Hi! Friends, I am almost new to this site. I am working for a Ltd Co. as a Jr. HR-Admin Executive. I am just looking for a job. Actually, I want to know about the core HR activities. Please help me regarding this. I am doing my PGDPM course (4th sem). If there are any books on HR activities or policies, then please guide me.
Regards,
Gopa
From India, Calcutta
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Regards,
Gopa
From India, Calcutta
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Roles for HR Professionals in the New Economy - 21st Century
Introduction:
As we have moved from the Old Economy to the New Economy and from the 20th Century to the 21st Century, in an era where we are trying to outsource most functions, in some organizations, even the total HR functions are outsourced. So, what are the various roles that an HR professional can look up to? I have spoken to many recruitment consultants, but somehow they failed to give clarity on the roles they are "Head Hunting" for. People within the organization, at times, are just overlapping various functions. In this write-up, I am trying to explain the various roles that HR professionals can play in the New Economy, along with the traits required for each function.
Recruitment Team (Sourcing, Hiring, Staffing, Talent Acquisition, etc):
Let's start with the Recruitment Team. This team is also known as the Sourcing, Hiring, Staffing, or Talent Acquisition team in various organizations. They are the "Sales People" within the HR Department. Their main role is to acquire the "Best of the Talent" available in the market. Hence, they need to know exactly what they are looking for. Their role starts with "Talent Requisition" raised by the respective department and ends only with the induction of the new hire. In between, they need to prepare the Job Description, identify the competencies required, identify the source for hiring, interview the candidate, coordinate the interview with the respective department, and complete the documentation.
The competencies required to be a part of the Recruitment Team are as follows:
1. Should have excellent knowledge about the business of the organization.
2. Should be aware of the competitors in the same industry.
3. Need to identify various resources for hiring and select the best one based on "Cost Effectiveness" and "Urgency."
4. Should have clarity on the competencies they are looking for and the role a new hire is expected to play.
I am sure if we take care of the above-mentioned competencies in the Recruitment Team, the other competencies will take care of themselves. Clarity of concept is important. I have seen recruitment managers who are working as Zonal Managers and are not even aware of the distinction between headhunting and sourcing. The responsibility of the recruitment team actually ends on the day of Induction, and from there onwards, the "Employee Relations" and "HR-Generalist (Operations)" team takes over.
HR-Generalist (Operations) Team:
This team is actually the backbone of the HR Department. The job responsibility of this team starts on the day of Induction with Joining Formalities. The various roles they are expected to perform are:
1. Joining Formalities
2. Handling Employee Database (Both in Soft Form and Files Management)
3. Leaves and Attendance Management
4. Handling the payroll
5. Managing advance Salary, Ad Hoc Bonuses, Loans
6. Confirmations, Performance Appraisals, Performance Management
7. Liaison with various government organizations for Employee Provident Funds, ESI, and other Retirement Benefits
8. Exit-Interviews
9. Full and Final Settlement
Competencies Required:
1. Attention to detail is a must-have quality.
2. Self-Motivated
3. Should have an updated and accurate database at any hour of the day.
4. Should be good in coordination.
5. Should be prompt and fast enough in their actions.
Employee Relations Team:
This team is like a "Spokesperson" of the HR Team. They are the bridge between HR and Employees. They are the "Policy and Strategy interpreters." An effective Employee Relations Team can actually control the Attrition Rate of the organization. This team is expected to play the following roles:
1. Handling all the queries of the employees related to Salary, Leaves, Attendance, and Transfer, etc.
2. They are also expected to explain the various policies, strategies, and benefits to employees.
3. They are expected to stop all types of rumors and misleading communications.
4. They should motivate the employees on a day-to-day basis.
5. They are also expected to give constructive inputs to the Training and Development and OD Team.
6. They play an important role in "Employee Engagement," winning the trust of the employee and hence can help the organization in controlling the attrition rate.
7. It is for this team to ensure that the employees in the organization should not leave the organization for reasons other than salary.
Competencies Required:
1. Highly Matured
2. Level-Headed
3. Should be well-versed with the business of the organization and its policies.
4. Assertive but not aggressive.
5. Should be empathetic but not emotional.
6. Highly Motivated.
7. Should be highly professional, in the sense that if this team is active, employees will be sharing all types of doubts, concerns, information with this team. They are not expected to misuse the information or play politics by sharing their information with others.
