Ankita1001
Sr. Hr Executive @ Polymerupdate
NK SUNDARAM
Soft Skill Trainer / Hr Consultant - India
Aussiejohn
Trainer
PramodS1974
Hr & Personnel
+3 Others

Hi everyone,
I am promoted as HR executive in my company recently. I dont have experience in HR i am a fresher in HR. There is no one to train me also. I want to know what role & responsibilites HR does in a company. Kindly share your valuable suggestions to
Thank & Regards,
Mrudula.
13th March 2013 From India, Hyderabad
Congratulations Mrudula.

As for the job role of HR, it all depends. Assuming a very basic role in HR following list shows a few responsibilities of an HR

1. Recruitment -

Understanding manpower requisition from the concerned department.

Understanding the requirement and accordingly drafting a job description and getting it approved from the concerned person.

Sourcing candidates that match the desired skills.

Screening the candidates by conducting telephonic or personal interviews as the case may be.

Encouraging the employees to provide reference for better prospects.

Arranging for technical interview and coordinating with the concerned person.

Communicating the employment status to the applied candidates.

Maintaining and updating the database of the candidates.

Doing a background verification of the shortlisted candidates.

2. Induction and On-boarding

When a particular candidate is finalised and selected, giving him offer letter or letter of intent

On joining the services, issuing appointment letter with brief working agreement or policies.

Giving a description on the policies, procedures and culture followed by the company.

Properly filing relevant document of the new joinee as required.

Introducing him/her to the team and supervisor and/or manager.

Explaining the mode of communication.

Coordinating with the IT team to get his email id made.

3. HR Policies and HR Manual

If the company do not have an HR Manual, drafting the same for the company.

Making or Amending the existing policies and procedures.

4. Attendance and Leave records.

Keeping a track of the attendance of the employees.

Filing the leave forms and keeping a track of the leaves taken.

Seeing to it that there is not much absenteeism on any given day.

Seeing to it that no employee is irregular and if there are such people, taking corrective and/or preventive measures.

5. Performance Management

Helping the seniors do performance appraisal in a better way by adopting better appraisal practices.

6. Employee Engagement

Keeping a track on employee turnover and exit rate.

Taking initiatives to engage the staff to their work.

Taking the surveys in order to understand their engagement level and accordingly take actions.

Planning events or activities regularly or on some occassions, getting those approved by senior management and implementing those.

7. Workforce Management

Handling the staff so that people are not dissatisfied with each other.

Handling cross culture things.

See to it that there is no groupism or no dissatisfied person.

Other employee related issues.

8. Statutory Compliance

Leaves - as per the act that is applicable to you.

minimum salary

pf / esic / medical deductions as applicable

other compliances

9. Exit Formalities

Conducting exit interviews of candidates who are resigning.

Trying to get constructive feedback for company and trying to implement the corrective measures for them.

Helping the person to be relieved properly.

Issuing relieving letter and letter of experience.

Doing the full and final settlement for the person.

10. Compensation and Benefits

Designing the salary structure for employees

Helping employees save tax by advising them on tax benefits plans and other investment options

Calculating the Gratuity, Handling PF accounts, etc.

11. Employee Motivation and T&D/L&D

Many organizations have training sessions for their employees.

You can provide internal training by checking who has what to contribute and accordingly plan a training session.

On the contrary you can also hire trainers with specific skills.

You can also send motivational mails to employee on regular basis.

These are few basic responsibility an HR will have to handle.

Wish you all the best.
13th March 2013 From India, Mumbai
Dear Mrudulla,
First of all con!!!!!!!!!!!!!!!!!!!
Let me tell what type of your organization, likw
software, factory, industry, or real estate company else,
why because there is lot of different kinds of work in hr
Sample of work in HR
Recruitment
Generalist
Training and development
Statutory complaince( major)
payroll(major)
settlement process
and some more
Regards,
Ajay
13th March 2013 From India, Puttur
Thank you very much mam for your valuable information. I will definitely learn about all these and implement in my company. One question i have how to create HR manual in my company. Our company is into realestate.
Thanks & Regards,
Mrudula.
13th March 2013 From India, Hyderabad
Making HR Manual is a Task.

Understand what goes into HR Manual -

1. Company Details / Introduction (like the About us on website)

2. Organizational structure

3. Key people in the company

4. Company's culture

5. Attendance

....a. Office hours

....b. Grace period and late allowance

....c. Consequences of late entry

....d. Overtime schemes (if any)

....e. Rewards (if any) for regular attendance

6. Leave Policy

....a. No. of allowed leaves

....b. Diversification of leaves - PL/CL/SL

....c. Process to avail leave

....d. Special case leave

....e. Leave Encashment policy (if any)

7. All other practices followed by the company

8. Attach in the appendix sample forms if you are to use them.

You can read HR manuals of different companies and accordingly you would understand.

Copy pasting contents won't help but you need to realise which one include and what modifications to be done.

hr manual

the above link is a search link for HR Manual where you'd get much detailed information and possibly HR Manuals of a few companies as well.

