Skills, Competencies Needed For A Manager HR - CiteHR
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Hi i have gone through quotes.Its very details oriented so no doubta and questions arise.

Can you pls help me.

I am confused about this Employee benefits and insurances like

PF, ESIC, Gratuity, Linked Insurance Plan, Family Insurance, Family benefits, Allowances , Perks, Its Percentage on Basic or Whole salary, Employers contribution, Charges beared by employer for administration and notice,

In short, every additions and deductions and benefits of employee and employer. Can you pls explain this in detail.

Also I would like to know about what are legalities about industry or manufacturing unit that HR has to face? And whom to contact for that?

For what activites HR has to coordinate for Govt. Bodies?

Pls help me. Otherwise my job will be in trouble.

with regards

Ratish




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Dear Mr. Leo,

I suggest you to prepare a PPT and upload in this community portal. I would be glad if Mr. Sid can sort out the best presentations, documents etc., available in the knowledge bank, and provide link for easy reference. All those members seeking relevant information can download from knowledge bank rather posting new thread and consuming more space on server.

With profound regards


Dear Mr. Leo,

I have gone through your post, you wrote under the heading ADVICE, "HR managers provide advice to line managers and management in general". HR Manager need also to submit their suggestions, views, opinions besides advice as there may be senior members in the department who are well qualified and experienced professionals.

I have one query for you. Don't you think HR MANAGERS must possess this skill called "SUPERVISORY". DELEGATION is a part of SUPERVISORY SKILL. The million dollar question is "How many managers are having indept experience in EFFECTIVE DELEGATION?" Beleive me, any Manager who knows about EFFECTIVE DELEGATION, i am sure his team will be blessed with LEADERSHIP and many other competencies thus making them to be known as SELF DIRECTED TEAMS. Often, HR Managers talk about developing employee skills but, many managers failed to bring up their own team members.

I would be glad if you can consider my views and carryout necessary modifications at your end.

With profound regards
Dear Leo, It is such good information you did share with us. I have found it very useful in my career progression planning and also already utilizing it in my department. Thanks again. Mary Gorreth
Thanks. thanx sir for yur valuable contribution.....................i really appreciate ..................many more to go sir............i need your guidance.............tc
Thanks a lot for spending such time and share inputs. I am bit confused , whats the diff between- guidance and advice as you mentioned under diff roles of HR manager
I am sorry to say that you might have done lot of effort but all study /tips/ articals Must have a target user .
you could have made life easy of people, by writing a index and ensure there is no repeat of skills and information flow is like a lader till end. Like in last portion- you mentioned- (-CORE Knowledge Required by HR Professionals ) and activities, although you have explained that in begining in diff manner.
GUIDANCE

To varying degrees, HR MANAGERS provide guidance to the

management, like

-recommendations on HR STRATEGIES

-culture change

-approaches to the improvements of process capability

-performance management

-reward management

-HR policies/ procedures

etc

ADVICE

HR managers provide advice to line managers, and management

in general

-recruitment advertising

-selection short lists

-training needs

-health/ safety

-handling people / problems associated

-industrial relations

etc etc

Difference between advice and guidance.

Advice is an opinion by HR to say production department about some issue e.g Health and safety.

HR can give advice like do not allow water to accumulate on shop floor as it may be dangerous and workers may slip and fall.

Advice can even be unsolicited.

Whereas guidance is a kind of leadership,direction on how to do a particular thing like reward management of workers/employees.

One must remember Human resource manager has specialized knowledge, education and training in managing human relations. He/she is an expert on managing human relations. So, he/she can provide advice on matters relating to human resources of the organization

Guidance role of HR is to line managers with regard to induction of staff and other roles in a department.
Dear Hema,
One may have a wider knowledge, but skills of handling people and decision making are developed through experience. Maturity of an individual in handling a particular issue would differentiate a Executive from Manager.
Regards,
Murali
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