Dear Friends,
Good evening.
As an HR Generalist in the initial stage, what are all the main aspects to be covered? Kindly advise me about the basic concepts one should carry on in an organization or one should know to perform well (in the Retail Industry).
Friends, expecting your reply.
Regards,
GV
From India, Madras
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Good evening.
As an HR Generalist in the initial stage, what are all the main aspects to be covered? Kindly advise me about the basic concepts one should carry on in an organization or one should know to perform well (in the Retail Industry).
Friends, expecting your reply.
Regards,
GV
From India, Madras
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Setting up an HR Department
To conduct the needs assessment, there are basically ten different human resources areas:
1) Recruitment and selection (e.g., job descriptions, selection tools, background checks, offers)
2) Compensation (e.g., methods, consistency, market)
3) Employee relations (e.g., labor agreements, performance management, disciplinary procedures, employee recognition)
4) Mandated benefits (e.g., social security, unemployment insurance, workers' compensation, COBRA/HIPAA)
5) Optional group benefits (e.g., insurance, time-off benefits, flexible benefits, retirement plans, employee assistance programs, perks)
6) Payroll (e.g., internal vs. external options, compliance)
7) Recordkeeping (e.g., HRIS, personnel files, confidential records, I-9, other forms)
8) Training and development (e.g., new employee orientation, staff development, technical and safety, leadership, tuition reimbursement, career planning)
9) Employee communications (e.g., handbook, newsletter, recognition programs, announcements, electronic communication)
10) Internal communications (e.g., policies and procedures, management development, management reporting)
Once you have carefully evaluated each of these ten areas, you are ready to put together your strategic human resources business plan. This will help you map out exactly what you need to do and how it impacts the bottom line, plus when you will need to do it. With a good grasp of this plan, you are ready to sell it to management.
Some tips to successfully make this "sell" include:
1) Prepare, prepare, prepare
2) Focus on bottom-line results
3) Compare to competition (do your homework)
4) Highlight benefits of implementing the plan
5) Promote better labor relations
6) Investigate legal requirements
7) Be brief
8) Build consensus
Regards
From India, Hyderabad
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35To conduct the needs assessment, there are basically ten different human resources areas:
1) Recruitment and selection (e.g., job descriptions, selection tools, background checks, offers)
2) Compensation (e.g., methods, consistency, market)
3) Employee relations (e.g., labor agreements, performance management, disciplinary procedures, employee recognition)
4) Mandated benefits (e.g., social security, unemployment insurance, workers' compensation, COBRA/HIPAA)
5) Optional group benefits (e.g., insurance, time-off benefits, flexible benefits, retirement plans, employee assistance programs, perks)
6) Payroll (e.g., internal vs. external options, compliance)
7) Recordkeeping (e.g., HRIS, personnel files, confidential records, I-9, other forms)
8) Training and development (e.g., new employee orientation, staff development, technical and safety, leadership, tuition reimbursement, career planning)
9) Employee communications (e.g., handbook, newsletter, recognition programs, announcements, electronic communication)
10) Internal communications (e.g., policies and procedures, management development, management reporting)
Once you have carefully evaluated each of these ten areas, you are ready to put together your strategic human resources business plan. This will help you map out exactly what you need to do and how it impacts the bottom line, plus when you will need to do it. With a good grasp of this plan, you are ready to sell it to management.
Some tips to successfully make this "sell" include:
1) Prepare, prepare, prepare
2) Focus on bottom-line results
3) Compare to competition (do your homework)
4) Highlight benefits of implementing the plan
5) Promote better labor relations
6) Investigate legal requirements
7) Be brief
8) Build consensus
Regards
From India, Hyderabad
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Hi GV & Mansi,
There are two main scenarios for you involving human resource generalists. One involves working in a smaller company. In this instance, the company only requires one person who is in charge to take care of all the human resource needs of the company. In the other scenario, a human resource generalist oversees all of a larger company's human resource needs. In both circumstances, you would need to have a broad understanding of many aspects of HR functioning.
The following are a few activities:
- Recruitment
- Induction Training
- Salary Inputs
- Managing policies and Compensation
- Training & Development
- Competency mapping
- Taking care of Employee relationships
- Performance Appraisal
- Maintaining MIS
- Implementing company policies
- Exit Formalities, etc.
Hope you have gained some insight from it.
Regards,
Priya
From India, Pune
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There are two main scenarios for you involving human resource generalists. One involves working in a smaller company. In this instance, the company only requires one person who is in charge to take care of all the human resource needs of the company. In the other scenario, a human resource generalist oversees all of a larger company's human resource needs. In both circumstances, you would need to have a broad understanding of many aspects of HR functioning.
The following are a few activities:
- Recruitment
- Induction Training
- Salary Inputs
- Managing policies and Compensation
- Training & Development
- Competency mapping
- Taking care of Employee relationships
- Performance Appraisal
- Maintaining MIS
- Implementing company policies
- Exit Formalities, etc.
Hope you have gained some insight from it.
Regards,
Priya
From India, Pune
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