Please enlighten me about the difference between the role of the HR Manager from IT industry and HR Manager from Non IT industry.
From India, Calcutta
Acknowledge(0)
Amend(0)
From India, Calcutta
Acknowledge(0)Amend(0)
My question is about - is there any difference between an HR Manager of a software company and an HR Manager of a company other than software? Please describe to me the differences and the similarities in their roles.
From India, Calcutta
Acknowledge(0)Amend(0)
From India, Calcutta
Acknowledge(0)Amend(0)
Dear S. Mukherjee,
I am heading the HR department of a capital equipment manufacturing unit registered under MSME Act, 2006.
I deal with both qualified and under-qualified personnel. Qualified staff members include those with an ITI qualification and above, while under-qualified workers are those who have passed 12th grade or below.
When it comes to dealing with workers, my approach is different as they need to be made aware of what "Corporate Culture" is all about. A lot of effort from my team members goes into helping them understand the financial status of the organization, the management's expectations in terms of productivity, and vice versa. It's also important to ensure that the positive aspects are not overshadowed and to focus on rehabilitating any negative elements.
In an IT firm, one's approach needs to be different as one deals with qualified personnel who have a strong understanding of today's market and technology. It is essential to have individuals with a clear understanding of themselves and a commitment to the organization. Due to the numerous opportunities in the IT sector, employees may seek new challenges at regular intervals. Understanding the psychology of employees through methods like an "Employee Satisfaction Survey" is crucial.
Regards,
Abhishek RoyChowdhury
From India, Vadodara
Acknowledge(0)Amend(0)
2I am heading the HR department of a capital equipment manufacturing unit registered under MSME Act, 2006.
I deal with both qualified and under-qualified personnel. Qualified staff members include those with an ITI qualification and above, while under-qualified workers are those who have passed 12th grade or below.
When it comes to dealing with workers, my approach is different as they need to be made aware of what "Corporate Culture" is all about. A lot of effort from my team members goes into helping them understand the financial status of the organization, the management's expectations in terms of productivity, and vice versa. It's also important to ensure that the positive aspects are not overshadowed and to focus on rehabilitating any negative elements.
In an IT firm, one's approach needs to be different as one deals with qualified personnel who have a strong understanding of today's market and technology. It is essential to have individuals with a clear understanding of themselves and a commitment to the organization. Due to the numerous opportunities in the IT sector, employees may seek new challenges at regular intervals. Understanding the psychology of employees through methods like an "Employee Satisfaction Survey" is crucial.
Regards,
Abhishek RoyChowdhury
From India, Vadodara
Acknowledge(0)Amend(0)
Dear Mukherjee,
In my opinion, there is not much difference between an HR Manager in operations and an HR person. Both roles involve handling employees of varying profiles, whether high or low. However, when it comes to recruitment, there is a significant distinction. An IT HR Manager needs to be familiar with all the relevant keywords to effectively search for suitable profiles based on the requirements. Fortunately, all these skills can be acquired within a short period. It is common for interviewers to address salary negotiation during the process.
Regards, Bem
From India, Bangalore
Acknowledge(0)Amend(0)
In my opinion, there is not much difference between an HR Manager in operations and an HR person. Both roles involve handling employees of varying profiles, whether high or low. However, when it comes to recruitment, there is a significant distinction. An IT HR Manager needs to be familiar with all the relevant keywords to effectively search for suitable profiles based on the requirements. Fortunately, all these skills can be acquired within a short period. It is common for interviewers to address salary negotiation during the process.
Regards, Bem
From India, Bangalore
Acknowledge(0)Amend(0)
Hi All, Lots of thanks to all of you for your reply. But I need the actual difference between this two roles if there is any. Waiting for reply, Regards, S.Mukherjee.
From India, Calcutta
Acknowledge(0)Amend(0)
From India, Calcutta
Acknowledge(0)Amend(0)
Dear Mr. Mukherjee,
Let's go back to the basics - what are the HR Manager roles in general in any organization? As per my concern, an HR Manager has to ensure the optimum utilization of resources for the organization's growth.
Let us see the Job Specifications:
A HR Manager has to look after:
I. Recruitment
Whether it is IT Recruitment or Non-IT Recruitment, we will be recruiting candidates based on the work demand and job specifications. Based on that, we will search for matching profiles.
To make it clear, there is no difference between IT and Non-IT until this point.
Here comes a very sensitive difference:
a) Designing of Interview pattern, Rounds of interview, etc. For example, for the IT Sector, we will have a telephonic round, followed by a technical interview, a written test, and then an HR Round. For Non-IT, there will be a personal one-to-one round, followed by certificate scrutiny, and then a demo. For some manufacturing and public sector companies, as per the norms, we need to issue a public notification regarding vacancies before starting the recruitment process.
II. Training and Development
Based on the training needs of a particular sector, an HR Manager has to design and schedule the training sessions.
