Difference Between Admin & HR
Earlier in India, HR was not in the spotlight. In manufacturing companies, there was one department - Personal & Administration - that took care of all employees. Below is the difference between HR and Admin, in my opinion:
Administration:
1. Making lease arrangements for accommodations, ensuring they are well-maintained, providing accommodation to employees as per management decisions, and monitoring all aspects (water supply, electricity, maintenance).
2. Managing vehicle arrangements (keeping company vehicles in good condition, updating insurance policies, etc.).
3. Security functions.
4. Water supply on company premises and liaising with government bodies.
HR:
1. Payroll processing.
2. Performance management.
3. Recruitment.
4. Statutory compliance.
5. Training and development.
The above is a brief overview of the functions of HR and Admin. If you require further information, please reply.
Regards,
Vikas Vyas
From India, Vapi
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6Earlier in India, HR was not in the spotlight. In manufacturing companies, there was one department - Personal & Administration - that took care of all employees. Below is the difference between HR and Admin, in my opinion:
Administration:
1. Making lease arrangements for accommodations, ensuring they are well-maintained, providing accommodation to employees as per management decisions, and monitoring all aspects (water supply, electricity, maintenance).
2. Managing vehicle arrangements (keeping company vehicles in good condition, updating insurance policies, etc.).
3. Security functions.
4. Water supply on company premises and liaising with government bodies.
HR:
1. Payroll processing.
2. Performance management.
3. Recruitment.
4. Statutory compliance.
5. Training and development.
The above is a brief overview of the functions of HR and Admin. If you require further information, please reply.
Regards,
Vikas Vyas
From India, Vapi
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Administration KRA
1. Scheduling
2. Project Support
3. Safety & Health Management
4. Vehicle Management
5. Visitor Protocol
6. Records Management
7. Filing
8. Administrative Support.
9. Internal Customer relations.
10. Equipment maintenance
Administrative KRAs 2
1. Registration Processes
2. Solving Legal issues
3. Safety management
4. Coordination with vendors
5. Taking care of House Keeping (Cleanness)
6. Infrastructure Management
7. Lodging and traveling arrangement
8. Stationary requirements
9. Some places it includes attendance management too
Administrative KRA 3
1. Local Transport Management (car rental etc)
2. Travel (bus, train) and hotel bookings
3. Stationery procurement & consumption monitoring
4. Employee related activities – Access cards, Visiting cards etc
5. Pantry operation (tea/coffee etc) & catering service
6. Courier management
7. Fax & photocopy machine
8. Phone & Mobile issual to and retrieval from employees (Typical to telecom industry)
9. Liasioning with statutory agencies and statutory compliances (PF, ESIC, Labour Inspector etc)
Administration KRAs 4
1. Local Transport Management (car rental etc)
2. Travel (bus, train) and hotel bookings
3. Stationery procurement & consumption monitoring
4. Employee related activities – Access cards, Visiting cards etc
5. Pantry operation (tea/coffee etc) & catering service
6. Courier management
7. Fax & photocopy machine
8. Phone & Mobile issual to and retrieval from employees (Typical to telecom industry)
9. Liasioning with statutory agencies and statutory compliances (PF, ESIC, Labour Inspector etc)
10. Cost reduction
11. Responsive time
12. Maintenance (Cleaning, supply, etc)
13. Stationary management
14. Vendor management
15. Registration Processes
16. Solving Legal issues
17. Safety management
18. Coordination with vendors
19. Taking care of House Keeping (Cleanness)
20. Infrastructure Management
21. Lodging and traveling arrangement
22. Stationary requirements
23. Some places it includes attendance management too
Human resources KRAs
1. Recruitment & Selection
• Reduce Average time taken to fill vacancies
• Reduce Average cost per recruitment
• Finalize selection in 5 weeks for each individual position
• Workplace accidents
• Reduce workplace accidents
2. Building capabilities and organizing learning
• Training
• All workforces below middle management should receive a minimum of 4 days training.
• Maximize induction training. Maximize training workshops
• Employees Development
• Training needs analysis & Competencies development.
3. Performance Management
• Performance Appraisal
• Managing Employees through KRAs
• Achieve 100% performance appraisals against total employees.
4. Monitoring employee deployment
5. Compensation and benefits.
6. Employee Relations
7. Statutory Compliance
8. Reward Management
9. Effective HR management systems, support & monitoring
10. Workplace Management
• Reduction in absenteeism per employees
• Increase in employee satisfaction
• Talent retention and turnover ratio.
• Reduce the labor turnover
• Benchmark total HR costs externally.
