HR Generalist [Thread 137566]

Hi All, Am new to this site. Pls. explain the following terms 1. HR Genaralist Regards Suresh N

When I started my career in HR (Personnel Management) the entire functions of a Personnel Department was carried out by a team of personnels in that department. With the passage of time, new theories developed and HR was confined only to recruitment. Those who are not interested in Marketing (which is commonly understood as an act of selling products which is a tiring exercise) will say that I am interested only in HR. For him HR means a simple function of recruiting people. Those who work on salary fixation and payment assumed a separate 'designation', as HR- Compensation & Benefits and there are many who carried out both these functions. I observed that an HR generalist is one who carries out all the functions of Personnel Management. However, the Welfare Role involving management of health, welfare and security schemes of employees and Legal and "fire fighting" function of settlement of disputes, handling disciplinary action, grievance handling etc are rarely found highlighted in the present style of HR. As I understand, an HR generalist takes care of all the functions of HR like, 1. Personnel Function of manpower planning, recruitment, training & development etc 2. Administrative Role of time keeping, salary administration, records maintenance, submission of statutory returns to various authorities, such as, EPF, ESI etc, 3. Welfare Role of managing canteens, cooperatives and transports, ensuring health and safety of employees, 4. Leagl or 'fire fighting' Role of taking disciplinary action, settlement of disputes, enforcement of statutory rulings, grievance handling, collective bargaining etc. This is what I expect from a generalist. I shall be glad if others would also give inputs on it. Regards, Madhu.T.K

pls dont make the topic personal with "this is what i expect". what you have mentioned is now doubt the functions of a HR Generalist and confirm the same boldly instead making the same an element for doubt in the minds of several memebers of cite hr. Sanjeev

Dear Sanjeev, I have waited for a few hours to begin with the 'discussion'. Yes, in discussions, personal opinion may dominate. There may be difference of opinion about the captioned subject, HR Generalist. It is not like a term which has been defined without leaving any doubt or room for misinterpretation. Had it been some thing like "retrenchment" or "lay off", I would have replied very 'boldly'. But this refers to a functional area for which different meanings and interpretations are likely to come up. In fact, I waited for our own citehr members who are holding similar posts to give a reply but since no body was found responding I put forward my opinion about it. There may be different views, that is why I have ended my post with a remark that "I shall be glad if others would also give inputs on it." I have invited citehr members only and I have not directed the viewers to visit some other sites. If you have lost your precious time in reading my post, please forgive me. Regards, Madhu.T.K

Hi all, Thanks for your prompt reply. In my co., am not in recruitment team am handling post recruitment only i.e. from employees joining to exit formalities (including appraisal). Pls. clarify me, post recruitment also come under hr genaralist. Regards. Suresh N

Dear Mr. Madhu I do agree that in discussions personal opinion dominates but not at the cost of subject with respect to its authenticity. sanjeev

Hi Suresh , your questions is genuine but after few years everyone wants to make future in a particular expertise ,they start as a generalist profile but try 2 enhanche there skill in a praticular area(means recruitment or t&d). but a person who holding the genrelist profile is haveing the knowledge of whole function and sub function of HR . Hope i have clear ur doubts. with regards GAURAV

Dear Mr. Madhu ♣♣ This is sachin mandloi ( HR Exe.) in indore. i have a 4 yrs exp. in this filed . kindly ad to me your group. my mail ID is [IMG]https://www.citehr.com/misc.php?do=email_dev&email=c2FjaGluX21hbmRsb2lAeW Fob28uY29t[/IMG] Thanks

Hi Folks, This is srini.I am happy to share my opinion with you. A HR Generalist Role is segregated in Mainly Three types. 1. Acquisition 2. Development 3. Maintanance Ok. Each and Every part have it's own roles and functions. Mainly it is menioned in Pre -recruitment and Post-Recruitment. Acquisition- All The activities started from job analysis, man power planning and till it goes to induction Development- Those things comes under- training, pay roll, employee relation, industrial relation etc... 3. Maintanence- Appraisal, motivation, compensation, welfare benefits, Retirement benrfits, etc.... You can catch me in My no-9843339980 and [Login to view]:icon1: All The Best and Achive your Goal........

Hi all, I have a query.A person working in Recruitment,Joining Formalities,Induction,Exit Formalities,Leave Maintainance,Employee Relations and not in Payroll,PA etc.. cannot call himself/herself as HR Generalist. If only when a person is exposed to all aspects of HR should be called as HR Generalist?? Please help me out.. Thanks in advance!