Hi, This is Mamta from KSHIPL I would like to know - what are the roles & responsibilities of an HR Head in the education industry.
From India, Mumbai
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1From India, Mumbai
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Hi Mamta,
Please find below the roles and responsibilities of an HR Head which one of our CiteHR contributors provided before. This may help you.
Sometimes operational heads are appointed as HR heads due to the peculiarities of circumstances or organizational policies. Thus, they may not be fully aware of the finer details of HR functions. However, as they will be supported by a team of experts in the field, they should not encounter any issues in managing HR functions. My thoughts on the issue are as follows:
1) Traits/skills:
a) The HR Head should possess a great degree of common sense to anticipate events and consequences.
b) They should have the ability to listen to their team as they may not be HR experts themselves.
c) The HR Head should be able to analyze what they have heard and read to delve into the core of the issues.
d) Good communication skills are essential for effective and clear communication.
e) They should be able to lead their team effectively.
Roles and Responsibilities:
1) The HR Head should facilitate the formulation of HR policies on various issues after discussions with senior management and in collaboration with their team.
2) They should oversee the implementation of HR policies with the assistance of their team by monitoring it.
3) The HR Head should establish service conditions and supervise their implementation within the organization.
4) They should streamline the grievance redressal system and monitor it with the support of their team.
5) Ensuring statutory compliances with the help of the HR team is a crucial responsibility.
6) Monitoring disciplinary cases with the HR team's assistance is also part of the role.
7) Monitoring the industrial relations situation within the organization and assisting top management in collective bargaining, negotiations, and settlements are important duties.
These are a few aspects that I envision for an HR Head.
Regards,
Sai
From India, Hyderabad
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Please find below the roles and responsibilities of an HR Head which one of our CiteHR contributors provided before. This may help you.
Sometimes operational heads are appointed as HR heads due to the peculiarities of circumstances or organizational policies. Thus, they may not be fully aware of the finer details of HR functions. However, as they will be supported by a team of experts in the field, they should not encounter any issues in managing HR functions. My thoughts on the issue are as follows:
1) Traits/skills:
a) The HR Head should possess a great degree of common sense to anticipate events and consequences.
b) They should have the ability to listen to their team as they may not be HR experts themselves.
c) The HR Head should be able to analyze what they have heard and read to delve into the core of the issues.
d) Good communication skills are essential for effective and clear communication.
e) They should be able to lead their team effectively.
Roles and Responsibilities:
1) The HR Head should facilitate the formulation of HR policies on various issues after discussions with senior management and in collaboration with their team.
2) They should oversee the implementation of HR policies with the assistance of their team by monitoring it.
3) The HR Head should establish service conditions and supervise their implementation within the organization.
4) They should streamline the grievance redressal system and monitor it with the support of their team.
5) Ensuring statutory compliances with the help of the HR team is a crucial responsibility.
6) Monitoring disciplinary cases with the HR team's assistance is also part of the role.
7) Monitoring the industrial relations situation within the organization and assisting top management in collective bargaining, negotiations, and settlements are important duties.
These are a few aspects that I envision for an HR Head.
Regards,
Sai
From India, Hyderabad
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Hi, please find below the same.
Primary Responsibilities:
1. Work closely with Hiring Managers to develop position profiles and to understand overall needs and requirements (description, salary, timing, expectations, etc.).
2. Create a comprehensive job description based on hiring manager specifications to be used to present to candidates and to post on job boards and internal gateways.
3. Work with a Sourcing Analyst to develop appropriate sourcing strategies for each role.
4. Educate clients on the recruiting process and the roles involved in the process.
5. With the use of Enterprise applicant tracking technology and innovative recruiting tools, review and select candidates to move forward from the slate presented by sourcing efforts, determine and instruct the next course of action.
6. Develop and manage strong consultative relationships with hiring managers and candidates.
7. Solicit and document hiring manager and candidate feedback throughout the interview process.
8. Disposition all candidates personally contacted in the recruiting cycle (phone screen or higher manager interview).
Secondary Responsibilities:
1. Participate in recruitment knowledge sharing and best practices.
2. Manage the recruiting process to meet hiring goals through the use of effective resource management and the effective use of the Enterprise applicant tracking system.
