Dear Friends,
Goodevening.
As a HR - Generalist - in the initial stage , what are all the main aspects to be covered?
Kindly advice me, about the basic concepts ,one should carry on in an organization or one
should know.. to perform well.(In Retail Industry)
Friends,expecting your reply..
Regards,
GV
From India, Madras
Goodevening.
As a HR - Generalist - in the initial stage , what are all the main aspects to be covered?
Kindly advice me, about the basic concepts ,one should carry on in an organization or one
should know.. to perform well.(In Retail Industry)
Friends,expecting your reply..
Regards,
GV
From India, Madras
Setting up a HR Department
To conduct the needs assessment, there are basically ten different human resources areas:
1) Recruitment and selection (i.e. job descriptions, selection tools, background checks, offers)
2) Compensation (i.e. methods, consistency, market)
3) Employee relations (i.e. labor agreements, performance management, disciplinary procedures, employee recognition)
4) Mandated benefits (i.e. social security, unemployment insurance, worker's compensation, COBRA/HIPPA)
5) Optional group benefits (i.e. insurance, time off benefits, flexible benefits, retirement plans, employee assistance programs, perks)
6) Payroll (i.e. internal vs. external options, compliance)
7) Recordkeeping (i.e. HRIS, personnel files, confidential records, I-9, other forms)
Training and development (i.e. new employee orientation, staff development, technical and safety, leadership, tuition reimbursement, career planning)
9) Employee communications (i.e. handbook, newsletter, recognition programs, announcements, electronic communication)
10) Internal communications (i.e. policies and procedures, management development, management reporting)
Once you have carefully evaluated each of these ten areas, you are ready to put together your strategic human resources business plan. This will help you map out exactly what you need to do and how it impacts the bottom line, plus when you will need to do it. With a good grasp on this plan, you are ready to sell it to management
Some tips to successfully make this "sell" included:
1) Prepare prepare prepare
2) Focus on bottom line results
3) Compare to competition (do your homework)
4) Highlight benefits of implementing the plan
5) Promote better labor relations
6) Investigate legal requirements
7) Be brief
Build consensus
Regards
From India, Hyderabad
35To conduct the needs assessment, there are basically ten different human resources areas:
1) Recruitment and selection (i.e. job descriptions, selection tools, background checks, offers)
2) Compensation (i.e. methods, consistency, market)
3) Employee relations (i.e. labor agreements, performance management, disciplinary procedures, employee recognition)
4) Mandated benefits (i.e. social security, unemployment insurance, worker's compensation, COBRA/HIPPA)
5) Optional group benefits (i.e. insurance, time off benefits, flexible benefits, retirement plans, employee assistance programs, perks)
6) Payroll (i.e. internal vs. external options, compliance)
7) Recordkeeping (i.e. HRIS, personnel files, confidential records, I-9, other forms)
Training and development (i.e. new employee orientation, staff development, technical and safety, leadership, tuition reimbursement, career planning)
9) Employee communications (i.e. handbook, newsletter, recognition programs, announcements, electronic communication)
10) Internal communications (i.e. policies and procedures, management development, management reporting)
Once you have carefully evaluated each of these ten areas, you are ready to put together your strategic human resources business plan. This will help you map out exactly what you need to do and how it impacts the bottom line, plus when you will need to do it. With a good grasp on this plan, you are ready to sell it to management
Some tips to successfully make this "sell" included:
1) Prepare prepare prepare
2) Focus on bottom line results
3) Compare to competition (do your homework)
4) Highlight benefits of implementing the plan
5) Promote better labor relations
6) Investigate legal requirements
7) Be brief
Build consensus
Regards
From India, Hyderabad
Hi GV & Mansi,
There are two main scenarios for you involving human resource generalists. One involves working in a smaller company. In this instance, the company only requires one person who is in charge takes care of all the human resource needs of the company. In the other scenario, a human resource generalist is the over-seer for all of a larger company's human resource needs. In both circumstances you would have to have a broad understanding of many aspects of HR functioning.
The following are the few activities:
Recruitment, Induction Training, Salary Inputs, Managing policy and Compensation, Training & Development, competency mapping, Taking care of Employee relationship, Performance Appraisal, Maintaining MIS, Implementation of company policy, Exit Formalities. etc.
Hope you have got some idea from it.
Regards,
Priya
From India, Pune
There are two main scenarios for you involving human resource generalists. One involves working in a smaller company. In this instance, the company only requires one person who is in charge takes care of all the human resource needs of the company. In the other scenario, a human resource generalist is the over-seer for all of a larger company's human resource needs. In both circumstances you would have to have a broad understanding of many aspects of HR functioning.
The following are the few activities:
Recruitment, Induction Training, Salary Inputs, Managing policy and Compensation, Training & Development, competency mapping, Taking care of Employee relationship, Performance Appraisal, Maintaining MIS, Implementation of company policy, Exit Formalities. etc.
Hope you have got some idea from it.
Regards,
Priya
From India, Pune
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