Hi All, Am new to this site. Pls. explain the following terms 1. HR Genaralist Regards Suresh N
From India, Madras
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From India, Madras
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When I started my career in HR (Personnel Management), the entire functions of a Personnel Department were carried out by a team of personnel in that department. With the passage of time, new theories developed, and HR was confined only to recruitment. Those who are not interested in Marketing (which is commonly understood as an act of selling products and can be tiring) will say that I am interested only in HR. For them, HR means a simple function of recruiting people. Those who work on salary fixation and payment assumed a separate 'designation' as HR- Compensation & Benefits, and there are many who carry out both these functions. I observed that an HR generalist is one who carries out all the functions of Personnel Management.
However, the Welfare Role involving the management of health, welfare, and security schemes of employees, and the Legal and "firefighting" function of settlement of disputes, handling disciplinary action, grievance handling, etc., are rarely found highlighted in the present style of HR. As I understand, an HR generalist takes care of all the functions of HR like:
1. Personnel Function of manpower planning, recruitment, training & development, etc.
2. Administrative Role of timekeeping, salary administration, records maintenance, submission of statutory returns to various authorities such as EPF, ESI, etc.
3. Welfare Role of managing canteens, cooperatives, and transports, ensuring health and safety of employees.
4. Legal or 'firefighting' Role of taking disciplinary action, settlement of disputes, enforcement of statutory rulings, grievance handling, collective bargaining, etc.
This is what I expect from a generalist. I shall be glad if others would also give inputs on it.
Regards,
Madhu.T.K
From India, Kannur
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4491However, the Welfare Role involving the management of health, welfare, and security schemes of employees, and the Legal and "firefighting" function of settlement of disputes, handling disciplinary action, grievance handling, etc., are rarely found highlighted in the present style of HR. As I understand, an HR generalist takes care of all the functions of HR like:
1. Personnel Function of manpower planning, recruitment, training & development, etc.
2. Administrative Role of timekeeping, salary administration, records maintenance, submission of statutory returns to various authorities such as EPF, ESI, etc.
3. Welfare Role of managing canteens, cooperatives, and transports, ensuring health and safety of employees.
4. Legal or 'firefighting' Role of taking disciplinary action, settlement of disputes, enforcement of statutory rulings, grievance handling, collective bargaining, etc.
This is what I expect from a generalist. I shall be glad if others would also give inputs on it.
Regards,
Madhu.T.K
From India, Kannur
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Please don't make the topic personal with "this is what I expect." What you have mentioned is no doubt the functions of an HR Generalist. Confirm the same boldly instead of making it an element of doubt in the minds of several members of cite hr.
Sanjeev
From India, Delhi
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Sanjeev
From India, Delhi
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Dear Sanjeev,
I have waited for a few hours to begin with the 'discussion'. Yes, in discussions, personal opinion may dominate. There may be a difference of opinion about the captioned subject, HR Generalist. It is not like a term that has been defined without leaving any doubt or room for misinterpretation. Had it been something like "retrenchment" or "lay off," I would have replied very 'boldly.' But this refers to a functional area for which different meanings and interpretations are likely to come up. In fact, I waited for our own citehr members who are holding similar posts to give a reply, but since nobody was found responding, I put forward my opinion about it. There may be different views; that is why I have ended my post with a remark that "I shall be glad if others would also give inputs on it." I have invited citehr members only, and I have not directed the viewers to visit some other sites. If you have lost your precious time reading my post, please forgive me.
Regards,
Madhu.T.K
From India, Kannur
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I have waited for a few hours to begin with the 'discussion'. Yes, in discussions, personal opinion may dominate. There may be a difference of opinion about the captioned subject, HR Generalist. It is not like a term that has been defined without leaving any doubt or room for misinterpretation. Had it been something like "retrenchment" or "lay off," I would have replied very 'boldly.' But this refers to a functional area for which different meanings and interpretations are likely to come up. In fact, I waited for our own citehr members who are holding similar posts to give a reply, but since nobody was found responding, I put forward my opinion about it. There may be different views; that is why I have ended my post with a remark that "I shall be glad if others would also give inputs on it." I have invited citehr members only, and I have not directed the viewers to visit some other sites. If you have lost your precious time reading my post, please forgive me.
Regards,
Madhu.T.K
From India, Kannur
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Hi all,
Thanks for your prompt reply. In my company, I am not in the recruitment team; I am handling post-recruitment only, i.e., from employees joining to exit formalities (including appraisals). Please clarify for me, does post-recruitment also come under HR generalist.
Regards,
Suresh N
From India, Madras
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Thanks for your prompt reply. In my company, I am not in the recruitment team; I am handling post-recruitment only, i.e., from employees joining to exit formalities (including appraisals). Please clarify for me, does post-recruitment also come under HR generalist.
Regards,
Suresh N
From India, Madras
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Dear Mr. Madhu I do agree that in discussions personal opinion dominates but not at the cost of subject with respect to its authenticity. sanjeev
From India, Delhi
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From India, Delhi
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Hi Suresh,
Your question is genuine, but after a few years, everyone wants to make a future in a particular expertise. They start as a generalist profile but try to enhance their skills in a particular area (such as recruitment or training and development). However, a person who holds a generalist profile has knowledge of the whole function and sub-functions of HR.
