Ash Mathew
Recruitments, Training`
Richuka
Hr Recruiter Generalist
Jeeta
Recruitment, Employee Recognition, Pms
K.Ravi
Loading.......
Ranjitonly
Talent Acquisition,talent Management,talent
+3 Others

Hello friends,
I m stuck with a major question that "Does HR-Generalist profile includes Recruitment as well?" or both are saperate?????
Does recruitment is one of major role of Generalist HR?
Can any body help me????
20th April 2009 From India, New Delhi
SUMMARY
Responsible for all human resource activities for the company. Provide advice, assistance and follow-up on company policies, procedures, and documentation. Coordinate the resolution of specific policy-related and procedural problems and inquiries.

PRIMARY RESPONSIBILITIES
  1. Responsible for all human resource activities to include employment, compensation, labor relations, benefits, and training and development.
  2. Interview job applicants; review application/resume; evaluate applicant skills and make recommendations regarding applicant's qualifications.
  3. Develop and maintain relationship with employment agencies, universities and other recruitment sources.
  4. Prepare and maintain company salary structure, job documentation, and job evaluation systems. Complete salary survey questionnaires.
  5. Prepare, process and distribute payroll.
  6. Design and conduct new employee orientations.
  7. Administer and explain benefits to employees, serve as liaison between employees and insurance carriers.
  8. Work with union representative to resolve labor relation issues.
  9. Recommend, develop and schedule training and development courses.
  10. Provide advice, assistance and follow-up on company policies, procedures, and documentation.
  11. Coordinate the resolution of specific policy-related and procedural problems and inquiries.
  12. Recommend, develop and maintain human resource data bases, computer software systems, and manual filing systems.
  13. Develop and recommend operating policy and procedural improvements.
  14. Other duties as assigned.

ADDITIONAL RESPONSIBILITIES
  1. Perform specific research/investigation into operational issues, as requested.
  2. Provide on-the-job training to new employees.
KNOWLEDGE AND SKILL REQUIREMENTS
  1. Basic reading, writing, and arithmetic skills required. This is normally acquired through a high school diploma or equivalent.
  2. Knowledge of multiple human resource disciplines. Knowledge of federal and state employment and benefit laws. Strong interpersonal and communication skills. Ability to analyze data and provide recommendations. This is normally acquired through a combination of the completion of a Bachelor's Degree and three to five years of human resource experience.
  3. Visibility requires maintaining a professional appearance and providing a positive company image to the public.
WORKING CONDITIONS
Working conditions are normal for an office environment

This has been borrowed from HR Village. I guess this shuld answer your query abt the job description itself.
ABt the question - yes recruitment is a part of a generalist profile.

Thanks
20th April 2009 From India, Madras
Hi Ash,
I reviewed the JD of Generalist, it seems okay. I need you help in hay evaluation by chart profile method.
If you can forward me a sample of the presentation, i would appreciate. But not the theory part.
Saji

20th April 2009 From United Arab Emirates, Abu Dhabi
Thanks Asha for prompt response,
I m having the same view abt both terms but recently i saw different designations such as HR-Recruitment Manager and HR-Generalist Manager and they both reporting to HR Director, that y i got struck?? How can they both differ???
Thanks & Regards,
Richuka

20th April 2009 From India, New Delhi
:-)
This is just a jd borrowed from hr village - which is not just "OK", as u have commented. Its a great work done by them.
And trust me... I dont do spoon feeding... but yes.. to a certain extent.:icon1:, but just to help in thinkin process.
I do not possess any presentations on ur request. Would appreciate if you could work on one and put it up here on citehr for receiving additional input from seniors!
Thanks and take great care!
----------------------------------------

20th April 2009 From India, Madras
Dear Ruchika,
One thing I forgot to add is, it differs in Organization. If what u have mentioned below is abt a same company having two such profiles, then this is the reason:
one: They have huge recruitment needs, so that they have a person seperately to monitor pre and post recruitment activities (so they haev a recruitment manager)
and they have a generalist profile to help in Performance monitoring, Training and other activities. May be the gereralist co-ordinates with recruitment but focuses on other areas as priority.
In some companies they may have only one HR - generalist. But this person will be taking care of all HR activities. The size of the company may be small. Recruitment may be the highest prioroty depending on their need, or may be given equal priority according to other hr activities.
I hope this clarified ur query. If not, pls revert.
Thanks

