Dear Sir,
I believe the responsibilities include:
- Looking after complete PF
- Looking after complete ESI
- Recruiting suitable employees
- Conducting interviews
- Writing circulars
- Deciding holidays
- Managing employee strength
- Manpower chart
- Leave management
- Full and final computation
- Office housekeeping
- Handling rent agreements
- Logistics
- Travel desk
- Approving claims as per company policy
Regards,
Kosh
From India, Delhi
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7I believe the responsibilities include:
- Looking after complete PF
- Looking after complete ESI
- Recruiting suitable employees
- Conducting interviews
- Writing circulars
- Deciding holidays
- Managing employee strength
- Manpower chart
- Leave management
- Full and final computation
- Office housekeeping
- Handling rent agreements
- Logistics
- Travel desk
- Approving claims as per company policy
Regards,
Kosh
From India, Delhi
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Hi,
The Key Result Areas (KRA) of an HR Manager vary from company to company. In general, the basic job responsibilities of an HR Manager include:
- Strategic Planning
- Execution of the planning
- Training & Orientation
- Development
- Interview
- Selection
- Handling Statutory matters
- Performance appraisal
- Performance review
- Competency analysis
- F & F formalities
- Policy formulation
- Employees' leave-related issues
- Retention
- Grievance handling, etc.
Warm regards,
Deb
From India, Calcutta
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The Key Result Areas (KRA) of an HR Manager vary from company to company. In general, the basic job responsibilities of an HR Manager include:
- Strategic Planning
- Execution of the planning
- Training & Orientation
- Development
- Interview
- Selection
- Handling Statutory matters
- Performance appraisal
- Performance review
- Competency analysis
- F & F formalities
- Policy formulation
- Employees' leave-related issues
- Retention
- Grievance handling, etc.
Warm regards,
Deb
From India, Calcutta
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Following is the corrected version:
---
Following role description may help you:
Identify, devise, establish, manage, implement, and administer all aspects/functions of HR including performance management, talent acquisition and retention, compensation administration, and change management initiatives that support the business units in achieving their goals.
Provide strategic thought leadership through the alignment of HR initiatives with strategic business objectives.
Assess the impact of business decisions on the workforce and provide solutions to optimize opportunities and mitigate any downsides.
Identify shortcomings, devise, plan, and implement HR policies in consultation with the business heads as needed.
Establish a Business Partner approach to HR providing advice, support, and training to the management team in all aspects of HR including Employment Law and other associated legislation.
Initiate and manage strategic projects designed to enhance the effectiveness and efficiency of the HR function - People Risk, Retention Strategy, Succession Planning.
Identify issues and trends within the business, exploring the underlying causes of attrition to provide effective solutions.
Champion HR initiatives across the business.
Initiate and influence change management programs while acting as a change agent, leading, supporting, and contributing to change initiatives.
Work in conjunction with other organizational and people development departments, such as Leadership Development, Organizational Development, and Resourcing, to support and improve organizational effectiveness and drive business results.
Proactively assess training requirements, work with delivery leadership to encourage internal trainers, and provide effective training solutions.
Encourage learning and teaching as organizational behavior, enabling training initiatives such as LAT (Leaders as Teachers) and leadership development to succeed.
Identify trends and best practices within the business domains and across the industry to provide proactive training partnering to business leaders.
Ensure a motivational climate in the organization, including adequate opportunities for career growth and development.
---
From Pakistan
Acknowledge(1)Amend(0)
---
Following role description may help you:
Identify, devise, establish, manage, implement, and administer all aspects/functions of HR including performance management, talent acquisition and retention, compensation administration, and change management initiatives that support the business units in achieving their goals.
Provide strategic thought leadership through the alignment of HR initiatives with strategic business objectives.
Assess the impact of business decisions on the workforce and provide solutions to optimize opportunities and mitigate any downsides.
Identify shortcomings, devise, plan, and implement HR policies in consultation with the business heads as needed.
Establish a Business Partner approach to HR providing advice, support, and training to the management team in all aspects of HR including Employment Law and other associated legislation.
Initiate and manage strategic projects designed to enhance the effectiveness and efficiency of the HR function - People Risk, Retention Strategy, Succession Planning.
Identify issues and trends within the business, exploring the underlying causes of attrition to provide effective solutions.
Champion HR initiatives across the business.
Initiate and influence change management programs while acting as a change agent, leading, supporting, and contributing to change initiatives.
Work in conjunction with other organizational and people development departments, such as Leadership Development, Organizational Development, and Resourcing, to support and improve organizational effectiveness and drive business results.
Proactively assess training requirements, work with delivery leadership to encourage internal trainers, and provide effective training solutions.
Encourage learning and teaching as organizational behavior, enabling training initiatives such as LAT (Leaders as Teachers) and leadership development to succeed.
Identify trends and best practices within the business domains and across the industry to provide proactive training partnering to business leaders.
Ensure a motivational climate in the organization, including adequate opportunities for career growth and development.
---
From Pakistan
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