Hi To All, I am newly Appointed as a HR Execuitive....pls help me and guid me... what is My roles & responsibilities..... Seniors pls reply.......
From India, Hyderabad
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5From India, Hyderabad
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Hello,
Your question is interesting and relevant. Your role and responsibilities should be best defined by the superior to whom you report. While some general roles and responsibilities of HR functions can be listed, HR has the following three key roles to play:
1. HIRE
2. DEVELOP
3. RETAIN
You can list various items related to these roles, which can become part of your responsibilities, such as recruitment, compensation design, induction/orientation, training and development, job rotation, organizational structure review, promotion decision processes, employee motivation (recognition and rewards), career development, events to motivate employees (sports and cultural activities, team-building activities), employee surveys, and implementing actions to improve employee satisfaction and motivation.
I hope this information helps.
Regards,
Nishikant
From United States, Greensboro
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Your question is interesting and relevant. Your role and responsibilities should be best defined by the superior to whom you report. While some general roles and responsibilities of HR functions can be listed, HR has the following three key roles to play:
1. HIRE
2. DEVELOP
3. RETAIN
You can list various items related to these roles, which can become part of your responsibilities, such as recruitment, compensation design, induction/orientation, training and development, job rotation, organizational structure review, promotion decision processes, employee motivation (recognition and rewards), career development, events to motivate employees (sports and cultural activities, team-building activities), employee surveys, and implementing actions to improve employee satisfaction and motivation.
I hope this information helps.
Regards,
Nishikant
From United States, Greensboro
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Dear Sankar,
The roles and responsibilities of yours depend upon the HR structure of your organization. Normally, the HR department is divided into Talent Acquisition (Pre-Recruitment) and Employee Engagement (Post-Recruitment). As an HR Executive, you will be playing a supporting role depending on whether you are taking care of TA, EE, or both. You can also refer to the job description of your position or obtain the Key Performance Indicators (KPI) from your reporting manager.
Regards
From India, Madras
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The roles and responsibilities of yours depend upon the HR structure of your organization. Normally, the HR department is divided into Talent Acquisition (Pre-Recruitment) and Employee Engagement (Post-Recruitment). As an HR Executive, you will be playing a supporting role depending on whether you are taking care of TA, EE, or both. You can also refer to the job description of your position or obtain the Key Performance Indicators (KPI) from your reporting manager.
Regards
From India, Madras
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Hi,PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM Strategic perspective Organisation design Change management Corporate Wellness management PEOPLE ACQUISITION AND DEVELOPMENT Staffing the organization Training & development Career Management Performance Management ADMINISTRATION OF POLICIES , PROGRAMMES & PRACTICES Compensation management Information management Administrative management Financial managementROLES The roles listed above are now described in terms of broad functions, activities and outcomes to illustrate more or less what the descriptions will look like once the Standard Generating Groups begin to work with each role in detail. PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM STRATEGIC PERSPECTIVE 1. Develop Human Resource plans and strategies aligned to the organisation's strategic direction. and business strategy. Provide tools and tactics to enhance execution of these strategies 4. Manage the interface between HRM processes and systems. 5. Formulate and communicate HRM policies. 6. Act as the conscience of employer with respect to people issues. 8. Assess the long-term impact of short-term decisions on people. 9. Manage people related issues accompanying mergers, alliances and acquisitions. ORGANISATIONAL DESIGN 1. Analyse work processes and recommend improvements where necessary. 2. Recommend options for organisational design & structure. CHANGE MANAGEMENT 1. Advise management on implications of change for employees. 2. Co-ordinate & facilitate the change process. 3. Facilitate changed relationships. 4. Provide support structures for employees during change. 5. Deliberate and proactive management of the changing environment and its implications for work and the organisation. CORPORATE WELLNESS MANAGEMENT > Develop and communicate policies and procedures with regard to the management of wellbeing > Manage occupational health and safety > Manage wellbeing (Employee Assistance programs & Health Promotion programs) TRAINING & DEVELOPMENT > Develop a training & development strategy according to the requirements of legislation and with the improvement of productivity and delivery as outcome. > Conduct a training needs-assessment including the assessment of prior learning and write training & development objectives based on the outcome thereof. > Conduct training & development. > Evaluate training & development with regard to the return on investment. > Promote training & development in the organisation. Thanks,Mothi
From India, Calcutta
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From India, Calcutta
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Hi,
I am newly appointed as an HR Executive and Admin in the same company. Could you please help me understand the roles and responsibilities of HR in a company from the beginning to the end, such as from interviews to the ending process? Thank you for your assistance.
