Your question is interesting and relevant too.
Your role and responsibilities should best be defined by the superior you are reporting to. While some general role and responsibility of HR function can be listed.
HR has following 3 roles to play:
So you can list various items relating to these and that can become part of your role and responsibility: e.g. Recruitment, Compensation Design, Induction/Orientation, Training and development, Job Rotation, Organisation Strucutre Review, Promotion decisions process, Employee Motivation - recognition and reward, career development, events to motivate employees - sports and cultural - team building activities, Employee Surveys, Implementation of Actions to improve employee satisfaction and motivation
Hope this helps
The Roles & Responsibilies of yours depends upon the HR Structure of your organization. Normally HR dept is divided into Talent Acquisition (Pre Recruitment ) and Employee Engagement (Post Recruitment). As an HR Executive you will be playing a supporting role depends on what you are taking care TA or EE or both. You can also refer to the JD of your position or you can get the KPI from your reporting manager.
Hi,PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM Strategic perspective Organisation design Change management Corporate Wellness management PEOPLE ACQUISITION AND DEVELOPMENT Staffing the organization Training & development Career Management Performance Management ADMINISTRATION OF POLICIES , PROGRAMMES & PRACTICES Compensation management Information management Administrative management Financial managementROLES The roles listed above are now described in terms of broad functions, activities and outcomes to illustrate more or less what the descriptions will look like once the Standard Generating Groups begin to work with each role in detail. PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM STRATEGIC PERSPECTIVE 1. Develop Human Resource plans and strategies aligned to the organisationís strategic direction. and business strategy. Provide tools and tactics to enhance execution of these strategies 4. Manage the interface between HRM processes and systems. 5. Formulate and communicate HRM policies. 6. Act as the conscience of employer with respect to people issues. 8. Assess the long-term impact of short-term decisions on people. 9. Manage people related issues accompanying mergers, alliances and acquisitions. ORGANISATIONAL DESIGN 1. Analyse work processes and recommend improvements where necessary. 2. Recommend options for organisational design & structure. CHANGE MANAGEMENT 1. Advise management on implications of change for employees. 2. Co-ordinate & facilitate the change process. 3. Facilitate changed relationships. 4. Provide support structures for employees during change. 5. Deliberate and proactive management of the changing environment and its implications for work and the organisation. CORPORATE WELLNESS MANAGEMENT > Develop and communicate policies and procedures with regard to the management of wellbeing > Manage occupational health and safety > Manage wellbeing (Employee Assistance programs & Health Promotion programs) TRAINING & DEVELOPMENT > Develop a training & development strategy according to the requirements of legislation and with the improvement of productivity and delivery as outcome. > Conduct a training needs-assessment including the assessment of prior learning and write training & development objectives based on the outcome thereof. > Conduct training & development. > Evaluate training & development with regard to the return on investment. > Promote training & development in the organisation. Thanks,Mothi
The following are job Responsibilities of HR Executive -
1. Job Description,
2. Identify the Competencies required,
3. Identify the source for hiring,
4. Interview of the candidate,
5.Coordinate the interview with the respective department and
6. If selected, complete the documentation .
1. Joining formalities.
2. Handling Employee Database
3. Leaves and Attendance Management
4. Handling the payroll
5. Managing advance Salary, Ad Hoc Bonuses, Loans
6. Confirmations, Performance Appraisals, Performance Management
9. Full and Final Settlement
Employee Relation -
1)Handling all the queries of the employees. Be it related to Salary, Leaves, Attendance, and Transfer etc.
2) They are also expected to explain the various policies, strategies and benefits to employees.
3) They are expected to stop all type of rumours and misleading communications.
4) They should motivate the employees on day-to-day basis.
Specialist Program in Competency Mapping Implementation Framework
About The program
Whether youíre new to HR, or a HR leader, a business consultant or a Head of the department, the Specialization Program in Competency Mapping and Benchmarking provides you with both fundamentals and structured implementation approach and fresh ideas to initiate, reinforce and optimize your organizationís human resource strategy.
We look forward to seeing you there and to equip you to execute comp map for your own professional growth and that of organization.
Program is designed keeping in mind the working professionals and you can attend this program by opting any of the following modes depending upon your learning style:-
1. Workshop - Mumbai.
2. Distance learning ( Videoconferencing)
Program Start Date Sepetember '10
Last Date of Registration: 25th August 2010.
e-mail us at:
Why Specialization is important?
There are many reasons a human resource professional would decide to concentrate their practices to a certain field of specialization. One would be that itís a field that they enjoy; another is that itís a field that they want to excel at. But the most important reason a professional would chose to specialize is that itís needed to truly be a master at their subject in the best interest of their professional growth and organizations.
Itís far too difficult to be an expert on recruitment on Monday then be an expert on compensation on Tuesday, then be an expert on policy and procedures on Wednesday etc. Moreover with the increase complexity and the pace with business continue to change the natural consequences is the encouragement of specialization.
That you will derive from attending the Catalyst Specialization program In Competency Mapping & Benchmarking.
Learn the framework for building successful, HR strategies: using Catalystís Comp Map, Building Blocks, Learn from the experiences consultants,benefit from the best practices from Catalystís,Investigation of HR organizations, Address your specific challenges in one on, one discussion among group and like minded HR professionals,Speak directly to experts to lean how to develop Comp Map strategy that delivers real, measurable business value related to specific use cases,Understand the fundamentals, phases of comp Map activities like- Planning & organizing,Acquisition and implementation, rolling out and support, Monitoring and reporting,Gain specialization for your professional & organizational growth by further building on the lessons learned by developing Competency Mapping techniques, Optimize your own effectiveness by learnin,how to effectively use competency analysis, Explore best practices and ideas for implementing competency mapping, Cut through the management jargons hype and learn the subject the way it is for improving overall human resource strategy, Network with your peers and share best practices to address the key HRM challenges.
For any information, clarification and additional information , mail us your interest and we will call you back in the least possibel time.
Program Face to face Learning Tracks
Implementation and subject knowledge will be transfered through 25 face to face learning tracks. To understand more about the learning tracks and how the knowledge transfer will happen please get in touch with us at
Learning Track 1 : Competency Based Strategy & Organizational Roadmap.
Learning Track 2: Competency Mapping & Business Value Case.
Learning Track 3: Competency Based Strategy development & Tracking.
Learning Track 4: Organizational Competencies requirement Management.
Learning Track 5: Competency Mapping change management adoption techniques.
Learning Track 6: Competency Assessment & Competency Clusters.
Learning Track 7: Competency Analysis & Organizational Competency layers Alignment.
Learning Track 8: Competency based Business Optimization & Aalignment Management.
Learning Track 9: Competency Simulation.
Learning Track 10:Role Plays, Situational Analysis, Brainstorming..............
......Learning Track 16: Designing Competency Dashboard & Scorecards.
Learning Track 17; Competency Mapping Implementation Architecture.
Learning Track 18: Designing Competency based HRM.
(+) Additional Tracks willbe covered in program mail us your interest at to knwo more.
Be The Competency Mapping Specialist
The contents that you will receive as a part of the program helps you develop a structured learning to meet your requirements even after completing the program. Join in the program and be a part of growing specialist HR community .
regus, Level Six, Vaswani Mansions, Dinshaw Vacha Road, Churchgate, Mumbai -400020.( India)
Tel: +91-22-67464206 (5 Lines)
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