Dear HR Experts,
HR Generalist
I today read replies to the query 'what is meant by HR Generalist'. The replies show a lot of overlapping of ideas, and, if I may say, a lack of clarity; or at least, it seemed so to my understanding.
I, therefore, request all HR Experts to answer the following question: "If one is NOT an HR Generalist, what will his field be described as?" What will his role be? What work will he do?
Thanks.....Shreyas
From India, Mumbai
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1HR Generalist
I today read replies to the query 'what is meant by HR Generalist'. The replies show a lot of overlapping of ideas, and, if I may say, a lack of clarity; or at least, it seemed so to my understanding.
I, therefore, request all HR Experts to answer the following question: "If one is NOT an HR Generalist, what will his field be described as?" What will his role be? What work will he do?
Thanks.....Shreyas
From India, Mumbai
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An HR Generalist more of an all rounder. In HR there are specialists or you can also call them SME (Subject Matter Experts) of HR domains like Recruitment, Employee Relations, Training, Payroll etc..
So to your answer: HR Generalist is a person who single handedly administers to all the domains within an organization which is no child's play - trust me on that!
Human resource generalist – an individual with knowledge of all aspects of human resource management. The generalist helps managers address a wide variety of human resource issues and resolve specific employee problems.
Human resource generalists have demonstrated value to their client managers by taking responsibility for many operational human resource activities, including defining jobs, recruiting and selecting new hires, addressing performance issues, handling terminations, arranging for or providing training, determining and implementing salary changes, explaining and administering benefits, and addressing employee relations problems as they arise. The generalist role, at its best, is perceived to be a “one stop shop”, providing the full range of services managers require to manage their people. Managers expect their human resource person or team to “do it all” and to be responsive to the business’ changing needs.
With changes in the human resource function, however, the generalist role may well be obsolete. As operational human resource work is redefined, automated, or taken over by external vendors and internal shared services, the role of the human resource leader is changing. Leaders are finding it difficult to sustain the full-service role that their manager and employee customers have grown accustomed to. Now they face the challenge of shifting their roles (and their value added) towards consulting and leadership on human resource strategy and change management.
Hope this post does not put you to sleep but sheds some light on what a HR GENERALIST is and how the roles of an HR professional are changing with new challenging businesses.
From India, Bangalore
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So to your answer: HR Generalist is a person who single handedly administers to all the domains within an organization which is no child's play - trust me on that!
Human resource generalist – an individual with knowledge of all aspects of human resource management. The generalist helps managers address a wide variety of human resource issues and resolve specific employee problems.
Human resource generalists have demonstrated value to their client managers by taking responsibility for many operational human resource activities, including defining jobs, recruiting and selecting new hires, addressing performance issues, handling terminations, arranging for or providing training, determining and implementing salary changes, explaining and administering benefits, and addressing employee relations problems as they arise. The generalist role, at its best, is perceived to be a “one stop shop”, providing the full range of services managers require to manage their people. Managers expect their human resource person or team to “do it all” and to be responsive to the business’ changing needs.
With changes in the human resource function, however, the generalist role may well be obsolete. As operational human resource work is redefined, automated, or taken over by external vendors and internal shared services, the role of the human resource leader is changing. Leaders are finding it difficult to sustain the full-service role that their manager and employee customers have grown accustomed to. Now they face the challenge of shifting their roles (and their value added) towards consulting and leadership on human resource strategy and change management.
Hope this post does not put you to sleep but sheds some light on what a HR GENERALIST is and how the roles of an HR professional are changing with new challenging businesses.
From India, Bangalore
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Hi Shreyas,
Good question!!!!!!
To add in more on what 'my job mantri' had posted earlier........
HR – GENERALIST is one who is :
:arrow: Responsible for design, implementation, administration and operation of high value quality human resources programs, practices and procedures to all levels of personnel.
:arrow: Assists in the integration of complex business factors to build business capability, develop leaders, succession plan and drive business change efforts.
:arrow: Administers programs designed to establish and maintain effective employee relations through the uniform and equitable application of policies and procedures.
Hope this makes you clearly understand what exectly is the role of a HR Generalist!!!!!!
Regards,
Paromita
HR Executive
From India, Bangalore
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Good question!!!!!!
To add in more on what 'my job mantri' had posted earlier........
HR – GENERALIST is one who is :
:arrow: Responsible for design, implementation, administration and operation of high value quality human resources programs, practices and procedures to all levels of personnel.
:arrow: Assists in the integration of complex business factors to build business capability, develop leaders, succession plan and drive business change efforts.
:arrow: Administers programs designed to establish and maintain effective employee relations through the uniform and equitable application of policies and procedures.
Hope this makes you clearly understand what exectly is the role of a HR Generalist!!!!!!
Regards,
Paromita
HR Executive
From India, Bangalore
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Shreyas,
Following description may help you to understand the profile.
HR Generalist Profile
1. Development of HR Department (forms, employee handbook, HR manual)
2. Interview applicants to obtain information on work history,training, education and job skills.
3. Contact applicants to inform them of employment possibilities, considerations and selection.
4. Inform potential applicants about facilities, operations, benefits, and job or career opportunities in organizations.
5. Screen and refer applicants to hiring personnel in the organization, making hiring recommendations when appropriate.
6. Joining formalities.
7. Handling employee database(both in soft form and files management)
8. Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work related problems.
9. Plan, direct, supervise and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations
10. Leaves and attendance management.
11. Handling the payroll
12. Managing advance salary, Ad hoc bonuses, loans.
13. Confirmations, performance appraisals, performance management.
14. Liason with various consultants.
15. Motivate employees on day-to-day basis.
16. Stop all type of rumours ands misleading communication.
17. Administering disciplinary procedures.
18. Plan and conduct new employee orientation to foster positive attitude towards organizational objectives.
19. Role in “employee engagement”… winning the trust of the employee and hence can help the organization in controlling the attrition.
20. Exit-interviews
21. Full and final settlement.
From India, Jaipur
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Following description may help you to understand the profile.
HR Generalist Profile
1. Development of HR Department (forms, employee handbook, HR manual)
2. Interview applicants to obtain information on work history,training, education and job skills.
3. Contact applicants to inform them of employment possibilities, considerations and selection.
4. Inform potential applicants about facilities, operations, benefits, and job or career opportunities in organizations.
5. Screen and refer applicants to hiring personnel in the organization, making hiring recommendations when appropriate.
6. Joining formalities.
7. Handling employee database(both in soft form and files management)
8. Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work related problems.
9. Plan, direct, supervise and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations
10. Leaves and attendance management.
11. Handling the payroll
12. Managing advance salary, Ad hoc bonuses, loans.
13. Confirmations, performance appraisals, performance management.
14. Liason with various consultants.
15. Motivate employees on day-to-day basis.
16. Stop all type of rumours ands misleading communication.
17. Administering disciplinary procedures.
18. Plan and conduct new employee orientation to foster positive attitude towards organizational objectives.
19. Role in “employee engagement”… winning the trust of the employee and hence can help the organization in controlling the attrition.
20. Exit-interviews
21. Full and final settlement.
From India, Jaipur
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Can anybody make me understand about payroll and payroll software. Is it very tough to work on Software? What is compensation and employee engagement related tasks? plz help me:(
From India, Gurgaon
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From India, Gurgaon
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Payroll is a system that involves taking on company roles, where employees are provided with all the facilities and benefits related to labor laws. On the other hand, payroll software is used to prepare the salaries and wages of the employees, and it contains all the data related to manpower, including their attendance, late arrivals, leaves, bonuses, and other relevant information.
From India, New Delhi
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From India, New Delhi
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Job Description - HR & Admin.doc
HR Generalist Practical Training in Delhi.pdf