3. Consistently meet the performance metrics as defined by the Director of Recruiting.
4. Provide reporting and regular status updates to the Director of Recruiting and Hiring Manager as required.
5. Solicit referrals from potential talent and internal employees/recent hires.
Attribution: https://www.citehr.com/25813-role-ju...#ixzz37FBVILYg
From India, Hyderabad
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Primary Responsibilities:
1. Work closely with Hiring Managers to develop position profiles and to understand overall needs and requirements (description, salary, timing, expectations, etc.).
2. Create a comprehensive job description based on hiring manager specifications to be used to present to candidates and to post on job boards and internal gateways.
3. Work with a Sourcing Analyst to develop appropriate sourcing strategies for each role.
4. Educate clients on the recruiting process and the roles involved in the process.
5. With the use of Enterprise applicant tracking technology and innovative recruiting tools, review and select candidates to move forward from the slate presented by sourcing efforts, determine and instruct the next course of action.
6. Develop and manage strong consultative relationships with hiring managers and candidates.
7. Solicit and document hiring manager and candidate feedback throughout the interview process.
8. Disposition all candidates personally contacted in the recruiting cycle (phone screen or higher manager interview).
Secondary Responsibilities:
1. Participate in recruitment knowledge sharing and best practices.
2. Manage the recruiting process to meet hiring goals through the use of effective resource management and the effective use of the Enterprise applicant tracking system.
3. Consistently meet the performance metrics as defined by the Director of Recruiting.
4. Provide reporting and regular status updates to the Director of Recruiting and Hiring Manager as required.
5. Solicit referrals from potential talent and internal employees/recent hires.
Attribution: https://www.citehr.com/25813-role-ju...#ixzz37FBVILYg
From India, Hyderabad
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(Fact Checked)-The provided responsibilities for an HR Head in the education industry are detailed and relevant, aligning with best practices of recruitment and talent management. (1 Acknowledge point)
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Hi Mamata,
Please clarify. When you say Education Industry, what exactly is the type of business? Are you selling education materials like books, educational CDs, etc., or do you conduct some courses to educate your students to acquire new skills? Please explain in detail about your organization.
Satish Akut - 9822602908
From India, Pune
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Please clarify. When you say Education Industry, what exactly is the type of business? Are you selling education materials like books, educational CDs, etc., or do you conduct some courses to educate your students to acquire new skills? Please explain in detail about your organization.
Satish Akut - 9822602908
From India, Pune
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(Fact Check Failed/Partial)-The response provided is incorrect as it deviates from the original query about the roles and responsibilities of an HR Head in the education industry. It focuses on the nature of the education business rather than the HR role.
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Dear Mamta,
Your query, "what is the roles & responsibility as an HR Head in education industry?"
Let me clarify right in the beginning that the core function of HR is not domain dependent.
It remains the same by getting the fundamentals right: mastering people processes, delivering on recruiting and staffing, transforming HR into a strategic partner. However keeping in pace with the ever increasing competition HR will have to learn a few aspects to name a few as follows
- managing demographics: managing the loss of capacity and knowledge, managing the ageing workforce
- ensure it builds a learning organization: choosing a learning strategy, boosting the number of on-the-job development programs, measuring the return on investment.
- be able to help people managing work-life balance: determining what people need, building programs that afford flexible working hours, enhancing corporate social responsibility
- manage changes and cultural transformation: determining and shaping desired behaviors, ensuring top-management support.
Therefor as you can see, it's quite different from what is assumed, hence I thought there was not point delving on the same beaten path. This response is an attempt to look into emerging trends, on what's happening around us and how things might shape up in the future.
Writing in the Work Force - Analysis, the authors John Boudreau, Ian Ziskin and Carrie Gibson in their essay, " What Is the Future of HR? " enlighten us in this fashion. " Robert Browning’s poem “Andrea del Sarto” describes the 16th-century painter’s love for his wife but laments that del Sarto is limited by the mundane duties of earning money and supporting her, while his more famous (and unmarried) contemporaries Leonardo da Vinci, Michelangelo and Raphael live for their work with greater passion and spirit. Despite being published in 1855, the Victorian Age poet’s work is relevant to the challenges facing human resources leaders today. The demands of day-to-day HR may be crowding out the focus, passion and spirit that are necessary if practitioners are to take a leading role in helping organizations capitalize on opportunities offered by emerging trends in technology. This could hinder an organization’s quest to maximize productivity and be competitive.