From India, Mumbai
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1. Scheduling
2. Project Support
3. Safety & Health Management
4. Vehicle Management
5. Visitor Protocol
6. Records Management
7. Filing
8. Administrative Support.
9. Internal Customer relations.
10. Equipment maintenance
Administrative KRAs 2
1. Registration Processes
2. Solving Legal issues
3. Safety management
4. Coordination with vendors
5. Taking care of House Keeping (Cleanness)
6. Infrastructure Management
7. Lodging and traveling arrangement
8. Stationary requirements
9. Some places it includes attendance management too
Administrative KRA 3
1. Local Transport Management (car rental etc)
2. Travel (bus, train) and hotel bookings
3. Stationery procurement & consumption monitoring
4. Employee related activities – Access cards, Visiting cards etc
5. Pantry operation (tea/coffee etc) & catering service
6. Courier management
7. Fax & photocopy machine
8. Phone & Mobile issual to and retrieval from employees (Typical to telecom industry)
9. Liasioning with statutory agencies and statutory compliances (PF, ESIC, Labour Inspector etc)
Administration KRAs 4
1. Local Transport Management (car rental etc)
2. Travel (bus, train) and hotel bookings
3. Stationery procurement & consumption monitoring
4. Employee related activities – Access cards, Visiting cards etc
5. Pantry operation (tea/coffee etc) & catering service
6. Courier management
7. Fax & photocopy machine
8. Phone & Mobile issual to and retrieval from employees (Typical to telecom industry)
9. Liasioning with statutory agencies and statutory compliances (PF, ESIC, Labour Inspector etc)
10. Cost reduction
11. Responsive time
12. Maintenance (Cleaning, supply, etc)
13. Stationary management
14. Vendor management
15. Registration Processes
16. Solving Legal issues
17. Safety management
18. Coordination with vendors
19. Taking care of House Keeping (Cleanness)
20. Infrastructure Management
21. Lodging and traveling arrangement
22. Stationary requirements
23. Some places it includes attendance management too
Human resources KRAs
1. Recruitment & Selection
• Reduce Average time taken to fill vacancies
• Reduce Average cost per recruitment
• Finalize selection in 5 weeks for each individual position
• Workplace accidents
• Reduce workplace accidents
2. Building capabilities and organizing learning
• Training
• All workforces below middle management should receive a minimum of 4 days training.
• Maximize induction training. Maximize training workshops
• Employees Development
• Training needs analysis & Competencies development.
3. Performance Management
• Performance Appraisal
• Managing Employees through KRAs
• Achieve 100% performance appraisals against total employees.
4. Monitoring employee deployment
5. Compensation and benefits.
6. Employee Relations
7. Statutory Compliance
8. Reward Management
9. Effective HR management systems, support & monitoring
10. Workplace Management
• Reduction in absenteeism per employees
• Increase in employee satisfaction
• Talent retention and turnover ratio.
• Reduce the labor turnover
• Benchmark total HR costs externally.
From India, Mumbai
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Hi,
In the works of any entity (company, association, corporation, school, college, hospital, foundation, etc.), the Administration is in charge of organizing, decision-making, control, supervision, growth, and basically the overall performance and well-being of the entity.
Human Resources is only a branch or department of the entity. Its purpose revolves around the people that work for the entity—employees, laborers, administrators, and so on. Human Resources is in charge of supervising these people, assuring work environment quality (individual and collective), searching for new and efficient resources (new employees, so to speak), and everything else related while also remaining in accord with the Administration's requests/preferences/policies and with the law.
Monika
From India, Bangalore
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In the works of any entity (company, association, corporation, school, college, hospital, foundation, etc.), the Administration is in charge of organizing, decision-making, control, supervision, growth, and basically the overall performance and well-being of the entity.
Human Resources is only a branch or department of the entity. Its purpose revolves around the people that work for the entity—employees, laborers, administrators, and so on. Human Resources is in charge of supervising these people, assuring work environment quality (individual and collective), searching for new and efficient resources (new employees, so to speak), and everything else related while also remaining in accord with the Administration's requests/preferences/policies and with the law.
Monika
From India, Bangalore
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I think the difference between Admin and HR also has to do with the separation of interests:
HR makes promises to the employees about the work environment and perks, while Admin tries to keep those promises within available resources. Therefore, HR displays an optimistic approach, whereas Admin displays a pessimistic approach in meeting employee needs.
Metaphorically speaking, if a man is a computer with the mind as software and the body as hardware, HR represents software engineering, and Admin represents hardware engineering.
