Hello, Can any one give me a list of Roles & Responsibilities of a HR Head for a person who does not have expeirence in this field. Thank you
From India, Bangalore
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From India, Bangalore
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Dear Lathar_In,
The ultimate responsibility with practices and decision-making skills is the supremacy of an HR Head. He manages the entire Human Resources team concerning the initiatives related to any matter with a preeminence influencing the entire organization.
The end-to-end solution provider on recruitments, labor issues, welfare of employees, benefits, workplace measures, reviews, etc.
If the person is new to this field, then I might suggest him to go through a few books -- I understand "Rome was not built in a day," but if you embellish this phrase, I'd say "It was built after long days." It is built, is it?
Similarly, one has to have faith in terms of learning & implementing -- He may get info on the following -
- Recruitments to F&F process: Works on the in-house team, selecting candidates either by referrals or by an outside agency, job boards, etc. Post-joining formalities, handling personnel files, retention of employees, disciplinary matters, employee issues/grievances to be resolved, proper feedback from employees, rewards & recognition programs, employee dismissals, exit formalities with many more to go..
- Going by laws: HR's high improvement factor is based on the legal issues undertaken; they have to be updated with all the necessary labor & legal laws. In terms of familiarizing with the Acts pertaining to employee issues is of great aspect. Procedures for leaves, layoffs, & compliance are utmost prime factors.
- Conditions of employment: Employees are diversified based on the nature of their work. Therefore, issues on working hours, payroll office records are a few of the potential stipulations.
- Within Organization "Employee Welfare & Employer Benefit" facility: Integration of welfare to the well-being of both the parties, the HR head needs to take decisions that would benefit both but should not sever the Employer-Employee bond.
- Organization Development: Training candidates for IJPs & lateral movements, growth provisions along with counseling services all fall under his purview.
Refer to books, sites, etc., for a much better consideration. HR is a huge pond with erudition where one needs to swim the depth to understand the intensity of its procedures.
Good Luck!
From India, Visakhapatnam
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995The ultimate responsibility with practices and decision-making skills is the supremacy of an HR Head. He manages the entire Human Resources team concerning the initiatives related to any matter with a preeminence influencing the entire organization.
The end-to-end solution provider on recruitments, labor issues, welfare of employees, benefits, workplace measures, reviews, etc.
If the person is new to this field, then I might suggest him to go through a few books -- I understand "Rome was not built in a day," but if you embellish this phrase, I'd say "It was built after long days." It is built, is it?
Similarly, one has to have faith in terms of learning & implementing -- He may get info on the following -
- Recruitments to F&F process: Works on the in-house team, selecting candidates either by referrals or by an outside agency, job boards, etc. Post-joining formalities, handling personnel files, retention of employees, disciplinary matters, employee issues/grievances to be resolved, proper feedback from employees, rewards & recognition programs, employee dismissals, exit formalities with many more to go..
- Going by laws: HR's high improvement factor is based on the legal issues undertaken; they have to be updated with all the necessary labor & legal laws. In terms of familiarizing with the Acts pertaining to employee issues is of great aspect. Procedures for leaves, layoffs, & compliance are utmost prime factors.
- Conditions of employment: Employees are diversified based on the nature of their work. Therefore, issues on working hours, payroll office records are a few of the potential stipulations.
- Within Organization "Employee Welfare & Employer Benefit" facility: Integration of welfare to the well-being of both the parties, the HR head needs to take decisions that would benefit both but should not sever the Employer-Employee bond.
- Organization Development: Training candidates for IJPs & lateral movements, growth provisions along with counseling services all fall under his purview.
Refer to books, sites, etc., for a much better consideration. HR is a huge pond with erudition where one needs to swim the depth to understand the intensity of its procedures.
Good Luck!
From India, Visakhapatnam
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Sometimes, operational heads are appointed as HR heads due to the peculiarities of circumstances or organizational policies. Thus, they may not be fully aware of the intricacies of HR functions. However, with the assistance of a team of experts in the field, they should not encounter any issues in managing HR functions.
My thoughts on the issue are as follows:
Traits/skills:
a) The HR head should possess a high degree of common sense to anticipate events and consequences.
b) They should have the ability to listen to their team as they may not be HR experts themselves.
c) They need the capacity to analyze what they have heard and read to address underlying issues.
d) Effective communication skills are essential for clear and efficient communication.
e) Leadership skills are crucial for guiding the team.
Roles and responsibilities:
1) They should facilitate the formulation of HR policies on various issues after consulting with senior management and their team.
