Hi! I don't understand what HR managers do throughout the year because recruitment, compensation, and training & development are once-a-month/year functions. What else does an HR do throughout the year or on a daily basis? Please answer.
From India, Hyderabad
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7From India, Hyderabad
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I am surprised by your question. Other than these basic primary functions, there are a number of secondary and advanced functions related to the basic function. For example, recruitment happens throughout the year for various profiles. The higher the profile, the more time is required. Attached to this process is the interview process that takes place at various levels, verification, documentation, joining formalities, and so on.
The above is just a small part of one of the functions.
All the best.
From India, Pune
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The above is just a small part of one of the functions.
All the best.
From India, Pune
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It is surprising that you posed a question about the job chart of an HR Manager without knowing the basic structure and qualities required for the role. It seems you may not be fully aware of Human Resource activities, which prompted your question. The functions of an HR Manager are not part-time, as you may have assumed. It is a full-time job that involves working throughout the year for the organization's development and the well-being of the workforce.
Responsibilities of an HR Manager
The responsibilities of an HR Manager go beyond just recruitment, training, development, and compensation processes. There are numerous activities that the HR Manager must undertake in their capacity as a Human Resource professional. The recruitment process is not a one-time activity in a year; there are many processes involved in finalizing the recruitment of personnel required for a firm or company. It is a complex task to analyze and identify the right person for a specific job, considering various factors in the selection process.
Training and Development
Training and development is a long-term process that requires the HR Manager to consider the company's personnel administration requirements, techniques, guidelines, concepts, policies, procedures, content, behavior, culture, job analysis, job design, and job requirements. The HR Manager needs to develop strategic plans throughout the year to train personnel effectively, aligning with the company's needs and objectives to enhance business promotion and development.
Performance Appraisal
Another crucial task for the HR Manager is the performance appraisal process, where strategies must be developed to improve each individual's performance and align them with the company's goals. Performance appraisal designs like 360-degree or 180-degree evaluations must be considered, taking into account employees' tendencies, activities, attitudes, behaviors, culture, and commitment to the company.
In addition to official processes, the HR Manager may encounter personal issues with staff members. Handling these situations tactfully is essential to maintain a transparent administration system and prevent unnecessary criticism from employees. Understanding the psychological tendencies, behaviors, and problems of employees is vital for the HR Manager to ensure they are aligned with the company's needs and objectives.
Considering the diverse job activities of an HR Manager, one can appreciate the demanding nature of the role throughout the year. It is crucial for HR Managers to maintain a humanistic approach, show empathy, and consider humanitarian factors for the well-being of employees and organizational development.
Regards,
Suri Babu Komakula
From Canada, Calgary
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Responsibilities of an HR Manager
The responsibilities of an HR Manager go beyond just recruitment, training, development, and compensation processes. There are numerous activities that the HR Manager must undertake in their capacity as a Human Resource professional. The recruitment process is not a one-time activity in a year; there are many processes involved in finalizing the recruitment of personnel required for a firm or company. It is a complex task to analyze and identify the right person for a specific job, considering various factors in the selection process.
Training and Development
Training and development is a long-term process that requires the HR Manager to consider the company's personnel administration requirements, techniques, guidelines, concepts, policies, procedures, content, behavior, culture, job analysis, job design, and job requirements. The HR Manager needs to develop strategic plans throughout the year to train personnel effectively, aligning with the company's needs and objectives to enhance business promotion and development.
Performance Appraisal
Another crucial task for the HR Manager is the performance appraisal process, where strategies must be developed to improve each individual's performance and align them with the company's goals. Performance appraisal designs like 360-degree or 180-degree evaluations must be considered, taking into account employees' tendencies, activities, attitudes, behaviors, culture, and commitment to the company.
In addition to official processes, the HR Manager may encounter personal issues with staff members. Handling these situations tactfully is essential to maintain a transparent administration system and prevent unnecessary criticism from employees. Understanding the psychological tendencies, behaviors, and problems of employees is vital for the HR Manager to ensure they are aligned with the company's needs and objectives.
Considering the diverse job activities of an HR Manager, one can appreciate the demanding nature of the role throughout the year. It is crucial for HR Managers to maintain a humanistic approach, show empathy, and consider humanitarian factors for the well-being of employees and organizational development.