8. Should be a crisis manager.
Compensation and Benefits Team:
This is a fairly new role for HR Professionals. The role of this team changes with the growth of the company. Their main role is to ensure that the employees of the organizations receive maximum salary and benefits to their home and lose less to Income Tax. They are the ones who decide how much to pay to an individual, what benefits to entitle them to based on the market rate, keeping the competitive edge in the industry. They are the ones who actually announce the annual increment for an organization.
This team is expected to perform the following roles:
1. Job Analysis
2. Job Evaluation
3. Grading
4. Competency Mapping
5. Salary Surveys
6. Benefits Survey
7. Benchmarking
Competencies Required:
1. Should have excellent business and industry knowledge.
2. Should be aware of competitors and their Compensation and Benefit Programs.
3. Should be good with labor laws.
4. Should also be good in Income Tax Provisions related to Salary and benefits and economics.
5. Should be excellent in Statistics and Cost Accounting.
Organization Development - Training and Development Team:
As a country is known by its people, an organization is known by its employees, and hence it is the responsibility of this team to "Develop the Employees" of the organization. If there is any gap in "Competency Mapping" in terms of knowledge and skills required for a particular position, it is for this team to bridge those gaps.
So, it can be training for soft-skills, other skills, new technology, or the development of Personality, leadership development, or high-education. Hence, the development of the company in particular and that of its employees in general is the responsibility of this team.
If you are good at speaking, it does not qualify you for being a trainer. You may be excellent as a Public Speaker and worse in training. Being a good speaker is just one of the "Must-Have" traits for trainers but not the only trait required. There is something a trainer is expected to do before the delivery (Training Need Identification) and something he is expected to do after delivery (Measuring the Training Effectiveness).
Competencies Required:
1. A deep and thorough understanding of Human Behavior
2. Positive in thoughts, approach, and personality
3. Should be very good in communication. Should be rich in vocabulary.
4. Should be empathetic.
5. Clarity of thoughts is a must.
6. Should be good in linguistics
7. Should have a positive body language.
You need to take out Tonnes of Sand to get a few Grams of Gold. Hence, the role of a trainer is to extract Gold.
You need to dive into the ocean to get a Shell with a Pearl. Hence, they are expected to be that diver.
Regards
Madhu
From India, Delhi
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3Introduction:
As we have moved from the Old Economy to the New Economy and from the 20th Century to the 21st Century, in an era where we are trying to outsource most functions, in some organizations, even the total HR functions are outsourced. So, what are the various roles that an HR professional can look up to? I have spoken to many recruitment consultants, but somehow they failed to give clarity on the roles they are "Head Hunting" for. People within the organization, at times, are just overlapping various functions. In this write-up, I am trying to explain the various roles that HR professionals can play in the New Economy, along with the traits required for each function.
Recruitment Team (Sourcing, Hiring, Staffing, Talent Acquisition, etc):
Let's start with the Recruitment Team. This team is also known as the Sourcing, Hiring, Staffing, or Talent Acquisition team in various organizations. They are the "Sales People" within the HR Department. Their main role is to acquire the "Best of the Talent" available in the market. Hence, they need to know exactly what they are looking for. Their role starts with "Talent Requisition" raised by the respective department and ends only with the induction of the new hire. In between, they need to prepare the Job Description, identify the competencies required, identify the source for hiring, interview the candidate, coordinate the interview with the respective department, and complete the documentation.
The competencies required to be a part of the Recruitment Team are as follows:
1. Should have excellent knowledge about the business of the organization.
2. Should be aware of the competitors in the same industry.
3. Need to identify various resources for hiring and select the best one based on "Cost Effectiveness" and "Urgency."
4. Should have clarity on the competencies they are looking for and the role a new hire is expected to play.
I am sure if we take care of the above-mentioned competencies in the Recruitment Team, the other competencies will take care of themselves. Clarity of concept is important. I have seen recruitment managers who are working as Zonal Managers and are not even aware of the distinction between headhunting and sourcing. The responsibility of the recruitment team actually ends on the day of Induction, and from there onwards, the "Employee Relations" and "HR-Generalist (Operations)" team takes over.
