Hello,
I am Deepthi, completed my MBA in HR. I have a doubt - when does a company require the post of an HR Generalist? Basically, what is the role of an HR Generalist? