Dear All,
I had been for an interview and the hr told me that their is no such term called HR Generalist.Whatever profiles(Like comp & payroll, staffing, Employee relation, Induction, training,Attendence,PMSetc) later comprise is should be called HR Operations.Is that true?
Pooja
From India, Delhi
I had been for an interview and the hr told me that their is no such term called HR Generalist.Whatever profiles(Like comp & payroll, staffing, Employee relation, Induction, training,Attendence,PMSetc) later comprise is should be called HR Operations.Is that true?
Pooja
From India, Delhi
Hi Pooja,
It is true. because, comp & payroll, staffing, Employee relation, Induction, training,Attendence,PMS etc. all are under HR Activities. So its called as HR Operations in every company or firm.
Staffing, recruitment is not done by the Generalist. Generalist role is payroll, induction, exit formalities etc.
From India, Mumbai
1It is true. because, comp & payroll, staffing, Employee relation, Induction, training,Attendence,PMS etc. all are under HR Activities. So its called as HR Operations in every company or firm.
Staffing, recruitment is not done by the Generalist. Generalist role is payroll, induction, exit formalities etc.
From India, Mumbai
Hi Pooja,
I guess this is wrong.nowadays every company is coming up with their own terminologies and they try to refute generally used terms in market.
best e.g is Naukri.com where you will find profiles like HR generalist, HR recruitment, HR admin.
so i guess the person who told you this might not be having enough knowledge in HR functions or that in his company they might be calling HR generalist as HR operations.
don't worry, HR generalist is definitely a correct term.
--Shivani
From India, Delhi
I guess this is wrong.nowadays every company is coming up with their own terminologies and they try to refute generally used terms in market.
best e.g is Naukri.com where you will find profiles like HR generalist, HR recruitment, HR admin.
so i guess the person who told you this might not be having enough knowledge in HR functions or that in his company they might be calling HR generalist as HR operations.
don't worry, HR generalist is definitely a correct term.
--Shivani
From India, Delhi
well i come to your discussion.. I want to share something with u , i have learned about HR role and functions (operations)
HR Role covers :
-> Planning and Forecasting
-> Administrative behavior
-> Strategic HR
-> Conflict Management
HR function covers :
-> RSS
->CW&B
->T&D
->PAM
-> Labor Relation , Employee health and safety.
.................
So , what is HR Generalist .. u mean the HR Roles? please i want to be clear
Aly Biplob
From Bangladesh, Dhaka
HR Role covers :
-> Planning and Forecasting
-> Administrative behavior
-> Strategic HR
-> Conflict Management
HR function covers :
-> RSS
->CW&B
->T&D
->PAM
-> Labor Relation , Employee health and safety.
.................
So , what is HR Generalist .. u mean the HR Roles? please i want to be clear
Aly Biplob
From Bangladesh, Dhaka
Dear Pooja,
Actually all of us really hovering round & round to have a convergent shape of the subject and its uniform terminologies.
Still I am trying to discuss some points...
1. we all perhaps know the developement of the subject HR. Actutally the subject gained momentum at the time of second world war. --- Welfare man--- Ombudsman ---- Labour man ---- Perosnnel man ---- then comes in a rather refined state ---HR man.
2. Following the basic concept of Prof. Alfred Marshall, the division and departmentalisation of labour has contributed a large.
3. In this competitive stage every subject has come under skilled managment perspective. This actually gained momentum after the widespread developement of ethernet. Now the requirement focuses upon the best utilization of Human resources effectively and efficiently. So like every management these will also have three tier management fucntions namely, ground level --- Maintenence, Middle level -- Operational, & supersructure level ---- Strategic level.
4. We may unknowingly use inter connected terms - HR roles and functions. Here so far I understand the HR roles cover HR Generalist, Comp. & Rewards, payroll, time office, Training, etc. etc.....while more generic and broad spectrum may speak through functions- like HR Operations, or any such.
5. Obviously there have international standards.
Thanks
Prsanta Roy Choudhury
From India, Calcutta
Actually all of us really hovering round & round to have a convergent shape of the subject and its uniform terminologies.
Still I am trying to discuss some points...
1. we all perhaps know the developement of the subject HR. Actutally the subject gained momentum at the time of second world war. --- Welfare man--- Ombudsman ---- Labour man ---- Perosnnel man ---- then comes in a rather refined state ---HR man.
2. Following the basic concept of Prof. Alfred Marshall, the division and departmentalisation of labour has contributed a large.
3. In this competitive stage every subject has come under skilled managment perspective. This actually gained momentum after the widespread developement of ethernet. Now the requirement focuses upon the best utilization of Human resources effectively and efficiently. So like every management these will also have three tier management fucntions namely, ground level --- Maintenence, Middle level -- Operational, & supersructure level ---- Strategic level.
4. We may unknowingly use inter connected terms - HR roles and functions. Here so far I understand the HR roles cover HR Generalist, Comp. & Rewards, payroll, time office, Training, etc. etc.....while more generic and broad spectrum may speak through functions- like HR Operations, or any such.