2) Oversight of HR policy implementation is crucial, which involves monitoring with the team's support.
3) They are responsible for establishing service conditions and ensuring their implementation within the organization.
4) Streamlining the grievance redressal system and monitoring it with the team's assistance is part of their role.
5) Ensuring statutory compliance with the HR team's assistance is a key responsibility.
6) Monitoring disciplinary cases in collaboration with the HR team is necessary.
7) Monitoring the industrial relations situation within the organization and providing support to top management in collective bargaining, negotiations, and settlements are important tasks.
These are a few key responsibilities I envision for an HR head.
B. Saikumar
Mumbai
From India, Mumbai
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My thoughts on the issue are as follows:
Traits/skills:
a) The HR head should possess a high degree of common sense to anticipate events and consequences.
b) They should have the ability to listen to their team as they may not be HR experts themselves.
c) They need the capacity to analyze what they have heard and read to address underlying issues.
d) Effective communication skills are essential for clear and efficient communication.
e) Leadership skills are crucial for guiding the team.
Roles and responsibilities:
1) They should facilitate the formulation of HR policies on various issues after consulting with senior management and their team.
2) Oversight of HR policy implementation is crucial, which involves monitoring with the team's support.
3) They are responsible for establishing service conditions and ensuring their implementation within the organization.
4) Streamlining the grievance redressal system and monitoring it with the team's assistance is part of their role.
5) Ensuring statutory compliance with the HR team's assistance is a key responsibility.
6) Monitoring disciplinary cases in collaboration with the HR team is necessary.
7) Monitoring the industrial relations situation within the organization and providing support to top management in collective bargaining, negotiations, and settlements are important tasks.
These are a few key responsibilities I envision for an HR head.
B. Saikumar
Mumbai
From India, Mumbai
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Dear Saikumar,
Thank you for your reply. It explains why an HR Head himself would not be aware of his roles and responsibilities!
Moreover, nowadays, many new and small companies find it easy and convenient to put their relatives or friends as HR Head or HR Director. Also, many ex-army officers who are employed in industries, initially in Administration positions, are also asked to look after the HR functions as HR Head. It seems HR has been reduced to a function where no qualification, experience, or expertise is required, and an HR Head needs to find out his own roles and responsibilities.
Warm regards.
From India, Delhi
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Thank you for your reply. It explains why an HR Head himself would not be aware of his roles and responsibilities!
Moreover, nowadays, many new and small companies find it easy and convenient to put their relatives or friends as HR Head or HR Director. Also, many ex-army officers who are employed in industries, initially in Administration positions, are also asked to look after the HR functions as HR Head. It seems HR has been reduced to a function where no qualification, experience, or expertise is required, and an HR Head needs to find out his own roles and responsibilities.
Warm regards.
From India, Delhi
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I agree with Raj completely.
In many small companies, the HR Head is somebody who is required to bow down to the CEO/top management, who in turn can run his agenda by putting the HR Head in the front and making him the scapegoat if employees fight back on any issue. My observation is that most of the plant HR heads are nothing but glorified Admin and IR Managers.
You can gauge the professionalism of a company by looking at the independence the HR Head enjoys! Even Mr. Pai had to leave Infosys due to a professional disagreement with the board.
From India, Mumbai
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In many small companies, the HR Head is somebody who is required to bow down to the CEO/top management, who in turn can run his agenda by putting the HR Head in the front and making him the scapegoat if employees fight back on any issue. My observation is that most of the plant HR heads are nothing but glorified Admin and IR Managers.
You can gauge the professionalism of a company by looking at the independence the HR Head enjoys! Even Mr. Pai had to leave Infosys due to a professional disagreement with the board.
From India, Mumbai
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Dear Raj Kumar,
I couldn't help but agree with you on this issue. I observe this in small companies or in companies that are not run professionally, like those in the construction sector or those that do not face the heat of competition much, as in the transport sector. However, if you see their growth, you may find it average. Even in those where HR is functioning, HR shall strive to showcase to the top management its impact on business and try to elevate itself from the position of a support service to that of a strategic business partner. I hope this will happen in the future.
B. Saikumar
Mumbai
From India, Mumbai
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I couldn't help but agree with you on this issue. I observe this in small companies or in companies that are not run professionally, like those in the construction sector or those that do not face the heat of competition much, as in the transport sector. However, if you see their growth, you may find it average. Even in those where HR is functioning, HR shall strive to showcase to the top management its impact on business and try to elevate itself from the position of a support service to that of a strategic business partner. I hope this will happen in the future.
B. Saikumar
Mumbai
From India, Mumbai
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