HI WE NEED HELP ABOUT "DIFFERENCE B/W HUMAN RESOURCE & GENERAL ADMINISTRATION DUTIES" KINDLY SEND US DETAIL OF IT :( :( :( :(
From Pakistan, Karachi
From Pakistan, Karachi
Based on your requests, HRM activities include
HRM PROCESSES
-CONDUCTING HR AUDITING
-DEVELOPING HR BUDGET
-DEVELOPING Strategic HRM Planning
-DEVELOPING HR Strategies and Policies.
-MANAGING change management.
-PREPARING Competency-based HR PRACTICES
-DEVELOPING Knowledge management
=============================
DEVELOPMENT OF
-Job analysis
-job Role/
-Job Description.
-Job specifications
-Job enrichment
-Job rotation
=========================
RECRUITMENT/ SELECTION
-recruitment
-selection
-induction
-orientation
===========================
ORGANIZATIONAL BEHAVIOR PROGRAMS
-employee engagement
-motivation
-organization culture
-organization development
==============================
ORGANIZATION
-org. designing
-org. structuring
-org. development
-job / role structuring
=====================================
HUMAN RESOURCING
-HR planning
-manpower planning
-succession planning
-talent management
=============================
PERFORMANCE MANAGEMENT
-performance appraisals
-performance managing the processes.
================================
HR DEVELOPMENT
-org. learning
-training
-education
-development
-Training evaluation
-e learning
-management development
-career planning /development.
=============================
COMPENSATION / BENEFITS MANAGEMENT
-job evaluation
-managing COMPENSATION process
-administration of PAYROLL/ SALARY/WAGES
-benefits like medical/insurence etc
==============================
EMPLOYEE RELATIONS
-organization communications
-employee communications.
-staff amenities
=================================
HEALTH AND SAFETY.
-OHS
=================================
HUMAN RESOURCE INFORMATION SYSTEM.
==============================================
GENERAL ADMINISTRATION ACTIVITIES
THESE FUNCTIONS WILL VARY FROM COMPANY
TO COMPANY AS PER THEIR OPERATIONAL
GUIDELINES.
-providing general information
-coordination of communication
-managing petty cash
-property management
-leasing of property
-rent management
-office purchases
-ordering stationaries
-records management
-travel management
-reporting accident
-conference organizations
-establishing office standards/ procedures
-telephone / fax
-electricity
-infrastructure maitenance
-office infrastructure management
-furnitures / fixtures management
-maitenance of computers/accessories.
-managing company landscaping
-managing company security
-organizing company events
-managing front office management
-organizing post services
-managing courier services
-organizing vehicle parking
-managing company vehicles
etc etc
REGARDS
LEO LINGHAM
From India, Mumbai
260HRM PROCESSES
-CONDUCTING HR AUDITING
-DEVELOPING HR BUDGET
-DEVELOPING Strategic HRM Planning
-DEVELOPING HR Strategies and Policies.
-MANAGING change management.
-PREPARING Competency-based HR PRACTICES
-DEVELOPING Knowledge management
=============================
DEVELOPMENT OF
-Job analysis
-job Role/
-Job Description.
-Job specifications
-Job enrichment
-Job rotation
=========================
RECRUITMENT/ SELECTION
-recruitment
-selection
-induction
-orientation
===========================
ORGANIZATIONAL BEHAVIOR PROGRAMS
-employee engagement
-motivation
-organization culture
-organization development
==============================
ORGANIZATION
-org. designing
-org. structuring
-org. development
-job / role structuring
=====================================
HUMAN RESOURCING
-HR planning
-manpower planning
-succession planning
-talent management
=============================
PERFORMANCE MANAGEMENT
-performance appraisals
-performance managing the processes.
================================
HR DEVELOPMENT
-org. learning
-training
-education
-development
-Training evaluation
-e learning
-management development
-career planning /development.
=============================
COMPENSATION / BENEFITS MANAGEMENT
-job evaluation
-managing COMPENSATION process
-administration of PAYROLL/ SALARY/WAGES
-benefits like medical/insurence etc
==============================
EMPLOYEE RELATIONS
-organization communications
-employee communications.
-staff amenities
=================================
HEALTH AND SAFETY.