To clarify, there is no difference, but one should have basic knowledge of the product or procedure for which they are scheduling the training. This basic knowledge will come through studying and observing the company's products and procedures. Once confident and knowledgeable about the subject, plan the training schedule. It may take time, but do not fumble; gain basic knowledge, and things will progress smoothly.
III. Payroll Management
Here, there is a significant difference between IT and Non-IT. The applicability of laws such as TDS, ESI, PF Slabs, varies based on the establishment or nature of the company, affecting entitlements to employees and statutory and management obligations.
IV. Unions
Unions are not common in the IT sector, but many large-scale manufacturing units have them. An HR Manager must understand the laws on both sides and have techniques to maintain a healthy atmosphere within the organization.
V. Motivation
Motivation is essential everywhere. Design motivation factors based on the situation and management cooperation. In Non-IT sectors, more follow-up and control are needed until results are achieved, requiring deep involvement. In IT, show the track, and they will follow, as education and maturity levels are higher.
VI. Policy Making, Discipline, Welfare, and Recreation
In IT companies, an HR Manager's role is more professional, while in Non-IT, it's more personal. Balancing management obligations with worker concerns is crucial. An HR Manager acts as a bridge between management and workers, necessitating a puzzle-solving mind and proficiency in behavioral and situation handling in Non-IT sectors. HR is dynamic.
"In all means, an HR Manager is the same, but the handling of responsibilities differs."
As someone who has worked in both sectors, I have identified a few points as mentioned above. Feel free to correct me if I am mistaken in any way.
Thank you.
From India, Vijayawada
Acknowledge(0)Amend(0)
Let's go back to the basics - what are the HR Manager roles in general in any organization? As per my concern, an HR Manager has to ensure the optimum utilization of resources for the organization's growth.
Let us see the Job Specifications:
A HR Manager has to look after:
I. Recruitment
Whether it is IT Recruitment or Non-IT Recruitment, we will be recruiting candidates based on the work demand and job specifications. Based on that, we will search for matching profiles.
To make it clear, there is no difference between IT and Non-IT until this point.
Here comes a very sensitive difference:
a) Designing of Interview pattern, Rounds of interview, etc. For example, for the IT Sector, we will have a telephonic round, followed by a technical interview, a written test, and then an HR Round. For Non-IT, there will be a personal one-to-one round, followed by certificate scrutiny, and then a demo. For some manufacturing and public sector companies, as per the norms, we need to issue a public notification regarding vacancies before starting the recruitment process.
II. Training and Development
Based on the training needs of a particular sector, an HR Manager has to design and schedule the training sessions.
To clarify, there is no difference, but one should have basic knowledge of the product or procedure for which they are scheduling the training. This basic knowledge will come through studying and observing the company's products and procedures. Once confident and knowledgeable about the subject, plan the training schedule. It may take time, but do not fumble; gain basic knowledge, and things will progress smoothly.
III. Payroll Management
Here, there is a significant difference between IT and Non-IT. The applicability of laws such as TDS, ESI, PF Slabs, varies based on the establishment or nature of the company, affecting entitlements to employees and statutory and management obligations.
IV. Unions
Unions are not common in the IT sector, but many large-scale manufacturing units have them. An HR Manager must understand the laws on both sides and have techniques to maintain a healthy atmosphere within the organization.
V. Motivation
Motivation is essential everywhere. Design motivation factors based on the situation and management cooperation. In Non-IT sectors, more follow-up and control are needed until results are achieved, requiring deep involvement. In IT, show the track, and they will follow, as education and maturity levels are higher.
VI. Policy Making, Discipline, Welfare, and Recreation
In IT companies, an HR Manager's role is more professional, while in Non-IT, it's more personal. Balancing management obligations with worker concerns is crucial. An HR Manager acts as a bridge between management and workers, necessitating a puzzle-solving mind and proficiency in behavioral and situation handling in Non-IT sectors. HR is dynamic.
"In all means, an HR Manager is the same, but the handling of responsibilities differs."
As someone who has worked in both sectors, I have identified a few points as mentioned above. Feel free to correct me if I am mistaken in any way.
Thank you.
From India, Vijayawada
Acknowledge(0)Amend(0)
Dear members Please enlighten me about Payroll system.After how many days one can come under payroll.Is it equal for all govt. sector and private sector?If not than what is the difference?
From India, Calcutta
Acknowledge(0)Amend(0)
From India, Calcutta
Acknowledge(0)Amend(0)
Dear Mr. Prabakar, What ever you have stated is the best. I agree to your points. Excellent. Good keept it up. Regards
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Hi All,
Thank you all for your valuable advice. I faced this question in an interview and responded in a manner similar to what you have described. However, I am posting this question to gain more insights on this matter, and your serious responses have significantly enhanced my knowledge.
Warm Regards,
S. Mukherjee.
From India, Calcutta
Acknowledge(0)Amend(0)
Thank you all for your valuable advice. I faced this question in an interview and responded in a manner similar to what you have described. However, I am posting this question to gain more insights on this matter, and your serious responses have significantly enhanced my knowledge.
Warm Regards,
S. Mukherjee.
From India, Calcutta
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.