Hi everyone,
I am promoted as HR executive in my company recently. I dont have experience in HR i am a fresher in HR. There is no one to train me also. I want to know what role & responsibilites HR does in a company. Kindly share your valuable suggestions to
Thank & Regards,
Mrudula.
From India, Hyderabad
7I am promoted as HR executive in my company recently. I dont have experience in HR i am a fresher in HR. There is no one to train me also. I want to know what role & responsibilites HR does in a company. Kindly share your valuable suggestions to
Thank & Regards,
Mrudula.
From India, Hyderabad
Congratulations Mrudula.
As for the job role of HR, it all depends. Assuming a very basic role in HR 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 reference for better prospects.
Arranging for technical interview and coordinating with the concerned person.
Communicating the employment status to the applied candidates.
Maintaining and updating the database of the candidates.
Doing a background verification of the shortlisted candidates.
2. Induction and On-boarding
When a particular candidate is finalised and selected, giving him offer letter or letter of intent
On joining the services, issuing appointment letter with brief working agreement or policies.
Giving a description on the policies, procedures and culture followed by the company.
Properly filing relevant document of the new joinee as required.
Introducing him/her to the team and supervisor and/or manager.
Explaining the mode of communication.
Coordinating with the IT team to get his email id made.
3. HR Policies and HR Manual
If the company do 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 a track of the attendance of the employees.
Filing the leave forms and keeping a track of the leaves taken.
Seeing to it that there is not much absenteeism on any given day.
Seeing to it that no employee is irregular and if there are such people, taking corrective and/or preventive measures.
5. Performance Management
Helping the seniors do performance appraisal in a better way by adopting better appraisal practices.
6. Employee Engagement
Keeping a track on employee turnover and exit rate.
Taking initiatives to engage the staff to their work.
Taking the surveys in order to understand their engagement level and accordingly take actions.
Planning events or activities regularly or on some occassions, getting those approved by senior management and implementing those.
7. Workforce Management
Handling the staff so that people are not dissatisfied with each other.
Handling cross culture things.
See to it that there is no groupism or no dissatisfied person.
Other employee related issues.
8. Statutory Compliance
Leaves - as per the act that is applicable to you.
minimum salary
pf / esic / medical deductions as applicable
other compliances
9. Exit Formalities
Conducting exit interviews of candidates who are resigning.
Trying to get constructive feedback for company and trying to implement the corrective measures for them.
Helping the person to be relieved properly.
Issuing relieving letter and letter of experience.
Doing the full and final settlement for the person.
10. Compensation and Benefits
Designing the salary structure for employees
Helping employees save tax by advising them on tax benefits plans and other investment options
Calculating the Gratuity, Handling PF accounts, etc.
11. Employee Motivation and T&D/L&D
Many organizations have training sessions for their employees.
You can provide internal training by checking who has what to contribute and accordingly plan a training session.
On the contrary you can also hire trainers with specific skills.
You can also send motivational mails to employee on regular basis.
These are few basic responsibility an HR will have to handle.
Wish you all the best.
From India, Mumbai
As for the job role of HR, it all depends. Assuming a very basic role in HR 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 reference for better prospects.
Arranging for technical interview and coordinating with the concerned person.
Communicating the employment status to the applied candidates.
Maintaining and updating the database of the candidates.
Doing a background verification of the shortlisted candidates.
2. Induction and On-boarding
When a particular candidate is finalised and selected, giving him offer letter or letter of intent
On joining the services, issuing appointment letter with brief working agreement or policies.
Giving a description on the policies, procedures and culture followed by the company.
Properly filing relevant document of the new joinee as required.
Introducing him/her to the team and supervisor and/or manager.
Explaining the mode of communication.
Coordinating with the IT team to get his email id made.
3. HR Policies and HR Manual
If the company do 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 a track of the attendance of the employees.
Filing the leave forms and keeping a track of the leaves taken.
