Dear All What all are the required functions to be performed in Oil field.... Pls give sample accounting required in HR Department Thanks Liz
From Australia, Adelaide
Acknowledge(0)
Amend(0)
10From Australia, Adelaide
Acknowledge(0)Amend(0)
Hello Jayas,
In an interview conducted by a consultancy, they asked me if I know accounting. I was wondering why an HR Executive would require knowledge of accounting.
Yes, sure, we can start a forum in Dubai, Jayas. Could you please explain the Hay evaluation method in the compensation plan and how it can be conducted?
Thanks,
Liz
From Australia, Adelaide
Acknowledge(0)Amend(0)
In an interview conducted by a consultancy, they asked me if I know accounting. I was wondering why an HR Executive would require knowledge of accounting.
Yes, sure, we can start a forum in Dubai, Jayas. Could you please explain the Hay evaluation method in the compensation plan and how it can be conducted?
Thanks,
Liz
From Australia, Adelaide
Acknowledge(0)Amend(0)
Jayas,
Can you tell me what all an HR Executive should know in Dubai, I mean in UAE? I am thorough with UAE labour laws, visas - everything is said in e-form. I have performed system-oriented Performance Appraisal, but in a company, they asked me to give suggestions for Performance Appraisal and ways to improve it. What should I do?
Liz
From Australia, Adelaide
Acknowledge(0)Amend(0)
Can you tell me what all an HR Executive should know in Dubai, I mean in UAE? I am thorough with UAE labour laws, visas - everything is said in e-form. I have performed system-oriented Performance Appraisal, but in a company, they asked me to give suggestions for Performance Appraisal and ways to improve it. What should I do?
Liz
From Australia, Adelaide
Acknowledge(0)Amend(0)
Performance appraisal can be effectively done only if job analysis is conducted and job descriptions are provided for all positions. This involves maintaining regular communication with both the employee and the supervisor to identify training needs and organize training programs to enhance their skills. It is essential for the employee to understand what the company expects from them, and having clear job descriptions in place prior to recruitment ensures alignment between the employee's qualifications and the job requirements.
Regarding accounting, I believe they were seeking someone to manage payroll responsibilities as well. In many companies, the HR department handles various calculations such as Provident Fund (PF) in India, leave balances, final settlement calculations, and provides monthly attendance reports.
You may find more information on this topic within this forum.
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
Regarding accounting, I believe they were seeking someone to manage payroll responsibilities as well. In many companies, the HR department handles various calculations such as Provident Fund (PF) in India, leave balances, final settlement calculations, and provides monthly attendance reports.
You may find more information on this topic within this forum.
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
Thank you, Jayas. It was indeed great advice. I am also studying to improve my HR skills so that I can meet all their requirements. Yes, I have gathered a lot of information from this forum, and it's the best HR site I have come across.
However, I have one more query that I couldn't locate in this forum - HRMS. I have no hands-on experience in HRMS or HRIS, but I have managed payroll for about 2000 employees in my previous role as an HR Executive, using an internally developed payroll package.
During one interview, they mentioned a preference for someone with HRIS experience, which I find confusing as I believe they are similar. They asked me about job codifications in HRIS. I assume it involves forms, employee codes, employee IDs, and data entries. I used to handle entries for temporary staff manually, outside the system. Is this similar in HRIS? What exactly are job codifications in HRIS?
From Australia, Adelaide
Acknowledge(0)Amend(0)
However, I have one more query that I couldn't locate in this forum - HRMS. I have no hands-on experience in HRMS or HRIS, but I have managed payroll for about 2000 employees in my previous role as an HR Executive, using an internally developed payroll package.
During one interview, they mentioned a preference for someone with HRIS experience, which I find confusing as I believe they are similar. They asked me about job codifications in HRIS. I assume it involves forms, employee codes, employee IDs, and data entries. I used to handle entries for temporary staff manually, outside the system. Is this similar in HRIS? What exactly are job codifications in HRIS?
From Australia, Adelaide
Acknowledge(0)Amend(0)
Hi Liz, I didn't really understand what they meant by job codifications....
In many companies, all jobs are tied to a job description. Then these jobs are classified as technical or non-technical and thereafter graded. All grades would have a different base pay structure, with min, mid, and max. The jobs are also identified using codes called job codes, and we can see this in the Dictionary of Occupational Titles.
As far as HRIS is concerned, I feel that all are not the same. Most of the HR packages are customized to meet the administrative practices of the industry. In some cases, the HR module would be stand-alone and would generate reports for the Finance department. In our system, it is connected to the finance department, and hence, there is no need for making reports; it is all automatic. The data we enter goes on to make the final payslip at the end of the month.
If you haven't understood my explanations, call me; otherwise, wait. I am sure someone else in this forum would be able to clear your doubts.
Wishing you a very happy Christmas and New Year.
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
In many companies, all jobs are tied to a job description. Then these jobs are classified as technical or non-technical and thereafter graded. All grades would have a different base pay structure, with min, mid, and max. The jobs are also identified using codes called job codes, and we can see this in the Dictionary of Occupational Titles.
As far as HRIS is concerned, I feel that all are not the same. Most of the HR packages are customized to meet the administrative practices of the industry. In some cases, the HR module would be stand-alone and would generate reports for the Finance department. In our system, it is connected to the finance department, and hence, there is no need for making reports; it is all automatic. The data we enter goes on to make the final payslip at the end of the month.
If you haven't understood my explanations, call me; otherwise, wait. I am sure someone else in this forum would be able to clear your doubts.
Wishing you a very happy Christmas and New Year.
From United Arab Emirates, Dubai
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.
Innovative HR Practices-.doc