Legal Analyst, Hrm
Human Resources - Generalist
Devendra K Shrivastava
Recruitments, Training, Couselling &
Both an HR Generalist & HR Manager plays a vital role in the core HR Activities of an organization
HR Generalist is a role played by a employee in the company , who takes care of activities like joining formalities, induction, training and development, performance management, pay roll, statutory requirement, attendance maintenance, employee relation, employee grievances, exit formalities etc.
The nature of his/her work differentiates a HR Employee as a Generalist
HR Manager is a position in the company and has a wider applicability. He / She needs to take the lead in the generalist role, direct and motivate his team members who perform routine HR generalist functions in the organization.
In addition to above , He / She should be instrumental in Human Resource Development , by initiating activities like employee engagement, organizational development, retention strategies etc.
Key Responsibilities of HR Manager:
1. Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues)
2. Establish and maintain appropriate systems for measuring necessary aspects of HR development
3. Monitor, measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales
4. Manage and develop direct reporting staff.
5. Manage and control departmental expenditure within agreed budgets.
6. Liaise with other functional / departmental head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements.
7.Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation.
8.Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team.
9.Ensure activities meet with and integrate with organisational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care.
10. Audit and authenticate all documents related to legal, salary statements and distribution, policies etc.
11. Develop and Maintain healthy relation with Govt. and Non Govt. Organistions for better and fast functioning of organisation.
13. Plan for employee’s performance appraisal; develop tools for appraisal, job evaluation and development.
14. Plan and direct for Training of employee including senior managers, maintain contact with outside resources for training.
15 . Employee Developement through Process Quality, Job designing, ISO, Six Sigma, Project Management, Quality Of Work, Work Life Balance etc.
Hope the info is clear
23rd June 2011 From India, Mumbai
In addition to this…
A HR Manager usually heads the dept & is part of the administration and oversees the Generalist staff.
He is just over the HR office associates and the HR generalist is over the whole company except for the General Manager.
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." In other words the manager oversees all the functions of HR, while the Generalist performs more of the day to day type functions like screening resumes, benefits, etc
Now im gonna define their work and profile one by one so that you can understand this better..
HR generalists are characterized by their involvement in -- and knowledge of -- a wide variety of functions and divisions within HR. In any typical day, the HR generalist may re-negotiate with a health benefits broker, determine if positions should be classified as exempt or non-exempt under the Fair Labor Standards Act, open recruitment, answer questions about medical leave options and testify at an unemployment insurance hearing. The generalist is a jack-of-all-trades who can administer any aspect of HR.
Specialized HR managers have built a wealth of knowledge directly related to a specific HR function. In addition to supervisory duties, HR managers perform a more analytical role, using their detailed knowledge of employment laws and regulations, best practices and benchmarking. HR managers in medium and large organizations typically oversee a specific division or function in the HR department. Examples of these specialty functions include classification and compensation, labor relations, investigations and discipline, workers compensation, training, recruitment and employee benefits.
In large organizations, HR generalists typically occupy the extremes of the HR department hierarchy. Some generalist positions perform entry level, administrative functions, whereas at the other end of the spectrum, generalist HR executives are responsible for all divisions in the HR department, with a layer of specialized HR managers sandwiched in between. In small organizations, the HR manager is the only employee responsible for all HR functions, and needs to be a generalist with skills and expertise to handle the employer's HR operations single-handed.
Also there is another important role and we must not forget about it which is a Generalist HR Manager. The HR generalist and the HR manager don't have to be mutually exclusive, and often aren't. High level HR managers need to be conversant -- at least on a basic level -- in all areas of HR to be able to effectively supervise staff. Being a generalist does not mean that the HR manager doesn't have somewhat of a specialization in a certain area -- but while she may prefer working in a certain specialty field, she has the breadth of knowledge to be comfortable overseeing any area.
23rd June 2011 From India, Gurgaon
great question , as well we had great answers, thanks for it. But i should like to add something - there are two words : HR generalist & HR Specialist , the roles taken by HR professional. Specialist covers a narrow periphery of HR functions, say payroll management or recruitment etc. On contrary Generalist covers a wide range- all HR activities in a organization. it requires a long experience to be a genaralist while performing various jobs in HR field .
25th June 2011 From India, Indore
I have 2 yrs experience in End to End recruitment and Client Management. I want to switch from recruiter role towards generalist profile to add versatility in my career. But for that I have to gain experience in Payroll, training, etc which I don't have. Please guide how can I grow further my career
I am currently getting opportunity in recruitment only and for other role company asks for experience
Please help in this regard
14th December 2012 From India, Pune
Without learning and putting your sincere effort, there is nothing actually. As we used to say "There is no gain without pain"
First you have to make a plan/ calendar on how to proceed in your learning because the planning is really important for everything in our life. Planning helps us to run systematically and gives us direction to achieve our motive.
You can start learning and your exercise with ESIF & EPF rules & regulation, Bonus, Gratuity calculations and so on...
I suggest you to please go through the following discussion and read carefully.
14th December 2012 From India, Gurgaon