Hello
to everyone, would any senior like to help me , i would like to know the function of HR Manager, i have a knowledge of legal department of hr, maintaing compliances, PF AND ESI, but what is the main role of hr manager, how he help the company to make- polices , performance appraisal . how it make.
plz revert me.
Regards
priya
From India, Delhi
to everyone, would any senior like to help me , i would like to know the function of HR Manager, i have a knowledge of legal department of hr, maintaing compliances, PF AND ESI, but what is the main role of hr manager, how he help the company to make- polices , performance appraisal . how it make.
plz revert me.
Regards
priya
From India, Delhi
Hi Priya
The functions of HR Managers are as below
Organisation Development
Organisation Behavior
Organisation Structure
End to End Recruitment procedures
Statutory & Compliance
Framing Policies & Procedures
Training & Development
Development of work culture
Motivating Employees
Appraisals
Employee Engagement
Time Management
etc...
From India, Bangalore
639The functions of HR Managers are as below
Organisation Development
Organisation Behavior
Organisation Structure
End to End Recruitment procedures
Statutory & Compliance
Framing Policies & Procedures
Training & Development
Development of work culture
Motivating Employees
Appraisals
Employee Engagement
Time Management
etc...
From India, Bangalore
Hi Priya,
Jeeva has highlighted some good key points, however I would like to know the context of your question. If you are already in system, you should understand the following:
Industry or Field can be any kind but HR will remain unique in that system. HR observes the employee and employer needs and facilitate the coordination in business growth. In this process, HR will streamline the processes and procedures that draw certain guidelines to each functional area in the business.
As a contributor, you should drive agreed processes and policies as Jeeva highlighted. This process also includes employee satisfaction, motivation, and retention. If you surely understand the points that are mentioned by Jeeva, all these key processes are inter-linked and impact the corporate budget in a very effective manner.
Thus, a HR Manager who should understand the business requirement, build an effective healthy environment, maintain corporate values in the corporate domain, and to deliver a flaw-less service to his internal and external clients.
Knowing HR is deep and vast, and I suggest you to go through DK or Wiley publications to understand the effect of a HR in any organization. According to recent survey, 72% of HR managers are just doing the daily tasking whereas the rest are proven as innovative HR Managers.
Lengthy but hope you will get an idea out of it .... :)
From United Arab Emirates, Dubai
Jeeva has highlighted some good key points, however I would like to know the context of your question. If you are already in system, you should understand the following:
Industry or Field can be any kind but HR will remain unique in that system. HR observes the employee and employer needs and facilitate the coordination in business growth. In this process, HR will streamline the processes and procedures that draw certain guidelines to each functional area in the business.
As a contributor, you should drive agreed processes and policies as Jeeva highlighted. This process also includes employee satisfaction, motivation, and retention. If you surely understand the points that are mentioned by Jeeva, all these key processes are inter-linked and impact the corporate budget in a very effective manner.
Thus, a HR Manager who should understand the business requirement, build an effective healthy environment, maintain corporate values in the corporate domain, and to deliver a flaw-less service to his internal and external clients.
Knowing HR is deep and vast, and I suggest you to go through DK or Wiley publications to understand the effect of a HR in any organization. According to recent survey, 72% of HR managers are just doing the daily tasking whereas the rest are proven as innovative HR Managers.
Lengthy but hope you will get an idea out of it .... :)
From United Arab Emirates, Dubai
Thanks Jeeva ji and anil ji. i am satisfied with ur answer ., and i have one more question plz answer me , how hr manager make performance appraisals of employee. is there any format. how they give rate & ranking to all employees like accountant , engineer, and sales exe. and can u give one example of all my queries , how to framing polices and procedures plz give example .
Regards
priya
From India, Delhi
Regards
priya
From India, Delhi
Hi Priya
There are many formats Performance appraisals. But appraisals shall not be decided by HR personnels. HR personnels should have consultation by Team Lead/Team Manager/Project Managers/Dept. Heads. There are many considerations and ratings for appraisals
From India, Bangalore
There are many formats Performance appraisals. But appraisals shall not be decided by HR personnels. HR personnels should have consultation by Team Lead/Team Manager/Project Managers/Dept. Heads. There are many considerations and ratings for appraisals
From India, Bangalore
Summary Report for:Human Resources Managers
Plan, direct, or coordinate human resources activities and staff of an organization.
