Dear all, I have recently joined an organization with 500-700 employees. My current responsibilities include handling pre-hiring and post-hiring processes such as conducting joining formalities, document verification, CTC preparation, obtaining approvals, and managing certain administrative tasks like bill processing. I would appreciate guidance on other functions within HR besides payroll. Additionally, I am seeking advice on the best platform to advance my HR career.
Regards,
Lavanya
From India, Visakhapatnam
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1Regards,
Lavanya
From India, Visakhapatnam
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Hi Lavanya Apart form Recruitment you shall try employee engagement, T & D, Appraisal, Statutory & Compliance, retention process etc
From India, Bangalore
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From India, Bangalore
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Onboarding Process for New Entrants
The company application (template available) should be given to and filled out by all new entrants. All qualification originals must be verified with Xerox copies, including the Transfer Certificate (TC), which is most important. Antecedent verification must be done, and a health report is important, at least a self-declaration. An induction schedule needs to be created. A booklet about safety regulations and HR policies (leave, benefits, insurance, medical, misconducts, etc.) needs to be provided within a short period.
Addressing Statutory Matters
Statutory matters like PF/ESIC, etc., need to be addressed. In brief, good oral and written communication skills should be imparted to all new entrants to make them a part of the organization and a team member of their section/department. The first impression is the best impression, and this can be created and maintained only by HR contributing to it.
From India, Madras
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The company application (template available) should be given to and filled out by all new entrants. All qualification originals must be verified with Xerox copies, including the Transfer Certificate (TC), which is most important. Antecedent verification must be done, and a health report is important, at least a self-declaration. An induction schedule needs to be created. A booklet about safety regulations and HR policies (leave, benefits, insurance, medical, misconducts, etc.) needs to be provided within a short period.
Addressing Statutory Matters
Statutory matters like PF/ESIC, etc., need to be addressed. In brief, good oral and written communication skills should be imparted to all new entrants to make them a part of the organization and a team member of their section/department. The first impression is the best impression, and this can be created and maintained only by HR contributing to it.
From India, Madras
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Understanding Medium-Scale Organizations
An organization that employs 500-700 employees is considered a medium-scale company. Such organizations typically hire only professionally qualified individuals, especially in HR, to run their operations effectively.
Educational Requirements for HR Roles
If you have completed high school (+2) or graduated and your query appears logical, then you are on the right track. Otherwise, it is advisable to revisit your books to gain a basic understanding of the "functions of HR in business."
Regards,
Gaurav
From India, Jaipur
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An organization that employs 500-700 employees is considered a medium-scale company. Such organizations typically hire only professionally qualified individuals, especially in HR, to run their operations effectively.
Educational Requirements for HR Roles
If you have completed high school (+2) or graduated and your query appears logical, then you are on the right track. Otherwise, it is advisable to revisit your books to gain a basic understanding of the "functions of HR in business."
Regards,
Gaurav
From India, Jaipur
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Dear Mr. Gaurav,
Firstly, thank you for your response. Secondly, either you must have replied in frustration, or it may reflect your nature. Understand that 12th/degree candidates will not be recruited as HR personnel in mid-level organizations. It's a strategy that freshers are being hired, trained, and work is extracted. It is beneficial to both parties. I have not asked for elementary ideas on HR functions. As this is a professional site, a professional answer is expected. However, to my shock, I received a contradicting reply.
Next time, please guide if you know, but please don't give ideas to refer to books. There is a lot of difference between theoretical knowledge and practical knowledge.
With regards,
Lavanya N.
From India, Visakhapatnam
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Firstly, thank you for your response. Secondly, either you must have replied in frustration, or it may reflect your nature. Understand that 12th/degree candidates will not be recruited as HR personnel in mid-level organizations. It's a strategy that freshers are being hired, trained, and work is extracted. It is beneficial to both parties. I have not asked for elementary ideas on HR functions. As this is a professional site, a professional answer is expected. However, to my shock, I received a contradicting reply.
Next time, please guide if you know, but please don't give ideas to refer to books. There is a lot of difference between theoretical knowledge and practical knowledge.
With regards,
Lavanya N.
From India, Visakhapatnam
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I agree with Mr. Jeeva Rathnam, and also, you can learn and implement a new vertical, but your roles should not be limited to your organization. For example, you can implement a Balanced Scorecard system for appraisal, but nonetheless, it cannot happen without your HR Manager or Head's approval. It's better to sit with your superior and learn from him. Your Head/Manager is a good resource for you. All the best.
From India, Bangalore
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From India, Bangalore
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HR Manual (Employee Hand Book).doc