Seeing to it that there is not much absenteeism on any given day.
Seeing to it that no employee is irregular and if there are such people, taking corrective and/or preventive measures.
5. Performance Management
Helping the seniors do performance appraisal in a better way by adopting better appraisal practices.
6. Employee Engagement
Keeping a track on employee turnover and exit rate.
Taking initiatives to engage the staff to their work.
Taking the surveys in order to understand their engagement level and accordingly take actions.
Planning events or activities regularly or on some occassions, getting those approved by senior management and implementing those.
7. Workforce Management
Handling the staff so that people are not dissatisfied with each other.
Handling cross culture things.
See to it that there is no groupism or no dissatisfied person.
Other employee related issues.
8. Statutory Compliance
Leaves - as per the act that is applicable to you.
minimum salary
pf / esic / medical deductions as applicable
other compliances
9. Exit Formalities
Conducting exit interviews of candidates who are resigning.
Trying to get constructive feedback for company and trying to implement the corrective measures for them.
Helping the person to be relieved properly.
Issuing relieving letter and letter of experience.
Doing the full and final settlement for the person.
10. Compensation and Benefits
Designing the salary structure for employees
Helping employees save tax by advising them on tax benefits plans and other investment options
Calculating the Gratuity, Handling PF accounts, etc.
11. Employee Motivation and T&D/L&D
Many organizations have training sessions for their employees.
You can provide internal training by checking who has what to contribute and accordingly plan a training session.
On the contrary you can also hire trainers with specific skills.
You can also send motivational mails to employee on regular basis.
These are few basic responsibility an HR will have to handle.
Wish you all the best.
From India, Mumbai
Dear Mrudulla,
First of all con!!!!!!!!!!!!!!!!!!!
Let me tell what type of your organization, likw
software, factory, industry, or real estate company else,
why because there is lot of different kinds of work in hr
Sample of work in HR
Recruitment
Generalist
Training and development
Statutory complaince( major)
payroll(major)
settlement process
and some more
Regards,
Ajay
From India, Puttur
First of all con!!!!!!!!!!!!!!!!!!!
Let me tell what type of your organization, likw
software, factory, industry, or real estate company else,
why because there is lot of different kinds of work in hr
Sample of work in HR
Recruitment
Generalist
Training and development
Statutory complaince( major)
payroll(major)
settlement process
and some more
Regards,
Ajay
From India, Puttur
Thank you very much mam for your valuable information. I will definitely learn about all these and implement in my company. One question i have how to create HR manual in my company. Our company is into realestate.
Thanks & Regards,
Mrudula.
From India, Hyderabad
Thanks & Regards,
Mrudula.
From India, Hyderabad
Making HR Manual is a Task.
Understand what goes into HR Manual -
1. Company Details / Introduction (like the About us on website)
2. Organizational structure
3. Key people in the company
4. Company's culture
5. Attendance
....a. Office hours
....b. Grace period and late allowance
....c. Consequences of late entry
....d. Overtime schemes (if any)
....e. Rewards (if any) for regular attendance
6. Leave Policy
....a. No. of allowed leaves
....b. Diversification of leaves - PL/CL/SL
....c. Process to avail leave
....d. Special case leave
....e. Leave Encashment policy (if any)
7. All other practices followed by the company
8. Attach in the appendix sample forms if you are to use them.
You can read HR manuals of different companies and accordingly you would understand.
Copy pasting contents won't help but you need to realise which one include and what modifications to be done.
hr manual
the above link is a search link for HR Manual where you'd get much detailed information and possibly HR Manuals of a few companies as well.
