Hi, This is Mamta from KSHIPL I would like to know - what are the roles & responsibilities of an HR Head in the education industry.
From India, Mumbai
1From India, Mumbai
hi mamta,
please find below the roles & responsibilities of HR Head which one of our citehr contributor provided before. this may help u.
Some times operational heads are posted as HR heads for the peculirities of circumstances or policies of an organisation.Thus he may not be aware of the fine details of HR functions.However as he will be assisted by a team of experts in the field, he shall not have any problem in running HR function.My thoughts on the issue are :
1)Traits/skills :
a) The HR head sholud have a great degree of commensense to anticipate events/consequences.
b) He shall have ability to listen to his team as he is not an expert in HR.
c) He shall have ability to analyse what he listened and what he read that is put up befor him to get to the bottom of the issues.
d) He should have good communication skills to communicate effectively and clearly.
e) He should lead his team.
Roles and responsibilties.
1) He shall faciltate framing HR policies on various issues after discussing with senior mangement and with the help of his team.
2) He shall oversee the implementation of the HR policies with the help of his team by monitoring it
3) He shall frame service conditions and oversee their implementation in the organisation
3)He shall stream line the grievance redressal system and monitor it with the help of his team.
4) He sahll ensure statutory compliances with the help of HR team.
5)He shall monitor disciplinary cases with HR team's assistance.
6)He shall monitor industrial relations situation in the organisation.
7)He shall assist top management in collective bargaining- negotiations/ settlements etc.
These are few which I can visualise for HR head.
Regards,
sai.
From India, Hyderabad
please find below the roles & responsibilities of HR Head which one of our citehr contributor provided before. this may help u.
Some times operational heads are posted as HR heads for the peculirities of circumstances or policies of an organisation.Thus he may not be aware of the fine details of HR functions.However as he will be assisted by a team of experts in the field, he shall not have any problem in running HR function.My thoughts on the issue are :
1)Traits/skills :
a) The HR head sholud have a great degree of commensense to anticipate events/consequences.
b) He shall have ability to listen to his team as he is not an expert in HR.
c) He shall have ability to analyse what he listened and what he read that is put up befor him to get to the bottom of the issues.
d) He should have good communication skills to communicate effectively and clearly.
e) He should lead his team.
Roles and responsibilties.
1) He shall faciltate framing HR policies on various issues after discussing with senior mangement and with the help of his team.
2) He shall oversee the implementation of the HR policies with the help of his team by monitoring it
3) He shall frame service conditions and oversee their implementation in the organisation
3)He shall stream line the grievance redressal system and monitor it with the help of his team.
4) He sahll ensure statutory compliances with the help of HR team.
5)He shall monitor disciplinary cases with HR team's assistance.
6)He shall monitor industrial relations situation in the organisation.
7)He shall assist top management in collective bargaining- negotiations/ settlements etc.
These are few which I can visualise for HR head.
Regards,
sai.
From India, Hyderabad
hi.. please find belwo the same.
Primary Responsibilities:
1. Work closely with Hiring Managers to develop position profile and to understand overall needs and requirements. (Description, salary, timing, expectations, etc)
2. Create a comprehensive job description based on hiring manager specifications to be used to present to candidates and to post to job boards and internal gateways.
3. Work with Sourcing Analyst to develop appropriate sourcing strategies for each role.
4. Educate client on the recruiting process and the roles involved in the process
5. With use of Enterprise applicant tracking technology and innovative recruiting tools, review and select candidates to move forward from the slate presented by sourcing efforts, determine and instruct next course of action.
6. Develop and Manage strong consultative relationships with hiring managers and candidates.
7. Solicit and document hiring manager and candidate feedback throughout the interview process.
8. Disposition all candidates personally contacted in recruiting cycle (phone screen or higher manager interview).
Secondary Responsibilities:
1. Participate in recruitment knowledge sharing and best practices.
2. Manage the recruiting process to meet hiring goals through the use of effective resource management and effective use of Enterprise applicant tracking system.
