Exploring the Roles of HR Managers in IT and Non-IT Sectors: A Comparative Analysis

Please enlighten me about the difference between the role of the HR Manager from the IT industry and HR Manager from the Non-IT industry.

My question is about - is there any difference between an HR Manager of a software company and an HR Manager of a company other than software? Please describe to me the differences and the similarities in their roles.

Dear S. Mukherjee,

I am heading the HR department of a capital equipment manufacturing unit registered under MSME Act, 2006.

I deal with both qualified and under-qualified personnel. Qualified staff members include those with an ITI qualification and above, while under-qualified workers are those who have passed 12th grade or below.

When it comes to dealing with workers, my approach is different as they need to be made aware of what "Corporate Culture" is all about. A lot of effort from my team members goes into helping them understand the financial status of the organization, the management's expectations in terms of productivity, and vice versa. It's also important to ensure that the positive aspects are not overshadowed and to focus on rehabilitating any negative elements.

In an IT firm, one's approach needs to be different as one deals with qualified personnel who have a strong understanding of today's market and technology. It is essential to have individuals with a clear understanding of themselves and a commitment to the organization. Due to the numerous opportunities in the IT sector, employees may seek new challenges at regular intervals. Understanding the psychology of employees through methods like an "Employee Satisfaction Survey" is crucial.

Regards,

Abhishek RoyChowdhury

Dear Mukherjee,

In my opinion, there is not much difference between an HR Manager in operations and an HR person. Both roles involve handling employees of varying profiles, whether high or low. However, when it comes to recruitment, there is a significant distinction. An IT HR Manager needs to be familiar with all the relevant keywords to effectively search for suitable profiles based on the requirements. Fortunately, all these skills can be acquired within a short period. It is common for interviewers to address salary negotiation during the process.

Regards, Bem

Hi all,

Lots of thanks to all of you for your replies. I need the actual difference between these two roles, if there is any.

Waiting for a reply.

Regards,
S. Mukherjee.

Dear Mr. Mukherjee,

Let's go back to the basics - what are the HR Manager roles in general in any organization? As per my concern, an HR Manager has to ensure the optimum utilization of resources for the organization's growth.

Let us see the Job Specifications:

A HR Manager has to look after:

I. Recruitment

Whether it is IT Recruitment or Non-IT Recruitment, we will be recruiting candidates based on the work demand and job specifications. Based on that, we will search for matching profiles.

To make it clear, there is no difference between IT and Non-IT until this point.

Here comes a very sensitive difference:

a) Designing of Interview pattern, Rounds of interview, etc. For example, for the IT Sector, we will have a telephonic round, followed by a technical interview, a written test, and then an HR Round. For Non-IT, there will be a personal one-to-one round, followed by certificate scrutiny, and then a demo. For some manufacturing and public sector companies, as per the norms, we need to issue a public notification regarding vacancies before starting the recruitment process.

II. Training and Development

Based on the training needs of a particular sector, an HR Manager has to design and schedule the training sessions.

To clarify, there is no difference, but one should have basic knowledge of the product or procedure for which they are scheduling the training. This basic knowledge will come through studying and observing the company's products and procedures. Once confident and knowledgeable about the subject, plan the training schedule. It may take time, but do not fumble; gain basic knowledge, and things will progress smoothly.

III. Payroll Management

Here, there is a significant difference between IT and Non-IT. The applicability of laws such as TDS, ESI, PF Slabs, varies based on the establishment or nature of the company, affecting entitlements to employees and statutory and management obligations.

IV. Unions

Unions are not common in the IT sector, but many large-scale manufacturing units have them. An HR Manager must understand the laws on both sides and have techniques to maintain a healthy atmosphere within the organization.

V. Motivation

Motivation is essential everywhere. Design motivation factors based on the situation and management cooperation. In Non-IT sectors, more follow-up and control are needed until results are achieved, requiring deep involvement. In IT, show the track, and they will follow, as education and maturity levels are higher.

VI. Policy Making, Discipline, Welfare, and Recreation

In IT companies, an HR Manager's role is more professional, while in Non-IT, it's more personal. Balancing management obligations with worker concerns is crucial. An HR Manager acts as a bridge between management and workers, necessitating a puzzle-solving mind and proficiency in behavioral and situation handling in Non-IT sectors. HR is dynamic.

"In all means, an HR Manager is the same, but the handling of responsibilities differs."

As someone who has worked in both sectors, I have identified a few points as mentioned above. Feel free to correct me if I am mistaken in any way.

Thank you.

Dear members,

Please enlighten me about the payroll system. After how many days can one come under payroll? Is it the same for all government sectors and private sectors? If not, what is the difference?

Dear Mr. Prabakar,

Whatever you have stated is the best. I agree with your points. Excellent. Good, keep it up.

Regards

Hi All,

Thank you all for your valuable advice. I faced this question in an interview and responded in a manner similar to what you have described. However, I am posting this question to gain more insights on this matter, and your serious responses have significantly enhanced my knowledge.

Warm Regards,
S. Mukherjee.

Dear All,

Apart from the above, the HR Manager also has to take care of retention, counseling, grievance handling, employee relations, and be like a brand ambassador for the company. I hope everyone will agree.

Regards,
Venkatesh P
9976105916