It is essential for HR leaders to accurately anticipate the future and how such changes may affect their accountability. Without the capacity to recognize and accurately plan for changes in the business landscape, coping strategies cannot be proactive — they can only be reactive — and at a much higher cost. Given the accelerated changes occurring in today’s turbulent economy, and narrowing it down to the workplace, Line Managers, Operational Executives and Human Resource (HR) practitioners, most especially, are called to move away from their traditional operational administrative functions and to play a more strategic role in strengthening organizational capabilities. On the other side Line Managers are becoming quite equipped with man-maanagement so much so that they are becoming the primary source for their team memeber as a contact point for all challenges faced, be it technical or non-technical, and HR being reduced to just receving in-puts for enuring obstacles are removed or necesary changes be made. The role therfore reduced more to maintainers rather than makers.
The challenges therefore for HR professionals are a plenty from globalization to increased competition, to the changing age and competency profi le of the current workforce. As an enabler for the knowledge economy, information technology can also be considered a driving force. The increasing recognition of “human capital” as an asset with a significant impact on sustained competitive advantage is driving the transformation of many companies’ HR function.
Any HR leader desiring to make a strategic contribution must look to the future with more foresight and accuracy than ever before. This is not an easy task
The HR function of the future: new roles and a changing focus
Dave Ulrich has outlined five key roles HR has to play in order to help organizations meet their strategic objectives:
• Strategic business partner
• Change agent
• Employee champion
• Manager of personnel acquisition and development
• Manager of processing, compliance, and reporting
The mantra is to live global, act local. Understanding and Managing People by investing in the Next Generation.
Human Resource professionals must learn to master and play new roles - discern, create, and adapt culture to business conditions. Rethink organizations as capabilities, not structures, by creating mutually rewarding collaborative practices.
Do work that is meaningful. that encourages use of the mind and brain
Have a feeling of ability and competence and also feel that they are making a difference
Having choices and discretion over how work is carried out
Take decisive and proactive action when dealing with issues
Conclusion: The world is changing in ways that put HR in the spotlight. Without
question, change is constant. HR can't be what it used to be, and people who intend making it "big" in the HR of the future should broaden their perspectives, challenge the conventional wisdom regarding HRM and peek into the future.
From India, Hyderabad
Acknowledge(0)Amend(0)
Your query, "what is the roles & responsibility as an HR Head in education industry?"
Let me clarify right in the beginning that the core function of HR is not domain dependent.
It remains the same by getting the fundamentals right: mastering people processes, delivering on recruiting and staffing, transforming HR into a strategic partner. However keeping in pace with the ever increasing competition HR will have to learn a few aspects to name a few as follows
- managing demographics: managing the loss of capacity and knowledge, managing the ageing workforce
- ensure it builds a learning organization: choosing a learning strategy, boosting the number of on-the-job development programs, measuring the return on investment.
- be able to help people managing work-life balance: determining what people need, building programs that afford flexible working hours, enhancing corporate social responsibility
- manage changes and cultural transformation: determining and shaping desired behaviors, ensuring top-management support.
Therefor as you can see, it's quite different from what is assumed, hence I thought there was not point delving on the same beaten path. This response is an attempt to look into emerging trends, on what's happening around us and how things might shape up in the future.
Writing in the Work Force - Analysis, the authors John Boudreau, Ian Ziskin and Carrie Gibson in their essay, " What Is the Future of HR? " enlighten us in this fashion. " Robert Browning’s poem “Andrea del Sarto” describes the 16th-century painter’s love for his wife but laments that del Sarto is limited by the mundane duties of earning money and supporting her, while his more famous (and unmarried) contemporaries Leonardo da Vinci, Michelangelo and Raphael live for their work with greater passion and spirit. Despite being published in 1855, the Victorian Age poet’s work is relevant to the challenges facing human resources leaders today. The demands of day-to-day HR may be crowding out the focus, passion and spirit that are necessary if practitioners are to take a leading role in helping organizations capitalize on opportunities offered by emerging trends in technology. This could hinder an organization’s quest to maximize productivity and be competitive.
It is essential for HR leaders to accurately anticipate the future and how such changes may affect their accountability. Without the capacity to recognize and accurately plan for changes in the business landscape, coping strategies cannot be proactive — they can only be reactive — and at a much higher cost. Given the accelerated changes occurring in today’s turbulent economy, and narrowing it down to the workplace, Line Managers, Operational Executives and Human Resource (HR) practitioners, most especially, are called to move away from their traditional operational administrative functions and to play a more strategic role in strengthening organizational capabilities. On the other side Line Managers are becoming quite equipped with man-maanagement so much so that they are becoming the primary source for their team memeber as a contact point for all challenges faced, be it technical or non-technical, and HR being reduced to just receving in-puts for enuring obstacles are removed or necesary changes be made. The role therfore reduced more to maintainers rather than makers.