3. Consistently meet the performance metrics as defined by the Director of Recruiting.
4. Provide reporting and regular status updates to the Director of Recruiting and Hiring Manager as required.
5. Solicit referrals from potential talent and internal employees/recent hires.
attribution https://www.citehr.com/25813-role-ju...#ixzz37FBVILYg
From India, Hyderabad
Primary Responsibilities:
1. Work closely with Hiring Managers to develop position profile and to understand overall needs and requirements. (Description, salary, timing, expectations, etc)
2. Create a comprehensive job description based on hiring manager specifications to be used to present to candidates and to post to job boards and internal gateways.
3. Work with Sourcing Analyst to develop appropriate sourcing strategies for each role.
4. Educate client on the recruiting process and the roles involved in the process
5. With use of Enterprise applicant tracking technology and innovative recruiting tools, review and select candidates to move forward from the slate presented by sourcing efforts, determine and instruct next course of action.
6. Develop and Manage strong consultative relationships with hiring managers and candidates.
7. Solicit and document hiring manager and candidate feedback throughout the interview process.
8. Disposition all candidates personally contacted in recruiting cycle (phone screen or higher manager interview).
Secondary Responsibilities:
1. Participate in recruitment knowledge sharing and best practices.
2. Manage the recruiting process to meet hiring goals through the use of effective resource management and effective use of Enterprise applicant tracking system.
3. Consistently meet the performance metrics as defined by the Director of Recruiting.
4. Provide reporting and regular status updates to the Director of Recruiting and Hiring Manager as required.
5. Solicit referrals from potential talent and internal employees/recent hires.
attribution https://www.citehr.com/25813-role-ju...#ixzz37FBVILYg
From India, Hyderabad
Hi mamata,
Please clarify. When you say Education Industry, What exactly is the type of business ? are you selling eduction material like books, educational CDs etc ? or you conduct some courses to educate your students to acquire some new skills. Please explain in details about your organization
Satish Akut- 9822602908
From India, Pune
Please clarify. When you say Education Industry, What exactly is the type of business ? are you selling eduction material like books, educational CDs etc ? or you conduct some courses to educate your students to acquire some new skills. Please explain in details about your organization
Satish Akut- 9822602908
From India, Pune
Dear Mamta,
Your query, "what is the roles & responsibility as an HR Head in education industry?"
Let me clarify right in the beginning that the core function of HR is not domain dependent.
It remains the same by getting the fundamentals right: mastering people processes, delivering on recruiting and staffing, transforming HR into a strategic partner. However keeping in pace with the ever increasing competition HR will have to learn a few aspects to name a few as follows
- managing demographics: managing the loss of capacity and knowledge, managing the ageing workforce
- ensure it builds a learning organization: choosing a learning strategy, boosting the number of on-the-job development programs, measuring the return on investment.
- be able to help people managing work-life balance: determining what people need, building programs that afford flexible working hours, enhancing corporate social responsibility
- manage changes and cultural transformation: determining and shaping desired behaviors, ensuring top-management support.
Therefor as you can see, it's quite different from what is assumed, hence I thought there was not point delving on the same beaten path. This response is an attempt to look into emerging trends, on what's happening around us and how things might shape up in the future.
Writing in the Work Force - Analysis, the authors John Boudreau, Ian Ziskin and Carrie Gibson in their essay, " What Is the Future of HR? " enlighten us in this fashion. " Robert Browning’s poem “Andrea del Sarto” describes the 16th-century painter’s love for his wife but laments that del Sarto is limited by the mundane duties of earning money and supporting her, while his more famous (and unmarried) contemporaries Leonardo da Vinci, Michelangelo and Raphael live for their work with greater passion and spirit. Despite being published in 1855, the Victorian Age poet’s work is relevant to the challenges facing human resources leaders today. The demands of day-to-day HR may be crowding out the focus, passion and spirit that are necessary if practitioners are to take a leading role in helping organizations capitalize on opportunities offered by emerging trends in technology. This could hinder an organization’s quest to maximize productivity and be competitive.
