Please describe the HR department functions. If possible list them in groups.
From India, Vadodara
Acknowledge(0)
Amend(0)
From India, Vadodara
Acknowledge(0)Amend(0)
Hi,
Please go through the following process i hope it may solve ur problems....
1. Pre-Recruitment Process
a. Receipt of requirement of manpower from various department heads.
b. Scutinise them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate Recruitment process.
2. Recruitment Process
a. Prepare Advertisements etc for the recruitment.
b. Scrutinise and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct Interviews through panels.
e. Preparation of offer letters as required.
3. Joining Formalities:
a. Administrating Joining formalities.
b. Pre Employment Reference checks.
c. Preparation of Appointment Advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Co ordinating to get Employee ID Cards.
f. Handing over the New hire to the concerned HOD/Manager.
g. Preparation of Job Profiles co ordination with HOD/Managers for new posts.
4. Employee Personal File Maintenance:
a. Opening new file and Closing the Resigned employee’s File.
b. Make sure all Employee files are maintained safely with care.
c. Make sure all personal records are available in the files.
d. Periodic Personal File Auditing.
5. Employee Data Base:
a. Keeping Track of Knowledge Management Software.
b. Maintenance of HRIS.
6. Confirmation Formalities:
a. Intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting Confirmation Appraisals.
c. Co ordinating for Skill Gap Analysis.
d. Co ordinating to set Quality Objectives for each job profile.
e. Ensuring updation of the existing Job Profiles.
f. Processing the Confirmation.
7. ISO Compliance:
a. Ensuring all the updation of the ISO documentation and HR Formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the Internal and External Audits, accountable to enforce the correctional actions.
8. Statutory Compliance:
a. Handling PF and ESI formalities and co ordinating with other departments.
b. Handling Apprentice Training, Submitting Periodic Returns to Board.
c. Submitting other returns to the labour Department as per Shops and establishment Act.
9. Training And Development:
a. Conducting Induction Training for new hires.
b. Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback and suggestions.
c. Co ordinating External and Internal Training Programs.
d. Maintaining Training Records.
e. Analysis of Training Feedback.
10. Performance Appraisal:
a. Prepared the new Appraisal Form.
b. Educated employees about self-appraisal.
c. Provided inputs to HOD’s for Appraisals.
d. Prepared Appraisal Letters.
11. Employee Relation:
a. Having formal and Informal counselling with employees.
b. Prepared Event Calendar of monthly recreation to motivate employees.
c. Handling Corporate Medical Insurance.
d. Processing required letters on employee’s request.
12. Report Generation:
a. Generating and analyzing Employee Attrition Reports, Training Evaluation, and Manpower Status.
b. Weekly and monthly recruitment reports
c. Report generation of Pre appraisal, Appraisal and Post Appraisals.
d. Salary Details Reports to Accounts Department.
e. Reports as per the HOD’s request.
13. Exit Formalities:
a. Administering Exit paper work including all Statutory requirements.
b. Conducting Exit Interviews.
c. Preparing Exit Interview Summary.
d. Giving post employment reference for relieved employees.
e. Processing File to Accounts Department for final settlement.
From India, Mumbai
Acknowledge(0)Amend(0)
2Please go through the following process i hope it may solve ur problems....
1. Pre-Recruitment Process
a. Receipt of requirement of manpower from various department heads.
b. Scutinise them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate Recruitment process.
2. Recruitment Process
a. Prepare Advertisements etc for the recruitment.
b. Scrutinise and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct Interviews through panels.
e. Preparation of offer letters as required.
3. Joining Formalities:
a. Administrating Joining formalities.
b. Pre Employment Reference checks.
c. Preparation of Appointment Advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Co ordinating to get Employee ID Cards.
f. Handing over the New hire to the concerned HOD/Manager.
g. Preparation of Job Profiles co ordination with HOD/Managers for new posts.
4. Employee Personal File Maintenance:
a. Opening new file and Closing the Resigned employee’s File.
b. Make sure all Employee files are maintained safely with care.
c. Make sure all personal records are available in the files.
d. Periodic Personal File Auditing.
5. Employee Data Base:
a. Keeping Track of Knowledge Management Software.
b. Maintenance of HRIS.
6. Confirmation Formalities:
a. Intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting Confirmation Appraisals.
c. Co ordinating for Skill Gap Analysis.
d. Co ordinating to set Quality Objectives for each job profile.
e. Ensuring updation of the existing Job Profiles.
f. Processing the Confirmation.
