I'm a fresher joined IT company as a HR recently. I have been asked to prepare HR related materials. First of all I would like to know the roles and responsibilities of HR in a IT company.
Few questions:
1. I understand there's no hard and fast rule about roles and responsibilities. But, in most of the organizations, who decides the "hike" value--HR or PM?
2. From where and how the increment values are been notified? Top management to PM or HR?
3. Is it necessary to have appraisal meeting with PM, HR and concerned person? I heard some companies are having such setup. Is it necessary? If yes, under what circumstances?
4. If PM is the deciding authority on hike value and if conflict arises, what's the role of HR and how to handle?
5. If HR is the deciding authority on the hike value, what the PM is going to decide?
Thanks for any help.
From India, Madras
Few questions:
1. I understand there's no hard and fast rule about roles and responsibilities. But, in most of the organizations, who decides the "hike" value--HR or PM?
2. From where and how the increment values are been notified? Top management to PM or HR?
3. Is it necessary to have appraisal meeting with PM, HR and concerned person? I heard some companies are having such setup. Is it necessary? If yes, under what circumstances?
4. If PM is the deciding authority on hike value and if conflict arises, what's the role of HR and how to handle?
5. If HR is the deciding authority on the hike value, what the PM is going to decide?
Thanks for any help.
From India, Madras
Few questions:
1. I understand there's no hard and fast rule about roles and responsibilities. But, in most of the organizations, who decides the "hike" value--HR or PM?- Answer is HR
2. From where and how the increment values are been notified? Top management to PM or HR?- Answer is Yes as per the band width of the company , from Top Management to HR and Hr to top management
3. Is it necessary to have appraisal meeting with PM, HR and concerned person? I heard some companies are having such setup. Is it necessary? If yes, under what circumstances?- Answer is , yes its very much required for 360 appraisal process
4. If PM is the deciding authority on hike value and if conflict arises, what's the role of HR and how to handle? - Answer is PM will give only feed back on the candidate but HR will finalise the rating as per the company band width
5. If HR is the deciding authority on the hike value, what the PM is going to decide? - answer is On the job performance
Thanks
Rgds
Prashantha R
Manager - HR
From India, Bangalore
211. I understand there's no hard and fast rule about roles and responsibilities. But, in most of the organizations, who decides the "hike" value--HR or PM?- Answer is HR
2. From where and how the increment values are been notified? Top management to PM or HR?- Answer is Yes as per the band width of the company , from Top Management to HR and Hr to top management
3. Is it necessary to have appraisal meeting with PM, HR and concerned person? I heard some companies are having such setup. Is it necessary? If yes, under what circumstances?- Answer is , yes its very much required for 360 appraisal process
4. If PM is the deciding authority on hike value and if conflict arises, what's the role of HR and how to handle? - Answer is PM will give only feed back on the candidate but HR will finalise the rating as per the company band width
5. If HR is the deciding authority on the hike value, what the PM is going to decide? - answer is On the job performance
Thanks
Rgds
Prashantha R
Manager - HR
From India, Bangalore
Thanks Prashantha for your quick reply. Few more questions as this is a startup and I'm new and fresher.
1. When I decide the "hike" value, should I disclose & discuss with the PM?
2. Currently, there's no work tracking mechanism in the company and if I decide based on the PM's remark and appraisal meeting's outcome, wouldn't it create any problem?
3. When the candidate is not satisfied with the hike value, how to setup the grievance cell?
4. Wouldn't it create any problem as I'm deciding the "hike"? If PM is supporting the candidate and if I'm finding discrepancies, how to handle?
Thanks again.
From India, Madras
1. When I decide the "hike" value, should I disclose & discuss with the PM?
2. Currently, there's no work tracking mechanism in the company and if I decide based on the PM's remark and appraisal meeting's outcome, wouldn't it create any problem?
3. When the candidate is not satisfied with the hike value, how to setup the grievance cell?
4. Wouldn't it create any problem as I'm deciding the "hike"? If PM is supporting the candidate and if I'm finding discrepancies, how to handle?
Thanks again.
From India, Madras
Dear Mr. John,
Be cool and clam.
There is joint function of hike the salary of individual.
HR is just facilitator for the same.
If your immediate reporting officer will give positive report (KRA Repo) then only HR will take initiative for the same with the suggestion of your reporting officer.
Plz feel free to ask if any clarification.
Thanks & Rgds
From India, Mumbai
Be cool and clam.
There is joint function of hike the salary of individual.
HR is just facilitator for the same.
If your immediate reporting officer will give positive report (KRA Repo) then only HR will take initiative for the same with the suggestion of your reporting officer.
Plz feel free to ask if any clarification.
Thanks & Rgds
From India, Mumbai
Thanks bhagwan_07. You seem to contradict with the previous response(?)
If HR is just a facilitator, "who" will decide the hike value? Here there is no process and I'm also a fresher. Should the "hike value" be discussed with the PM or not? Top management seems to be flexible with whatever process I'm going to frame.
