hi...Experts. And Dear All...Plez.Tell me The All Main Work Of HR deprtment..I a MNC....plez tell..
From India, Delhi
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From India, Delhi
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Dear Ajay,
Are you a student or a professional? In what capacity do you work at the MNC? Why do you have this doubt?
The main job of the HR department is to improve productivity or maintain it at a certain level for each person or department in order to optimize the various costs associated with the business. We need to optimize costs, as while reducing one cost, we should not increase some other cost.
In addition to this overarching goal of HR, I recommend that you find out the psyche of your VP(HR) or Director of HR. These HR leaders often have a penchant for becoming obsessed with certain HR jargon. Discover what jargon your boss loves the most. This is the primary work of the HR department as long as you are in that MNC or your boss is with the company.
Thanks,
Dinesh V Divekar
From India, Bangalore
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8220Are you a student or a professional? In what capacity do you work at the MNC? Why do you have this doubt?
The main job of the HR department is to improve productivity or maintain it at a certain level for each person or department in order to optimize the various costs associated with the business. We need to optimize costs, as while reducing one cost, we should not increase some other cost.
In addition to this overarching goal of HR, I recommend that you find out the psyche of your VP(HR) or Director of HR. These HR leaders often have a penchant for becoming obsessed with certain HR jargon. Discover what jargon your boss loves the most. This is the primary work of the HR department as long as you are in that MNC or your boss is with the company.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Dinesh Divekar has given sound suggestions.
Please may I take this opportunity to request those posing questions to provide the complete scenario at the outset to save the time of experts. It also helps to give precise answers instead of answering based on assumptions. I have given the above suggestion in another thread as well.
From United Kingdom
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Please may I take this opportunity to request those posing questions to provide the complete scenario at the outset to save the time of experts. It also helps to give precise answers instead of answering based on assumptions. I have given the above suggestion in another thread as well.
From United Kingdom
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i m working in account dept. dear Dinesh ji..I m just want to know for knowledge....that what are the legal work ..by a assistant hr manager.. like PF/ ESI ect..
From India, Delhi
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From India, Delhi
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Dear Ajay,
The primary duty of any HR Manager is to manage the performance of the people working in his/her company, derive maximum value from the people, etc. Knowledge of legal aspects is secondary. Even at this secondary level, PF/ESI comes a little later. I say this because even if some mistakes happen in PF/ESI calculations, there is scope to correct these. If there are notices from PF or ESI officers, there is an opportunity to respond or correct the anomaly.
On the other hand, legal issues can lead companies to get entangled in legal hassles or damage the image of the organization. Therefore, knowledge of employee discipline, how to handle domestic inquiries, etc., is far more critical.
Consider the case mentioned in the following news report:
Pay techie Rs 12.5 lakh for sacking her, Karnataka labour department orders US-based firm
The unsaid part of the news is that those who worked in the HR Department did not understand the legal consequences of sacking an employee. The entire issue was mishandled because the leadership did not consider the laws protecting workers' rights.
Thanks,
Dinesh Divekar
From India, Bangalore
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The primary duty of any HR Manager is to manage the performance of the people working in his/her company, derive maximum value from the people, etc. Knowledge of legal aspects is secondary. Even at this secondary level, PF/ESI comes a little later. I say this because even if some mistakes happen in PF/ESI calculations, there is scope to correct these. If there are notices from PF or ESI officers, there is an opportunity to respond or correct the anomaly.
On the other hand, legal issues can lead companies to get entangled in legal hassles or damage the image of the organization. Therefore, knowledge of employee discipline, how to handle domestic inquiries, etc., is far more critical.
Consider the case mentioned in the following news report:
Pay techie Rs 12.5 lakh for sacking her, Karnataka labour department orders US-based firm
The unsaid part of the news is that those who worked in the HR Department did not understand the legal consequences of sacking an employee. The entire issue was mishandled because the leadership did not consider the laws protecting workers' rights.
Thanks,
Dinesh Divekar
From India, Bangalore
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