The challenges therefore for HR professionals are a plenty from globalization to increased competition, to the changing age and competency profi le of the current workforce. As an enabler for the knowledge economy, information technology can also be considered a driving force. The increasing recognition of “human capital” as an asset with a significant impact on sustained competitive advantage is driving the transformation of many companies’ HR function.
Any HR leader desiring to make a strategic contribution must look to the future with more foresight and accuracy than ever before. This is not an easy task
The HR function of the future: new roles and a changing focus
Dave Ulrich has outlined five key roles HR has to play in order to help organizations meet their strategic objectives:
• Strategic business partner
• Change agent
• Employee champion
• Manager of personnel acquisition and development
• Manager of processing, compliance, and reporting
The mantra is to live global, act local. Understanding and Managing People by investing in the Next Generation.
Human Resource professionals must learn to master and play new roles - discern, create, and adapt culture to business conditions. Rethink organizations as capabilities, not structures, by creating mutually rewarding collaborative practices.
Do work that is meaningful. that encourages use of the mind and brain
Have a feeling of ability and competence and also feel that they are making a difference
Having choices and discretion over how work is carried out
Take decisive and proactive action when dealing with issues
Conclusion: The world is changing in ways that put HR in the spotlight. Without
question, change is constant. HR can't be what it used to be, and people who intend making it "big" in the HR of the future should broaden their perspectives, challenge the conventional wisdom regarding HRM and peek into the future.
From India, Hyderabad
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Hello Mamta,
The HR Head position in the educational industries sector is a bit challenging. The fundamental responsibilities and duties of an HR Head remain the same as shared thoughts by our HR professional colleagues.
However, the educational industries are also highly competitive in the emerging market of human knowledge development services. The quality of their products depends entirely on the human resources (teachers) rather than machinery resources. The HR policy of active participation of teachers in their roles will have an immense impact on the results.
An HR head should have full knowledge of the Educational Policy of the State Government and the Central Government as well. The policy of the school authority and management is also very important.
Hiring/Recruitment: Not all highly qualified candidates with a top educational background are perfect to become teachers. Related psychometric analysis and working with the faculty head or senior reliable teachers will be required.
Induction and training: We cannot say that all trained teachers are trained professional teachers. They need a good amount of time to adapt to a new institute's environment and different student attitudes.
Appraisal: Designing an appraisal and feedback technique from the teachers themselves and students about the teacher is essential.
There are many methods to be applied when it comes to real practical management in education. The art of management is to convert imagination into real action and visible results. Education will bring us a better future, I wish you.
Warmest Regards,
Mr. Jiten Khuman
+971 55 66 58636
From United Arab Emirates, Dubai
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The HR Head position in the educational industries sector is a bit challenging. The fundamental responsibilities and duties of an HR Head remain the same as shared thoughts by our HR professional colleagues.
However, the educational industries are also highly competitive in the emerging market of human knowledge development services. The quality of their products depends entirely on the human resources (teachers) rather than machinery resources. The HR policy of active participation of teachers in their roles will have an immense impact on the results.
An HR head should have full knowledge of the Educational Policy of the State Government and the Central Government as well. The policy of the school authority and management is also very important.
Hiring/Recruitment: Not all highly qualified candidates with a top educational background are perfect to become teachers. Related psychometric analysis and working with the faculty head or senior reliable teachers will be required.
Induction and training: We cannot say that all trained teachers are trained professional teachers. They need a good amount of time to adapt to a new institute's environment and different student attitudes.
Appraisal: Designing an appraisal and feedback technique from the teachers themselves and students about the teacher is essential.
There are many methods to be applied when it comes to real practical management in education. The art of management is to convert imagination into real action and visible results. Education will bring us a better future, I wish you.
Warmest Regards,
Mr. Jiten Khuman
+971 55 66 58636
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply provides a general overview of the HR responsibilities in the education sector but lacks specific reference to laws or court rulings. The information shared aligns with common practices but could benefit from more legal and factual backing.
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(Fact Check Failed/Partial)-The reply provided contains some accurate points regarding the roles and responsibilities of an HR Head in the education industry. However, it lacks specific details and clarity in some areas.