Sample of reported job titles: Human Resources Manager (HR Manager), Director of Human Resources, Human Resources Director (HR Director), Employee Benefits Manager, Human Resources Vice President, Employee Relations Manager.
Tasks
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
Identify staff vacancies and recruit, interview and select applicants.
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
Represent organization at personnel-related hearings and investigations.
Administer compensation, benefits and performance management systems, and safety and recreation programs.
Tools & Technology
Tools used in this occupation:
Desktop computers
Notebook computers
Personal computers
Scanners
Technology used in this occupation:
Accounting software — AccountantsWorld Payroll Relief; Intuit QuickBooks software; New World Systems Logos.NET; Sage Peachtree software
Enterprise resource planning ERP software — Deltek Vision; Oracle PeopleSoft; SAP software; Tyler Technologies MUNIS
Human resources software — Ceridian software; Human resource information system HRIS software; UniFocus Watson Human Resources Manager; WhizLabs software
Spreadsheet software — IBM Lotus 1-2-3; Microsoft Excel
Time accounting software — ADP Pay eXpert; Kronos Workforce Timekeeper; Soft Trac Microix Timesheet; Stromberg Enterprise
Word processing software — Corel WordPerfect software; Microsoft Word; Nuvosoft Rwiz
Knowledge
Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
Psychology — Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
Education and Training — Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
Mathematics — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
Skills
Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Management of Personnel Resources — Motivating, developing, and directing people as they work, identifying the best people for the job.
Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do.
Speaking — Talking to others to convey information effectively.
Coordination — Adjusting actions in relation to others' actions.
Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Reading Comprehension — Understanding written sentences and paragraphs in work related documents.
Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Negotiation — Bringing others together and trying to reconcile differences.
Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
Abilities
Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences.
Written Comprehension — The ability to read and understand information and ideas presented in writing.
Oral Expression — The ability to communicate information and ideas in speaking so others will understand.
Speech Recognition — The ability to identify and understand the speech of another person.
Written Expression — The ability to communicate information and ideas in writing so others will understand.
Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense.
Speech Clarity — The ability to speak clearly so others can understand you.
Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
Fluency of Ideas — The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity).
Work Activities
Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.
Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.
Evaluating Information to Determine Compliance with Standards — Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
Judging the Qualities of Things, Services, or People — Assessing the value, importance, or quality of things or people.
Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.
Developing and Building Teams — Encouraging and building mutual trust, respect, and cooperation among team members.
Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job.
Staffing Organizational Units — Recruiting, interviewing, selecting, hiring, and promoting employees in an organization.
Work Context
Electronic Mail — How often do you use electronic mail in this job?
Telephone — How often do you have telephone conversations in this job?
Face-to-Face Discussions — How often do you have to have face-to-face discussions with individuals or teams in this job?
Duration of Typical Work Week — Number of hours typically worked in one week.
Freedom to Make Decisions — How much decision making freedom, without supervision, does the job offer?
Indoors, Environmentally Controlled — How often does this job require working indoors in environmentally controlled conditions?
Structured versus Unstructured Work — To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals?
Contact With Others — How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it?
Letters and Memos — How often does the job require written letters and memos?
Spend Time Sitting — How much does this job require sitting?
From India, Mumbai
Plan, direct, or coordinate human resources activities and staff of an organization.
Sample of reported job titles: Human Resources Manager (HR Manager), Director of Human Resources, Human Resources Director (HR Director), Employee Benefits Manager, Human Resources Vice President, Employee Relations Manager.
Tasks
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
Identify staff vacancies and recruit, interview and select applicants.
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
Represent organization at personnel-related hearings and investigations.
Administer compensation, benefits and performance management systems, and safety and recreation programs.