Hope it helped. :-)
From India, Mumbai
Understand what goes into HR Manual -
1. Company Details / Introduction (like the About us on website)
2. Organizational structure
3. Key people in the company
4. Company's culture
5. Attendance
....a. Office hours
....b. Grace period and late allowance
....c. Consequences of late entry
....d. Overtime schemes (if any)
....e. Rewards (if any) for regular attendance
6. Leave Policy
....a. No. of allowed leaves
....b. Diversification of leaves - PL/CL/SL
....c. Process to avail leave
....d. Special case leave
....e. Leave Encashment policy (if any)
7. All other practices followed by the company
8. Attach in the appendix sample forms if you are to use them.
You can read HR manuals of different companies and accordingly you would understand.
Copy pasting contents won't help but you need to realise which one include and what modifications to be done.
hr manual
the above link is a search link for HR Manual where you'd get much detailed information and possibly HR Manuals of a few companies as well.
Hope it helped. :-)
From India, Mumbai
Dear Mrudula,
Congratulations for the Promotion!!!
I have attached a file with this post, kindly go through it you will get your answers..
Party Time!!!!!!!!! Don't forget to call me for the same.
Regards
Shubha
Fb Id-
From India, Patna
Congratulations for the Promotion!!!
I have attached a file with this post, kindly go through it you will get your answers..
Party Time!!!!!!!!! Don't forget to call me for the same.
Regards
Shubha
Fb Id-
From India, Patna
Hello Professionals
I have joined one organisation as Ass. HR Manager. Almost 600+ employees are here including manager to labor. Its totally an unogranised and unprofessional organisation which no HR rules at all. I have given duty to organise everything and impliment HR policies and creat professional environment. But here staff are highly non co operative, egoistic and unprofessional who dont ready to change anything.
So my issue is how can I impliment HR policies and creat professional environment. ??
mob. no.: 9979267716
Regards,
Divyesh Patel
From India, Surat
I have joined one organisation as Ass. HR Manager. Almost 600+ employees are here including manager to labor. Its totally an unogranised and unprofessional organisation which no HR rules at all. I have given duty to organise everything and impliment HR policies and creat professional environment. But here staff are highly non co operative, egoistic and unprofessional who dont ready to change anything.
So my issue is how can I impliment HR policies and creat professional environment. ??
mob. no.: 9979267716
Regards,
Divyesh Patel
From India, Surat
Dear Divyesh,
The brief which you have mentioned in your post slightly the same I been through,
Discuss the figure and facts of the policy with your management, I am sure they will
find the answer for the same, I know there are no doubt that employees are non co operative, BUT
The management is the one which employees are working for, In the end they will have to give their acceptance
for the company policy by signing the same . Be Strict in your words but in the polite way.
Regards,
Shubha
Fb Id:
From India, Patna
The brief which you have mentioned in your post slightly the same I been through,
Discuss the figure and facts of the policy with your management, I am sure they will
find the answer for the same, I know there are no doubt that employees are non co operative, BUT
The management is the one which employees are working for, In the end they will have to give their acceptance
for the company policy by signing the same . Be Strict in your words but in the polite way.
Regards,
Shubha
Fb Id:
From India, Patna
Change is the law of nature.
Sharing you personal experience, my firm did had rules which people bend for their own benefits and later ignored. to cite a couple of example,
though office timing is 9.30 to 6, people can walk in leisurely on time they think is feasible. It was as if there was complete freedom for the in-time.
People used to take leaves without filing proper leave applications and many leaves went unnoticed.
When I was appointed as HR I was very much in same situation. For my 1st month, I was drafting attendance policy and was observing the behavior of the people. Simultaneously I drafted leave policy.
These are the two main policies that are responsible for attendance and absenteeism.
I would just suggest you one thing knowing the fact that the people would retaliate to change.
Instead of bringing negative change, bring positive change.
Meaning to say that associate penalty for late comers, but at the same time appreciate the on-time comers. This is difficult for the kind of staff you have... But trust me appreciating a person in front of all his colleagues is a big motivation. Just say a simple thankyou to the person to come on time. He would be motivated to come on time often. And others would also slowly incline towards this.
