precipitated by pooling their energy and intelligence and allowing contributions.
The KRA of HRM to begin with shall include i) Relating to the people; ii) Listening to the people more frequently - informally and formally; iii) Channelizing their ideas, suggestions, constructive criticism; v) Seeking and securing superior performance from them after defining crystal-clear their duties, responsibilities, and roles; and v) Acknowledging their contribution without any arbitrariness accompanied by suitable rewards (praise - public or private) included.
HRM focus remains the same wherever you employ/engage people. "Without Others, Nothing can be Achieved."
The HRM functions/duties/focus/crusade/intervention/business activity will be what it is whether one knows it as HRM or HRD or People Management or Man Management or Workforce Deployment or whatever. It is a sacred pursuit.
Harsh K. Sharan
Kritarth Consulting Pvt Ltd
28th August 2014
Bangaluru Camp
From India, Delhi
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