Dear All,
Please find below HR Role
1. Pre-Recruitment Process
a. Receipt of manpower requirements from various department heads.
b. Scrutinize them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate recruitment process.
2. Recruitment Process
a. Prepare advertisements, etc., for recruitment.
b. Scrutinize and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct interviews through panels.
e. Prepare offer letters as required.
3. Joining Formalities:
a. Administering joining formalities.
b. Pre-employment reference checks.
c. Preparation of appointment advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Coordinating to get employee ID cards.
f. Handing over the new hire to the concerned HOD/Manager.
g. Preparation of job profiles in coordination with HOD/Managers for new posts.
4. Employee Personal File Maintenance:
a. Opening new files and closing the resigned employee's file.
b. Ensure all employee files are maintained safely with care.
c. Ensure all personal records are available in the files.
d. Periodic personal file auditing.
5. Employee Database:
a. Keeping track of Knowledge Management Software.
b. Maintenance of HRIS.
6. Confirmation Formalities:
a. Intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting confirmation appraisals.
c. Coordinating for skill gap analysis.
d. Coordinating to set quality objectives for each job profile.
e. Ensuring updating of the existing job profiles.
f. Processing the confirmation.
7. ISO Compliance:
a. Ensuring all the updating of the ISO documentation and HR formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the internal and external audits, accountable to enforce the correctional actions.
8. Statutory Compliance:
a. Handling PF and ESI formalities and coordinating with other departments.
b. Handling apprentice training, submitting periodic returns to the board.
c. Submitting other returns to the Labour Department as per the Shops and Establishment Act.
9. Training And Development:
a. Conducting induction training for new hires.
b. Training need analysis based on skill gap analysis, appraisal feedback, and suggestions.
c. Coordinating external and internal training programs.
d. Maintaining training records.
e. Analysis of training feedback.
10. Performance Appraisal:
a. Prepared the new appraisal form.
b. Educated employees about self-appraisal.
c. Provided inputs to HODs for appraisals.
d. Prepared appraisal letters.
11. Employee Relations:
a. Having formal and informal counseling with employees.
b. Prepared event calendar of monthly recreation to motivate employees.
c. Handling corporate medical insurance.
d. Processing required letters on employee's request.
12. Report Generation:
a. Generating and analyzing employee attrition reports, training evaluation, and manpower status.
b. Weekly and monthly recruitment reports.
c. Report generation of pre-appraisal, appraisal, and post-appraisals.
d. Salary details reports to Accounts Department.
e. Reports as per the HOD's request.
13. Exit Formalities:
a. Administering exit paperwork including all statutory requirements.
b. Conducting exit interviews.
c. Preparing exit interview summary.
d. Providing post-employment reference for relieved employees.
e. Processing file to Accounts Department for final settlement.
A typical Human Resource Department carries out the following functions:
Manpower Planning
It involves planning for the future and finding out how many employees will be needed in the future by the business and what types of skills they should possess.
It depends on the following factors:
• The number of people leaving the job
• The projected growth in sales of the business
• Technological changes
• Productivity level of the workers
Job Analysis and Job Description
The HR Department is also involved in designing the job analysis and job description for the prospective vacancies.
A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.
Job descriptions are written statements that describe the:
• Duties
• Responsibilities
• Most important contributions and outcomes needed from a position
• Required qualifications of candidates
• Reporting relationship and co-workers of a particular job
Determining Wages and Salaries
The HR Department is also involved in conducting market surveys and determining the wages and salaries for different positions in an organization. These decisions may be taken in consultation with top management and the Finance Department.
Recruitment and Selection
One of the most important jobs of HR departments is to recruit the best people for the organization. This is of crucial importance as the success of any organization depends on the quality of its workforce. Details regarding the recruitment and selection procedure can be found here.
Performance Appraisal
Once the employees are recruited, the HR Department has to review their performance on a regular basis through proper performance appraisals.
Performance appraisal is the process of obtaining, analyzing, and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does.
On the basis of performance appraisal, the HR Department will set up an action plan for each employee. If the employees need any training, then it is provided.
Training and Development
The HR department is constantly keeping a watch over the employees of the organization. In order to improve the efficiency level of the employees, they have to undergo regular training and development programs. All training and development needs are carried out by this department. Training might include on-the-job or off-the-job training. Find more information on training here.
Employee Welfare and Motivation
Happy employees mean a healthy organization. The HR Department conducts various employee welfare activities which might include employee get-togethers, annual staff parties, etc. The HR department also reviews organizational policies and their impact on the motivation of the employees.
Addressing Employees' Grievances
The HR department is the link between the workers and the management. Employees' grievances related to the work environment are usually entertained and resolved by the HR Department.
Labour Management Relations
For the smooth operation of any organization, it is crucial to have good labour management relations. The HR department has to ensure that these relations are cordial. In case of any labour-management conflict, the HR Department will play a vital role in bringing both management parties to the negotiation table and resolving the issue.
Implementing Organizational Policies
The HR Department has to coordinate with line managers and see that the organizational policies are being implemented in a proper manner. Disciplinary action can be initiated against employees who are not following organizational rules and regulations. All these actions are conceived and implemented by the HR department.
Dismissal and Redundancy
The HR Department has to take firm actions against employees who are not following the organizational code of conduct, rules, and regulations. This can result in the dismissal of the employee.
Sometimes, an organization may no longer require the services of an employee. The employee may be made redundant. The HR Department has to see that organizational and government regulations are being followed in this process.
From India, Pune
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19Please find below HR Role
1. Pre-Recruitment Process
a. Receipt of manpower requirements from various department heads.
b. Scrutinize them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate recruitment process.