I hope I have cleared your doubts.
With regards,
GAURAV
From India, Kanpur
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Your question is genuine, but after a few years, everyone wants to make a future in a particular expertise. They start as a generalist profile but try to enhance their skills in a particular area (such as recruitment or training and development). However, a person who holds a generalist profile has knowledge of the whole function and sub-functions of HR.
I hope I have cleared your doubts.
With regards,
GAURAV
From India, Kanpur
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Dear Mr. Madhu ♫♫
This is Sachin Mandloi, HR Executive in Indore. I have 4 years of experience in this field. Kindly add me to your group. My email ID is [IMG]https://www.citehr.com/misc.php?do=email_dev&email=c2FjaGluX21hbmRsb2 lAeWFob28uY29t[/IMG]
Thanks
From India, Mumbai
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This is Sachin Mandloi, HR Executive in Indore. I have 4 years of experience in this field. Kindly add me to your group. My email ID is [IMG]https://www.citehr.com/misc.php?do=email_dev&email=c2FjaGluX21hbmRsb2 lAeWFob28uY29t[/IMG]
Thanks
From India, Mumbai
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Hi folks, this is Srini. I am happy to share my opinion with you. A HR Generalist Role is segregated into mainly three types:
1. Acquisition
2. Development
3. Maintenance
Each part has its own roles and functions, mainly mentioned in Pre-recruitment and Post-Recruitment.
Acquisition involves all activities starting from job analysis, manpower planning, and continuing until induction.
Development includes training, payroll, employee relations, industrial relations, etc.
Maintenance covers appraisal, motivation, compensation, welfare benefits, retirement benefits, etc.
You can reach me at 9843339980 and
. All the best and achieve your goals.
From India, Pune
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1. Acquisition
2. Development
3. Maintenance
Each part has its own roles and functions, mainly mentioned in Pre-recruitment and Post-Recruitment.
Acquisition involves all activities starting from job analysis, manpower planning, and continuing until induction.
Development includes training, payroll, employee relations, industrial relations, etc.
Maintenance covers appraisal, motivation, compensation, welfare benefits, retirement benefits, etc.
You can reach me at 9843339980 and
From India, Pune
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Hi all,
I have a query. A person working in Recruitment, Joining Formalities, Induction, Exit Formalities, Leave Maintenance, Employee Relations, and not in Payroll, PA, etc., cannot call himself/herself an HR Generalist. Should only a person exposed to all aspects of HR be called an HR Generalist? Please help me out.
Thanks in advance!
From India, Madras
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I have a query. A person working in Recruitment, Joining Formalities, Induction, Exit Formalities, Leave Maintenance, Employee Relations, and not in Payroll, PA, etc., cannot call himself/herself an HR Generalist. Should only a person exposed to all aspects of HR be called an HR Generalist? Please help me out.
Thanks in advance!
From India, Madras
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I am an HR Consultant from Cochin, new to this site. I thought the two profiles in HR are 1. Recruitment and 2. Generalist. But from the above threads, it seems like the Generalist handles recruitment and all other activities of HR.
From India, Kochi
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From India, Kochi
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hi Suresh, Yes, ur profile is of an HR generalist. I hope all your doubts are clear after reading all these replies from other citehr members.
From India, Ambala
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From India, Ambala
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HR Generalist means all general activities and KRA of the HR. Although HR is a multitask role, it is still specific. In short, HR Generalist means not specified for one activity like recruitment or employee relations.
Please revert for further details.
Regards
Deepshikha Balwani
From India, New Delhi
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Please revert for further details.
Regards
Deepshikha Balwani
From India, New Delhi
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Hi Srini,
I really liked the way of explaining HR Generalistic. You have actually concised the entire gamut of HR activities in these three words:
1. Acquisition
2. Development
3. Maintenance
To enlighten Suresh more on HR Generalistic:
It's about handling the entire EMPLOYEE LIFE CYCLE WITHIN AN ORGANIZATION, including recruitment, selection, induction, training, compensation, promotions, employee relationship management, performance appraisal (analyzing appraisal remarks), and exit formalities.
Recruitment is a part of the generalistic profile. Nowadays, fewer companies use this term only for Employee Engagement.
Thanks :)
From India, Delhi
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I really liked the way of explaining HR Generalistic. You have actually concised the entire gamut of HR activities in these three words:
1. Acquisition
2. Development
3. Maintenance
To enlighten Suresh more on HR Generalistic:
It's about handling the entire EMPLOYEE LIFE CYCLE WITHIN AN ORGANIZATION, including recruitment, selection, induction, training, compensation, promotions, employee relationship management, performance appraisal (analyzing appraisal remarks), and exit formalities.
Recruitment is a part of the generalistic profile. Nowadays, fewer companies use this term only for Employee Engagement.
Thanks :)
From India, Delhi
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Not working and not knowing about that work are two different things. If an employee is aware and knowledgeable about payroll and other tasks, as you mentioned, then they can definitely consider themselves fit for an HR Generalist role.
Please provide further details.
Regards,
Deepshikha
From India, New Delhi
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Please provide further details.
Regards,
Deepshikha
From India, New Delhi
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