Hi, How do we differentiate between strtegic and Line HR? what is the role of HR generalist? ____________________ Pramod Kumar Aequor Information Technologies
From India, Delhi
From India, Delhi
Line HR is some wat a routine job... while strategic HR is According to the bussiness... it is designing and implementing stratergies according to the changes and environment .....of other core pillars of the business..
and help to gain growth..etc..
regards,
EAFIL :idea:
From India, Delhi
7and help to gain growth..etc..
regards,
EAFIL :idea:
From India, Delhi
hi, Line HR are responsible for maintenace and implementation of employees as per HR policy. where as, Strategic HR is proactive and aligne to the need of business. regards shashikant
Line HR includes people who performs the day-to-day tasks which includes the HR Executives, Sr. Executives, HR officers etc.
Strategic HR is developing and designing strategies, in line with the advancement and changes happening in the environment.
HR Generalist job is about looking after all the functions of the organisation related to HR, such as Training & Development, Performance Mgmt, recruiting etc.
Cheers
Archna :)
From India, Delhi
Strategic HR is developing and designing strategies, in line with the advancement and changes happening in the environment.
HR Generalist job is about looking after all the functions of the organisation related to HR, such as Training & Development, Performance Mgmt, recruiting etc.
Cheers
Archna :)
From India, Delhi
Role of HR Generalist:
Human Resources Generalists, Managers, and Directors, depending on the size of the organization, may have overlapping responsibilities. In larger organizations, the Human Resources Generalist, the Manager, and the Director have clearly defined, separated roles with progressively more authority and responsibility in the hands of the Manager, the Director, and ultimately the Vice President.
HR directors, and occasionally HR managers, may head up several different departments that are each led by functional or specialized HR staff such as the training manager, the compensation manager, or an organization development manager.
Human Resources (HR) staff members are advocates for both the company and the people who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needs successfully.
New HR Role
The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered.
Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor. At the same time, especially the HR Generalist, still has responsibility for employee benefits administration, often payroll, and employee paperwork, especially in the absence of an HR Assistant.
HR Role: Employee Advocate
As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.
Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.
In this role, the HR manager provides employee development opportunities, employee assistance programs, gain sharing and profit-sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities.
Depending on the size of the organization, the HR manager has responsibility for all of the functions that deal with the needs and activities of the organization's people including these areas of responsibility.
OK Now,
Best of luck
Prachi
From India, Mumbai
Human Resources Generalists, Managers, and Directors, depending on the size of the organization, may have overlapping responsibilities. In larger organizations, the Human Resources Generalist, the Manager, and the Director have clearly defined, separated roles with progressively more authority and responsibility in the hands of the Manager, the Director, and ultimately the Vice President.
HR directors, and occasionally HR managers, may head up several different departments that are each led by functional or specialized HR staff such as the training manager, the compensation manager, or an organization development manager.
Human Resources (HR) staff members are advocates for both the company and the people who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needs successfully.
New HR Role
The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered.
Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor. At the same time, especially the HR Generalist, still has responsibility for employee benefits administration, often payroll, and employee paperwork, especially in the absence of an HR Assistant.
HR Role: Employee Advocate
As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.
Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.
In this role, the HR manager provides employee development opportunities, employee assistance programs, gain sharing and profit-sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities.
Depending on the size of the organization, the HR manager has responsibility for all of the functions that deal with the needs and activities of the organization's people including these areas of responsibility.
OK Now,
Best of luck
Prachi
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
K. Ravi Kumar - with 4yrs experience in HR cum Commercial line.doc
Motivation-Comm itment-and-Enga gement-Primal-D ifference-for-H R-Thought-Plan. pdf