Hi,
Can anybody tell me what are the different aspects/specialization segments in an HR career?
If the question is not clear: Every field has some specialized subfields. What are the subfields of specialization in HR?
Kindly reply soon.
Regards, Ruchi
From India, Jaipur
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2Can anybody tell me what are the different aspects/specialization segments in an HR career?
If the question is not clear: Every field has some specialized subfields. What are the subfields of specialization in HR?
Kindly reply soon.
Regards, Ruchi
From India, Jaipur
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Dear Ruchi,
As per my knowledge, some of the sub-fields in HR are Recruitment, Training & Development, Payroll/Compensation Management, Personnel Administration, Public/Employee Relations, and Administration/Facilities Management. I know these sub-fields in HR. Guys, if anyone knows any sub-fields other than these in the HR field, please share them with all.
Hey Ruchi, please feel free to get back to me if anything else is required.
Regards,
Sudha
From India, Hyderabad
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As per my knowledge, some of the sub-fields in HR are Recruitment, Training & Development, Payroll/Compensation Management, Personnel Administration, Public/Employee Relations, and Administration/Facilities Management. I know these sub-fields in HR. Guys, if anyone knows any sub-fields other than these in the HR field, please share them with all.
Hey Ruchi, please feel free to get back to me if anything else is required.
Regards,
Sudha
From India, Hyderabad
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hi Ruchi.. According to me subfields of HR could be: 1.Training and development 2. Recruitments 3. Industrial relations 4. Critical field like PMS regards, Sukhi
From India
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From India
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Dear Sudha,
Thanx for your quick responce.
I have subdevided points sugessted by you plz have a look at it and tell me where i m lacking or what are the points i missed.
Recruitment, Training & Development,
• Analysis of Need of department
• Searching right candidates
• Screening candidate
• Interviewing candidate.
• Selecting candidate.
• Joining formalities.
• Induction
• Training
On job
Before actual joining
Payroll / Compensation Management,
• A/c Opening
• Leave records
• Salary creation
• Bonus Calculation
• Incentive calculation
Personnel Administration,
• MIS
• Forms Availability
• Employee motivation.
Public / Employee Relations and Administration
Facilities Management.
Can u spot some light on last two points.
Thanx once again
Regards
Ruchi
From India, Jaipur
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Thanx for your quick responce.
I have subdevided points sugessted by you plz have a look at it and tell me where i m lacking or what are the points i missed.
Recruitment, Training & Development,
• Analysis of Need of department
• Searching right candidates
• Screening candidate
• Interviewing candidate.
• Selecting candidate.
• Joining formalities.
• Induction
• Training
On job
Before actual joining
Payroll / Compensation Management,
• A/c Opening
• Leave records
• Salary creation
• Bonus Calculation
• Incentive calculation
Personnel Administration,
• MIS
• Forms Availability
• Employee motivation.
Public / Employee Relations and Administration
Facilities Management.
Can u spot some light on last two points.
Thanx once again
Regards
Ruchi
From India, Jaipur
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Dear Ruchi,
I think you have covered almost all the things. In Personnel Administration, you can also consider the following points:
1. Maintaining Employee personal information
2. Mediclaim and Accident Insurance
The last two points, namely, Public/Employee Relations and Administration - It includes activities such as grievance handling, solving their day-to-day issues wherein you try to develop good rapport with the employees. Hence the term Employee relations.
Facilities Management - It includes taking care of proper infrastructure management and other general administration activities that are related to providing necessary facilities to the employees in the workplace.
I think this information should be enough to clarify your queries. Please feel free to get back to me if any other information is required.
Regards,
Sudha
From India, Hyderabad
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I think you have covered almost all the things. In Personnel Administration, you can also consider the following points:
1. Maintaining Employee personal information
2. Mediclaim and Accident Insurance
The last two points, namely, Public/Employee Relations and Administration - It includes activities such as grievance handling, solving their day-to-day issues wherein you try to develop good rapport with the employees. Hence the term Employee relations.
Facilities Management - It includes taking care of proper infrastructure management and other general administration activities that are related to providing necessary facilities to the employees in the workplace.
I think this information should be enough to clarify your queries. Please feel free to get back to me if any other information is required.
