hello guuys i am applying for hpcl hr trainee can nybody help me whre to study for that...plz help me regards Afreen Shaikh
From India, Pune
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From India, Pune
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Hi Afreen,
Could you please clarify in which organization you are going to have this job? Is this Hindustan Petroleum Corporation Ltd or HPCL Energy or HPCL Retails? For the position of HR-Trainee, you need to have a basic knowledge of HR and its functions (7 Stars of HR). For details and complete information on these 7 stars, please refer to my old posts on the Value of HR and its functions. I'm sure this will help you in this regard and also for your career, so that you can enhance your knowledge and HR skills.
Move your mouse cursor over my name and find a link "Find all posts by ***".
Best of Luck.
From India, Gurgaon
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671Could you please clarify in which organization you are going to have this job? Is this Hindustan Petroleum Corporation Ltd or HPCL Energy or HPCL Retails? For the position of HR-Trainee, you need to have a basic knowledge of HR and its functions (7 Stars of HR). For details and complete information on these 7 stars, please refer to my old posts on the Value of HR and its functions. I'm sure this will help you in this regard and also for your career, so that you can enhance your knowledge and HR skills.
Move your mouse cursor over my name and find a link "Find all posts by ***".
Best of Luck.
From India, Gurgaon
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[QUOTE=anilkr.arora;1302776]Here is the link for you: https://www.citehr.com/search.php?searchid=3548221. Please go through this link to find what you are looking for. I have also provided some suggestions.
Hello, that link is not working. Can you suggest any other method for preparation? Also, I am preparing for HPCL Energy. Do you have any idea how tough it is?
From India, Pune
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Hello, that link is not working. Can you suggest any other method for preparation? Also, I am preparing for HPCL Energy. Do you have any idea how tough it is?
From India, Pune
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Ok Afreen, here is a brief overview of HR. To understand what HR is, its value, responsibilities, and how it works, you need to comprehend the meanings of "Human" and "Resource" in "Human Resource."
Humans are an organization's greatest assets; without them, essential business functions such as managing cash flow, making transactions, communication through various media, and customer interactions could not be accomplished. Humans and their potential drive an organization, which is constantly evolving. Organizational changes affect both the business and its employees. To enhance organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be effectively managed. Human resource management aims to ensure that employees can meet the organization's objectives.
"Human resource management is responsible for how individuals are treated in organizations. It involves recruiting individuals, assisting them in their roles, compensating them for their work, and addressing arising issues." There are seven key management functions within a human resources (HR) department that will be discussed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.
Roles & Responsibilities:-
Induction & Joining Formalities:
1) Plan, organize, and conduct induction programs, and create orientation plans for new joiners.
2) Complete joining formalities such as collecting required documents, setting KRAs for new joiners, designing reporting systems, and assigning mentors based on departments.
Performance Appraisal:
- Participate in the Performance Review process, define roles, develop role descriptions mapped against KRAs through a daily reporting tracker system.
- Manage the Appraisal process at all levels and establish a framework for a Performance Appraisal system linked to Reward Management.
Attendance, Payroll & Salary Administration:
- Maintain employee attendance using the Time Management System and generate attendance reports for salary processing.
- Coordinate with finance for monthly payroll, make necessary entries for new employees, separations, and unpaid leaves.
- Follow up with the Bank for timely salary credits and issue salary slips.
HR Policies, Procedures, & Processes:
- Implement, review, redesign, and introduce HR policies.
- Maintain records of procedures, processes, and formats/forms in alignment with organizational goals.
HR Administration & Welfare:
- Handle offer releases, bank account openings, ID card coordination, and employee satisfaction surveys.
- Conduct employment screening/background verification for new employees.
- Address employee grievances and queries, maintain notice boards, update reports, HR files, and employee information.
Full & Final Settlement and Exit Process:
- Conduct exit interviews for resigned or terminated employees.
- Manage Full & Final Settlement with the finance division and notify other departments upon an employee's departure.
Compensation:
- Coordinate manpower planning, induction, and cultural fit.
- Manage selection policies, attendance systems, exit interviews, transfers, and redeployments as per staffing projections.
- Handle salary negotiations, increments, and compensation administration.
Training & Development:
- Identify training needs, develop action plans, and measure training effectiveness.
- Conduct managerial and technical trainings to enhance employees' skills.
- Organize customized training programs based on training needs analysis to improve manpower skills and efficiency.
Hope this information is helpful. Best of Luck.
From India, Gurgaon
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Humans are an organization's greatest assets; without them, essential business functions such as managing cash flow, making transactions, communication through various media, and customer interactions could not be accomplished. Humans and their potential drive an organization, which is constantly evolving. Organizational changes affect both the business and its employees. To enhance organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be effectively managed. Human resource management aims to ensure that employees can meet the organization's objectives.
"Human resource management is responsible for how individuals are treated in organizations. It involves recruiting individuals, assisting them in their roles, compensating them for their work, and addressing arising issues." There are seven key management functions within a human resources (HR) department that will be discussed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.
Roles & Responsibilities:-
Induction & Joining Formalities:
1) Plan, organize, and conduct induction programs, and create orientation plans for new joiners.
2) Complete joining formalities such as collecting required documents, setting KRAs for new joiners, designing reporting systems, and assigning mentors based on departments.
Performance Appraisal:
- Participate in the Performance Review process, define roles, develop role descriptions mapped against KRAs through a daily reporting tracker system.
- Manage the Appraisal process at all levels and establish a framework for a Performance Appraisal system linked to Reward Management.
Attendance, Payroll & Salary Administration:
- Maintain employee attendance using the Time Management System and generate attendance reports for salary processing.
- Coordinate with finance for monthly payroll, make necessary entries for new employees, separations, and unpaid leaves.
- Follow up with the Bank for timely salary credits and issue salary slips.
HR Policies, Procedures, & Processes:
- Implement, review, redesign, and introduce HR policies.
- Maintain records of procedures, processes, and formats/forms in alignment with organizational goals.
HR Administration & Welfare:
- Handle offer releases, bank account openings, ID card coordination, and employee satisfaction surveys.
- Conduct employment screening/background verification for new employees.
- Address employee grievances and queries, maintain notice boards, update reports, HR files, and employee information.
Full & Final Settlement and Exit Process:
- Conduct exit interviews for resigned or terminated employees.
- Manage Full & Final Settlement with the finance division and notify other departments upon an employee's departure.
Compensation:
- Coordinate manpower planning, induction, and cultural fit.
- Manage selection policies, attendance systems, exit interviews, transfers, and redeployments as per staffing projections.
- Handle salary negotiations, increments, and compensation administration.
Training & Development:
- Identify training needs, develop action plans, and measure training effectiveness.
- Conduct managerial and technical trainings to enhance employees' skills.
- Organize customized training programs based on training needs analysis to improve manpower skills and efficiency.
Hope this information is helpful. Best of Luck.
From India, Gurgaon
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