It is essential for HR leaders to accurately anticipate the future and how such changes may affect their accountability. Without the capacity to recognize and accurately plan for changes in the business landscape, coping strategies cannot be proactive — they can only be reactive — and at a much higher cost. Given the accelerated changes occurring in today’s turbulent economy, and narrowing it down to the workplace, Line Managers, Operational Executives and Human Resource (HR) practitioners, most especially, are called to move away from their traditional operational administrative functions and to play a more strategic role in strengthening organizational capabilities. On the other side Line Managers are becoming quite equipped with man-maanagement so much so that they are becoming the primary source for their team memeber as a contact point for all challenges faced, be it technical or non-technical, and HR being reduced to just receving in-puts for enuring obstacles are removed or necesary changes be made. The role therfore reduced more to maintainers rather than makers.
The challenges therefore for HR professionals are a plenty from globalization to increased competition, to the changing age and competency profi le of the current workforce. As an enabler for the knowledge economy, information technology can also be considered a driving force. The increasing recognition of “human capital” as an asset with a significant impact on sustained competitive advantage is driving the transformation of many companies’ HR function.
Any HR leader desiring to make a strategic contribution must look to the future with more foresight and accuracy than ever before. This is not an easy task
The HR function of the future: new roles and a changing focus
Dave Ulrich has outlined five key roles HR has to play in order to help organizations meet their strategic objectives:
• Strategic business partner
• Change agent
• Employee champion
• Manager of personnel acquisition and development
• Manager of processing, compliance, and reporting
The mantra is to live global, act local. Understanding and Managing People by investing in the Next Generation.
Human Resource professionals must learn to master and play new roles - discern, create, and adapt culture to business conditions. Rethink organizations as capabilities, not structures, by creating mutually rewarding collaborative practices.
Do work that is meaningful. that encourages use of the mind and brain
Have a feeling of ability and competence and also feel that they are making a difference
Having choices and discretion over how work is carried out
Take decisive and proactive action when dealing with issues
Conclusion: The world is changing in ways that put HR in the spotlight. Without
question, change is constant. HR can't be what it used to be, and people who intend making it "big" in the HR of the future should broaden their perspectives, challenge the conventional wisdom regarding HRM and peek into the future.
From India, Hyderabad
Your query, "what is the roles & responsibility as an HR Head in education industry?"
Let me clarify right in the beginning that the core function of HR is not domain dependent.
It remains the same by getting the fundamentals right: mastering people processes, delivering on recruiting and staffing, transforming HR into a strategic partner. However keeping in pace with the ever increasing competition HR will have to learn a few aspects to name a few as follows
- managing demographics: managing the loss of capacity and knowledge, managing the ageing workforce
- ensure it builds a learning organization: choosing a learning strategy, boosting the number of on-the-job development programs, measuring the return on investment.
- be able to help people managing work-life balance: determining what people need, building programs that afford flexible working hours, enhancing corporate social responsibility
- manage changes and cultural transformation: determining and shaping desired behaviors, ensuring top-management support.
Therefor as you can see, it's quite different from what is assumed, hence I thought there was not point delving on the same beaten path. This response is an attempt to look into emerging trends, on what's happening around us and how things might shape up in the future.
Writing in the Work Force - Analysis, the authors John Boudreau, Ian Ziskin and Carrie Gibson in their essay, " What Is the Future of HR? " enlighten us in this fashion. " Robert Browning’s poem “Andrea del Sarto” describes the 16th-century painter’s love for his wife but laments that del Sarto is limited by the mundane duties of earning money and supporting her, while his more famous (and unmarried) contemporaries Leonardo da Vinci, Michelangelo and Raphael live for their work with greater passion and spirit. Despite being published in 1855, the Victorian Age poet’s work is relevant to the challenges facing human resources leaders today. The demands of day-to-day HR may be crowding out the focus, passion and spirit that are necessary if practitioners are to take a leading role in helping organizations capitalize on opportunities offered by emerging trends in technology. This could hinder an organization’s quest to maximize productivity and be competitive.
It is essential for HR leaders to accurately anticipate the future and how such changes may affect their accountability. Without the capacity to recognize and accurately plan for changes in the business landscape, coping strategies cannot be proactive — they can only be reactive — and at a much higher cost. Given the accelerated changes occurring in today’s turbulent economy, and narrowing it down to the workplace, Line Managers, Operational Executives and Human Resource (HR) practitioners, most especially, are called to move away from their traditional operational administrative functions and to play a more strategic role in strengthening organizational capabilities. On the other side Line Managers are becoming quite equipped with man-maanagement so much so that they are becoming the primary source for their team memeber as a contact point for all challenges faced, be it technical or non-technical, and HR being reduced to just receving in-puts for enuring obstacles are removed or necesary changes be made. The role therfore reduced more to maintainers rather than makers.