-OHS
=================================
HUMAN RESOURCE INFORMATION SYSTEM.
==============================================
GENERAL ADMINISTRATION ACTIVITIES
THESE FUNCTIONS WILL VARY FROM COMPANY
TO COMPANY AS PER THEIR OPERATIONAL
GUIDELINES.
-providing general information
-coordination of communication
-managing petty cash
-property management
-leasing of property
-rent management
-office purchases
-ordering stationaries
-records management
-travel management
-reporting accident
-conference organizations
-establishing office standards/ procedures
-telephone / fax
-electricity
-infrastructure maitenance
-office infrastructure management
-furnitures / fixtures management
-maitenance of computers/accessories.
-managing company landscaping
-managing company security
-organizing company events
-managing front office management
-organizing post services
-managing courier services
-organizing vehicle parking
-managing company vehicles
etc etc
REGARDS
LEO LINGHAM
From India, Mumbai
Thanks Mr. Leo, the way u defined roles & responsbilties of HR deptt in a organization will hepl me out to build a proper setup. Regards Priyanka dan gri
From India, Delhi
From India, Delhi
Human Resource (HR) and General Administration (GA) are two distinct functions within an organization, each with its own set of responsibilities and objectives. While there may be some overlap in certain tasks, there are key differences between HR and GA duties.
Human Resource:
Workforce Management: HR is primarily responsible for managing the organization's workforce. This includes tasks such as recruitment, selection, onboarding, and offboarding of employees.
Employee Relations: HR professionals handle employee relations by addressing concerns, resolving conflicts, and promoting a positive work environment. They also manage employee benefits, compensation, and performance evaluations.
Training and Development: HR plays a crucial role in identifying training needs, designing development programs, and facilitating employee growth and skill enhancement.
Policy Development: HR formulates and implements policies and procedures related to employment, diversity and inclusion, performance management, and other aspects of workforce management.
Legal Compliance: HR ensures compliance with labor laws, regulations, and industry standards. They stay updated with employment legislation and handle matters such as employment contracts, workplace safety, and employee rights.
General Administration:
Facilities and Infrastructure: GA oversees the management of office facilities, space allocation, maintenance, and ensuring a safe and productive working environment.
Vendor Management: GA handles vendor contracts, negotiations, and procurement of goods and services required for the organization's operations.
Administrative Support: GA provides administrative support to various departments, including managing correspondence, record-keeping, scheduling meetings, and organizing events.
Travel and Logistics: GA is responsible for making travel arrangements, coordinating transportation, and managing logistics for employees and visitors.
Financial Administration: GA may assist with financial tasks such as budgeting, expense tracking, and invoice processing.
While HR primarily focuses on managing the workforce and employee-related matters, GA takes care of broader administrative functions that support the organization's operations. However, it's important to note that the specific responsibilities within HR and GA can vary based on the organization's size, industry, and structure.
From India, Mumbai
Human Resource:
Workforce Management: HR is primarily responsible for managing the organization's workforce. This includes tasks such as recruitment, selection, onboarding, and offboarding of employees.
Employee Relations: HR professionals handle employee relations by addressing concerns, resolving conflicts, and promoting a positive work environment. They also manage employee benefits, compensation, and performance evaluations.
Training and Development: HR plays a crucial role in identifying training needs, designing development programs, and facilitating employee growth and skill enhancement.
Policy Development: HR formulates and implements policies and procedures related to employment, diversity and inclusion, performance management, and other aspects of workforce management.
Legal Compliance: HR ensures compliance with labor laws, regulations, and industry standards. They stay updated with employment legislation and handle matters such as employment contracts, workplace safety, and employee rights.
General Administration:
Facilities and Infrastructure: GA oversees the management of office facilities, space allocation, maintenance, and ensuring a safe and productive working environment.
Vendor Management: GA handles vendor contracts, negotiations, and procurement of goods and services required for the organization's operations.
Administrative Support: GA provides administrative support to various departments, including managing correspondence, record-keeping, scheduling meetings, and organizing events.
Travel and Logistics: GA is responsible for making travel arrangements, coordinating transportation, and managing logistics for employees and visitors.
Financial Administration: GA may assist with financial tasks such as budgeting, expense tracking, and invoice processing.
