Hi, How do we differentiate between strtegic and Line HR? what is the role of HR generalist? ____________________ Pramod Kumar Aequor Information Technologies
From India, Delhi
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From India, Delhi
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Line HR is somewhat a routine job, while strategic HR, according to the business, involves designing and implementing strategies based on changes and the environment, among other core pillars of the business. This helps in gaining growth, etc.
Regards,
EAFIL :idea:
From India, Delhi
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7Regards,
EAFIL :idea:
From India, Delhi
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hi, Line HR are responsible for maintenace and implementation of employees as per HR policy. where as, Strategic HR is proactive and aligne to the need of business. regards shashikant
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Line HR includes people who perform the day-to-day tasks, including HR Executives, Sr. Executives, HR Officers, etc.
Strategic HR involves developing and designing strategies in line with the advancements and changes occurring in the environment.
An HR Generalist's job entails overseeing all functions of the organization related to HR, such as Training & Development, Performance Management, recruiting, etc.
Cheers,
Archna :)
From India, Delhi
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Strategic HR involves developing and designing strategies in line with the advancements and changes occurring in the environment.
An HR Generalist's job entails overseeing all functions of the organization related to HR, such as Training & Development, Performance Management, recruiting, etc.
Cheers,
Archna :)
From India, Delhi
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Role of HR Generalist:
Human Resources Generalists, Managers, and Directors, depending on the size of the organization, may have overlapping responsibilities. In larger organizations, the Human Resources Generalist, the Manager, and the Director have clearly defined, separated roles with progressively more authority and responsibility in the hands of the Manager, the Director, and ultimately the Vice President.
HR directors, and occasionally HR managers, may head up several different departments that are each led by functional or specialized HR staff such as the training manager, the compensation manager, or an organization development manager.
Human Resources (HR) staff members are advocates for both the company and the people who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needs successfully.
New HR Role
The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered.
Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate, and a change mentor. At the same time, especially the HR Generalist, still has responsibility for employee benefits administration, often payroll, and employee paperwork, especially in the absence of an HR Assistant.
HR Role: Employee Advocate
As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.
Fostering effective methods of goal setting, communication, and empowerment through responsibility builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern, and commitment to serve customers well.
In this role, the HR manager provides employee development opportunities, employee assistance programs, gain-sharing and profit-sharing strategies, organization development interventions, due process approaches to problem-solving, and regularly scheduled communication opportunities.
Depending on the size of the organization, the HR manager has responsibility for all of the functions that deal with the needs and activities of the organization's people, including these areas of responsibility.
Best of luck
Prachi
From India, Mumbai
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Human Resources Generalists, Managers, and Directors, depending on the size of the organization, may have overlapping responsibilities. In larger organizations, the Human Resources Generalist, the Manager, and the Director have clearly defined, separated roles with progressively more authority and responsibility in the hands of the Manager, the Director, and ultimately the Vice President.
HR directors, and occasionally HR managers, may head up several different departments that are each led by functional or specialized HR staff such as the training manager, the compensation manager, or an organization development manager.
Human Resources (HR) staff members are advocates for both the company and the people who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needs successfully.
New HR Role
The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered.
Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate, and a change mentor. At the same time, especially the HR Generalist, still has responsibility for employee benefits administration, often payroll, and employee paperwork, especially in the absence of an HR Assistant.
HR Role: Employee Advocate
As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.
Fostering effective methods of goal setting, communication, and empowerment through responsibility builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern, and commitment to serve customers well.
In this role, the HR manager provides employee development opportunities, employee assistance programs, gain-sharing and profit-sharing strategies, organization development interventions, due process approaches to problem-solving, and regularly scheduled communication opportunities.
Depending on the size of the organization, the HR manager has responsibility for all of the functions that deal with the needs and activities of the organization's people, including these areas of responsibility.
Best of luck
Prachi
From India, Mumbai
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Strategic-hr-ma nagement2_422.p df
Hr-generalist-r ose_205.doc