From India, Hyderabad
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I am newly appointed as an HR Executive and Admin in the same company. Could you please help me understand the roles and responsibilities of HR in a company from the beginning to the end, such as from interviews to the ending process? Thank you for your assistance.
From India, Hyderabad
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The following are job responsibilities of an HR Executive:
Recruitment:
1. Develop job descriptions.
2. Identify the competencies required.
3. Identify sources for hiring.
4. Conduct candidate interviews.
5. Coordinate interviews with the respective departments.
6. Complete documentation for selected candidates.
Operations:
1. Manage joining formalities.
2. Handle employee database.
3. Manage leaves and attendance.
4. Process payroll.
5. Administer advance salary, ad hoc bonuses, and loans.
6. Conduct confirmations, performance appraisals, and performance management.
7. Conduct exit interviews.
8. Manage full and final settlements.
Employee Relations:
1. Address employee queries related to salary, leaves, attendance, and transfers.
2. Explain company policies, strategies, and benefits to employees.
3. Prevent rumors and misleading communications.
4. Motivate employees on a daily basis.
Regards,
Sachin Kadam
From India, Pune
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Recruitment:
1. Develop job descriptions.
2. Identify the competencies required.
3. Identify sources for hiring.
4. Conduct candidate interviews.
5. Coordinate interviews with the respective departments.
6. Complete documentation for selected candidates.
Operations:
1. Manage joining formalities.
2. Handle employee database.
3. Manage leaves and attendance.
4. Process payroll.
5. Administer advance salary, ad hoc bonuses, and loans.
6. Conduct confirmations, performance appraisals, and performance management.
7. Conduct exit interviews.
8. Manage full and final settlements.
Employee Relations:
1. Address employee queries related to salary, leaves, attendance, and transfers.
2. Explain company policies, strategies, and benefits to employees.
3. Prevent rumors and misleading communications.
4. Motivate employees on a daily basis.
Regards,
Sachin Kadam
From India, Pune
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hi , this is mohan newly appointed as hrm in an IT company my previous experience as hr executive now i need roles and responsibilities of hr manager. pls help me.
From India, Pune
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From India, Pune
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Hi Seniors, i want some reference points of roles & responsibilities of Executive Assistant, Account Head, Account executives, Admin Executive, Tellecallers Pls provide points
From India, Mumbai
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From India, Mumbai
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Activities of HR Department
Strategic
Organization Development
- Organization Mission / Vision, Business Goals, Strategy
- Organization Life Cycle Stage
- Organization Competency Identification (Key Competencies Required)
- Competency Dictionary - Definitions
- Proficiency Levels Defined
- Existing Organization Competency Assessment
- Existing Proficiency Levels
- Competency Prioritization
- GAP Analysis
- Competency Map (Employee Ratings, Observed / Desired / Gaps)
- Employee Prioritization for Competency Development
- Competency Development Program
- Competency Mapping Industry/Competitor Analysis
Performance Management
Strategic
- Performance Management & Review Mechanism
- Key Result Areas
- Key Performance Indicators (Highest / Ideal Performance Expected)
- Key Deliverables (Role Definition)
- Competence Required
- Position Descriptions Mapping across Organization
- Performance Agreement
- Goals / Objectives
- Key Deliverables (Role Definition)
Professional & Administrative
- Performance & Potential Evaluation
- Goals / Objectives (Previous Year)
- Key Deliverables Assessment (3m, 6m, 9m, Yrly.)
- Developmental Deliverables Assessment (3m, 6m, 9m, Yrly.)
- Shortfalls in Deliverables Achievements
- Significant Achievements
- Strengths & Weaknesses
- Competency Ratings (Managerial/Behavioral/Functional)
- Trainings Received / Required Analysis
- Performance Scores (Deliverables & Competencies Ratings)
- Final Performance Ratings
- Miscellaneous Discussions
- Recommendations
- Rewards & Recognitions - What is to be Rewarded/Awarded?
