As you said you have came across .. HR Generalist, recruitment and other activities too... the HR activities includes .. Many which you are aware..
Based on the time and requirement. most of our time will be spend on recruitment... It doesn't mean that we are doing this alone.
There are many things which we do repetedly.. something like taking breath.. we will never get bore of it..bacause it was a survival question??
However Recruitment is the basic survival when it comes to an organization.. As breath along is not enough to live... I do accepct that others functions of HR also has it's own importance..
Once thing I can understand since you are aware of all the processes now you are getting bored about recruitment and feeling the same.
As you said 70% time for recruitment and 30% for other activities.. it's true.. but both has equal importance.
Write me if you had any queries.
13th March 2010 From India, Madras
21st March 2010 From India, Delhi
As Varsha said even my case is same but am an extended arm to leave approval and coordination to onsite team and apart from that some times preparing means doing ground work fro appraisal systems but am with a tag HR executive( generalist), what do we do, should we have to check what would be our KRA or should shut n sit or look for other job?
22nd March 2010 From India, Madras
I M also having the same profile with similar designation. I do agree that we do engage in the recruitment part which is indeed the major & important part of HR Cycle but we simultaneously also do the rest of the HR functions.
If our company management is not understanding the need of those functions its our job to make them understand. to make employees aware of there rights & benefits.
HR also involves marketing it is up to us how we explorer the opportunity and manipulate the situation and create need for those HR functions which are overlooked by the Management.
Hope U agree with me.
With Best Regards
26th March 2010 From India, Mumbai
If one wishes to indulge in the whole gamut of HR functions, then one should look at larger companies, esp. in the manufacturing sector, employing more than 20,000 employees.
The problem cited by you is peculiar to small companies in services sector, where the headcount is in hundreds.
Many of these companies are relatively new, having recently incorporated themselves as 'companies'. The only HR activity, sorry to this, is just Recruitment; which they do in-house, just to save costs of outsourcing. Such companies are hardly aware of the the other roles, especially strategic role, of HRM.
In "real" world/companies; Recruitment is just a small segment (say 6-8%) of HRM activities.
26th March 2010 From India, Delhi