7. ISO Compliance:
a. Ensuring all the updation of the ISO documentation and HR Formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the Internal and External Audits, accountable to enforce the correctional actions.
8. Statutory Compliance:
a. Handling PF and ESI formalities and co ordinating with other departments.
b. Handling Apprentice Training, Submitting Periodic Returns to Board.
c. Submitting other returns to the labour Department as per Shops and establishment Act.
9. Training And Development:
a. Conducting Induction Training for new hires.
b. Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback and suggestions.
c. Co ordinating External and Internal Training Programs.
d. Maintaining Training Records.
e. Analysis of Training Feedback.
10. Performance Appraisal:
a. Prepared the new Appraisal Form.
b. Educated employees about self-appraisal.
c. Provided inputs to HOD’s for Appraisals.
d. Prepared Appraisal Letters.
11. Employee Relation:
a. Having formal and Informal counselling with employees.
b. Prepared Event Calendar of monthly recreation to motivate employees.
c. Handling Corporate Medical Insurance.
d. Processing required letters on employee’s request.
12. Report Generation:
a. Generating and analyzing Employee Attrition Reports, Training Evaluation, and Manpower Status.
b. Weekly and monthly recruitment reports
c. Report generation of Pre appraisal, Appraisal and Post Appraisals.
d. Salary Details Reports to Accounts Department.
e. Reports as per the HOD’s request.
13. Exit Formalities:
a. Administering Exit paper work including all Statutory requirements.
b. Conducting Exit Interviews.
c. Preparing Exit Interview Summary.
d. Giving post employment reference for relieved employees.
e. Processing File to Accounts Department for final settlement.
From India, Mumbai
Acknowledge(0)Amend(0)
Following are the Human Resource functions
Staffing
• Job Analysis
• Recruiting
• Selection
HR Development
• Orientation
• Training
• Employee
Development
• Career Planning
• Performance
Management
Compensation
and Benefits
• Wage/Salary
Administration
• Incentives
• Benefits
Health, Safety,
and Security
• Health and
Wellness
• Safety
• Security
Employee and
Labor/Management
Relations
• HR Policies
• Employee Rights and Privacy
• Union/Management Relations
HR Planning and
Analysis
• HR Planning
• Job Analysis
• HR Information
and Assessment
Systems
Equal
Employment
Opportunity
• Compliance
• Diversity
• Affirmative Action
From Pakistan, Islamabad
Acknowledge(0)Amend(0)
Staffing
• Job Analysis
• Recruiting
• Selection
HR Development
• Orientation
• Training
• Employee
Development
• Career Planning
• Performance
Management
Compensation
and Benefits
• Wage/Salary
Administration
• Incentives
• Benefits
Health, Safety,
and Security
• Health and
Wellness
• Safety
• Security
Employee and
Labor/Management
Relations
• HR Policies
• Employee Rights and Privacy
• Union/Management Relations
HR Planning and
Analysis
• HR Planning
• Job Analysis
• HR Information
and Assessment
Systems
Equal
Employment
Opportunity
• Compliance
• Diversity
• Affirmative Action
From Pakistan, Islamabad
Acknowledge(0)Amend(0)
Posting Guidelines - Post Responsibly:
- Be polite & professional. You are legally responsible for anything you post so do not post anything derogatory about any company or entity.
- Posts made by you belong to you as per our disclaimer policy - do not upload copyrighted ebooks or copied material.
- To refer to any article on the internet - post a link to the article along with a short excerpt and your comments. [This is legal]
From United States, West Chicago
Acknowledge(0)Amend(0)
- Be polite & professional. You are legally responsible for anything you post so do not post anything derogatory about any company or entity.
- Posts made by you belong to you as per our disclaimer policy - do not upload copyrighted ebooks or copied material.
- To refer to any article on the internet - post a link to the article along with a short excerpt and your comments. [This is legal]
From United States, West Chicago
Acknowledge(0)Amend(0)
Hi, I represent HR & Admin for an organization with around 50 employees. We would like to have ESI & PF for all our employees. Can anybody provide me with the information on carrying out these formalities...
Looking forward to hearing from you.
S R Sudhir
Email: srsudhir@gmail.com
From India, Bangalore
Acknowledge(0)Amend(0)
Looking forward to hearing from you.
S R Sudhir
Email: srsudhir@gmail.com
From India, Bangalore
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Case study - HR and technology for better Employee relations.pdf
HR Manual (Employee Hand Book).doc
HR department.zip