- Overall Performance
- Critical Performance
- Spot Performance
- Personality Growth
- Loyalty Recognition
- Best of the Best (Individual, Team, Group Recognitions)
- Developmental Deliverables (for Career / Succession Planning)
- Trainings Required (Objective, Priority, Evaluation Parameters)
- Organization Support Required
- Career Planning
- Succession Planning
Recruitment & Selection
Strategic
- GAP Analysis / Future Requirements
- Budgeting New Manpower, Cost Estimates
- Recruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)
- Internal Resources / External Resources
- Position Description
- Candidate Specification
- Experience Specification (Mandatory/Preferred)
- Key Performance Indicators (Highest / Ideal Performance Expected)
- Key Deliverables (Role Definition)
- Competence Required
Professional & Administrative
- Sources of Manpower (External)
- Placement Consultants
- Job sites
- Advertisements
- Campus Recruitment
- Employee Referrals
- Head Hunting
- Networking
- Professional Institutions
- Vendor Relationship Management (Agreements, Contracts, Quotes)
- Manpower Requisition Process (Authorization, Documentation, Closures)
- Selection Methodology
- Interview Process (Panel, Evaluation Methodology)
- Testing Processes (Test Instruments, Administration, Monitoring)
- Documentation
- Forms & Formats (Requisition, Application Blanks, Interview Evaluations)
- Recruitment MIS Reports
Training & Development
Strategic
- Training Needs Identification
- Skill-Gap Analysis
- Competency Map (Employee Ratings, Observed / Desired / Gaps)
- Training & Development Plans (Technical / Soft Skills / Knowledge)
- Competency Development Programme.
- Behavioral & Functional
- Skill Development Programme
- Performance Improvement Programme
Professional & Administrative
- Training Calendar
- Prioritized List of Training Programmes
- Individual Analysis
- Faculty Feedback & Analysis
- Employee / Supervisor Feedback
- Developing Knowledge Sharing Practices
- Training Effectiveness Parameters
- Key Improvement Indicators Defined (Performance, Skills, Competence)
- Time Frame for Improvement
- Review Mechanism
Employee Satisfaction & Motivation
Strategic
- Organization's philosophy & values
- Work Culture
- Best HR practices / Policy
- Grievance Management Process
Professional & Administrative
- Employee Communication – formal & informal
- Notice Boards
- Intranet
- Emails
- Circulars
- Inter Dept meetings
- Dept Meetings
- Staff Meetings
- Suggestion Scheme
- Newsletter
- Work culture survey, Analysis & Findings
- Employee Satisfaction Survey, Analysis & Findings
- Effective Grievance Resolution
Personnel & Administration
Professional & Administrative
- Offer / Appointment Letters, Compensation Sheet, Contract Letters, Consultant Agreements, etc.
- Salary Fitment Benchmarks / Salary Matrix
- Joining Formalities & Documentations
- Documentation Coding & Revision Guidelines
- Induction & Orientation Company Overview (History, Business, Market, Products/Services, Geography)
- Company Presentations
- Key Personnel Meetings
- Technical / Domain / Process Training Programme
- Maintaining & updating Personnel Files
- Compensation & Benefits Administration Salary Structure (Fixed, Variables, Perks)
- Employee Welfare Schemes
- Insurance Covers
- Retiral Benefits
- Tax Consulting
- Legal Compliances (Employment / Labor / Compensation Acts)
- Incentives, Motivational Allowances
- Employee Relations Employee Benefit Schemes
- Birthdays / Anniversaries
- Festival Events
- Sports Events
- Inter Dept Events / Competitions / Games / Quizzes
- Health & Safety Measures.
From India, Coimbatore
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Strategic
Organization Development
- Organization Mission / Vision, Business Goals, Strategy
- Organization Life Cycle Stage
- Organization Competency Identification (Key Competencies Required)
- Competency Dictionary - Definitions
- Proficiency Levels Defined
- Existing Organization Competency Assessment
- Existing Proficiency Levels
- Competency Prioritization
- GAP Analysis
- Competency Map (Employee Ratings, Observed / Desired / Gaps)
- Employee Prioritization for Competency Development
- Competency Development Program
- Competency Mapping Industry/Competitor Analysis
Performance Management
Strategic
- Performance Management & Review Mechanism
- Key Result Areas
- Key Performance Indicators (Highest / Ideal Performance Expected)
- Key Deliverables (Role Definition)
- Competence Required
- Position Descriptions Mapping across Organization
- Performance Agreement
- Goals / Objectives
- Key Deliverables (Role Definition)
Professional & Administrative
- Performance & Potential Evaluation
- Goals / Objectives (Previous Year)
- Key Deliverables Assessment (3m, 6m, 9m, Yrly.)