Regards,
Suri Babu Komakula
From Canada, Calgary
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You're right. It is not accurate to say that some people commented that you are not an HR person and some say you are not aware of HR processes. In fact, there is nothing required to say that HR needs a person throughout the year. Even if an HR manager decides to hire someone for a particular position, they ultimately have to check with the department head to ensure the person being recruited is up to par or of any use to them. Hence, an HR person is just a mediator and cannot make decisions on their own. Even the salary part of it requires concurrence from finance for commitment. What you are saying is correct for a dedicated HR department; they can outsource this.
In fact, after the completion of the first batch of the HR course at XLRI (if I am right, in the 1980s), they did not receive a positive response from the market. XLRI then decided to introduce these individuals to the market through Lean Management, head cuts, and other techniques. Subsequently, these HR professionals were in the market for more than five years, earning significant sums of money and letting go of many skilled individuals without considering the impact on the company's future.
Today, many of them have their own outsourcing companies. This is a fact today. They know that they do not have full-time jobs.
From India, Chennai
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In fact, after the completion of the first batch of the HR course at XLRI (if I am right, in the 1980s), they did not receive a positive response from the market. XLRI then decided to introduce these individuals to the market through Lean Management, head cuts, and other techniques. Subsequently, these HR professionals were in the market for more than five years, earning significant sums of money and letting go of many skilled individuals without considering the impact on the company's future.
Today, many of them have their own outsourcing companies. This is a fact today. They know that they do not have full-time jobs.
From India, Chennai
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A kingdom will not survive only with the King! He alone cannot give justice unless he knows the root cause of the problem. An organization is also like that. It will not operate properly unless an HR person takes care of its problems. The HR person is a kingmaker, but not a king, who makes decisions based on the different options available. They are the ones who provide various options with their analytical ability, which definitely requires logical reasoning skills as well as a comprehensive understanding of the entire organization from a strategic viewpoint. This understanding does not happen in a short period of time.
From India, Bangalore
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From India, Bangalore
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There is no purpose in getting offended. Plenty of non-HR personnel in an organization have similar doubts. It may not be surprising to hear such statements sometimes even from the CEOs/CFOs/Functional Heads. Some of them do feel, especially in small/medium-sized organizations, that HR is an avoidable overhead. That is how new concepts such as 'Outsource your HR' have evolved over the years.
Analyzing the Perception of HR
We need not be threatened, but we need to analyze why such loose talk takes place. Are we not marketing ourselves adequately? Are we living in our pigeonholes, isolated from the business environment? Is our HOD unable to project our contribution to the organization? Do we understand ourselves how the operations will suffer if we do not perform some of our daily tasks? Are we in a position to contribute to business growth? Are we able to project adequately how we impact the top/bottom line? How are we analyzing that today we are an efficient cost-center and have a vision to become a profit center too? Whom all are we meeting every day in the organization and with what agenda? What are the topics we have picked up for discussions during the monthly management meetings? Are we ready with our presentations and discussions? What changes have been brought about in HR management ever since we joined the organization? And plenty more of similar soul-searching questions...
If we are examining these issues regularly and are questioning our own existence, others may soon stop being over-inquisitive about 'what we do?'
From India, Delhi
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Analyzing the Perception of HR
We need not be threatened, but we need to analyze why such loose talk takes place. Are we not marketing ourselves adequately? Are we living in our pigeonholes, isolated from the business environment? Is our HOD unable to project our contribution to the organization? Do we understand ourselves how the operations will suffer if we do not perform some of our daily tasks? Are we in a position to contribute to business growth? Are we able to project adequately how we impact the top/bottom line? How are we analyzing that today we are an efficient cost-center and have a vision to become a profit center too? Whom all are we meeting every day in the organization and with what agenda? What are the topics we have picked up for discussions during the monthly management meetings? Are we ready with our presentations and discussions? What changes have been brought about in HR management ever since we joined the organization? And plenty more of similar soul-searching questions...
If we are examining these issues regularly and are questioning our own existence, others may soon stop being over-inquisitive about 'what we do?'
From India, Delhi
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I guess this question comes more from ignorance than anything else. I can only say the role is both "transactional" and "transformational." One is within a time frame, the other is never-ending, so I might sum up by saying it's not a few months in a year or years' job; it's lifelong.
