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That's true about HR in India.
I do not know how long it would take for people even in corporate here to understand the role of HR.
While I was doing my MBA in HR, people thought I was a fool to not take up Finance while my numerical skills were good and I was quick in learning balance sheets and all. They suggested if Finance is tough, I should take up Marketing so that I can get ROI on the fees I paid. They mocked me when I said I want to do HR because I love HR. While many of my friends were campus selected and I was sitting at home job hunting for a long 6-8 months, all those people came to re-emphasize what a big mistake I did by taking up HR, wasted my 2 years and all the money....
I realized if we cannot change the perspective of people working in the industry, we cannot change a layman's view. HR is just a department for most firms, especially private small/medium firms. They take up a person who may be a fresher or who may not have relevant experience/skill/knowledge only because they can hire them cheap. Perhaps the mentality is, what knowledge do you need to recruit a person? Anyone can do that. What knowledge do you need to file documents? Even a peon can do so. Thankfully, peons are not made HRs in this cost-cutting age.
I believe there should be proper promotion, and if not promotion, at least people should be educated on HR. Recruitment is outsourced to recruitment consultancy to save time and cost. But how time/cost-effective is this solution? I had gone to a consultancy for an interview. But I declined to work there as my counterparts were not even graduates and were pursuing B.Com/BA had zero skills in screening resumes and what keywords to fetch (sure technical knowledge cannot be possessed by all, but a recruiter's main thing is to know what to keep and which CVs to reject. Unless one knows the proper JD and specification and its significance, I do not understand how you would work on an opening?)
Rare are the consultancies who employ only MBA (HRs) as recruiters. I worked with one such and gained good knowledge. It was a different experience. Felt privileged even to work in a consultancy....
If the viewpoint towards HR changes from being a cost center to a strategic business partner, things would perhaps start to improve. But the transition is what is difficult to do, yet not impossible.
All this was with no offense intended to the people who are into HR with no proper schooling. I do not mean to hurt anyone's sentiment and efforts that they have put in to get that job and perform in the role. However, the fact can't be changed that HR's role is taken very lightly compared to anyone else's role in most organizations.
From India, Mumbai
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I do not know how long it would take for people even in corporate here to understand the role of HR.
While I was doing my MBA in HR, people thought I was a fool to not take up Finance while my numerical skills were good and I was quick in learning balance sheets and all. They suggested if Finance is tough, I should take up Marketing so that I can get ROI on the fees I paid. They mocked me when I said I want to do HR because I love HR. While many of my friends were campus selected and I was sitting at home job hunting for a long 6-8 months, all those people came to re-emphasize what a big mistake I did by taking up HR, wasted my 2 years and all the money....
I realized if we cannot change the perspective of people working in the industry, we cannot change a layman's view. HR is just a department for most firms, especially private small/medium firms. They take up a person who may be a fresher or who may not have relevant experience/skill/knowledge only because they can hire them cheap. Perhaps the mentality is, what knowledge do you need to recruit a person? Anyone can do that. What knowledge do you need to file documents? Even a peon can do so. Thankfully, peons are not made HRs in this cost-cutting age.
I believe there should be proper promotion, and if not promotion, at least people should be educated on HR. Recruitment is outsourced to recruitment consultancy to save time and cost. But how time/cost-effective is this solution? I had gone to a consultancy for an interview. But I declined to work there as my counterparts were not even graduates and were pursuing B.Com/BA had zero skills in screening resumes and what keywords to fetch (sure technical knowledge cannot be possessed by all, but a recruiter's main thing is to know what to keep and which CVs to reject. Unless one knows the proper JD and specification and its significance, I do not understand how you would work on an opening?)
Rare are the consultancies who employ only MBA (HRs) as recruiters. I worked with one such and gained good knowledge. It was a different experience. Felt privileged even to work in a consultancy....
If the viewpoint towards HR changes from being a cost center to a strategic business partner, things would perhaps start to improve. But the transition is what is difficult to do, yet not impossible.
All this was with no offense intended to the people who are into HR with no proper schooling. I do not mean to hurt anyone's sentiment and efforts that they have put in to get that job and perform in the role. However, the fact can't be changed that HR's role is taken very lightly compared to anyone else's role in most organizations.
From India, Mumbai
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Sir, I did my MBA in HR/Marketing in 2011. I joined this company in the month of April 2012 as a Customer Support Executive. The HR who was working earlier left the organization. During that time, one of the employees who was senior was handling HR activities, and that employee has also left now. So, I am the one who did an MBA in HR, and I informed the management earlier about my interest in HR. They offered me this role as an additional responsibility. Actually, before joining this company, I searched for an HR job but could not find one, so I joined as a Customer Support Executive in this company. Our company is a startup with only 18 employees. It was started in 2008 and is in real estate advisory. So, you can give me your suggestions accordingly.
Thank you and Regards, Mrudula
From India, Hyderabad
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Thank you and Regards, Mrudula
From India, Hyderabad
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for green field project HR role,and legal requirement for start company
From India, Gurgaon
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From India, Gurgaon
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As for the job role of HR, it all depends. Assuming a very basic role in HR, the following list shows a few responsibilities of an HR:
1. Recruitment
- Understanding manpower requisition from the concerned department.
- Understanding the requirement and accordingly drafting a job description and getting it approved from the concerned person.
- Sourcing candidates that match the desired skills.
- Screening the candidates by conducting telephonic or personal interviews as the case may be.
