Dear All, Could anyone show me the program or plans if you are selected as the head of HR & GA Department? Thanks, Mutiara
From Indonesia, Jakarta
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1From Indonesia, Jakarta
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Hi, I can do the below-mentioned activities if I am selected as HR Head.
The HR Head is responsible for whatever the HR Executive will do, and initially, I can establish a good HR Department; the remaining tasks are common. The foremost duty of the Head HR is to handle budgeting, manpower planning, cost-cutting, performance appraisals, understanding market surveys regarding salaries, policy preparation, compliance review, and attrition rate analysis. He/she must always analyze sales or business metrics in relation to how much we are spending on manpower/HR Department.
From India, Hyderabad
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The HR Head is responsible for whatever the HR Executive will do, and initially, I can establish a good HR Department; the remaining tasks are common. The foremost duty of the Head HR is to handle budgeting, manpower planning, cost-cutting, performance appraisals, understanding market surveys regarding salaries, policy preparation, compliance review, and attrition rate analysis. He/she must always analyze sales or business metrics in relation to how much we are spending on manpower/HR Department.
From India, Hyderabad
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Dear Mutiara,
Being the top leader is a dream for many, a reality for a select few. Congratulations on being offered the topmost role in HR. The experience you have gained throughout your career rightfully positions you to implement what is best for the organization.
During your interview with your employer, what are the top areas you have identified so far? Will you have responsibilities towards both internal and external stakeholders?
As the HR Head, you will be in a decision-making role. What areas have you identified where you can bring about change? If you have considered steps for development, I trust you have a vision for handling potential pushback from other power centers and the budget to support your initiatives.
Your goals will define how performance is measured, ensuring the dashboard remains self-explanatory. The implementation of HR analytics or software-based processes to reduce human error will depend on ROI.
Training programs will also require a similar review. However, recognizing what has been done correctly so far is as crucial as identifying new needs.
Effective communication with employees and leaders toward a defined goal is best explained in this document. It is quantified and will aid you in achieving results in the first 30 days. I utilized this document in one of my previous roles, which significantly boosted my productivity in the initial 30 days.
Wishing you all the best!
[HR Leader's DashBoard for the first 30 days](https://www.citehr.com/274311-tips-hr-managers.html#post1234006)
From India, Mumbai
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Being the top leader is a dream for many, a reality for a select few. Congratulations on being offered the topmost role in HR. The experience you have gained throughout your career rightfully positions you to implement what is best for the organization.
During your interview with your employer, what are the top areas you have identified so far? Will you have responsibilities towards both internal and external stakeholders?
As the HR Head, you will be in a decision-making role. What areas have you identified where you can bring about change? If you have considered steps for development, I trust you have a vision for handling potential pushback from other power centers and the budget to support your initiatives.
Your goals will define how performance is measured, ensuring the dashboard remains self-explanatory. The implementation of HR analytics or software-based processes to reduce human error will depend on ROI.
Training programs will also require a similar review. However, recognizing what has been done correctly so far is as crucial as identifying new needs.
Effective communication with employees and leaders toward a defined goal is best explained in this document. It is quantified and will aid you in achieving results in the first 30 days. I utilized this document in one of my previous roles, which significantly boosted my productivity in the initial 30 days.
Wishing you all the best!
[HR Leader's DashBoard for the first 30 days](https://www.citehr.com/274311-tips-hr-managers.html#post1234006)
From India, Mumbai
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There is a lot more for the Head of HR to do than we imagine because it's a decision-making role, and they are held responsible for everything associated with human capital. It is the prime responsibility of the Head of HR to ensure that "the right people with the right attitude and the right skills are assigned to the right jobs."
The Head of HR must plan to set up a work culture promoting unbiased decision-making processes, effective communication, effective/productive grievance handling, and an addressable system, performance-based pay, assignments supporting individual talent/competencies, etc.
They need to divide their work into macro and micro management, where macro services should account for 40% and micro for 60%. The Head of HR must ensure that all Heads of Departments/Project Managers are playing the role of a coach, strategic leader, mentor, etc. If the Heads are not up to the mark, how can we expect their team to perform to the core? The Head of HR must meet employees (workers) at the entry level, interpret and solve their issues, which are often overlooked.
They must promote talent management and support all employees whose performance level is exemplary. Train those employees whose performance is below average and ensure that these employees start performing step by step.
The writer believes that many points might have been missed.
With profound regards
From India, Chennai
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The Head of HR must plan to set up a work culture promoting unbiased decision-making processes, effective communication, effective/productive grievance handling, and an addressable system, performance-based pay, assignments supporting individual talent/competencies, etc.
They need to divide their work into macro and micro management, where macro services should account for 40% and micro for 60%. The Head of HR must ensure that all Heads of Departments/Project Managers are playing the role of a coach, strategic leader, mentor, etc. If the Heads are not up to the mark, how can we expect their team to perform to the core? The Head of HR must meet employees (workers) at the entry level, interpret and solve their issues, which are often overlooked.
They must promote talent management and support all employees whose performance level is exemplary. Train those employees whose performance is below average and ensure that these employees start performing step by step.
The writer believes that many points might have been missed.
With profound regards
From India, Chennai
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Please appoint me as the Head of HR for 3 months. I really want to see to what extent I can do my best for the organization and employees. Earlier, I couldn't do my best because my boss didn't support my initiatives. Although I did something better than nothing, which is worth enough to be appreciated by my employees.
With profound regards,
From India, Chennai
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With profound regards,
From India, Chennai
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Can anyone tell me how you would be selected for this job if you could not explain properly in an interview. You would be very lucky I was not on your interview panel because you would have no hope of getting such a job. I only recruit on the basis of skills, knowledge, and experience.
From Australia, Melbourne
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From Australia, Melbourne
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