We live on this planet called 'Earth,' the third in the solar system. The Earth spins on its axis 24 hours a day; that's all. You do not know about this because you can't see it spin, but yes, the daybreak and the end of the day signify something happened. It's a transaction. This goes on one day after the other, whether we are able to see the sun or stars or not. These are series of transactions. Somewhere else, transformation is occurring—in terms of seasons, weather, vegetation, etc. These are aspects that are linked to our life. We grow from being children to adults, then older citizens, and one day we leave this world; we get transformed through a series of transactions.
So if you ask what does the Earth do?
The simplest answer would be it rotates on its axis 24x365, and if you say is that all that the Earth does, we will have to go back to history.
In this case too, I would sincerely suggest that one understands the subject and then explore what all can be done because the job of an HR person is even beyond the job description.
Regards,
TSK. Raman
From India, Hyderabad
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We live on this planet called 'Earth,' the third in the solar system. The Earth spins on its axis 24 hours a day; that's all. You do not know about this because you can't see it spin, but yes, the daybreak and the end of the day signify something happened. It's a transaction. This goes on one day after the other, whether we are able to see the sun or stars or not. These are series of transactions. Somewhere else, transformation is occurring—in terms of seasons, weather, vegetation, etc. These are aspects that are linked to our life. We grow from being children to adults, then older citizens, and one day we leave this world; we get transformed through a series of transactions.
So if you ask what does the Earth do?
The simplest answer would be it rotates on its axis 24x365, and if you say is that all that the Earth does, we will have to go back to history.
In this case too, I would sincerely suggest that one understands the subject and then explore what all can be done because the job of an HR person is even beyond the job description.
Regards,
TSK. Raman
From India, Hyderabad
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I did notice there were some typos, sorry for the inconvenience. Here is the corrected form:
I guess this question comes more from ignorance than anything else. I can only say the role is both "transactional" and "transformational."
One is within a time frame, the other is never-ending. So, I might sum up by saying it's not a few months in a year or a year's job; it's lifelong.
We live on this planet called "earth," the third in the solar system. The earth spins on its axis 24 hours a day, that's all. You do not know about this because you can't see it spin, but yes, the daybreak and the end of the day signify something happened. It's a transaction. This goes on one day after the other, whether we are able to see the sun or stars or not. These are series of transactions. Somewhere else, transformation is occurring - in terms of seasons, weather, vegetation, etc. These are aspects that are linked to our life. We grow from being children to adults, then to older citizens, and one day we leave this world; we get transformed through a series of transactions.
So if you ask what does the earth do?
The simplest answer would be it rotates on its axis 24x365. And if you say, is that all that the earth does, we will have to go back to history.
In this case too, I would sincerely suggest that one understands the subject and then explores what all can be done because the job of an HR person is even beyond the job description.
Regards,
TSK. Raman
From India, Hyderabad
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I guess this question comes more from ignorance than anything else. I can only say the role is both "transactional" and "transformational."
One is within a time frame, the other is never-ending. So, I might sum up by saying it's not a few months in a year or a year's job; it's lifelong.
We live on this planet called "earth," the third in the solar system. The earth spins on its axis 24 hours a day, that's all. You do not know about this because you can't see it spin, but yes, the daybreak and the end of the day signify something happened. It's a transaction. This goes on one day after the other, whether we are able to see the sun or stars or not. These are series of transactions. Somewhere else, transformation is occurring - in terms of seasons, weather, vegetation, etc. These are aspects that are linked to our life. We grow from being children to adults, then to older citizens, and one day we leave this world; we get transformed through a series of transactions.
So if you ask what does the earth do?
The simplest answer would be it rotates on its axis 24x365. And if you say, is that all that the earth does, we will have to go back to history.
In this case too, I would sincerely suggest that one understands the subject and then explores what all can be done because the job of an HR person is even beyond the job description.
Regards,
TSK. Raman
From India, Hyderabad
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I am enlightened by your discussions and explanations. I myself am not an HR person; I am a social worker, and I have the same questions that were asked in this discussion. As a social worker, I handle different kinds and tribes of people where values, cultures, education, etc., differ in so many ways. That's why I love reading different discussions here because it gives me a different perspective or view and helps me a lot in dealing with my own "constituents."
Thank you, everyone, and keep it up. You've been a great help!
Regards,
GerMarf
From Philippines, Sampaloc
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Thank you, everyone, and keep it up. You've been a great help!
Regards,
GerMarf
From Philippines, Sampaloc
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It depends on the kind of organization one works for. If the organization and the people working in the HR Department see it just like an admin department, it will remain that way and will not have enough work to justify its existence. But if you want to be a strategic HR partner, contributing towards the business decisions by adding value to recruitment, competency building, talent management, succession planning, and constantly trying to make the place a better place to work, then HR will have sufficient work.
Outsourcing of HR Function
Regarding outsourcing of the HR function, the fact of the matter is that any business function can be outsourced. Look at the PE firms; they invest money in different businesses and earn a profit - they are actually outsourcing different businesses.
Regards,
Narayanan
From India, Mumbai
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Outsourcing of HR Function
Regarding outsourcing of the HR function, the fact of the matter is that any business function can be outsourced. Look at the PE firms; they invest money in different businesses and earn a profit - they are actually outsourcing different businesses.
Regards,
Narayanan
From India, Mumbai
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The Role of HR in an Organization
The organization is likened to a human body, and the HR department represents the heart of this body. Consider the functions of the heart, and you will have an idea of what the jobs of the HR manager entail.
Dealing with people who have doubts, uncertain minds, or critical, complaining, competing, contending, or comparing attitudes are among the tough responsibilities of the HR manager.
From Philippines, Cebu
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The organization is likened to a human body, and the HR department represents the heart of this body. Consider the functions of the heart, and you will have an idea of what the jobs of the HR manager entail.
Dealing with people who have doubts, uncertain minds, or critical, complaining, competing, contending, or comparing attitudes are among the tough responsibilities of the HR manager.
From Philippines, Cebu
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The Role of HR in Organizations
HR is the bridge between the organization and its associates. It facilitates business operations, similar to the finance or engineering teams. The focus is on the attraction, development, promotion, and success of people. Without HR, it is difficult to imagine the development of skilled associates, who are essential cogs in the wheel that enables the organization to reach the top.
When one looks at the resources of an organization, one typically thinks of the physical assets needed and available, and then looks at the workforce. Most organizations follow the path of using HR for compliance and employee relations. There is no doubt that these are important aspects. However, the true value of HR comes from being a business partner, understanding how you make money, and what talent you need to grow and be successful within an organization.
Functionally, it may seem that HR recruits, hires, manages and processes payroll, trains as required, and places people in the right positions within the organization. However, there are many other aspects that go into making all this possible. HR actually helps the organization reach its goals and objectives faster than the fixed period of time. The HR department manages the talent pool and provides management support in accomplishing organizational objectives.
In other words, HR handles intellectual management; being in charge of recruitment, employer and associate relations; assisting associates in developing their careers by being in charge of training. HR is an integral part of the business that manages the workforce in a way that can be as productive and efficient as possible with the resources available. It ensures compliance on all employee-related issues, not only to reduce the risks of employment but also to assist line managers in the training, development, and motivation of staff.
Line Managers and Directors have expertise in the operation of the business, budgeting, forecasting industry developments, and general commercial awareness. HR works with the management team to ensure business goals are achieved through people management. They will look at effective recruitment, reward and recognition, absence management, performance management and appraisals, disciplinary and dismissal, learning and talent management.
HR is literally the character and the face of an organization, which enhances the value of an organization. It begins from the time when a prospective professional walks in for an interview in the organization until they leave the premises. Whether successful or not is another question, but the way the prospect gets treated, and the way the complete recruitment activity is scheduled, tells a lot about the company. All of this shows what a pivotal role HR plays in any organization.
Today, all over the world, there is a talent crunch; therefore, recruitment is a costly affair, and the costs are constantly rising. Every business is at risk if the processes are not within reasonable prices and best practices. HR holds the responsibility for this aspect called recruitment. HR cannot be a reactive solution to these problems, but it can help a company proactively attract, hire, and retain talented associates by following the correct procedures for improving the organization's reputation, credibility, and commitment from staff, thus becoming an employer of choice and reducing unnecessary and unplanned overheads and labor turnover.
Recruiting is a time-consuming process, which requires specific techniques and knowledge (that's why HR is so important). It is what connects potential employees with potential employment. It helps the company to sift through the candidates and select the best ones fitting the job requirements! And if we are talking about a big company, then the HR Department is irreplaceable!
When a prospect gets hired, it is HR's responsibility to ensure that this individual in the company is properly utilized like the others, as per their ability to perform assigned duties well and also to act as a devil's advocate so that problems and issues are resolved immediately. In short, it is to ensure the smooth functioning of workflow, a good working environment, etc.
Associates, at least in the knowledge industry like IT, are the capital, the real investment in terms of cost to business as they are employed to produce goods and services, in that, they are the revenue generators, so it is important to facilitate management correctly.
Other different levels of HR support come from basic policy and process formation to administration management, welfare management, cultural management, right through to strategic management at the board level. A value-added HR organization can provide a strategic look at the demands of the business, the future needs of the organization from a talent perspective, and the actions necessary to meet those needs for the business.
Some of what has been already said provides a fairly good insight into the tactical part of the HR role; however, there is an aspect of the function that is overlooked due to the history of how companies have used the department in the past, and that is the strategic value an HR professional can provide a company. Large companies, for instance, have a large HR team of 50-100 associates at various levels in addition to advisors and consultants with a variety of specializations and expertise. Some smaller/medium businesses can have a small team of HR assistants or perhaps outsource their HR to get more expert professional support from an external provider. Every business will have a different need depending on their industry, staff issues, and management structure.
HR is the best support mechanism for the management, managers, and associates together, to be successful, so the activities are much more than one can imagine and cast a list.
From India, Hyderabad
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HR is the bridge between the organization and its associates. It facilitates business operations, similar to the finance or engineering teams. The focus is on the attraction, development, promotion, and success of people. Without HR, it is difficult to imagine the development of skilled associates, who are essential cogs in the wheel that enables the organization to reach the top.
When one looks at the resources of an organization, one typically thinks of the physical assets needed and available, and then looks at the workforce. Most organizations follow the path of using HR for compliance and employee relations. There is no doubt that these are important aspects. However, the true value of HR comes from being a business partner, understanding how you make money, and what talent you need to grow and be successful within an organization.
Functionally, it may seem that HR recruits, hires, manages and processes payroll, trains as required, and places people in the right positions within the organization. However, there are many other aspects that go into making all this possible. HR actually helps the organization reach its goals and objectives faster than the fixed period of time. The HR department manages the talent pool and provides management support in accomplishing organizational objectives.
In other words, HR handles intellectual management; being in charge of recruitment, employer and associate relations; assisting associates in developing their careers by being in charge of training. HR is an integral part of the business that manages the workforce in a way that can be as productive and efficient as possible with the resources available. It ensures compliance on all employee-related issues, not only to reduce the risks of employment but also to assist line managers in the training, development, and motivation of staff.
Line Managers and Directors have expertise in the operation of the business, budgeting, forecasting industry developments, and general commercial awareness. HR works with the management team to ensure business goals are achieved through people management. They will look at effective recruitment, reward and recognition, absence management, performance management and appraisals, disciplinary and dismissal, learning and talent management.
HR is literally the character and the face of an organization, which enhances the value of an organization. It begins from the time when a prospective professional walks in for an interview in the organization until they leave the premises. Whether successful or not is another question, but the way the prospect gets treated, and the way the complete recruitment activity is scheduled, tells a lot about the company. All of this shows what a pivotal role HR plays in any organization.
Today, all over the world, there is a talent crunch; therefore, recruitment is a costly affair, and the costs are constantly rising. Every business is at risk if the processes are not within reasonable prices and best practices. HR holds the responsibility for this aspect called recruitment. HR cannot be a reactive solution to these problems, but it can help a company proactively attract, hire, and retain talented associates by following the correct procedures for improving the organization's reputation, credibility, and commitment from staff, thus becoming an employer of choice and reducing unnecessary and unplanned overheads and labor turnover.
Recruiting is a time-consuming process, which requires specific techniques and knowledge (that's why HR is so important). It is what connects potential employees with potential employment. It helps the company to sift through the candidates and select the best ones fitting the job requirements! And if we are talking about a big company, then the HR Department is irreplaceable!
When a prospect gets hired, it is HR's responsibility to ensure that this individual in the company is properly utilized like the others, as per their ability to perform assigned duties well and also to act as a devil's advocate so that problems and issues are resolved immediately. In short, it is to ensure the smooth functioning of workflow, a good working environment, etc.
Associates, at least in the knowledge industry like IT, are the capital, the real investment in terms of cost to business as they are employed to produce goods and services, in that, they are the revenue generators, so it is important to facilitate management correctly.
Other different levels of HR support come from basic policy and process formation to administration management, welfare management, cultural management, right through to strategic management at the board level. A value-added HR organization can provide a strategic look at the demands of the business, the future needs of the organization from a talent perspective, and the actions necessary to meet those needs for the business.
Some of what has been already said provides a fairly good insight into the tactical part of the HR role; however, there is an aspect of the function that is overlooked due to the history of how companies have used the department in the past, and that is the strategic value an HR professional can provide a company. Large companies, for instance, have a large HR team of 50-100 associates at various levels in addition to advisors and consultants with a variety of specializations and expertise. Some smaller/medium businesses can have a small team of HR assistants or perhaps outsource their HR to get more expert professional support from an external provider. Every business will have a different need depending on their industry, staff issues, and management structure.
HR is the best support mechanism for the management, managers, and associates together, to be successful, so the activities are much more than one can imagine and cast a list.
From India, Hyderabad
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Apart from the general routine work like recruitment, payroll processing, attendance, etc., the HR Manager has to keep counseling staff on various issues. In fact, this, in itself, is a vexing and time-consuming task. In addition, he monitors traveling and conveyance expenses of managers in other departments and manages HR budgeting, which itself is like tight-rope walking. He also keeps himself abreast of attrition rates in various industries, tackles various issues with the local municipal authorities, and monitors office utilities, as well as with the PF & ESIC authorities. He monitors the fleet of company cars and drivers, follows various induction processes for new joiners, and in cases like mine, he gets into operations and manages the team. He counsels the bosses on various policies, and when such issues become ugly, he has to maintain his cool and steer the boardroom discussions in the proper direction... the list is endless.
Anyone who thinks that the grass is greener on this side is welcome to e
From India, Mumbai
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Anyone who thinks that the grass is greener on this side is welcome to e
From India, Mumbai
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Thanks to the members for explaining the importance of the HR manager's role. The HR manager acts as a cushion between the head of the organization and employees. They play a major role in aligning the organization's goals and creating an environment conducive to achieving these goals.
In making things happen, they take care of every aspect and achieve success. The activities include the initial stage of developing HR policies, strengthening their team to ensure proper coordination with production teams and managers, selecting the right people at the right time, and empowering them to produce results. Although it may seem easy to comment, driving the entire workforce towards achieving organizational goals is a tough job.
The HR manager should be bold enough to look ahead, face situations, and win. The organization always sees the HR manager as a winner, and as a result, it wins.
From India, Hyderabad
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In making things happen, they take care of every aspect and achieve success. The activities include the initial stage of developing HR policies, strengthening their team to ensure proper coordination with production teams and managers, selecting the right people at the right time, and empowering them to produce results. Although it may seem easy to comment, driving the entire workforce towards achieving organizational goals is a tough job.
The HR manager should be bold enough to look ahead, face situations, and win. The organization always sees the HR manager as a winner, and as a result, it wins.
From India, Hyderabad
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As the expert rightly said, the HR Manager has activities all year round. In addition to the few activities mentioned above, the HR Manager is also responsible for planning events, payroll, the yearly picnic, and other activities aimed at motivating the human resources. The HR Manager is also responsible for ensuring that human resources are utilized properly and efficiently, which requires thorough planning.
Remember, no work is small or simple.
Thanks & Regards,
Santosh
From India, Mumbai
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Remember, no work is small or simple.
Thanks & Regards,
Santosh
From India, Mumbai
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HR Main Functions: Planning for Daily Efficiency
These are the HR main functions, and you can plan accordingly so that you will not be lazy in day-to-day work.
