Hi, I am working in a construction company as an HR. Can anyone provide an update on the recruitment process sheet? Also, please help me with the core HR activities. As an HR, what responsibilities should be handled in the company? The company did not have any HR personnel previously, and I am the only person handling it. I have experience in recruitments but no idea about core HR activities. Please help me out.
Thanks,
Swapna
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From India, Hyderabad
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Thanks,
Swapna
More at https://www.citehr.com/307463-human-...#ixzz1A8y9u4mm
From India, Hyderabad
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You already have experience in one core HR activity, which is recruitment. Other activities that come under core HR are induction training, performance management, timekeeping and payroll, employee engagement activities, training & development, and compliance with statutory requirements such as PF and ESI.
I would suggest that you start slowly but steadily, bringing in one activity at a time. Plan it out, then introduce and implement it, maybe over a quarter year until fully in place, then move on to the next activity.
This is a great opportunity for you to learn and bring in HR practices. The best part is, you can make your own mistakes and also learn from those without having to worry about the extensive impact of the same.
All the best!
Regards,
Gaurang
From India, Ahmadabad
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9I would suggest that you start slowly but steadily, bringing in one activity at a time. Plan it out, then introduce and implement it, maybe over a quarter year until fully in place, then move on to the next activity.
This is a great opportunity for you to learn and bring in HR practices. The best part is, you can make your own mistakes and also learn from those without having to worry about the extensive impact of the same.
All the best!
Regards,
Gaurang
From India, Ahmadabad
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Hi all, I already have experience in one core HR activity, and that is recruitment. I am working in an MNC as an HR Executive. When I joined the company, I was responsible for other activities that fall under core HR such as induction, timekeeping, payroll, and statutory requirements like PF and ESI. However, I did not handle filling the returns. I also assisted in training and development. Due to company politics, I am now left only with training and development and contractor-related work as I am not good at buttering up and pampering my boss like my peers do. I am really facing a problem.
Seeking Advice on Training and Competency Mapping
Can anyone please suggest what to do in this situation and also advise on how to start training work step by step and how to do competency mapping? Please send me related documents as well.
Regards,
One Needy Friend
From India, Meerut
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Seeking Advice on Training and Competency Mapping
Can anyone please suggest what to do in this situation and also advise on how to start training work step by step and how to do competency mapping? Please send me related documents as well.
Regards,
One Needy Friend
From India, Meerut
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HR Activities for an HR Professional
The following are the HR activities for an HR Professional in an organization:
1. Recruitment & Selection
2. Training & Development
3. Competency Mapping
4. PMS (Performance Management System/Performance Appraisal)
5. Daily coordination with outside vendors/customers (internal employees)
6. Grievance handling
7. Audit documentation
8. Payroll of employees and/or contract employees (if applicable)
9. Employee Satisfaction Survey
10. Liaising with government officials (in case of a factory)
Khushi, I am attaching a competency mapping related document for your reference.
Regards,
Ankit Chaturvedi
[Phone Number Removed For Privacy Reasons]
[Email Removed For Privacy Reasons]
From India, Mumbai
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The following are the HR activities for an HR Professional in an organization:
1. Recruitment & Selection
2. Training & Development
3. Competency Mapping
4. PMS (Performance Management System/Performance Appraisal)
5. Daily coordination with outside vendors/customers (internal employees)
6. Grievance handling
7. Audit documentation
8. Payroll of employees and/or contract employees (if applicable)
9. Employee Satisfaction Survey
10. Liaising with government officials (in case of a factory)
Khushi, I am attaching a competency mapping related document for your reference.
Regards,
Ankit Chaturvedi
[Phone Number Removed For Privacy Reasons]
[Email Removed For Privacy Reasons]
From India, Mumbai
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Hi Gaurang, thank you so much. Can you suggest to me how to start? Where to start? There is a lot of confusion for me. Could you briefly explain one by one: induction training, performance management, timekeeping and payroll, employee engagement activities, training & development, and compliance with statutory requirements such as PF and ESI. Please help me out.
Regards,
Swapna
From India, Hyderabad
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Regards,
Swapna
From India, Hyderabad
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There is no real or clearly defined starting point for HR activities, and I agree that it can be confusing at times. As you are already aware of recruitment, you can ramp that up in your company.
Induction Training
The next logical step to recruitment is induction training, so take it up as well. Parallel to induction training, you can start defining KRAs, KPAs, and KPIs for all departments and positions to get Performance Management started. Just this much should keep you occupied for a minimum of six months.
Developing HR Functions
My advice is to take one function at a time and develop it before introducing a new one. Of course, there must be overlapping between functions, but you must try and keep it as low as possible. Once you take that first step, everything else will start following logically, and you will easily and quickly settle into the new routine. Just keep your wits about you.
All the best!
Regards,
Gaurang
From India, Ahmadabad
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Induction Training
The next logical step to recruitment is induction training, so take it up as well. Parallel to induction training, you can start defining KRAs, KPAs, and KPIs for all departments and positions to get Performance Management started. Just this much should keep you occupied for a minimum of six months.
Developing HR Functions
My advice is to take one function at a time and develop it before introducing a new one. Of course, there must be overlapping between functions, but you must try and keep it as low as possible. Once you take that first step, everything else will start following logically, and you will easily and quickly settle into the new routine. Just keep your wits about you.
All the best!
Regards,
Gaurang
From India, Ahmadabad
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Introduction to Employee Training and Development - PPT 1.ppt
Practical HR core training.pdf
Core HR Practical Training Program.doc