Gm -hr And Admin
Placement &training Coordinator
I am heading the HR department of a capital equipment manufacturing unit registered under MSME Act, 2006.
I deal with both qualified & under qualified personnel.
Qualified are Staff members (ITI & above)
Under qualified are Workers (12th pass & below)
When it comes to dealing with workers, my approach is different as they need to be made aware of what a "Corporate Culture" is all about. Lot of my team member's effort goes into making them realize the financial status of the organization from time to time, the expectation of management in terms of productivity and vice versa. Also, one needs to ensure that the good elements don't get carried away. Rehabilitation of bad elements also plays a vital role.
In an IT firm, one's approach needs to different as one deals with qualified personnel with sound knowledge regarding today's market and technology. One should have people with clear understanding of oneself and commitment towards the organization. As the opportunities in IT sector are many, resources tend to take a leap at equal interval. One needs to understand the psychology of resources through "Employee Satisfaction Survey" and so on....
3rd August 2011 From India, Vadodara
As per my ideas, there is no much difference for HR Manager - operation as HR person, he or she knows how to handle employees both high and low profiles. But in case of recruitment, there is huge difference as IT HR Manager should know all the keywords to search the relevant profiles for the requirements. But everything can be learned in short period of time. Though the interviewer usually point out as to negotiate the salary.
3rd August 2011 From India, Bangalore
Let’s go back to the basics what are the HR Manager roles in general in any organization. As per I am concern HR Manager has to see that there must be Optimum utilization of resources for the organization growth.
Let us see the Job Specifications
A HR Manager has to look after
Whether it is IT Recruitment or Non IT Recruitment we will be recruiting candidates based on the work demand and job specifications based on that we will search for the matching profiles.
Till this point, to make you clear absolutely there is no difference in IT And Non-IT
Here comes very sensitive difference, a) Designing of Interview pattern, Rounds of interview etc., Ex: For IT Sector we will have telephonic round then go for technical interview then written test then HR Round. For Non-IT Personal one to one round then certificates scrutiny then taking demo. For some manufacturing and public sector companies as per the norms first we need to issue the public notification regarding vacancies then only we need to start the process
II. Training and Development
Based on the training needs of the particular sector HR Manager has to design and schedule the training sessions
To make you clear there is no difference but one should have basic knowledge on the product or procedure for which he is scheduling the training for. This basic knowledge will come through studying and observing the company products and procedures. Once if you got confident and got hold on the subject then plan for training schedule. Obviously it will take time don’t fumble just get the basic knowledge then things will move
III. Payroll management
Here you cannot escape there is absolutely difference between the IT and Non IT, Coz the applicability of the laws will come in to picture like TDS, ESI, PF Slabs, based on the establishment or nature of the company applicability entitlements to the employees and statutory &management obligations etc.,
Normally you will not find any unions in IT Sector but in most of the large scale manufacturing units will have unions. HR Manager has to know the law on both sides and should have techniques to balance the healthy atmosphere in the organization.
Basically Motivation is required everywhere. We have to design the motivation factors based on the situation and management cooperation, but only major difference is in Non-IT Sectors you required more follow up and should have control till the result comes we need to go depth in involvement, where as in IT we need to show them the track then they will follow on., because education and maturity levels are high.
VI. Policy making, Discipline, Welfare and recreation
Basically in IT Companies HR Manager Role is some thing like professional response, but in Non-IT some thing like personal response because even though HR Manager was appointed by the company some times he need to act on workers side balancing with the management obligations. HR Manager is the bridge between the management and the workers, it is dangerous if anything goes wrong, and HR Manager has to bare the blame from both the ends that leads to the career effect of the manager. That’s why HR Manager who is dealing unions, policy making, discipline, welfare and recreation in Non-IT sectors should have more puzzle mind and should know the behavioral &situation handling. HR IS DYNAMIC
“Over all HR Manager is same in all means, but there is difference in handling of all means”
* Dear all as I worked in both sectors I found few points as I mentioned above feel free to keep informing me, if I am in wrong direction.
4th August 2011 From India, Vijayawada
Thanks a lot to all of you for your valuable advice.
I have faced this question in an interview. I answered in quite a similar manner you have described. But to know the details on this matter I post this question and your serious response really fulfill my knowledge.
9th August 2011 From India, Calcutta
Apart from the above the HR Manager also has to take care of Retention, Counseling, Grievance handling, Employee relations and be like a brand ambassador to the company.
I hope everyone will agree.
3rd December 2011 From Pakistan, Lahore