20th April 2009 From India, Madras
Hey Asha,
i got ur point that its just depend upon the size of company to company but HR-Generalist profile includes recruitment along with other things....
your description has cleared the doubt in my mind.......
thanks for your time dr...........
20th April 2009 From India, New Delhi
Dear Ms. Asha… A Very Good Day!
Your clarification to Ruchika regarding “HR Generalist profile” is truly excellent and appreciable. Thanks for that and I hope you would continue posting such valuable information, thus helping a large group of HR professionals at their career beginning.
To introduce myself, I'm Mohammed Ibrahim and I’ve recently taken an HR Executive job in a newly startup company, where HR Dept has been setup newly and I am required to handle all core HR activities and also have to design and implement various policies for the company.
As an initial step, I have designed the attendance sheet for our employees by linking the leave register to it; and also designed a leave policy for the company. I would like to share these files with citeHR believing it might be useful to any of the citeHR users who may be looking for such stuff!
I highly appreciate your comments or feedback for any improvements/corrections in the attached files from all the citeHR users.
Best Regards

Mohammed Ibrahim
HR Executive
Delta PEB Pvt. Ltd

20th April 2009 From India, Hyderabad

Attached Files
Membership is required for download. Create An Account First
File Type: xls Attendance Register for CiteHR.xls (50.5 KB, 1307 views)
File Type: doc LEAVEPOLICY for DELTA PEB.doc (65.5 KB, 574 views)

Hi Richuka,
Ash has borrowed the right profile for HR Genralist.
But as per your query, Recuitment may or may not be part of the Generalist portfolio.
As the word suggests, GEneralist profile does everything in HR , like HR operations, Employee Engagement, Exit process, etc.
BUt in some organisations, Recruitment would be a specialist function because it is so as the word suggests a Specialist. A recruiter as per me is always a specialist.
Earlier in organisations HR would perform all the functions hence a GEneralist function would involve Recruitment also...
But nowadays many companies have a separate REcruitment function.
Regards,
Ranjit
20th April 2009 From India, Mumbai
though the answer by asha was nice, but it was not to the point because the thread starter wanted this doubt cleared that
"Does HR-Generalist profile includes Recruitment as well?" or both are saperate?????
and the only answer which is simple, is the profile may or may not include and it depends from company to company, so simple answer it is ;);)
still thanks to my dear friend asha, for elaborating the profile and by going one step ahead by showing an example of the duties to be performed by Gen HR, thanks dear friend ASHA< :p:p:p
20th April 2009 From India, Pune
The answer depends. Recruiting is a function performed by Human Resources. The question is should the HR Generalist do the recruiting or should recruiting be done by a recruiting specialist. Before you make this decision there is some information that you need to consider. Either way the recruiting function has to tie into Human Resources as the work done by recruiting has impacts throughout the organization.

Things to consider when determining who should do the recruiting.
1) What is the volume of recruiting? If the volume is high it makes sense to have a recruiting specialist do the hiring. When high volume recruiting is done by an HR Generalist, they have very little time for the other HR Generalist work. This tends to lead to high attrition and poor work environments.
2) What is the type of roles being recruited for? I believe all senior roles need to have the buy in of the HR Leader, to ensure that future leaders will support and enhance the culture you are trying to develop.
3) What type of work is being recruited? If the work is highly specialized it makes sense to have a recruitment specialist with knowledge of the subject perform the recruiting.

So the answer is it depends on the nature of the recruiting being performed. Where ever you decide to perform the recruiting, the communication and teamwork between HR Generalists, recruiting and training has to be strong.
20th April 2009 From Canada, London
Thanks for your Views.
I did take a look at the Attachment. I have less experience when it comes with commentign on the leav policy (I am myswelf in the proces sof preparing one... not too sure if I could guide you in the correct manner)
With reg to attendance register - I would say - its perfect! And easy to understand.
What we do here is - we split cells of one day into two - that is first half and second half of the day. That is the only difference.

21st April 2009 From India, Madras
Hi Ruchika,
Your question has 2 answers. First one is- yes, HR Generalist also involves recruitment(internal) besides other core functions as mentioned by Ash Mathew. Again in many organisation, depending upon the structure, nature of function and departments, etc, HR Recruitment is separated from HR Generalist. Now-a-days HR-Recruitment is seen upon as a special function thereby requiring a expert. So in a nutshell u can say depending upon organisation, and its size either HR- Recruitment in involved in HR-Generalist or HR-Recruitment is separated from it as a separate function.
Regards,
Jeeta
21st April 2009 From India, Mumbai
Find HR Generalist Job Roles and Responsibilities HR Generalist Profile Or HR Generalist Job Description
11th December 2016 From India, Hyderabad
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