Here I would like to know one thing, how does a HR person can
can do
Manpower Mapping
Job Analysis, Description
Setting of KPI, KRA,
Performance Appraisal
of the candidates who are from [FINANCE, ELECTRONICS, MECHANICAL, COSTING, COMPUTER field] in short of candidates not from HR field.
Here it cannot be always assumed that the HR knows each above mentioned field in detail / in depth.
Then HOW DOES HR DO. THIS..
Does HR really do the above, or it takes the comments, suggestions, advice from the concerned field Dept Head [who is usually expert in the concerned field] and just documents it.
For eg. For preparing job description, it just takes the qualifications, from DEPT HEAD,, because a dept head knows more than HR whether a Diploma candidate would be suitable or a Degree or PG .... and then so it collects the data, compiles it and documents it...
What are your comments on this..
I need a reply its urgent,,, its urgent
From India, Pune
54can do
Manpower Mapping
Job Analysis, Description
Setting of KPI, KRA,
Performance Appraisal
of the candidates who are from [FINANCE, ELECTRONICS, MECHANICAL, COSTING, COMPUTER field] in short of candidates not from HR field.
Here it cannot be always assumed that the HR knows each above mentioned field in detail / in depth.
Then HOW DOES HR DO. THIS..
Does HR really do the above, or it takes the comments, suggestions, advice from the concerned field Dept Head [who is usually expert in the concerned field] and just documents it.
For eg. For preparing job description, it just takes the qualifications, from DEPT HEAD,, because a dept head knows more than HR whether a Diploma candidate would be suitable or a Degree or PG .... and then so it collects the data, compiles it and documents it...
What are your comments on this..
I need a reply its urgent,,, its urgent
From India, Pune
Hope to get a satisfactory answer, and my question is valid I suppose. :? :? :? :? :? :? :? :? :? :? :? :? :? :?
From India, Pune
From India, Pune
78 views, still no one able to give satisfactory reply, What should i tell now.. conclude ????
From India, Pune
From India, Pune
Hi,
The primary responsibilty of Human resource is to integrate all business processes and weave the organization together. You can do this only when you interact and develop a common busines objective. Hence the best way out is to coordinate with all department experts to draw a competency map and do a detail job analysis. After this you need to regularly maintain the bridge to incorporate any updates.
All others views are welcome.
regards,
Partha.
From India, Calcutta
The primary responsibilty of Human resource is to integrate all business processes and weave the organization together. You can do this only when you interact and develop a common busines objective. Hence the best way out is to coordinate with all department experts to draw a competency map and do a detail job analysis. After this you need to regularly maintain the bridge to incorporate any updates.
All others views are welcome.
regards,
Partha.
From India, Calcutta
HI,
I WOULD LIKE ASK YOU A QUESTION, PLEASE BE KIND ENOUGH TO ANSWER ME, DO YOU NEED TO BE A BEGGER, IF YOU ARE REQUIRED TO ACT AS A BEGGER IN PLAY,
SOMETHINGS ARE LEARNED BY, OBSERVERING, SOME BY LISTENING,
HOPE I HAVE BEEN ABLE TO DO JUSTICE TO YOUR QUETION.
TAKE CARE HR
THANK YOU
OCTAVIOUS
From India, Mumbai
I WOULD LIKE ASK YOU A QUESTION, PLEASE BE KIND ENOUGH TO ANSWER ME, DO YOU NEED TO BE A BEGGER, IF YOU ARE REQUIRED TO ACT AS A BEGGER IN PLAY,
SOMETHINGS ARE LEARNED BY, OBSERVERING, SOME BY LISTENING,
HOPE I HAVE BEEN ABLE TO DO JUSTICE TO YOUR QUETION.
TAKE CARE HR
THANK YOU
OCTAVIOUS
From India, Mumbai
Hi,
Let me try to answer your question. Well HR is a person who deals with all the aspects which you have specified. HR is not a person it is a department. The activity is a team work, so if one person in Hr is not familiar with one department, that will be taken by a person who is familiar with that work.
Well as I told you HR is a team work. It does consider the views and opinions from the concern department heads. Who are very much familiar with the tasks (In case of appraisals)
Hope I could answer your question....if not fully at least partially.
