Hello Everyone,

I have been working as an HR executive in a software company having a strength of around 50 for the past 1.5 years. Initially when i had joined the company, the strength was around 25 and now it is double.On HR front, company has a lot to implement but the management is least interested. I am the only HR person in the company.And though i carry 'generalist' tag- the only HR work i do is recruitment as and when need arises and administration work. in recruitment too i am only involved in screening and scheduling interviews! Initially when i had joined i had streamlined recruitment process , prepared various hr formats and felt maybe after sometime i would get to do many new hr activities, but i do not feel management is least interested to even change their way of working.
If i come forward to management with implementing these systems the answer i get is processes are for people and not vice versa as the company running good, employees satisfied without these things.
Looking at things around me and even the new job openings that do come up for a person having similar experience like me - i am feeling that only Recruitment or doing paper work is the major HR function. Even while going through resumes of various HR's I have found that almost all of them would be using impressive words and lines, they would also mention other HR functions like leave , attendance, Performance appraisals , training but the main thing that they would be doing 90% of their times would be recruitment like me!
My question is - is HR = Recruitment only in real world?
Because i had learnt about various hr functions but in practical world as seen by me an HR is 70% of his/her time involved only in recruitment cycle and 30% times in other HR activities.and for a person with my experience, i say i have generalist profile but openings i get is only for Recruiter!
Can anyone tell me what does an HR do in real business world if not recruitment?
12th March 2010 From India, Vadodara
Hi,
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.
Regards
Ajay
Recruitment Consultant

13th March 2010 From India, Madras
HR doesn’t mean only Recruitment. But recruitment is a part of HR. I think your company is very fast growing company. Thats why there are more openings and requirements. Regards, Taksh Kumar
21st March 2010 From India, Delhi
Hi,
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?
Pls advice
22nd March 2010 From India, Madras
Hi, Varsha & Krithika,
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
Supriya
26th March 2010 From India, Mumbai
Dear Varsha, Krithika and Supriya
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.
Warm regards.
26th March 2010 From India, Delhi
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