The challenges therefore for HR professionals are a plenty from globalization to increased competition, to the changing age and competency profi le of the current workforce. As an enabler for the knowledge economy, information technology can also be considered a driving force. The increasing recognition of “human capital” as an asset with a significant impact on sustained competitive advantage is driving the transformation of many companies’ HR function.
Any HR leader desiring to make a strategic contribution must look to the future with more foresight and accuracy than ever before. This is not an easy task
The HR function of the future: new roles and a changing focus
Dave Ulrich has outlined five key roles HR has to play in order to help organizations meet their strategic objectives:
• Strategic business partner
• Change agent
• Employee champion
• Manager of personnel acquisition and development
• Manager of processing, compliance, and reporting
The mantra is to live global, act local. Understanding and Managing People by investing in the Next Generation.
Human Resource professionals must learn to master and play new roles - discern, create, and adapt culture to business conditions. Rethink organizations as capabilities, not structures, by creating mutually rewarding collaborative practices.
Do work that is meaningful. that encourages use of the mind and brain
Have a feeling of ability and competence and also feel that they are making a difference
Having choices and discretion over how work is carried out
Take decisive and proactive action when dealing with issues
Conclusion: The world is changing in ways that put HR in the spotlight. Without
question, change is constant. HR can't be what it used to be, and people who intend making it "big" in the HR of the future should broaden their perspectives, challenge the conventional wisdom regarding HRM and peek into the future.
From India, Hyderabad
Hello Mamta,
HR Head position in the educational industries sector is bit. Fundamental responsibilities and duties of HR Head remain same as shared thoughts by our HR professional fellows.
But, the educational Industries are also highly competitive in emerging market of human knowledge development service sector. The quality of their their products are totally depends on the human resource (teachers) not in the machinery resource. The HR policy of active participation of the teachers in their roles will give immense impact in the result.
HR head should have full knowledge of the Educational Policy of the State Govt. and Central as well. The policy of the school authority and management is also very important.
Hiring/Recruitment: All highly qualify and top in educational background candidates are not perfect to be became a teacher. Related psychometric analysis and work with faculty head or senior reliable teacher will be required.
Induction and training: We can not say all trained teacher are trained professional teacher. They need to have good time to adapt new institutes environment and different attitude of students.
Appraisal: Design an appraisal and Feedback technique from the teacher itself and students about the teacher,etc.
There are so many methods to be applied when we come to the real Practical Management in the Education. The art of management is convert imagination into the real act and visible result. Education will brings us better shape in our future, I wish you.
Warmest Regards,
Mr. Jiten Khuman
+971 55 66 58636
From United Arab Emirates, Dubai
HR Head position in the educational industries sector is bit. Fundamental responsibilities and duties of HR Head remain same as shared thoughts by our HR professional fellows.
But, the educational Industries are also highly competitive in emerging market of human knowledge development service sector. The quality of their their products are totally depends on the human resource (teachers) not in the machinery resource. The HR policy of active participation of the teachers in their roles will give immense impact in the result.
HR head should have full knowledge of the Educational Policy of the State Govt. and Central as well. The policy of the school authority and management is also very important.
Hiring/Recruitment: All highly qualify and top in educational background candidates are not perfect to be became a teacher. Related psychometric analysis and work with faculty head or senior reliable teacher will be required.
Induction and training: We can not say all trained teacher are trained professional teacher. They need to have good time to adapt new institutes environment and different attitude of students.
Appraisal: Design an appraisal and Feedback technique from the teacher itself and students about the teacher,etc.
There are so many methods to be applied when we come to the real Practical Management in the Education. The art of management is convert imagination into the real act and visible result. Education will brings us better shape in our future, I wish you.
Warmest Regards,
Mr. Jiten Khuman
+971 55 66 58636
From United Arab Emirates, Dubai
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