2. Recruitment Process
a. Prepare advertisements, etc., for recruitment.
b. Scrutinize and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct interviews through panels.
e. Prepare offer letters as required.
3. Joining Formalities:
a. Administering joining formalities.
b. Pre-employment reference checks.
c. Preparation of appointment advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Coordinating to get employee ID cards.
f. Handing over the new hire to the concerned HOD/Manager.
g. Preparation of job profiles in coordination with HOD/Managers for new posts.
4. Employee Personal File Maintenance:
a. Opening new files and closing the resigned employee's file.
b. Ensure all employee files are maintained safely with care.
c. Ensure all personal records are available in the files.
d. Periodic personal file auditing.
5. Employee Database:
a. Keeping track of Knowledge Management Software.
b. Maintenance of HRIS.
6. Confirmation Formalities:
a. Intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting confirmation appraisals.
c. Coordinating for skill gap analysis.
d. Coordinating to set quality objectives for each job profile.
e. Ensuring updating of the existing job profiles.
f. Processing the confirmation.
7. ISO Compliance:
a. Ensuring all the updating of the ISO documentation and HR formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the internal and external audits, accountable to enforce the correctional actions.
8. Statutory Compliance:
a. Handling PF and ESI formalities and coordinating with other departments.
b. Handling apprentice training, submitting periodic returns to the board.
c. Submitting other returns to the Labour Department as per the Shops and Establishment Act.
9. Training And Development:
a. Conducting induction training for new hires.
b. Training need analysis based on skill gap analysis, appraisal feedback, and suggestions.
c. Coordinating external and internal training programs.
d. Maintaining training records.
e. Analysis of training feedback.
10. Performance Appraisal:
a. Prepared the new appraisal form.
b. Educated employees about self-appraisal.
c. Provided inputs to HODs for appraisals.
d. Prepared appraisal letters.
11. Employee Relations:
a. Having formal and informal counseling with employees.
b. Prepared event calendar of monthly recreation to motivate employees.
c. Handling corporate medical insurance.
d. Processing required letters on employee's request.
12. Report Generation:
a. Generating and analyzing employee attrition reports, training evaluation, and manpower status.
b. Weekly and monthly recruitment reports.
c. Report generation of pre-appraisal, appraisal, and post-appraisals.
d. Salary details reports to Accounts Department.
e. Reports as per the HOD's request.
13. Exit Formalities:
a. Administering exit paperwork including all statutory requirements.
b. Conducting exit interviews.
c. Preparing exit interview summary.
d. Providing post-employment reference for relieved employees.
e. Processing file to Accounts Department for final settlement.
A typical Human Resource Department carries out the following functions:
Manpower Planning
It involves planning for the future and finding out how many employees will be needed in the future by the business and what types of skills they should possess.
It depends on the following factors:
• The number of people leaving the job
• The projected growth in sales of the business
• Technological changes
• Productivity level of the workers
Job Analysis and Job Description
The HR Department is also involved in designing the job analysis and job description for the prospective vacancies.
A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.
Job descriptions are written statements that describe the:
• Duties
• Responsibilities
• Most important contributions and outcomes needed from a position
• Required qualifications of candidates
• Reporting relationship and co-workers of a particular job
Determining Wages and Salaries
The HR Department is also involved in conducting market surveys and determining the wages and salaries for different positions in an organization. These decisions may be taken in consultation with top management and the Finance Department.
Recruitment and Selection
One of the most important jobs of HR departments is to recruit the best people for the organization. This is of crucial importance as the success of any organization depends on the quality of its workforce. Details regarding the recruitment and selection procedure can be found here.
Performance Appraisal
Once the employees are recruited, the HR Department has to review their performance on a regular basis through proper performance appraisals.
Performance appraisal is the process of obtaining, analyzing, and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does.
On the basis of performance appraisal, the HR Department will set up an action plan for each employee. If the employees need any training, then it is provided.
Training and Development
The HR department is constantly keeping a watch over the employees of the organization. In order to improve the efficiency level of the employees, they have to undergo regular training and development programs. All training and development needs are carried out by this department. Training might include on-the-job or off-the-job training. Find more information on training here.
Employee Welfare and Motivation
Happy employees mean a healthy organization. The HR Department conducts various employee welfare activities which might include employee get-togethers, annual staff parties, etc. The HR department also reviews organizational policies and their impact on the motivation of the employees.
Addressing Employees' Grievances
The HR department is the link between the workers and the management. Employees' grievances related to the work environment are usually entertained and resolved by the HR Department.
Labour Management Relations
For the smooth operation of any organization, it is crucial to have good labour management relations. The HR department has to ensure that these relations are cordial. In case of any labour-management conflict, the HR Department will play a vital role in bringing both management parties to the negotiation table and resolving the issue.
Implementing Organizational Policies
The HR Department has to coordinate with line managers and see that the organizational policies are being implemented in a proper manner. Disciplinary action can be initiated against employees who are not following organizational rules and regulations. All these actions are conceived and implemented by the HR department.
Dismissal and Redundancy
The HR Department has to take firm actions against employees who are not following the organizational code of conduct, rules, and regulations. This can result in the dismissal of the employee.
Sometimes, an organization may no longer require the services of an employee. The employee may be made redundant. The HR Department has to see that organizational and government regulations are being followed in this process.
From India, Pune
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I have completed a Master of Labour Management at the Tamil Nadu Institute of Labour Studies. I have three years of experience in HR and possess a good knowledge of statutory compliance areas such as ESI, EPF, Inspector of Factories, Fire Safety, SIPCOT, Pollution Control Board, and other government offices. Could you please inform me if there are any HR vacancies available?
Thanks & Regards,
M. Jagadeevan
From India, Chennai
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Thanks & Regards,
M. Jagadeevan
From India, Chennai
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