Regards,
Sudha
From India, Hyderabad
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Dear Ruchi,
Apart from the aspects discussed by members, there is another main specialization in HR, which is Organizational Development (OD). As per my knowledge, OD has several HR tools to realize the company's mission and vision, namely:
1) Job Analysis.
2) Job Evaluation.
3) Performance Appraisal.
4) HR Audit.
5) Psychometric instruments.
6) Employee-friendly initiatives such as a policy manual.
Hope this information is helpful to you.
Warm Regards,
Hima
From United Kingdom, London
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Apart from the aspects discussed by members, there is another main specialization in HR, which is Organizational Development (OD). As per my knowledge, OD has several HR tools to realize the company's mission and vision, namely:
1) Job Analysis.
2) Job Evaluation.
3) Performance Appraisal.
4) HR Audit.
5) Psychometric instruments.
6) Employee-friendly initiatives such as a policy manual.
Hope this information is helpful to you.
Warm Regards,
Hima
From United Kingdom, London
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The major work is also to look after the Social Security of employees, which includes schemes like Provident Fund, Insurances, etc.
In general, there are 22 sub-fields for an HR Manager to concentrate on, starting right from Manpower Planning to Retrenchment and Layoff.
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In general, there are 22 sub-fields for an HR Manager to concentrate on, starting right from Manpower Planning to Retrenchment and Layoff.
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Hi,
You have already received good help. Kindly consider also the following:
- Appraisals (PMS)
- Manpower Planning & Sourcing
- HR Systems
- Recruitment & Selection
- Compensation Plans
- Induction
- Team working
- Small Group Activities
- Transparency
- Creating a Culture
- Training & Development
- Counseling
- Interpersonal Relationships
- Welfare
- Industrial Relations to include Collective Bargaining, Change Management, etc.
As a matter of fact, there are too many areas of specialization when it comes to HR. Most of these are concomitants of the HR function and represent different skill sets that an HR person must have to improve effectiveness!
I hope this helps, though some of the things have been contributed by many others anyway!
Regards,
Samvedan
August 9, 2006
From India, Pune
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You have already received good help. Kindly consider also the following:
- Appraisals (PMS)
- Manpower Planning & Sourcing
- HR Systems
- Recruitment & Selection
- Compensation Plans
- Induction
- Team working
- Small Group Activities
- Transparency
- Creating a Culture
- Training & Development
- Counseling
- Interpersonal Relationships
- Welfare
- Industrial Relations to include Collective Bargaining, Change Management, etc.
As a matter of fact, there are too many areas of specialization when it comes to HR. Most of these are concomitants of the HR function and represent different skill sets that an HR person must have to improve effectiveness!
I hope this helps, though some of the things have been contributed by many others anyway!
Regards,
Samvedan
August 9, 2006
From India, Pune
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Hi,
I would like to add some more points. These are the things coming to my mind as of now.
• Right candidate at right place with right compensation
• Employee retention and morale boosting
• Proper/structured induction about the organisation/department
• Giving sufficient time to understand the processeses/SOPs
• Job Rotation
• Enhancement of skills thru training & devp.
• Maintaining Personal Files/Data-base
• Proper Background and Referral Check (Very crucial in IT Industry)
• Providing good office/workshop environment
• Periodic Reviews/appraisals
• Proper recognition of good works thru various schemes.
• Open Houses/Team Building exercises
Regards
Prabhakar Ch
Hyderabad
From India, Hyderabad
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I would like to add some more points. These are the things coming to my mind as of now.
• Right candidate at right place with right compensation
• Employee retention and morale boosting
• Proper/structured induction about the organisation/department
• Giving sufficient time to understand the processeses/SOPs
• Job Rotation
• Enhancement of skills thru training & devp.
• Maintaining Personal Files/Data-base
• Proper Background and Referral Check (Very crucial in IT Industry)
• Providing good office/workshop environment
• Periodic Reviews/appraisals
• Proper recognition of good works thru various schemes.
• Open Houses/Team Building exercises
Regards
Prabhakar Ch
Hyderabad
From India, Hyderabad
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HR Manual (Employee Hand Book).doc