From India, Madras
If HR is just a facilitator, "who" will decide the hike value? Here there is no process and I'm also a fresher. Should the "hike value" be discussed with the PM or not? Top management seems to be flexible with whatever process I'm going to frame.
From India, Madras
Dear John,
Hikes are given based on the Performance Evaluation(Appraisals).
360 appraisal is the best one to follow to get the exact results.
HR is the person who decides the hikes for the employees in the organization.
As you have said that you are fresher for the HR role,take the suggestions of some senior person in the HR field if you have anybody in the organization.If no one such HR person is available then you can discuss with your PM.
But generally the role of PM is to give the status of the employees performance in the past year projects as well he can suggests the percentage hike to be given to employees based on the performance.
Thanks,
Shirisha Reddy
From India, Hyderabad
Hikes are given based on the Performance Evaluation(Appraisals).
360 appraisal is the best one to follow to get the exact results.
HR is the person who decides the hikes for the employees in the organization.
As you have said that you are fresher for the HR role,take the suggestions of some senior person in the HR field if you have anybody in the organization.If no one such HR person is available then you can discuss with your PM.
But generally the role of PM is to give the status of the employees performance in the past year projects as well he can suggests the percentage hike to be given to employees based on the performance.
Thanks,
Shirisha Reddy
From India, Hyderabad
Thanks, Shirisha. I'm the only one here and PM is senior. So far he was deciding the hike value. And so I'm confused about my role. If PM suggests more percentage or less percentage, how to take it forward? Wouldn't it create ego problem? (Sorry for being naive)
From India, Madras
From India, Madras
john,
First of all prepare some templates for the following:
1.Annual Performance Evaluation--should be asked the employees to mention the projects they have done in the past year and their role in the project .
Also mention some components like initiative, communication skills ,leadership skills ,technical knowledge etc whatever you want to know from them and ask them to rate themselves(example:5-outstanding,4-good,3,2,1)and to give comments for the mentioned components.And take the comments of the PM on the given rating by employee, finally have the discussion between you all 3(employee,PM and you)
2.Evaluator Information:This is to be filled by PM ,based on the performance evaluation form what he would like to suggest to the employee in terms of designation , salary hike or anything it could be and on what basis he is suggesting.
Based on this you can finalize the hikes, if any problem occurs in the future you will have the written documents of these things.
Hope you have got some idea how to carry on with the appraisal process.
Thanks,
Shirisha
From India, Hyderabad
First of all prepare some templates for the following:
1.Annual Performance Evaluation--should be asked the employees to mention the projects they have done in the past year and their role in the project .
Also mention some components like initiative, communication skills ,leadership skills ,technical knowledge etc whatever you want to know from them and ask them to rate themselves(example:5-outstanding,4-good,3,2,1)and to give comments for the mentioned components.And take the comments of the PM on the given rating by employee, finally have the discussion between you all 3(employee,PM and you)
2.Evaluator Information:This is to be filled by PM ,based on the performance evaluation form what he would like to suggest to the employee in terms of designation , salary hike or anything it could be and on what basis he is suggesting.
Based on this you can finalize the hikes, if any problem occurs in the future you will have the written documents of these things.
Hope you have got some idea how to carry on with the appraisal process.
Thanks,
Shirisha
From India, Hyderabad
Can you please ans me the following questions
Q.1. Elaborate on the system of HR Planning. Outline the steps to be undertaken by organizations to effectively engage in HR Planning.
Q.2. Discuss the various ways in which the commitment of errors in performance appraisal can be minimized.
Q.3. The nature and scope of the Human Resource Management Systems keeps on evolving with the changes in the external and internal environments of organizations. Elaborate on the same.
Q.4. what are some of the traditional and current sources of recruitment used by organizations? What are their pros and cons?
Q.5. How does HRM enable organizations to adapt to the dynamic changes in the environment? Illustrate with examples.
Q.6. As an HR executive, how would you go about devising HRIS for a mid – sized organization?
Q 7 . Discuss the various principles and purposes of promotion and types and purpose of transfers
From India, Bangalore
Q.1. Elaborate on the system of HR Planning. Outline the steps to be undertaken by organizations to effectively engage in HR Planning.
Q.2. Discuss the various ways in which the commitment of errors in performance appraisal can be minimized.
Q.3. The nature and scope of the Human Resource Management Systems keeps on evolving with the changes in the external and internal environments of organizations. Elaborate on the same.
Q.4. what are some of the traditional and current sources of recruitment used by organizations? What are their pros and cons?
Q.5. How does HRM enable organizations to adapt to the dynamic changes in the environment? Illustrate with examples.
Q.6. As an HR executive, how would you go about devising HRIS for a mid – sized organization?
Q 7 . Discuss the various principles and purposes of promotion and types and purpose of transfers
From India, Bangalore
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