While HR primarily focuses on managing the workforce and employee-related matters, GA takes care of broader administrative functions that support the organization's operations. However, it's important to note that the specific responsibilities within HR and GA can vary based on the organization's size, industry, and structure.
From India, Mumbai
Human Resource (HR) duties and General Administration duties are two distinct areas of organizational management with different responsibilities. Here are the key differences between the two:
1. Nature of Work:
Human Resource: HR primarily deals with managing and developing the organization's workforce. It involves activities such as recruitment, employee onboarding, performance management, training and development, compensation and benefits administration, employee relations, and compliance with labor laws and regulations.
General Administration: General administration focuses on managing the day-to-day operations of the organization. It includes tasks such as office management, facilities management, budgeting and financial administration, procurement, records management, scheduling meetings, handling correspondence, and providing administrative support to various departments.
2. Employee Focus:
Human Resource: HR is primarily concerned with the employees' well-being, growth, and development within the organization. HR professionals handle employee-related issues, support their career development, and work towards creating a positive work environment.
General Administration: General administration focuses on managing the physical and logistical aspects of the organization. It ensures that the workplace is well-maintained, resources are available, and administrative processes run smoothly to support the overall functioning of the organization.
3. Skill Set:
Human Resource: HR professionals need strong interpersonal and communication skills to effectively interact with employees, handle conflicts, and facilitate employee engagement. They should have a good understanding of labor laws, organizational policies, and HR best practices.
General Administration: General administration requires strong organizational and coordination skills. Professionals in this field should be detail-oriented, proficient in managing resources and budgets, and possess administrative and problem-solving abilities.
4. Focus Areas:
Human Resource: HR departments primarily focus on managing the human capital of the organization. Their responsibilities include talent acquisition, talent management, employee engagement, performance evaluation, training and development, and ensuring legal compliance in employment matters.
General Administration: General administration focuses on managing the organization's infrastructure, facilities, and administrative processes. It includes tasks such as office maintenance, inventory management, vendor coordination, financial management, and ensuring smooth operations across various administrative functions.
While there may be some overlap and collaboration between HR and General Administration, they represent distinct functions within an organization. HR primarily deals with managing people and their needs, while General Administration handles the operational and logistical aspects of the organization.
From India, Dombivali
1. Nature of Work:
Human Resource: HR primarily deals with managing and developing the organization's workforce. It involves activities such as recruitment, employee onboarding, performance management, training and development, compensation and benefits administration, employee relations, and compliance with labor laws and regulations.
General Administration: General administration focuses on managing the day-to-day operations of the organization. It includes tasks such as office management, facilities management, budgeting and financial administration, procurement, records management, scheduling meetings, handling correspondence, and providing administrative support to various departments.
2. Employee Focus:
Human Resource: HR is primarily concerned with the employees' well-being, growth, and development within the organization. HR professionals handle employee-related issues, support their career development, and work towards creating a positive work environment.
General Administration: General administration focuses on managing the physical and logistical aspects of the organization. It ensures that the workplace is well-maintained, resources are available, and administrative processes run smoothly to support the overall functioning of the organization.
3. Skill Set:
Human Resource: HR professionals need strong interpersonal and communication skills to effectively interact with employees, handle conflicts, and facilitate employee engagement. They should have a good understanding of labor laws, organizational policies, and HR best practices.
General Administration: General administration requires strong organizational and coordination skills. Professionals in this field should be detail-oriented, proficient in managing resources and budgets, and possess administrative and problem-solving abilities.
4. Focus Areas:
Human Resource: HR departments primarily focus on managing the human capital of the organization. Their responsibilities include talent acquisition, talent management, employee engagement, performance evaluation, training and development, and ensuring legal compliance in employment matters.
General Administration: General administration focuses on managing the organization's infrastructure, facilities, and administrative processes. It includes tasks such as office maintenance, inventory management, vendor coordination, financial management, and ensuring smooth operations across various administrative functions.
While there may be some overlap and collaboration between HR and General Administration, they represent distinct functions within an organization. HR primarily deals with managing people and their needs, while General Administration handles the operational and logistical aspects of the organization.
From India, Dombivali
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Human resource management.pdf