hello sir, i want to know what type of dutes & resposibilites has a HR maneger in an orgnisation pls give me relevant information regarding my topic and also add some few think regading HR maneger work in a company Thank you.
From India, Lucknow
From India, Lucknow
PSB information related to roles and responsibilities of HR Manager:
•Looking after the Recruitment process.
•Employee counseling for all the employees.
•Meeting up with most of the employees and controlling the attrition rate.
•Implemented Employee Welfare schemes.
•Implementing Human Resources Management Systems and Practices.
•Revision of the existing policies.
•Induction for new employees
•Attendance monitoring
•Updation of Employee portals
•Workflow automation - HRMS
•Employee Engagement Initiatives
•Employee communication
•Reward and Recognition
•Exit Interviews
•Attrition analysis
•Co ordination for Corporate Social Responsibility
•Career Planning and Succession Planning
•Revision of Organization Structure
•Job Specifications / Job Descriptions
•Project Incentives, Statuary Compliance ( PF, Gratuity, ESI etc)
Regards
Rashmi Bansal
From India, New Delhi
•Looking after the Recruitment process.
•Employee counseling for all the employees.
•Meeting up with most of the employees and controlling the attrition rate.
•Implemented Employee Welfare schemes.
•Implementing Human Resources Management Systems and Practices.
•Revision of the existing policies.
•Induction for new employees
•Attendance monitoring
•Updation of Employee portals
•Workflow automation - HRMS
•Employee Engagement Initiatives
•Employee communication
•Reward and Recognition
•Exit Interviews
•Attrition analysis
•Co ordination for Corporate Social Responsibility
•Career Planning and Succession Planning
•Revision of Organization Structure
•Job Specifications / Job Descriptions
•Project Incentives, Statuary Compliance ( PF, Gratuity, ESI etc)
Regards
Rashmi Bansal
From India, New Delhi
Hi All,
Kindly let me know about the Main Function of an HR Department for which one organization bound to establish this department. As per payroll and policy concern only one or two person can do the things.
BRgds/ Saroj Kumar Deka
From India, New Delhi
15Kindly let me know about the Main Function of an HR Department for which one organization bound to establish this department. As per payroll and policy concern only one or two person can do the things.
BRgds/ Saroj Kumar Deka
From India, New Delhi
Hi Atul,
Traditionally HR manager's job profile falls under ‘PODSCROB’- Planning , Organizing , Developing , Staffing, Recruiting , Organizing & Budgeting. HR Managers in a generalist role in today’s world are generally in a business partnering profile where their role is that of a Strategic partner, administrative expert, employee Advocate & a change agent. HR managers in a specialist role could be driving the compensation philosophy of the organization , talent acquisition, Rewards & recognition, Organization development etc. Though these days HR, Recruitment & OD are considered to be separate functions of HR, it wholly depends on how finely the responsibilities been bifurcated.
Regards,
From India, Pune
Traditionally HR manager's job profile falls under ‘PODSCROB’- Planning , Organizing , Developing , Staffing, Recruiting , Organizing & Budgeting. HR Managers in a generalist role in today’s world are generally in a business partnering profile where their role is that of a Strategic partner, administrative expert, employee Advocate & a change agent. HR managers in a specialist role could be driving the compensation philosophy of the organization , talent acquisition, Rewards & recognition, Organization development etc. Though these days HR, Recruitment & OD are considered to be separate functions of HR, it wholly depends on how finely the responsibilities been bifurcated.
Regards,
From India, Pune
1. Pre-Recruitment Process
a. Receipt of requirement of manpower from various department heads.
b. Scutinise them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate Recruitment process.
2. Recruitment Process
a. Prepare Advertisements etc for the recruitment.
b. Scrutinise and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct Interviews through panels.
e. Preparation of offer letters as required.
3. Joining Formalities:
a. Administrating Joining formalities.
b. Pre Employment Reference checks.
c. Preparation of Appointment Advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Co ordinating to get Employee ID Cards.
f. Handing over the New hire to the concerned HOD/Manager.
g. Preparation of Job Profiles co ordination with HOD/Managers for new posts.
4. Employee Personal File Maintenance:
a. Opening new file and Closing the Resigned employee’s File.
b. Make sure all Employee files are maintained safely with care.
c. Make sure all personal records are available in the files.
d. Periodic Personal File Auditing.
5. Employee Data Base:
a. Keeping Track of Knowledge Management Software.
b. Maintenance of HRIS.
6. Confirmation Formalities:
a. Intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting Confirmation Appraisals.
c. Co ordinating for Skill Gap Analysis.
d. Co ordinating to set Quality Objectives for each job profile.
e. Ensuring updation of the existing Job Profiles.
f. Processing the Confirmation.
7. ISO Compliance:
a. Ensuring all the updation of the ISO documentation and HR Formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the Internal and External Audits, accountable to enforce the correctional actions.