- Encouraging the employees to provide references for better prospects.
- Arranging for technical interviews and coordinating with the concerned person.
- Communicating the employment status to the applied candidates.
- Maintaining and updating the database of the candidates.
- Conducting a background verification of the shortlisted candidates.
2. Induction and Onboarding
- When a particular candidate is finalized and selected, giving him an offer letter or letter of intent.
- On joining the services, issuing an appointment letter with a brief working agreement or policies.
- Providing a description of the policies, procedures, and culture followed by the company.
- Properly filing relevant documents of the new joiner as required.
- Introducing him/her to the team, supervisor, and/or manager.
- Explaining the mode of communication.
- Coordinating with the IT team to get his email ID created.
3. HR Policies and HR Manual
- If the company does not have an HR Manual, drafting the same for the company.
- Making or amending the existing policies and procedures.
4. Attendance and Leave Records
- Keeping track of the attendance of the employees.
- Filing the leave forms and keeping a record of the leaves taken.
- Ensuring there is not much absenteeism on any given day.
- Ensuring no employee is irregular, and if there are such cases, taking corrective and/or preventive measures.
5. Performance Management
- Assisting seniors in conducting performance appraisals by adopting better practices.
6. Employee Engagement
- Monitoring employee turnover and exit rates.
- Initiating activities to engage the staff in their work.
- Conducting surveys to understand their engagement levels and taking actions accordingly.
- Planning events or activities regularly or on some occasions, getting those approved by senior management and implementing them.
7. Workforce Management
- Managing the staff to prevent dissatisfaction among colleagues.
- Handling cross-cultural issues.
- Ensuring there is no groupism or dissatisfied individuals.
- Addressing other employee-related issues.
8. Statutory Compliance
- Ensuring compliance with applicable acts regarding leaves, minimum salary, PF, ESIC, medical deductions, and other regulations.
9. Exit Formalities
- Conducting exit interviews for resigning candidates.
- Seeking constructive feedback for the company and implementing corrective measures.
- Assisting individuals in the proper relieving process.
- Issuing relieving letters and letters of experience.
- Handling the full and final settlement for the individual.
10. Compensation and Benefits
- Designing salary structures for employees.
- Advising employees on tax-saving benefits and investment options.
- Calculating Gratuity, managing PF accounts, etc.
11. Employee Motivation and Training
- Organizing training sessions for employees.
- Providing internal training based on individual contributions.
- Hiring trainers with specific skills when needed.
- Sending motivational emails to employees regularly.
These are a few basic responsibilities an HR will have to handle. Wish you all the best.
From India, Bengaluru
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1. Recruitment
- Understanding manpower requisition from the concerned department.
- Understanding the requirement and accordingly drafting a job description and getting it approved from the concerned person.
- Sourcing candidates that match the desired skills.
- Screening the candidates by conducting telephonic or personal interviews as the case may be.
- Encouraging the employees to provide references for better prospects.
- Arranging for technical interviews and coordinating with the concerned person.
- Communicating the employment status to the applied candidates.
- Maintaining and updating the database of the candidates.
- Conducting a background verification of the shortlisted candidates.
2. Induction and Onboarding
- When a particular candidate is finalized and selected, giving him an offer letter or letter of intent.
- On joining the services, issuing an appointment letter with a brief working agreement or policies.
- Providing a description of the policies, procedures, and culture followed by the company.
- Properly filing relevant documents of the new joiner as required.
- Introducing him/her to the team, supervisor, and/or manager.
- Explaining the mode of communication.
- Coordinating with the IT team to get his email ID created.
3. HR Policies and HR Manual
- If the company does not have an HR Manual, drafting the same for the company.
- Making or amending the existing policies and procedures.
4. Attendance and Leave Records
- Keeping track of the attendance of the employees.
- Filing the leave forms and keeping a record of the leaves taken.
- Ensuring there is not much absenteeism on any given day.
- Ensuring no employee is irregular, and if there are such cases, taking corrective and/or preventive measures.
5. Performance Management
- Assisting seniors in conducting performance appraisals by adopting better practices.
6. Employee Engagement
- Monitoring employee turnover and exit rates.
- Initiating activities to engage the staff in their work.
- Conducting surveys to understand their engagement levels and taking actions accordingly.
- Planning events or activities regularly or on some occasions, getting those approved by senior management and implementing them.
7. Workforce Management
- Managing the staff to prevent dissatisfaction among colleagues.
- Handling cross-cultural issues.
- Ensuring there is no groupism or dissatisfied individuals.
- Addressing other employee-related issues.
8. Statutory Compliance
- Ensuring compliance with applicable acts regarding leaves, minimum salary, PF, ESIC, medical deductions, and other regulations.
9. Exit Formalities
- Conducting exit interviews for resigning candidates.
- Seeking constructive feedback for the company and implementing corrective measures.
- Assisting individuals in the proper relieving process.
- Issuing relieving letters and letters of experience.
- Handling the full and final settlement for the individual.
10. Compensation and Benefits
- Designing salary structures for employees.
- Advising employees on tax-saving benefits and investment options.
- Calculating Gratuity, managing PF accounts, etc.
11. Employee Motivation and Training
- Organizing training sessions for employees.
- Providing internal training based on individual contributions.
- Hiring trainers with specific skills when needed.
- Sending motivational emails to employees regularly.
These are a few basic responsibilities an HR will have to handle. Wish you all the best.
From India, Bengaluru
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