- Managing the Job Search and Selection for a Vacant Position
- Finalizing the Hire of a Regular or Temporary Employee
- Orienting a New Employee
- Hiring a Short-Term Casual
- Hiring an Agency Temporary (Non-Student)
- Hiring a Work-Study Student
- Hiring a Student for a Casual Job
- Hiring a Consultant
- Promotions and Transfers
- Creating or Changing an Officer or Non-Union Support Staff Position
- Promoting an Employee to a New, Existing, or Reclassified Position
- Transferring an Employee to a New Department
- Pay and Additional Compensation
- Managing Union Support Staff Pay
- Managing Administrative Officer and Non-Union Support Staff Pay
- Paying Approved Additional Compensation for Exceptional Performance
- Managing Acting Appointments
- Managing Other Pay Issues
- Employee Performance and Discipline
- Managing Administrative
Regards,
Venkat
[Email Removed For Privacy Reasons]
From India, Bangalore
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These are the HR main functions, and you can plan accordingly so that you will not be lazy in day-to-day work.
- Managing the Job Search and Selection for a Vacant Position
- Finalizing the Hire of a Regular or Temporary Employee
- Orienting a New Employee
- Hiring a Short-Term Casual
- Hiring an Agency Temporary (Non-Student)
- Hiring a Work-Study Student
- Hiring a Student for a Casual Job
- Hiring a Consultant
- Promotions and Transfers
- Creating or Changing an Officer or Non-Union Support Staff Position
- Promoting an Employee to a New, Existing, or Reclassified Position
- Transferring an Employee to a New Department
- Pay and Additional Compensation
- Managing Union Support Staff Pay
- Managing Administrative Officer and Non-Union Support Staff Pay
- Paying Approved Additional Compensation for Exceptional Performance
- Managing Acting Appointments
- Managing Other Pay Issues
- Employee Performance and Discipline
- Managing Administrative
Regards,
Venkat
[Email Removed For Privacy Reasons]
From India, Bangalore
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I share the views expressed by some of my colleagues that the question has occurred to you due to sheer ignorance. I don't subscribe to the view of educating you on the net on the subject but inform you that HR is a universe in itself. Recruitment, compensation, training, etc., which are commonly used in the present-day scenario with regards to the MNCs and other similar institutions, are small islands.
I would like to suggest that you kindly go through the KRAs of an HR Manager to understand the situation better. Moreover, my colleagues have already shed ample light on the issue.
Regards,
S.K. Johri
From India, Delhi
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I would like to suggest that you kindly go through the KRAs of an HR Manager to understand the situation better. Moreover, my colleagues have already shed ample light on the issue.
Regards,
S.K. Johri
From India, Delhi
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Where on Earth did you get this queer idea? I am least surprised to know that you have raised this question. I suggest you read some basic books on HRM and, as one of the members has suggested, be an HR Manager in a company for a few years. Unless you wear the shoes of another person, you will never know where it pinches!
In addition to what our members have suggested and reading even basic books on HR, I also suggest you read a wonderful book based on a real fact, Hal F. Rosenbluth's "Customer Comes Second." In this book, Rosenbluth's travel business suffers a great loss after the 9/11 attack in New York and elsewhere, and it is through HR interventions and taking care of his human capital that he turns around his business to a profit. You will then realize how important human resources are for generating profit for any organization and what work is involved in the HR department.
Never did I ever imagine such a question as this would be raised in this forum of Cite HR!
Regards,
M.J. Subramanyam, Mumbai
From India, Bangalore
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In addition to what our members have suggested and reading even basic books on HR, I also suggest you read a wonderful book based on a real fact, Hal F. Rosenbluth's "Customer Comes Second." In this book, Rosenbluth's travel business suffers a great loss after the 9/11 attack in New York and elsewhere, and it is through HR interventions and taking care of his human capital that he turns around his business to a profit. You will then realize how important human resources are for generating profit for any organization and what work is involved in the HR department.
Never did I ever imagine such a question as this would be raised in this forum of Cite HR!
Regards,
M.J. Subramanyam, Mumbai
From India, Bangalore
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Maybe the way I put it across was wrong. Actually, it was wrong. The thing is, I got a bird's eye view of HR. I am a fresher and did HR in a manner that's equivalent to distance education. Now, I am looking for a job in the HR department, and then it started hurting me that no one actually asks for an HR degree; they just want any graduate who can do this job. This experience made me ask this question - as only on-the-job professionals can tell me whether HR is all about things that everybody assumes it to be about!
From India, Hyderabad
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From India, Hyderabad
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HR Job Functions.doc