HR-Generalist (Operations) Team:
This team is actually the backbone of the HR Department. The job responsibility of this team starts on the day of Induction with Joining Formalities. The various roles they are expected to perform are:
1. Joining Formalities
2. Handling Employee Database (Both in Soft Form and Files Management)
3. Leaves and Attendance Management
4. Handling the payroll
5. Managing advance Salary, Ad Hoc Bonuses, Loans
6. Confirmations, Performance Appraisals, Performance Management
7. Liaison with various government organizations for Employee Provident Funds, ESI, and other Retirement Benefits
8. Exit-Interviews
9. Full and Final Settlement
Competencies Required:
1. Attention to detail is a must-have quality.
2. Self-Motivated
3. Should have an updated and accurate database at any hour of the day.
4. Should be good in coordination.
5. Should be prompt and fast enough in their actions.
Employee Relations Team:
This team is like a "Spokesperson" of the HR Team. They are the bridge between HR and Employees. They are the "Policy and Strategy interpreters." An effective Employee Relations Team can actually control the Attrition Rate of the organization. This team is expected to play the following roles:
1. Handling all the queries of the employees related to Salary, Leaves, Attendance, and Transfer, etc.
2. They are also expected to explain the various policies, strategies, and benefits to employees.
3. They are expected to stop all types of rumors and misleading communications.
4. They should motivate the employees on a day-to-day basis.
5. They are also expected to give constructive inputs to the Training and Development and OD Team.
6. They play an important role in "Employee Engagement," winning the trust of the employee and hence can help the organization in controlling the attrition rate.
7. It is for this team to ensure that the employees in the organization should not leave the organization for reasons other than salary.
Competencies Required:
1. Highly Matured
2. Level-Headed
3. Should be well-versed with the business of the organization and its policies.
4. Assertive but not aggressive.
5. Should be empathetic but not emotional.
6. Highly Motivated.
7. Should be highly professional, in the sense that if this team is active, employees will be sharing all types of doubts, concerns, information with this team. They are not expected to misuse the information or play politics by sharing their information with others.
8. Should be a crisis manager.
Compensation and Benefits Team:
This is a fairly new role for HR Professionals. The role of this team changes with the growth of the company. Their main role is to ensure that the employees of the organizations receive maximum salary and benefits to their home and lose less to Income Tax. They are the ones who decide how much to pay to an individual, what benefits to entitle them to based on the market rate, keeping the competitive edge in the industry. They are the ones who actually announce the annual increment for an organization.
This team is expected to perform the following roles:
1. Job Analysis
2. Job Evaluation
3. Grading
4. Competency Mapping
5. Salary Surveys
6. Benefits Survey
7. Benchmarking
Competencies Required:
1. Should have excellent business and industry knowledge.
2. Should be aware of competitors and their Compensation and Benefit Programs.
3. Should be good with labor laws.
4. Should also be good in Income Tax Provisions related to Salary and benefits and economics.
5. Should be excellent in Statistics and Cost Accounting.
Organization Development - Training and Development Team:
As a country is known by its people, an organization is known by its employees, and hence it is the responsibility of this team to "Develop the Employees" of the organization. If there is any gap in "Competency Mapping" in terms of knowledge and skills required for a particular position, it is for this team to bridge those gaps.
So, it can be training for soft-skills, other skills, new technology, or the development of Personality, leadership development, or high-education. Hence, the development of the company in particular and that of its employees in general is the responsibility of this team.
If you are good at speaking, it does not qualify you for being a trainer. You may be excellent as a Public Speaker and worse in training. Being a good speaker is just one of the "Must-Have" traits for trainers but not the only trait required. There is something a trainer is expected to do before the delivery (Training Need Identification) and something he is expected to do after delivery (Measuring the Training Effectiveness).
Competencies Required:
1. A deep and thorough understanding of Human Behavior
2. Positive in thoughts, approach, and personality
3. Should be very good in communication. Should be rich in vocabulary.
4. Should be empathetic.
5. Clarity of thoughts is a must.
6. Should be good in linguistics
7. Should have a positive body language.
You need to take out Tonnes of Sand to get a few Grams of Gold. Hence, the role of a trainer is to extract Gold.
You need to dive into the ocean to get a Shell with a Pearl. Hence, they are expected to be that diver.
Regards
Madhu
From India, Delhi
Acknowledge(0)Amend(0)
Dear Gopa, Attach pls find the JDs of HR..... Regards Ankit 09869851356
From India, Mumbai
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From India, Mumbai
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