- Developmental Deliverables Assessment (3m, 6m, 9m, Yrly.)
- Shortfalls in Deliverables Achievements
- Significant Achievements
- Strengths & Weaknesses
- Competency Ratings (Managerial/Behavioral/Functional)
- Trainings Received / Required Analysis
- Performance Scores (Deliverables & Competencies Ratings)
- Final Performance Ratings
- Miscellaneous Discussions
- Recommendations
- Rewards & Recognitions - What is to be Rewarded/Awarded?
- Overall Performance
- Critical Performance
- Spot Performance
- Personality Growth
- Loyalty Recognition
- Best of the Best (Individual, Team, Group Recognitions)
- Developmental Deliverables (for Career / Succession Planning)
- Trainings Required (Objective, Priority, Evaluation Parameters)
- Organization Support Required
- Career Planning
- Succession Planning
Recruitment & Selection
Strategic
- GAP Analysis / Future Requirements
- Budgeting New Manpower, Cost Estimates
- Recruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)
- Internal Resources / External Resources
- Position Description
- Candidate Specification
- Experience Specification (Mandatory/Preferred)
- Key Performance Indicators (Highest / Ideal Performance Expected)
- Key Deliverables (Role Definition)
- Competence Required
Professional & Administrative
- Sources of Manpower (External)
- Placement Consultants
- Job sites
- Advertisements
- Campus Recruitment
- Employee Referrals
- Head Hunting
- Networking
- Professional Institutions
- Vendor Relationship Management (Agreements, Contracts, Quotes)
- Manpower Requisition Process (Authorization, Documentation, Closures)
- Selection Methodology
- Interview Process (Panel, Evaluation Methodology)
- Testing Processes (Test Instruments, Administration, Monitoring)
- Documentation
- Forms & Formats (Requisition, Application Blanks, Interview Evaluations)
- Recruitment MIS Reports
Training & Development
Strategic
- Training Needs Identification
- Skill-Gap Analysis
- Competency Map (Employee Ratings, Observed / Desired / Gaps)
- Training & Development Plans (Technical / Soft Skills / Knowledge)
- Competency Development Programme.
- Behavioral & Functional
- Skill Development Programme
- Performance Improvement Programme
Professional & Administrative
- Training Calendar
- Prioritized List of Training Programmes
- Individual Analysis
- Faculty Feedback & Analysis
- Employee / Supervisor Feedback
- Developing Knowledge Sharing Practices
- Training Effectiveness Parameters
- Key Improvement Indicators Defined (Performance, Skills, Competence)
- Time Frame for Improvement
- Review Mechanism
Employee Satisfaction & Motivation
Strategic
- Organization's philosophy & values
- Work Culture
- Best HR practices / Policy
- Grievance Management Process
Professional & Administrative
- Employee Communication – formal & informal
- Notice Boards
- Intranet
- Emails
- Circulars
- Inter Dept meetings
- Dept Meetings
- Staff Meetings
- Suggestion Scheme
- Newsletter
- Work culture survey, Analysis & Findings
- Employee Satisfaction Survey, Analysis & Findings
- Effective Grievance Resolution
Personnel & Administration
Professional & Administrative
- Offer / Appointment Letters, Compensation Sheet, Contract Letters, Consultant Agreements, etc.
- Salary Fitment Benchmarks / Salary Matrix
- Joining Formalities & Documentations
- Documentation Coding & Revision Guidelines
- Induction & Orientation Company Overview (History, Business, Market, Products/Services, Geography)
- Company Presentations
- Key Personnel Meetings
- Technical / Domain / Process Training Programme
- Maintaining & updating Personnel Files
- Compensation & Benefits Administration Salary Structure (Fixed, Variables, Perks)
- Employee Welfare Schemes
- Insurance Covers
- Retiral Benefits
- Tax Consulting
- Legal Compliances (Employment / Labor / Compensation Acts)
- Incentives, Motivational Allowances
- Employee Relations Employee Benefit Schemes
- Birthdays / Anniversaries
- Festival Events
- Sports Events
- Inter Dept Events / Competitions / Games / Quizzes
- Health & Safety Measures.
From India, Coimbatore
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Your employer should be the one telling you what your roles and responsibilities are. That’s what they hired your for???
From Australia, Melbourne
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From Australia, Melbourne
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
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