hai.... Anybody can help me....how to write message... about Hr. b’cos some time people say that hr department job is not difficult job,not important depart.
From Malaysia, Klang
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From Malaysia, Klang
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Hey!!!!
If people comment like this, do tell them to get into it to know the fact.
HR plays a vital role in strategic business plans, responsible for manpower - "Getting the right people for the right job."
If you categorize HR works under various sub-departments, it would be like:
HR DEPT.....
1. Strategy & Planning/Business Development Department
A: Company Structure
B: Manpower Projection/Planning
C: Budget Designing
D: Cost-Cutting Measures (If Required)
2. Talent Acquisition Department
A: Sourcing
B: Designing JDs
C: Head Hunting
D: Raising Appraisal Documents
E: Performance Evaluation of existing Manpower
F: Timely arranging events/competitions within the organization
G: Employee retention
3. Operations:
HR Operation Dept is specifically designed for Employee Relations. The Operations team deals with the company employees' queries and apprises staff of future developments.
1. Joining Formalities
2. Inductions/Presentations on company's policies & Procedures
3. Creation of User ID/Visiting Cards/IT Facilities (Operation team has to forward these requests to the concerned Dept)
4. Formal Introduction within the Department
5. Employee Database Entire
6. Generation of Employee ID Cards
7. Claims (If Any)
8. Payroll Section (PF & Tax-related Queries)
9. Retentions
10. Recoveries (If Any)
11. Full & Final Settlement
12. Clearances
13. Car Lease (If Applicable)
14. Medical
15. Timely should provide investment ways through some camps
16. Most Important: Replying to the Employee queries well in time and relevant information
17. Legal Issues in case of absconded Employee/Recoveries at separation not paid
18. Issue Relieving/Experience/Termination/Transfers Letters
4. Administration
A: Entire Data
B: Travel/Cab Bookings
C: Stationery
D: AMC (Annual Maintenance Contract - New & Renewal on year End)
E: Introduction of New Vendors
F: Facility Management
G: Assets Record & Upkeeping
H: Corporate Connections (If Any)
I: Blackberry Sets/Laptops/Data Cards (Issue)
J: Premises related issues (Parking, Building Maintenance (Leased/Owned), Electricity, etc.)
K: Event Management
L: Budget Projection (Initially Generated by Admin and then forwarded to the Strategy & Planning/Business Development Department)
M: Financial Review (Different Parameters to be reviewed quarterly)
N: Manpower Seating Allocation
5. Training & Development
A: Motivational Training
B: Leadership Training
C: Any new Software/Implementation of process updation to the employee
D: Orientations on the development strategies of the Organization to the employees.
Regards,
SJ
From India, Coimbatore
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15If people comment like this, do tell them to get into it to know the fact.
HR plays a vital role in strategic business plans, responsible for manpower - "Getting the right people for the right job."
If you categorize HR works under various sub-departments, it would be like:
HR DEPT.....
1. Strategy & Planning/Business Development Department
A: Company Structure
B: Manpower Projection/Planning
C: Budget Designing
D: Cost-Cutting Measures (If Required)
2. Talent Acquisition Department
A: Sourcing
B: Designing JDs
C: Head Hunting
D: Raising Appraisal Documents
E: Performance Evaluation of existing Manpower
F: Timely arranging events/competitions within the organization
G: Employee retention
3. Operations:
HR Operation Dept is specifically designed for Employee Relations. The Operations team deals with the company employees' queries and apprises staff of future developments.
1. Joining Formalities
2. Inductions/Presentations on company's policies & Procedures
3. Creation of User ID/Visiting Cards/IT Facilities (Operation team has to forward these requests to the concerned Dept)
4. Formal Introduction within the Department
5. Employee Database Entire
6. Generation of Employee ID Cards
7. Claims (If Any)
8. Payroll Section (PF & Tax-related Queries)
9. Retentions
10. Recoveries (If Any)
11. Full & Final Settlement
12. Clearances
13. Car Lease (If Applicable)
14. Medical
15. Timely should provide investment ways through some camps
16. Most Important: Replying to the Employee queries well in time and relevant information
17. Legal Issues in case of absconded Employee/Recoveries at separation not paid
18. Issue Relieving/Experience/Termination/Transfers Letters
4. Administration
A: Entire Data
B: Travel/Cab Bookings
C: Stationery
D: AMC (Annual Maintenance Contract - New & Renewal on year End)
E: Introduction of New Vendors
F: Facility Management
G: Assets Record & Upkeeping
H: Corporate Connections (If Any)
I: Blackberry Sets/Laptops/Data Cards (Issue)
J: Premises related issues (Parking, Building Maintenance (Leased/Owned), Electricity, etc.)
K: Event Management
L: Budget Projection (Initially Generated by Admin and then forwarded to the Strategy & Planning/Business Development Department)
M: Financial Review (Different Parameters to be reviewed quarterly)
N: Manpower Seating Allocation
5. Training & Development
A: Motivational Training
B: Leadership Training
C: Any new Software/Implementation of process updation to the employee
D: Orientations on the development strategies of the Organization to the employees.
Regards,
SJ
From India, Coimbatore
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Hello friend,
Who says HR jobs are not difficult? An engineer may need only subjective knowledge which will help him to get the job done. However, HR professionals need some skills apart from subjective knowledge. Keeping an organization healthy is the primary job of HR people, which is very risky and challenging.
Regards
From India, Calcutta
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Who says HR jobs are not difficult? An engineer may need only subjective knowledge which will help him to get the job done. However, HR professionals need some skills apart from subjective knowledge. Keeping an organization healthy is the primary job of HR people, which is very risky and challenging.
Regards
From India, Calcutta
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