hi, i had join one reputed firm as a hr executive where i have to handle all hr activities together. so can anyone suggest me how to handle all the activities accurately. thank you.
From India, Pune
4From India, Pune
Hi dear,
Here are few tips,hope they will help you.
1.See your job desciption
2.List down all the job/work areas you have
3.For each area list all the works expected to do according to you
4.Set the priority
5.Most important:Do this by getting the consultation of your higher authority who will certainly help you to simplify the job.
6.Do start with plan every day
7.Take pos at the end of the day
8.And just start working
:)
All the best
Thanks
Regards
Mangesh Bhanage
From India, Pune
Here are few tips,hope they will help you.
1.See your job desciption
2.List down all the job/work areas you have
3.For each area list all the works expected to do according to you
4.Set the priority
5.Most important:Do this by getting the consultation of your higher authority who will certainly help you to simplify the job.
6.Do start with plan every day
7.Take pos at the end of the day
8.And just start working
:)
All the best
Thanks
Regards
Mangesh Bhanage
From India, Pune
Hi there I know how you must be feeling since I was in the same position once...You first need to prioritise your work areas and then allot time to each depending on your experience. It is helpful if you have a 'To Do' task at the beginning of each day. Also set aside sometime daily for your reviewing all that you have done within each function. Maybe at the end of the day if you have some spare time make your 'To Do' list for the next day and then you can always add some more the next day! But most importantly dont lose focus of what you are doing. All the best :D
From Kuwait
From Kuwait
Hi, I know how it is being multi-tasked. Please let me know what activities you handle. Maybe I could draw up some schedule which could prioritse teh work. Thanks
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Hi There,
It's all about people...my colleagues have posted suggestions for you to entertain. For me I would suggest that you consider your skill level and competency in each of the categories under the broad umbrella of HR and draw up your plans two fold...what you can do now with expertise to affect change or deliver on results and what areas where you need to develop your competency, short term, long term.
Human Resources over the years has changed dramatically. We are no longer behind the scenes but are strategic business partners with operating groups.There isn't any area of the business that that is not impacted by HR.
These components are built over time and step by step...never, never sacrifice solid careful planning for speed in implementation. Use a project implementation plan with strong change management practices. If you take nothing else from my posting....remember this...patience.
Number one mistake in organizations I have worked with which includes SME + larger corporates...the mistake of wanting it yesterday, sacrificed planning and then wonder what went wrong when employees reacted poorly
I divide the HR functions into groupings. By chunking accountabilities it is easier to build your project implementation plan
Organizational Analysis
•Organizational design
•Job definition and documentation
•Succession planning
•Staffing strategies and utilization
•Communication and decision-making processes
•Management/supervisory practices – leadership, coaching, mentoring
•Vision,Values
Human Resource Management
•Human resources policies
•Employee surveys
•Training and development programs
•Human resources audits
•Hiring and retention strategies
•Human resources information technologies, systems, and operating practices
Performance Management
•Identifying competencies – technical and behavioral
•Goal setting processes
•Defining performance measures that reflect business strategy
•Approaches to assessing or rating performance
•Performance review forms and administration
•Employee and supervisory training and coaching programs
•Links to pay increases, promotions, recognition, and professional development opportunities
Employee recognition programs
•Total reward strategy and compensation philosophy
•Benchmarking and competitive analysis
•Short-term incentive plans
•Long-term incentive plans
Incentive Compensation
•Annual performance bonus plans
•Individual incentives
•Team and group incentives
•Sales compensation
•Gain-sharing plans
Employee Pay
•Compensation philosophy and strategy
•Job evaluation programs
•Customized salary surveys
•Competitive market analysis
•Pay grades and salary structures
•Pay administration guidelines
•Skill-based pay
Begin with the end in mind, what do you want to create for your organization and what does your organization want you to create for them....Utilize a FEA to determine priorities and whether it is HR interventions or training which is required to address gaps
I hope some of my ranting will be of some help to
Cheers,
JEV
From Canada, Ottawa
It's all about people...my colleagues have posted suggestions for you to entertain. For me I would suggest that you consider your skill level and competency in each of the categories under the broad umbrella of HR and draw up your plans two fold...what you can do now with expertise to affect change or deliver on results and what areas where you need to develop your competency, short term, long term.
Human Resources over the years has changed dramatically. We are no longer behind the scenes but are strategic business partners with operating groups.There isn't any area of the business that that is not impacted by HR.
These components are built over time and step by step...never, never sacrifice solid careful planning for speed in implementation. Use a project implementation plan with strong change management practices. If you take nothing else from my posting....remember this...patience.
Number one mistake in organizations I have worked with which includes SME + larger corporates...the mistake of wanting it yesterday, sacrificed planning and then wonder what went wrong when employees reacted poorly
I divide the HR functions into groupings. By chunking accountabilities it is easier to build your project implementation plan
Organizational Analysis
•Organizational design
•Job definition and documentation
•Succession planning
•Staffing strategies and utilization
•Communication and decision-making processes
•Management/supervisory practices – leadership, coaching, mentoring
•Vision,Values
Human Resource Management
•Human resources policies
•Employee surveys
•Training and development programs
•Human resources audits
•Hiring and retention strategies
•Human resources information technologies, systems, and operating practices
Performance Management
•Identifying competencies – technical and behavioral
•Goal setting processes
•Defining performance measures that reflect business strategy
•Approaches to assessing or rating performance
•Performance review forms and administration
•Employee and supervisory training and coaching programs
•Links to pay increases, promotions, recognition, and professional development opportunities
Employee recognition programs
•Total reward strategy and compensation philosophy
•Benchmarking and competitive analysis
•Short-term incentive plans
•Long-term incentive plans
Incentive Compensation
•Annual performance bonus plans
•Individual incentives
•Team and group incentives
•Sales compensation
•Gain-sharing plans
Employee Pay
•Compensation philosophy and strategy
•Job evaluation programs
•Customized salary surveys
•Competitive market analysis
•Pay grades and salary structures
•Pay administration guidelines
•Skill-based pay
Begin with the end in mind, what do you want to create for your organization and what does your organization want you to create for them....Utilize a FEA to determine priorities and whether it is HR interventions or training which is required to address gaps
I hope some of my ranting will be of some help to
Cheers,
JEV
From Canada, Ottawa
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