Dear all HR professionals,
I have joined a new organization 1 month back, an IT company, as an HR Executive. As you know, HR is a fledgling entity in most companies, the same in our organization as well. I am reporting to the CFO. The question is that I need to form a full-fledged HR department in my organization. I have taken the first step:
1- Formulation of the organogram of the company (all departmental charts).
This is what I am about to complete, and then I will proceed with making JDs. Now, the controversy is that before doing anything, I need to get approval from the CFO. When I presented this to my CFO, he rejected the JD because it did not mention the financial aspects, such as how many resources one should have. Secondly, he emphasizes core responsibilities; he advised starting with core responsibilities, followed by sub-core responsibilities, and then sub-sub-core responsibilities, and so on. This approach will be less time-consuming, according to him.
I have attached the JD that I presented to him. Kindly review it and give your suggestions for improvement.
He argues that in a traditional JD, we can't find the reports that I am responsible for providing, be it weekly, monthly, or any other reports. He asked for a JD that clearly outlines how many reports one is responsible for creating, including the financial aspects.
Meanwhile, I need the JD for an HR Executive that covers KPPI, KPA, KRA, and KRC. I require a sample that will satisfy my boss.
Looking forward to your response.
Cheers,
M. Hasan
From Saudi+Arabia, Riyadh
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6I have joined a new organization 1 month back, an IT company, as an HR Executive. As you know, HR is a fledgling entity in most companies, the same in our organization as well. I am reporting to the CFO. The question is that I need to form a full-fledged HR department in my organization. I have taken the first step:
1- Formulation of the organogram of the company (all departmental charts).
This is what I am about to complete, and then I will proceed with making JDs. Now, the controversy is that before doing anything, I need to get approval from the CFO. When I presented this to my CFO, he rejected the JD because it did not mention the financial aspects, such as how many resources one should have. Secondly, he emphasizes core responsibilities; he advised starting with core responsibilities, followed by sub-core responsibilities, and then sub-sub-core responsibilities, and so on. This approach will be less time-consuming, according to him.
I have attached the JD that I presented to him. Kindly review it and give your suggestions for improvement.
He argues that in a traditional JD, we can't find the reports that I am responsible for providing, be it weekly, monthly, or any other reports. He asked for a JD that clearly outlines how many reports one is responsible for creating, including the financial aspects.
Meanwhile, I need the JD for an HR Executive that covers KPPI, KPA, KRA, and KRC. I require a sample that will satisfy my boss.
Looking forward to your response.
Cheers,
M. Hasan
From Saudi+Arabia, Riyadh
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Job Description, or the JD, comprehensively describes the job. I see that lacking in the JD you have provided. The duties, tasks, responsibilities, resources available, superiors, subordinates, working conditions, etc., are given in detail in the JD. A clear definition answering What, Why, and How regarding a job should be explained in a JD. A person should have comprehensive knowledge of the job so that they can provide a more accurate JD. I am not a pro but thought my opinion would help you out.
Regards,
Ashra
From Sri Lanka
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Regards,
Ashra
From Sri Lanka
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Dear Ashra,
Thank you for your interest. Is the job description you have seen comprehensive enough to provide all the necessary information for the role, or could you please send me a job description that covers all aspects of the job? If it includes Key Performance Indicators (KPIs), Key Performance Areas (KPAs), Key Result Areas (KRAs), and Key Result Criteria (KRC) (kindly mention), I would greatly appreciate it.
Thank you,
M. Hasan
From Saudi+Arabia, Riyadh
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Thank you for your interest. Is the job description you have seen comprehensive enough to provide all the necessary information for the role, or could you please send me a job description that covers all aspects of the job? If it includes Key Performance Indicators (KPIs), Key Performance Areas (KPAs), Key Result Areas (KRAs), and Key Result Criteria (KRC) (kindly mention), I would greatly appreciate it.
Thank you,
M. Hasan
From Saudi+Arabia, Riyadh
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Dear Philip, are you looking for generalist HR exe or spl HR exe like recruitment, payroll, t&d etc. pls specify and accordingly i can send across the JD to you. Regards, chini
From India, Mumbai
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From India, Mumbai
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Dear Hasan,
attached herewith please find a sample JD. hope it will help you.
Thanks and regards,
Chini
Designation Human Resource and Administration Executive*
Corporate Grade Executive
Reporting To Head of Administration**
Positions Reporting
To This Position Receptionist
Qualifications Diploma in Personnel Administration
Experience Minimum 3 years’ experience in personnel and administrative functions
Overview Responsible for personnel and office administration
Main Responsibilities
From India, Mumbai
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attached herewith please find a sample JD. hope it will help you.
Thanks and regards,
Chini
Designation Human Resource and Administration Executive*
Corporate Grade Executive
Reporting To Head of Administration**
Positions Reporting
To This Position Receptionist
Qualifications Diploma in Personnel Administration
Experience Minimum 3 years’ experience in personnel and administrative functions
Overview Responsible for personnel and office administration
Main Responsibilities
- Administration
- Participate in the formulation of the company’s administrative policies
- Provide administrative and secretarial support to all Managers
- Prepare ad-hoc reports to Japan headquarters as required
- Manage communication in office through notices, circulars and memos
- Liaise and negotiate with vendors and contractors on matters relating to the supply of office products including computers, stationery and uniforms
- Supervise administration staff
- Organise staff welfare activities
- Undertake any other ad-hoc projects as directed by the Managing Director
- Personnel
- Maintain and update all personnel records
- Administer recruitment, career development and termination activities for all departments
- Administer training and development activities
- Conduct ad-hoc salary reviews based on market information
- Oversee payroll administration including computation, report submissions, CPF payments, etc
- Handle administration of employee benefits
- Liaise with Ministry of Manpower and Work Permit Department
- Participate in negotiation with trade unions
From India, Mumbai
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Job Description - HR & Admin.doc