5. Obviously there have international standards.
Thanks
Prsanta Roy Choudhury
From India, Calcutta
HR Operations: Focuses more towards the operational issues in HR like letter generation, employee data management, leave sanctioning, payroll administration etc
HR Generalist: Focuses on the operational and developmental issues as well. after some good exposure in operations when one has the caliber to provide input in smoothing the operations of the department his role changes to generalist. Its this point from where one can later decide to specialize in any sub field of HR
From Pakistan
HR Generalist: Focuses on the operational and developmental issues as well. after some good exposure in operations when one has the caliber to provide input in smoothing the operations of the department his role changes to generalist. Its this point from where one can later decide to specialize in any sub field of HR
From Pakistan
If we have a fleeting glance at the developments of HR/IR scenario,initially it started with slave and master, then to a serf and master and with The recognition of Human factor It became Employer-Employee Relationship.With the passing of time Human element has gained more and more importance and Human Resource is considered the most valuable resource in any organization.The HR functions comprise from recruitment to retirement, or selection to separation This stretch encompasses various jobs like recruitment,induction, training &development, wage &salary administration,Time office management,performance appraisals,Awards & Rewards,Incentive schemes, disciplinary matters,Statutory compliance,Handling of grievances of employees,Handling of industrial disputes,strikes & lock-outs,dealing with collectives and collective bargaining liaison with statutory authorities,separation of employees,including conducting Exit interviews.The HR Dept is responsible for formation HR policies and Uniform Implementation of the same by coordinating with functional heads, These functions now are demarcated as HR &IR Functions .The functions such as Handling of Industrial disputes,Strikes &lockouts,Grievance handling, Time office Management,compliance of statutory provisions,liaison with statutory authorities are demarcated as IR functions and the rest as HR functions.
From India, Hyderabad
From India, Hyderabad
hi pooja,
You guys are confused. What is Hr? It mean managing human resources. What is HRM? Human Resource Management. There is lot of function of HRM. You are one of them. That'it. Every company give different term. The main job is to ease the Employee-Employer relationship. What we learn regarding the Industrial Relation. Other function are just the office job given by the company. That's it.
From India, New Delhi
You guys are confused. What is Hr? It mean managing human resources. What is HRM? Human Resource Management. There is lot of function of HRM. You are one of them. That'it. Every company give different term. The main job is to ease the Employee-Employer relationship. What we learn regarding the Industrial Relation. Other function are just the office job given by the company. That's it.
From India, New Delhi
Hi Team,
HR Generalist is the role where he / she plays a strategic role like Performance management, Attrition forecasting & control, Comp & Ben etc.
HR operations role is that where he / she does the basic HR trransactions like - Joining, Orientation / Socialisation, Exits (Total documentations, filing, files management etc)
Hope my view gave some idea to you guys.
Regards
Bharath
From India, Madras
HR Generalist is the role where he / she plays a strategic role like Performance management, Attrition forecasting & control, Comp & Ben etc.
HR operations role is that where he / she does the basic HR trransactions like - Joining, Orientation / Socialisation, Exits (Total documentations, filing, files management etc)
Hope my view gave some idea to you guys.
Regards
Bharath
From India, Madras
Hi Pooja
i will put down some of the important KRA's of HR-generalist.
to become a generalist you need to be strong in many areas of HR gamuts. couple of companies do grab candidates for trainee HR-generalist.
Development of hr department( forms,employee handbook, HR manual)
*Contact applicants to inform them of employment possibilities, considerations and selection.
* Inform potential applicants about facilities, operations, benefits, and job or career opportunities in organizations.
*Handling employee database(both in soft form and files management)
*Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work related problems.
*Plan, direct,supervise,and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations.
* Leaves and attendance management.
*Liason with various consultants.
*Motivate employees on day-to-day basis.
*Stop all type of rumours ands misleading communication.
*Administering disciplinary procedures.
*Plan and conduct new employee orientation to foster positive attitude towards organizational objectives.
*Role in “employee engagement”… winning the trust of the employee and hence can help the organization in controlling the attrition.
Regards
Pooja Jaiswal
From India, New Delhi
i will put down some of the important KRA's of HR-generalist.
to become a generalist you need to be strong in many areas of HR gamuts. couple of companies do grab candidates for trainee HR-generalist.
Development of hr department( forms,employee handbook, HR manual)
*Contact applicants to inform them of employment possibilities, considerations and selection.
* Inform potential applicants about facilities, operations, benefits, and job or career opportunities in organizations.
*Handling employee database(both in soft form and files management)
*Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work related problems.
*Plan, direct,supervise,and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations.
* Leaves and attendance management.
*Liason with various consultants.
*Motivate employees on day-to-day basis.
*Stop all type of rumours ands misleading communication.
*Administering disciplinary procedures.
*Plan and conduct new employee orientation to foster positive attitude towards organizational objectives.
*Role in “employee engagement”… winning the trust of the employee and hence can help the organization in controlling the attrition.
Regards
Pooja Jaiswal
From India, New Delhi
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