Hope it helped. :-)
13th March 2013 From India, Mumbai
Dear Mrudula,
Congratulations for the Promotion!!!
I have attached a file with this post, kindly go through it you will get your answers..
Party Time!!!!!!!!! Don't forget to call me for the same.
Regards
Shubha
Fb Id-
14th March 2013 From India, Patna

Attached Files
Membership is required for download. Create An Account First
File Type: ppt Managing Human Resources.ppt (2.99 MB, 3149 views)

Hello Professionals
I have joined one organisation as Ass. HR Manager. Almost 600+ employees are here including manager to labor. Its totally an unogranised and unprofessional organisation which no HR rules at all. I have given duty to organise everything and impliment HR policies and creat professional environment. But here staff are highly non co operative, egoistic and unprofessional who dont ready to change anything.
So my issue is how can I impliment HR policies and creat professional environment. ??
mob. no.: 9979267716
Regards,
Divyesh Patel
14th March 2013 From India, Surat
Dear Divyesh,
The brief which you have mentioned in your post slightly the same I been through,
Discuss the figure and facts of the policy with your management, I am sure they will
find the answer for the same, I know there are no doubt that employees are non co operative, BUT
The management is the one which employees are working for, In the end they will have to give their acceptance
for the company policy by signing the same . Be Strict in your words but in the polite way.
Regards,
Shubha
Fb Id:
14th March 2013 From India, Patna
Change is the law of nature.

Sharing you personal experience, my firm did had rules which people bend for their own benefits and later ignored. to cite a couple of example,

though office timing is 9.30 to 6, people can walk in leisurely on time they think is feasible. It was as if there was complete freedom for the in-time.

People used to take leaves without filing proper leave applications and many leaves went unnoticed.

When I was appointed as HR I was very much in same situation. For my 1st month, I was drafting attendance policy and was observing the behavior of the people. Simultaneously I drafted leave policy.

These are the two main policies that are responsible for attendance and absenteeism.

I would just suggest you one thing knowing the fact that the people would retaliate to change.

Instead of bringing negative change, bring positive change.

Meaning to say that associate penalty for late comers, but at the same time appreciate the on-time comers. This is difficult for the kind of staff you have... But trust me appreciating a person in front of all his colleagues is a big motivation. Just say a simple thankyou to the person to come on time. He would be motivated to come on time often. And others would also slowly incline towards this.

Use carrot and stick approach. You can suggest to give an award (certificate atleast) for the attender of the year (a person who has minimum late marks and who availed minimum leaves) This brings competition in positive spirit.

The reason people retaliate to change is because they know they would lose.

Coming on time is losing the liberty to sleep few extra minutes and coming leisurely.

Accepting to fill the leave requisition form means foregoing the liberty to be absent on wish without getting noticed.

If you say that this change would benefit them in some way, they would be willing to try it.

Hope it helped. All the best :-)
14th March 2013 From India, Mumbai
Mrudula,

Please tell me... Am stumped by your statement QUOTE I am promoted as HR executive in my company recently. I dont have experience in HR i am a fresher in HR. There is no one to train me also. I want to know what role & responsibilites HR does in a company. UNQUOTE. You dont have experience in HR, you are a fresher in HR but you have also been promoted as HR executive... What kind of company you are working in where you got a promotion without knowing anything in HR, without any experience also. Please tell me address and I want to join ! Do you think it is proper to get promoted to a higher position without knowing anything about the role ??? Normally promotion is given in recognition of somebody's contribution in the present role or you have acquired enough knowledge, skill and experience in the present role ! You sound that you have been given an olympic medal in swimming and you want to learn from us everything about swimming ! hahahah

Anyway, before shifting to the new position, you should sit with the person who has promoted you undeservingly and ask him the same questions I have posed above. There should be somebody in your organisation who should know HR, what is HR and what are the roles of HR and the contribution of HR for the growth of the company.

Best wishes
14th March 2013 From India
I just shake my head and ask the same questions. Time and time again we read the same thing here on CiteHR. I mean no disrespect to people who have been fortunate in obtaining jobs, but in all honesty, how can you do a job you know nothign about. In the end, you are setting yourself up for a lot of stress and heartache. I suspect Management has no idea about the role and importance of HR and are not treating the matter seriously.
It clearly demonstrates critical failings with recruitment and selection processes in these companies.
15th March 2013 From Australia, Melbourne
That's true about HR in India.

I do not know how long would it take for people even in corporate here to understand the role of HR.

While I was doing my MBA in HR, people thought I was fool to not take up Finance while my numerical skills were good and I was quick in learning balance sheets and all. They suggested if Finance is tough, I should take up Marketing so that I can get ROI on the fees I paid. They mocked me when I said I want to do HR cause I love HR. While many of my friends were campus selected and I was sitting at home job hunting for a long 6-8 months, all those people came to re-emphasise what a big mistake I did by taking up HR, wasted my 2 years and all the money....

I realized if we cannot change the perspective of people working in industry, we cannot change a layman's view. HR is just a department for most firms especially private small/medium firms. They take up a person who may be fresher or who may not have relevant experience/skill/knowledge only because they can hire them cheap. Perhaps the mentality is, what knowledge you need to recruit a person? Anyone can do that. What knowledge you need to file documents? Even a peon can do so. Thankfully peons are not made HRs in this cost cutting age.