Use carrot and stick approach. You can suggest to give an award (certificate atleast) for the attender of the year (a person who has minimum late marks and who availed minimum leaves) This brings competition in positive spirit.
The reason people retaliate to change is because they know they would lose.
Coming on time is losing the liberty to sleep few extra minutes and coming leisurely.
Accepting to fill the leave requisition form means foregoing the liberty to be absent on wish without getting noticed.
If you say that this change would benefit them in some way, they would be willing to try it.
Hope it helped. All the best :-)
From India, Mumbai
Sharing you personal experience, my firm did had rules which people bend for their own benefits and later ignored. to cite a couple of example,
though office timing is 9.30 to 6, people can walk in leisurely on time they think is feasible. It was as if there was complete freedom for the in-time.
People used to take leaves without filing proper leave applications and many leaves went unnoticed.
When I was appointed as HR I was very much in same situation. For my 1st month, I was drafting attendance policy and was observing the behavior of the people. Simultaneously I drafted leave policy.
These are the two main policies that are responsible for attendance and absenteeism.
I would just suggest you one thing knowing the fact that the people would retaliate to change.
Instead of bringing negative change, bring positive change.
Meaning to say that associate penalty for late comers, but at the same time appreciate the on-time comers. This is difficult for the kind of staff you have... But trust me appreciating a person in front of all his colleagues is a big motivation. Just say a simple thankyou to the person to come on time. He would be motivated to come on time often. And others would also slowly incline towards this.
Use carrot and stick approach. You can suggest to give an award (certificate atleast) for the attender of the year (a person who has minimum late marks and who availed minimum leaves) This brings competition in positive spirit.
The reason people retaliate to change is because they know they would lose.
Coming on time is losing the liberty to sleep few extra minutes and coming leisurely.
Accepting to fill the leave requisition form means foregoing the liberty to be absent on wish without getting noticed.
If you say that this change would benefit them in some way, they would be willing to try it.
Hope it helped. All the best :-)
From India, Mumbai
Mrudula,
Please tell me... Am stumped by your statement QUOTE I am promoted as HR executive in my company recently. I dont have experience in HR i am a fresher in HR. There is no one to train me also. I want to know what role & responsibilites HR does in a company. UNQUOTE. You dont have experience in HR, you are a fresher in HR but you have also been promoted as HR executive... What kind of company you are working in where you got a promotion without knowing anything in HR, without any experience also. Please tell me address and I want to join ! Do you think it is proper to get promoted to a higher position without knowing anything about the role ??? Normally promotion is given in recognition of somebody's contribution in the present role or you have acquired enough knowledge, skill and experience in the present role ! You sound that you have been given an olympic medal in swimming and you want to learn from us everything about swimming ! hahahah
Anyway, before shifting to the new position, you should sit with the person who has promoted you undeservingly and ask him the same questions I have posed above. There should be somebody in your organisation who should know HR, what is HR and what are the roles of HR and the contribution of HR for the growth of the company.
Best wishes
From India
Please tell me... Am stumped by your statement QUOTE I am promoted as HR executive in my company recently. I dont have experience in HR i am a fresher in HR. There is no one to train me also. I want to know what role & responsibilites HR does in a company. UNQUOTE. You dont have experience in HR, you are a fresher in HR but you have also been promoted as HR executive... What kind of company you are working in where you got a promotion without knowing anything in HR, without any experience also. Please tell me address and I want to join ! Do you think it is proper to get promoted to a higher position without knowing anything about the role ??? Normally promotion is given in recognition of somebody's contribution in the present role or you have acquired enough knowledge, skill and experience in the present role ! You sound that you have been given an olympic medal in swimming and you want to learn from us everything about swimming ! hahahah
Anyway, before shifting to the new position, you should sit with the person who has promoted you undeservingly and ask him the same questions I have posed above. There should be somebody in your organisation who should know HR, what is HR and what are the roles of HR and the contribution of HR for the growth of the company.
Best wishes
From India
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