Here I would like to know one thing, how does a HR person can
can do
Manpower Mapping
Job Analysis, Description
Setting of KPI, KRA,
Performance Appraisal
of the candidates who are from [FINANCE, ELECTRONICS, MECHANICAL, COSTING, COMPUTER field] in short of candidates not from HR field.
Here it cannot be always assumed that the HR knows each above mentioned field in detail / in depth.
Then HOW DOES HR DO. THIS..
Does HR really do the above, or it takes the comments, suggestions, advice from the concerned field Dept Head [who is usually expert in the concerned field] and just documents it.
For eg. For preparing job description, it just takes the qualifications, from DEPT HEAD,, because a dept head knows more than HR whether a Diploma candidate would be suitable or a Degree or PG .... and then so it collects the data, compiles it and documents it...
What are your comments on this..
I need a reply its urgent,,, its urgent
can do
Manpower Mapping
Job Analysis, Description
Setting of KPI, KRA,
Performance Appraisal
of the candidates who are from [FINANCE, ELECTRONICS, MECHANICAL, COSTING, COMPUTER field] in short of candidates not from HR field.
Here it cannot be always assumed that the HR knows each above mentioned field in detail / in depth.
Then HOW DOES HR DO. THIS..
Does HR really do the above, or it takes the comments, suggestions, advice from the concerned field Dept Head [who is usually expert in the concerned field] and just documents it.
For eg. For preparing job description, it just takes the qualifications, from DEPT HEAD,, because a dept head knows more than HR whether a Diploma candidate would be suitable or a Degree or PG .... and then so it collects the data, compiles it and documents it...
What are your comments on this..
I need a reply its urgent,,, its urgent