As HR does multiple works they have a special place in organizations. What do you say....Friend
From India, Hyderabad
Let me try to answer your question. Well HR is a person who deals with all the aspects which you have specified. HR is not a person it is a department. The activity is a team work, so if one person in Hr is not familiar with one department, that will be taken by a person who is familiar with that work.
Well as I told you HR is a team work. It does consider the views and opinions from the concern department heads. Who are very much familiar with the tasks (In case of appraisals)
Hope I could answer your question....if not fully at least partially.
As HR does multiple works they have a special place in organizations. What do you say....Friend
From India, Hyderabad
Please explain in a practical way,,,
Give example,,
If a Non Technical HR wants to do all of the above of a super technical person (IT Expert) how will he do it when HE is ZERO in technical,,,
or if I am wrong is it so that all expert HR are from same fields , i.e the above HR necessarily need to be a TECHNICAL + MBA HR ????????????????????????????????????????????? If he is not technical MBA HR how will he be competent to do the above works//
No short cuts , quotes, and sayings.....
From India, Pune
Give example,,
If a Non Technical HR wants to do all of the above of a super technical person (IT Expert) how will he do it when HE is ZERO in technical,,,
or if I am wrong is it so that all expert HR are from same fields , i.e the above HR necessarily need to be a TECHNICAL + MBA HR ????????????????????????????????????????????? If he is not technical MBA HR how will he be competent to do the above works//
No short cuts , quotes, and sayings.....
From India, Pune
Hi Ravi,
The recruitment of HR will always depend on the requirements of the organization. If it is a IT firm the company will look for a HR who have IT knowledge with HR capabilities, It 's the same with all other firms too.
Am I able to answer your question Ravi.
From India, Hyderabad
The recruitment of HR will always depend on the requirements of the organization. If it is a IT firm the company will look for a HR who have IT knowledge with HR capabilities, It 's the same with all other firms too.
Am I able to answer your question Ravi.
From India, Hyderabad
Hello Ravi,
I read your query and read all the answers too. i would like to talk about this matter also. As you say that how can we HR people mapping about recruitments, job analysis... etc. ?
so all of members suggested right that we can take perfect info about the concerned person. after getting all the description you can easily do your work. and all the companies have many rounds of interviews so Technical round can take by department expert & rest of all can done by HR. About appraisals you can do same with it also. because Performance Appraisal is depends on many factors. So i don think that every HR should be from technical field. after a lot of time of working you can easily tackle technical too.
Keep always in mind. HR is everybody's friend. :)
Hope you will be satisfied now.
If any question you want to ask so don't be hesitate. :D
Regards,
Shreya
From India, Delhi
I read your query and read all the answers too. i would like to talk about this matter also. As you say that how can we HR people mapping about recruitments, job analysis... etc. ?
so all of members suggested right that we can take perfect info about the concerned person. after getting all the description you can easily do your work. and all the companies have many rounds of interviews so Technical round can take by department expert & rest of all can done by HR. About appraisals you can do same with it also. because Performance Appraisal is depends on many factors. So i don think that every HR should be from technical field. after a lot of time of working you can easily tackle technical too.
Keep always in mind. HR is everybody's friend. :)
Hope you will be satisfied now.
If any question you want to ask so don't be hesitate. :D
Regards,
Shreya
From India, Delhi
Ok
I have observed that the performance appraisal of any employee depends on his supervisor, and not HR
I have also seen cases wherein the candidate has been rejected by HR, but selected by the concerned Dept head,, so in this situations we HR cant say anything but to listen to Dept heads, as we are not experts and if the Dept head terms the employee is imp, we cant technically prove him, that employee is not competent.
The above is true incident i have experienced..
so in short, HR is the smooth, agent used to deliver the judgement.
From India, Pune
I have observed that the performance appraisal of any employee depends on his supervisor, and not HR
I have also seen cases wherein the candidate has been rejected by HR, but selected by the concerned Dept head,, so in this situations we HR cant say anything but to listen to Dept heads, as we are not experts and if the Dept head terms the employee is imp, we cant technically prove him, that employee is not competent.
The above is true incident i have experienced..
so in short, HR is the smooth, agent used to deliver the judgement.
From India, Pune
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