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Bored with hr generalist role - how to move to strategic hr?
Hi all i have been in hr feild for about 4 & half years out of which 3 years was in recruitment & 1.6 years is in hr operations & its till date. presntly working as a senior executive hr with one of the it company . my role is entirely into hr operations or you could call it as hr generalist. now i feel that my role has become more of a monotonous job doing same thing over & over again.i mean i am not learning anything new or developing myself since i dont see any challanges in my profile. the other concern is that we dont have more than 60 employees in our office branch.i have tried all new things be it in employee relations grievance handling etc infact we dont have any attritions except a few.so not many new employees comes in. now after a brief summary of my concern i would like to know what next can i look up to or do? or is there any ways i can get into strategic hr which is where i want to be.... please share your thoughts & your help will be highly appreciated. do guide me if i have made any mistake in writing or posting this thread thanks warm regards yousuf
Re: levels in hr
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.
Traditional hr v/s strategic hr
Difference between traditional hr v/s strategic hr? give me information on strategic management as much as u can?
Pf routine activities of hr
Dear all please guide me what are the mothly routine activities for hr in maintaining the epf & esic records.
Hr of tomorrow - business manager - hr magazine
Dear friends as organisations change and more expectations are thrust upon hr the future clearly demands more expertise in people management. if hr is able to put the organisation at different level and create a competitive advantage the hr of tomorrow will be bright enough. professionals must understand and accept that hr has to become more strategic and business focused. hr must step up to the plate and become more holistic player with in organisation or risk being for ever side line or even discarded in the face of inevitable change. hr has to understand critical people and business issues and should be able to translate them in a way that is relevant to the business of the organisation in the context of its strategic direction. while still supporting and improving its current capabilities for hr critical deliverables are developing the organisation to meet future challenges. what can be those challenges? what can be hr of tomorrow? what can be the direction hr has to move forward? certainly hr will be a function that is at the heart of organisation achievement not the periphery and a place that professionals will want to be. keeping in mind these few and other questions feb. 08 cover feature of is on "hr of tomorrow" which is an attempt to underline some areas hr has to look into and do strategic thinking to take control of challenges. highlights are attached. to get regular copy of the magazine you may subscribe. regards anil kaushik akaushikusyahoo.com
What is strategic hr ?
"the primary actions of the strategic human resource manager is to translate business strategies into hr priorities. can anyone explain more in detail. regards