8. Statutory Compliance:
a. Handling PF and ESI formalities and co ordinating with other departments.
b. Handling Apprentice Training, Submitting Periodic Returns to Board.
c. Submitting other returns to the labour Department as per Shops and establishment Act.
9. Training And Development:
a. Conducting Induction Training for new hires.
b. Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback and suggestions.
c. Co ordinating External and Internal Training Programs.
d. Maintaining Training Records.
e. Analysis of Training Feedback.
10. Performance Appraisal:
a. Prepared the new Appraisal Form.
b. Educated employees about self-appraisal.
c. Provided inputs to HOD’s for Appraisals.
d. Prepared Appraisal Letters.
11. Employee Relation:
a. Having formal and Informal counselling with employees.
b. Prepared Event Calendar of monthly recreation to motivate employees.
c. Handling Corporate Medical Insurance.
d. Processing required letters on employee’s request.
12. Report Generation:
a. Generating and analyzing Employee Attrition Reports, Training Evaluation, and Manpower Status.
b. Weekly and monthly recruitment reports
c. Report generation of Pre appraisal, Appraisal and Post Appraisals.
d. Salary Details Reports to Accounts Department.
e. Reports as per the HOD’s request.
13. Exit Formalities:
a. Administering Exit paper work including all Statutory requirements.
b. Conducting Exit Interviews.
c. Preparing Exit Interview Summary.
d. Giving post employment reference for relieved employees.
e. Processing File to Accounts Department for final settlement.
From India, Bhilwara
a. Receipt of requirement of manpower from various department heads.
b. Scutinise them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate Recruitment process.
2. Recruitment Process
a. Prepare Advertisements etc for the recruitment.
b. Scrutinise and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct Interviews through panels.
e. Preparation of offer letters as required.
3. Joining Formalities:
a. Administrating Joining formalities.
b. Pre Employment Reference checks.
c. Preparation of Appointment Advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Co ordinating to get Employee ID Cards.
f. Handing over the New hire to the concerned HOD/Manager.
g. Preparation of Job Profiles co ordination with HOD/Managers for new posts.
4. Employee Personal File Maintenance:
a. Opening new file and Closing the Resigned employee’s File.
b. Make sure all Employee files are maintained safely with care.
c. Make sure all personal records are available in the files.
d. Periodic Personal File Auditing.
5. Employee Data Base:
a. Keeping Track of Knowledge Management Software.
b. Maintenance of HRIS.
6. Confirmation Formalities:
a. Intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting Confirmation Appraisals.
c. Co ordinating for Skill Gap Analysis.
d. Co ordinating to set Quality Objectives for each job profile.
e. Ensuring updation of the existing Job Profiles.
f. Processing the Confirmation.
7. ISO Compliance:
a. Ensuring all the updation of the ISO documentation and HR Formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the Internal and External Audits, accountable to enforce the correctional actions.
8. Statutory Compliance:
a. Handling PF and ESI formalities and co ordinating with other departments.
b. Handling Apprentice Training, Submitting Periodic Returns to Board.
c. Submitting other returns to the labour Department as per Shops and establishment Act.
9. Training And Development:
a. Conducting Induction Training for new hires.
b. Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback and suggestions.
c. Co ordinating External and Internal Training Programs.
d. Maintaining Training Records.
e. Analysis of Training Feedback.
10. Performance Appraisal:
a. Prepared the new Appraisal Form.
b. Educated employees about self-appraisal.
c. Provided inputs to HOD’s for Appraisals.
d. Prepared Appraisal Letters.
11. Employee Relation:
a. Having formal and Informal counselling with employees.
b. Prepared Event Calendar of monthly recreation to motivate employees.
c. Handling Corporate Medical Insurance.
d. Processing required letters on employee’s request.
12. Report Generation:
a. Generating and analyzing Employee Attrition Reports, Training Evaluation, and Manpower Status.
b. Weekly and monthly recruitment reports
c. Report generation of Pre appraisal, Appraisal and Post Appraisals.
d. Salary Details Reports to Accounts Department.
e. Reports as per the HOD’s request.
13. Exit Formalities:
a. Administering Exit paper work including all Statutory requirements.
b. Conducting Exit Interviews.
c. Preparing Exit Interview Summary.
d. Giving post employment reference for relieved employees.
e. Processing File to Accounts Department for final settlement.
From India, Bhilwara
Very detailed and reasoned points have been given in the above posts.
The main purpose of HR Management is to see the company's necessity of HR and the cordial relation with the HR for the growth of the company and its HR within the ambit of Law, Rules, Conventions, Needs and Resources.
From India, Chandigarh
The main purpose of HR Management is to see the company's necessity of HR and the cordial relation with the HR for the growth of the company and its HR within the ambit of Law, Rules, Conventions, Needs and Resources.
From India, Chandigarh
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