Tools & Technology
Tools used in this occupation:
Desktop computers
Notebook computers
Personal computers
Scanners
Technology used in this occupation:
Accounting software — AccountantsWorld Payroll Relief; Intuit QuickBooks software; New World Systems Logos.NET; Sage Peachtree software
Enterprise resource planning ERP software — Deltek Vision; Oracle PeopleSoft; SAP software; Tyler Technologies MUNIS
Human resources software — Ceridian software; Human resource information system HRIS software; UniFocus Watson Human Resources Manager; WhizLabs software
Spreadsheet software — IBM Lotus 1-2-3; Microsoft Excel
Time accounting software — ADP Pay eXpert; Kronos Workforce Timekeeper; Soft Trac Microix Timesheet; Stromberg Enterprise
Word processing software — Corel WordPerfect software; Microsoft Word; Nuvosoft Rwiz
Knowledge
Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
Psychology — Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
Education and Training — Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
Mathematics — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
Skills
Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Management of Personnel Resources — Motivating, developing, and directing people as they work, identifying the best people for the job.
Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do.
Speaking — Talking to others to convey information effectively.
Coordination — Adjusting actions in relation to others' actions.
Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Reading Comprehension — Understanding written sentences and paragraphs in work related documents.
Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Negotiation — Bringing others together and trying to reconcile differences.
Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
Abilities
Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences.
Written Comprehension — The ability to read and understand information and ideas presented in writing.
Oral Expression — The ability to communicate information and ideas in speaking so others will understand.
Speech Recognition — The ability to identify and understand the speech of another person.
Written Expression — The ability to communicate information and ideas in writing so others will understand.
Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense.
Speech Clarity — The ability to speak clearly so others can understand you.
Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
Fluency of Ideas — The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity).
Work Activities
Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.
Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.
Evaluating Information to Determine Compliance with Standards — Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
Judging the Qualities of Things, Services, or People — Assessing the value, importance, or quality of things or people.
Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.
Developing and Building Teams — Encouraging and building mutual trust, respect, and cooperation among team members.
Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job.
Staffing Organizational Units — Recruiting, interviewing, selecting, hiring, and promoting employees in an organization.
Work Context
Electronic Mail — How often do you use electronic mail in this job?
Telephone — How often do you have telephone conversations in this job?
Face-to-Face Discussions — How often do you have to have face-to-face discussions with individuals or teams in this job?
Duration of Typical Work Week — Number of hours typically worked in one week.
Freedom to Make Decisions — How much decision making freedom, without supervision, does the job offer?
Indoors, Environmentally Controlled — How often does this job require working indoors in environmentally controlled conditions?
Structured versus Unstructured Work — To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals?
Contact With Others — How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it?
Letters and Memos — How often does the job require written letters and memos?
Spend Time Sitting — How much does this job require sitting?
From India, Mumbai
Hi Priya,
The appraisal system in every organization does work in different fashion. You may find various formats for your purpose however you should customize them according to your business domain and department specific.
You can segragate the 100% achievement into five areas, and giving 20% to each area of assessment. In every area, you can set some guidelines related to applicable department, and for that every guideline, you can rank the person into five categories 1) Very Poor 2) Poor 3) Average 4) Above Average and 5) Excellent. After scoring the person at each point you can add the total score and rate him into certain category, i.e. 0-20, 21-40, 41-60, 61-80, 81-100.
Above is just an example and I am sure you neede more clarification. I suggest you to refer some online-available formats to understand this concept.
Finally, HR manager does just facilitate the appraisal system for the department heads and all department heads are supposed to drive this policy among their staff.
Hope you got some idea out of this message.
Regards
Anil
From United Arab Emirates, Dubai
The appraisal system in every organization does work in different fashion. You may find various formats for your purpose however you should customize them according to your business domain and department specific.
You can segragate the 100% achievement into five areas, and giving 20% to each area of assessment. In every area, you can set some guidelines related to applicable department, and for that every guideline, you can rank the person into five categories 1) Very Poor 2) Poor 3) Average 4) Above Average and 5) Excellent. After scoring the person at each point you can add the total score and rate him into certain category, i.e. 0-20, 21-40, 41-60, 61-80, 81-100.
Above is just an example and I am sure you neede more clarification. I suggest you to refer some online-available formats to understand this concept.
Finally, HR manager does just facilitate the appraisal system for the department heads and all department heads are supposed to drive this policy among their staff.
Hope you got some idea out of this message.
Regards
Anil
From United Arab Emirates, Dubai
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