Thanks for raising up this matter as it is the 1st time I have heard of this. My understanding of this is as follows which I hope is correct - Human Resource most basic function is -
R - recruitment, all functions which involves in recruiting an employee from advertising, interviewing to selecting the right candidate then;
I - induction which is the orientation process for a new employee where he/she is introduced to the Company and its procedures and policies as well as the Company's culture, then;
C - confirmation which is after a probational period the new employee goes thru to show that they are the right person for the job and they hopefully continues working for years until;
E - exit is when they resign and HR has to do the exit interview & exit process for the staff leaving the company.
This is then the cycle which goes on for all employees of a company.
From Malaysia, Kuala Lumpur
R - recruitment, all functions which involves in recruiting an employee from advertising, interviewing to selecting the right candidate then;
I - induction which is the orientation process for a new employee where he/she is introduced to the Company and its procedures and policies as well as the Company's culture, then;
C - confirmation which is after a probational period the new employee goes thru to show that they are the right person for the job and they hopefully continues working for years until;
E - exit is when they resign and HR has to do the exit interview & exit process for the staff leaving the company.
This is then the cycle which goes on for all employees of a company.
From Malaysia, Kuala Lumpur
Recruitment information means the process of recruitment ie finding vacancies in the company through different deptt
, getting information about the same than recruiting , putting on probation as per the policy of the company and if find suitable confirm in the job. later on if any employee leaves the company of his own than getting to know the reasons for leaving through exit interview. The exit interview helps the employee to take corrective measures so that next time this is not repeated.
permeshwer
From India, Pune
4, getting information about the same than recruiting , putting on probation as per the policy of the company and if find suitable confirm in the job. later on if any employee leaves the company of his own than getting to know the reasons for leaving through exit interview. The exit interview helps the employee to take corrective measures so that next time this is not repeated.
permeshwer
From India, Pune
Well...after going through all the post...what I understand is this:
Interestingly, my search reveals that this seems to be a job title created by a certain company and not a widely accepted acronym for established HR processes.
The way they are defining the role of HR specialist - RICE is actually looks like an HR generalist job description and not specialist role.
Now for many others benefit (who still have problem understnading even when there has been enough detailed explanations given by Dhingara, Rai, Simhan and other knowledgeable forum members) HR functions are typically divided into following areas:
- Recruitment
- People Basics (Staff administration)
- Learning & Development / Training
- Employee Engagement
- Communication
- Sustainability / Welfare activities
An HR generalist is the person who has experience in whole gamut of HR functions where as a specialist is the person who is expert in only specific function, e.g. OD HR specialist. An OD specialist is typically an expert in organizational change, organizational communication, restructuring, reengineering etc.
I agree with Saurav that in the context “I” should be more like “Induction” rather than information.
Wishes
m0na
From India
Interestingly, my search reveals that this seems to be a job title created by a certain company and not a widely accepted acronym for established HR processes.
The way they are defining the role of HR specialist - RICE is actually looks like an HR generalist job description and not specialist role.
Now for many others benefit (who still have problem understnading even when there has been enough detailed explanations given by Dhingara, Rai, Simhan and other knowledgeable forum members) HR functions are typically divided into following areas:
- Recruitment
- People Basics (Staff administration)
- Learning & Development / Training
- Employee Engagement
- Communication
- Sustainability / Welfare activities
An HR generalist is the person who has experience in whole gamut of HR functions where as a specialist is the person who is expert in only specific function, e.g. OD HR specialist. An OD specialist is typically an expert in organizational change, organizational communication, restructuring, reengineering etc.
I agree with Saurav that in the context “I” should be more like “Induction” rather than information.
Wishes
m0na
From India
Hi Rashmi,
'Recruitment information' is a combined word to indicate knowledge of all the end to end information about the HR process from recruitment till the exit of the employee. In fact RICE is not a recognized HR term yet. To make some sense of 'RCE' the letter 'I' has been added by some HR experts to denote 'information' for making a complete word 'RICE' to make some easily understandable abbreviation.
From India, Delhi
'Recruitment information' is a combined word to indicate knowledge of all the end to end information about the HR process from recruitment till the exit of the employee. In fact RICE is not a recognized HR term yet. To make some sense of 'RCE' the letter 'I' has been added by some HR experts to denote 'information' for making a complete word 'RICE' to make some easily understandable abbreviation.
From India, Delhi
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