Finally, HR needs to justify when an employee finds a gap between what he expected from the company and what he is receiving. Additionally, the employee needs to explain the performance gap between what is expected from him and what he can deliver. So, go ahead guys, blame it on the Admin problems! It is the easiest way out for all.
From India, Bangalore
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HR makes promises to the employees about the work environment and perks, while Admin tries to keep those promises within available resources. Therefore, HR displays an optimistic approach, whereas Admin displays a pessimistic approach in meeting employee needs.
Metaphorically speaking, if a man is a computer with the mind as software and the body as hardware, HR represents software engineering, and Admin represents hardware engineering.
Finally, HR needs to justify when an employee finds a gap between what he expected from the company and what he is receiving. Additionally, the employee needs to explain the performance gap between what is expected from him and what he can deliver. So, go ahead guys, blame it on the Admin problems! It is the easiest way out for all.
From India, Bangalore
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Hats off to you, Bhakti Narang. How much patience and time you got to put in such an elaborate reply. Good job.
However, friends, there is only a very thin line between these two. Many firms have both blended into one department. There is no hard and fast rule on who should do what. It all depends on the history, convenience, CEO's preference, and administrative convenience of the corporation. To define the HR function in a line, it's everything related to HRD and Administration, meaning administering everything including that of HR, Finance, Production, Sales, Services, and Administration.
Isn't it clear? I doubt.
Kumar S.
From India, Bangalore
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However, friends, there is only a very thin line between these two. Many firms have both blended into one department. There is no hard and fast rule on who should do what. It all depends on the history, convenience, CEO's preference, and administrative convenience of the corporation. To define the HR function in a line, it's everything related to HRD and Administration, meaning administering everything including that of HR, Finance, Production, Sales, Services, and Administration.
Isn't it clear? I doubt.
Kumar S.
From India, Bangalore
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Dear Madhura,
While appreciating your sarcastic comments, I have one comment:
H.R is HIGHLY RATED (HR PEOPLE THINK LIKE THIS ONLY).
ADMIN: A THANKLESS JOB. WHATEVER YOU SAY AS AN ADMIN MANAGER, PEOPLE FIND A HOLE IN THAT, AND NO ONE APPRECIATES IT. OUR JOB IS INVISIBLE, BUT OUR MISTAKES ARE VISIBLE TO OTHERS ALWAYS... no one says thanks to the Admin Dept.
Regards,
Venkat
Bangalore
From India, Bangalore
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While appreciating your sarcastic comments, I have one comment:
H.R is HIGHLY RATED (HR PEOPLE THINK LIKE THIS ONLY).
ADMIN: A THANKLESS JOB. WHATEVER YOU SAY AS AN ADMIN MANAGER, PEOPLE FIND A HOLE IN THAT, AND NO ONE APPRECIATES IT. OUR JOB IS INVISIBLE, BUT OUR MISTAKES ARE VISIBLE TO OTHERS ALWAYS... no one says thanks to the Admin Dept.
Regards,
Venkat
Bangalore
From India, Bangalore
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When the queriest sought to know the difference between Administration and HRM in all its seriousness, it is disappointing to see some sarcastic remarks in explaining the distinction between the two. If one wants to know the distinction between the two, one should see rajusiachen's succinct one-line statement, followed by Bhaktinarang's exhaustive list elaborating the said statement.
B. Saikumar
Mumbai
From India, Mumbai
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B. Saikumar
Mumbai
From India, Mumbai
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Dear Prabhunadh,
There is no significant difference between HR and Admin; they both fall under the umbrella term of HRD. However, functionally, you can categorize them as Administration, Operations, Compensation & Benefits, Recruitment, and various other functions.
All these areas are encompassed within the realm of HRD. The Administration department is responsible for facility management, Operations typically handle Payroll and Statutory Compliance, Recruitment focuses on Hiring, and Compensation & Benefits deal with Performance Management, among other tasks.
Therefore, there is no need for confusion - these distinctions are merely terminologies that have evolved as we continually enhance our services.
Kind regards, [Your Name]
From India, Delhi
Acknowledge(0)Amend(0)
There is no significant difference between HR and Admin; they both fall under the umbrella term of HRD. However, functionally, you can categorize them as Administration, Operations, Compensation & Benefits, Recruitment, and various other functions.
All these areas are encompassed within the realm of HRD. The Administration department is responsible for facility management, Operations typically handle Payroll and Statutory Compliance, Recruitment focuses on Hiring, and Compensation & Benefits deal with Performance Management, among other tasks.
Therefore, there is no need for confusion - these distinctions are merely terminologies that have evolved as we continually enhance our services.
Kind regards, [Your Name]
From India, Delhi
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Job Description - HR & Admin.doc
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