I believe there should be proper promotion, and if not promotion at least people should be educated on HR. Recruitment is outsourced to recruitment consultancy to save time and cost. But how time/cost effective is this solution? I had gone to a consultancy for an interview. But I declined to work there as my counterparts were not even graduates, and were pursuing B.Com/BA had 0 skills on screening resumes and what key words to fetch (sure technical knowledge cannot be possessed by all but a recruiter's main thing is to know what to keep and which CVs to reject. Unless one know proper JD and specification and its significance, I do not understand how would you work on an opening?)

Rare are the consultancies who employ only MBA (HRs) as recruiters. Worked with one such and gained good knowledge. It was a different experience. Felt privileged even to work in a consultancy....

If the view point towards HR changes from being cost center to strategic business partner, things would perhaps start to improve. But the transition is what is difficult to do, yet not impossible.

All these was with no offense intended to the people who are into HR with no proper schooling. I do not mean to hurt anyone's sentiment and efforts that they have put in to get that job and perform in the role. However, the fact can't be changed that HR's role is taken very lightly compared to anyone else's role in most organizations.
15th March 2013 From India, Mumbai
Sir,
I did my MBA in HR/Mrktg in 2011. I joined this company in the month of April 2012 as Customer Support Executive. The HR who was working earlier left the organisation.During that time one of the employee who was senior was doing HR activities and that employee also left now. So i am the one who did MBA in HR and i told the management earlier about my interest in HR so they offered me this role as additional responsibility. Actually before joining this company i searched for HR job but could not get so i joined as Customer Support Executive in this company. Our company is a start up company. We have only 18 employees. It was started in 2008. It was into realestate advisory. So you can give me your suggestions accordingly.
Thank & Regards
Mrudula
15th March 2013 From India, Hyderabad
Thank you very much sir. The link which you gave is very useful to me and i will definetly update myself with the valuable inputs which you mentioned.
Thanks & Regards
Mrudula.
25th March 2013 From India, Hyderabad
for green field project HR role,and legal requirement for start company
3rd April 2017 From India, Gurgaon
As for the job role of HR, it all depends. Assuming a very basic role in HR following list shows a few responsibilities of an HR
1. Recruitment -
Understanding manpower requisition from the concerned department.
Understanding the requirement and accordingly drafting a job description and getting it approved from the concerned person.
Sourcing candidates that match the desired skills.
Screening the candidates by conducting telephonic or personal interviews as the case may be.
Encouraging the employees to provide reference for better prospects.
Arranging for technical interview and coordinating with the concerned person.
Communicating the employment status to the applied candidates.
Maintaining and updating the database of the candidates.
Doing a background verification of the shortlisted candidates.
2. Induction and On-boarding
When a particular candidate is finalised and selected, giving him offer letter or letter of intent
On joining the services, issuing appointment letter with brief working agreement or policies.
Giving a description on the policies, procedures and culture followed by the company.
Properly filing relevant document of the new joinee as required.
Introducing him/her to the team and supervisor and/or manager.
Explaining the mode of communication.
Coordinating with the IT team to get his email id made.
3. HR Policies and HR Manual
If the company do not have an HR Manual, drafting the same for the company.
Making or Amending the existing policies and procedures.
4. Attendance and Leave records.
Keeping a track of the attendance of the employees.
Filing the leave forms and keeping a track of the leaves taken.
Seeing to it that there is not much absenteeism on any given day.
Seeing to it that no employee is irregular and if there are such people, taking corrective and/or preventive measures.
5. Performance Management
Helping the seniors do performance appraisal in a better way by adopting better appraisal practices.
6. Employee Engagement
Keeping a track on employee turnover and exit rate.
Taking initiatives to engage the staff to their work.
Taking the surveys in order to understand their engagement level and accordingly take actions.
Planning events or activities regularly or on some occassions, getting those approved by senior management and implementing those.
7. Workforce Management
Handling the staff so that people are not dissatisfied with each other.
Handling cross culture things.
See to it that there is no groupism or no dissatisfied person.
Other employee related issues.
8. Statutory Compliance
Leaves - as per the act that is applicable to you.
minimum salary
pf / esic / medical deductions as applicable
other compliances
9. Exit Formalities
Conducting exit interviews of candidates who are resigning.
Trying to get constructive feedback for company and trying to implement the corrective measures for them.
Helping the person to be relieved properly.
Issuing relieving letter and letter of experience.
Doing the full and final settlement for the person.
10. Compensation and Benefits
Designing the salary structure for employees
Helping employees save tax by advising them on tax benefits plans and other investment options
Calculating the Gratuity, Handling PF accounts, etc.
11. Employee Motivation and T&D/L&D
Many organizations have training sessions for their employees.
You can provide internal training by checking who has what to contribute and accordingly plan a training session.
On the contrary you can also hire trainers with specific skills.
You can also send motivational mails to employee on regular basis.
These are few basic responsibility an HR will have to handle.
Wish you all the best.
9th June 2018 From India, Bengaluru
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