Firstly congrats to you and all the very best for your new profile.
Coming to your query -
HR is a very broad department and includes lots of functions and roles. A single HR person has to play various roles or should master one of the roles. This depends on the size of the company and their policy.
For example, in an established and well to do firms (like in corporates)
We have a different person handling different roles in HR - one in recruitment, one in T&D and likewise;
Whereas in start-up firms or in SMBs, we have one or two people handling the whole gamut of HR.
Core functions of HR is as listed below and this is not exhaustive list.
Recruitment and Selection
Induction & Orientation
Performance Management (which is more than just Performance Appraisal)
Compensation & Benefits (Yes, the finances are looked after by the Accounts people but salary structuring, salary designing, linking the salary to attendance, leave and performance, all this is done by the HR and the monthly calculations are forwarded to the accounts who then either form the cheques accordingly or do net transfer as per the payment policy.)
Attendance and Leave Tracking
HR MIS handling
Training and Development
Reward and Recognition
Strategic HR Planning
Manpower Planning & Succession Planning
and I think the list can go on.
However as I said, depending on the company's policy, size and the industry it caters to, the scope of the roles played by an HR person changes accordingly.
One important aspect of HR is to be unbiased and neutral.
HR is supposed to be a communicating link between the management and the staff. If we happen to be biased towards the management, the staff will never open up their problems and hence the problems would never be solved.
One needs to understand that as HR we need to see to it if the policies are being followed righteously. If the management is malpracticing, as an HR it would be our moral duty to correct them and advise them accordingly.
You can also visit the following link to know the kind of attitude that HR should project:
Hope it helped. :-)
Ought to your query, it would have been much great if you'd provided your views first on your understanding of HR aspects, since you are currently pursuing the course.
The Responsibilities of HR functions include -- Recruitment and selection, Training and Development, Industrial Relation, Employee Relation, Performance Appraisal Sysytem, Discipline Policies & procedures, HR polices and procedures, Attrition Planning, Maintainance Function, Welfare Activities, Budgeting, Exit Interviews and so forth...
Aspects of what an HR should be aware of --
Recruitment & Manpower Planning:
- Craft Job Descriptions and Advertisements
- Post Job Vacancies in the available job boards or required sites and media.
- Collect and Review Resumes, Interviews and reference checks required
- Carrer Fairs, Campus-placements and Walk-in inetrviews
- Preparing Offer/Appintment Letters
- Induction programs etc.,
Training & Development --
- Identifying training needs across levels through mapping of skills required for particular positions
- Analysis of the existing level of competencies
- Class-room training, OJT, IJP training needs etc.,
- Training on technical & soft skill programs.
Employee Relations & IR --
- Anticipating the Employee concerns
- Solving any grievences of the employee
- Timely counselling and building good rapport with the employees.
- Amicably negotiating any disputes
- Harmoniously promoting the good lead between the employees and the management
- Liasioning with the officials as and when required
- Controlling the leagl situations like Wage settlements, Lay offs, Lock-outs, Unions etc.
Generalist Role --
- Overall Business Development activities.
- Employee motivation
- End-to-end solutions for general facilities availed to the employees viz., Food, Stationary, Housekeeping, Security etc.
HR Practices & OD--
- Integrated HRMS system
- Initailizing OD Practices like suggestion box, picnics, etc
- Cascading and reinforcing the culture
and others like few like Corporate Social Responsibility, Competancy Mapping, Performance Management System, developing employee handbook etc.
Congrets and Welcome in this HR field !!
I appreciated all above post which contains roles and responsibilities of HR person.
As per my opinion, At initial level there is no need to go in such deep.
start to make one HR manual which contains all HR policies.
HR policy may be depend on your company culture, domains and total men powers....
find the attachment through below link-
I'm in successful in HR field for the past 17 years and the main mantra is:
* Proper listening
* Adhere to words given
* Keep good track on interpersonal aspect.
The other things are very much available in Books as well as contributed by HR fraternity in this post.
My best wishes,
While there could be ton's of material available on the web which one can search and derive whatever one wants, my professional experience of 39 years overall, of which 25 have been in HR and Strategic Management in IT has taught me the following:
To be reasonably good as a HR professional:
- 'Think People' always. It's a difficult role. In a manner a dual role that calls for high level of astuteness, tact, intelligence, empathy and emotion. While remaining responsible and accountable to the management - Is not afraid to tell the management what they need to hear, rather than what they want to hear. (This is often difficult to do without being perceived as difficult or undiplomatic - its not what you say, but how you say it - and it is a place where other groups may try to sensor the HR). And on the other hand HR should be an advocate and keeps the internal customers' best interests and needs top of mind at all times.
- Communicate clearly and completely without bias, attitude, or judgment.
- Seek first to understand, and then to be understood. (5th Habit From Stephen Covey's 7 Habits Of Highly Effective People' an all-time best-selling book, which sold 20 million world over), If you're a good listener and you take the time to understand a concept, it will help you convey your opinions, plans and goals to others. It starts with communication and strong listening skills, followed by diagnosing the situation and then communicating your solution to others.
- Be curious and a good reader, learner. It's nice to be up-to-date in as many fields as possible - governance, politics, sports, cinema, music, entertainment etc., as these help you become a good conversationalist
- Ask the right questions designed to uncover the "real" pain, not just the "stated" pain. Understand and espouse a "solution-selling" approach. It is also relevant to work to effect positive change in the organization.
- Be able to boil complex issues and situations down to simple frameworks that can be easily understood.
- Be able to work across (geographies) different departments and levels in an organization, be perceived as a trusted adviser, and can filter "baggage" and "noise" from the reality of the situation.
- Be one who can find advocates and evangelists within an organization who can help navigate the political structure.
- Whenever possible, work to assist people in finding their own solutions to the problem.
- Working with peers in the organization try to make them accountable: While one cannot truly hold another person accountable for the things s/he must do, there are steps that one can take to motivate people to do what they need to do.
A couple of these things
1. Be explicit about expectations
2. Ask the individual to confirm what s/he can and cannot get done
3. Be clear about the implications if the work isn't completed on time and to acceptable quality standards. Like I so very often say to my team, "If you don't tell me that you can't get something done...then you must get it done." The two items above can assist in ensuring that people do what they say what they will do and give you room to discuss and push them when they don't.
Additionally, as HR Manager one can use the following tools to promote the behavior and accomplishments that are required for the successful development of the team and the individual:
1. Develop a compensation structure that promotes results (individual and team),
2. Publicly reward those for their accomplishments; those who aren't getting rewarded will feel the pressure to be part of the recognized group, and
3. Review individual accomplishments and ideas with the team, particularly when those accomplishments could result in a process, tool, or template improvement within the business. Allow the team to provide input to key changes based on these successes - be careful not to manage by committee, though.
I still believe that only the individual can truly hold himself accountable, but it is your job as a HR Manager to set proper expectations and set the individual up for success. That includes giving them a forum to discuss challenges and negotiate deliverables and deadlines, and reinforcing the implications when the work isn't getting done as expected.
Finally - You must be able to resonate with your people, you should know that you are thee primarily because of them. They are and will always have to be your "priority no. 1."
first of all cogratulation ....
and secondly dont get tensed with first contact with HR... suggestion could be made like prefer books on HR ... like CB Gupta, K Aswathapa and also take any senior advices who is experienced in HR feild.....