Re: Levels In HR - CiteHR
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Dear All, Kindly let me know the Levels in HR like 1) HR gene 2) HR-Exe etc. thanks in advance.
1. Tactical level: belongs to HR executives that are typically overwhelmed by tactical and administrative tasks.
2. HR strategic level: this is a more proactive, strategic level having access to a variety of HR related functions to benefit the business.
3. Business strategic level: at this level, the HR executive is a student of the business first, filling an HR practitioner function within the business context.

Dear Kumar & Loginmiracle, As far as i understand,in above mentioned question you are asking that Hierarchy wise you want to know the levels in HR???
Sub: Levels in HR
The classification of levels in HR shall vary from organisation to organisation, total no of employees and other factors. It is convenience of the Management to design the levels of HR
-Satish B

Sub: Levels in HR
1. HR Executive (KRa- recruitment)
2. Sr. HR Executive (KRA- Recruitment+ HR operations)
3. HR Generalist (KRA- Recruitment,Payroll, Admin, Induction, Training etc.)
4. Assistant manager-HR (KRA- Handling HR team)
5. HR Manager (KRA- Handling A branch HR)
6. Sr. HR Manager (KRA- Handling HR for the branches pan India)

Dear All,
one thing i want to know like as i am working SR.HR EXE and i am looking only recruitments and i want to grow my hr activites so ,please let me know that is there growth prospect in recruitments or not ...

there are three level in hr:--

Human resources is a term used to describe the individuals who make up the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations.

1. Demographics: the characteristics of a population/workforce, for example, age, gender or social class. This type of trend may have an effect in relation to pension offerings, insurance packages etc.

2. Diversity: the variation within the population/workplace. Changes in society now mean that a larger proportion of organizations are made up of "baby-boomers" or older employees in comparison to thirty years ago. Advocates of "workplace diversity" advocate an employee base that is a mirror reflection of the make-up of society insofar as race, gender, sexual orientation etc.

3. Skills and qualifications: as industries move from manual to more managerial professions so does the need for more highly skilled graduates. If the market is "tight" (i.e. not enough staff for the jobs), employers must compete for employees by offering financial rewards, community investment, etc.

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KRA means Key Result Area.
For every position a set of KRA is defined and the performance is measured as per the defined KRA
Ex: In Recruitment KRA would be Turnaround time, Selection Ratio, Joining Ratio etc

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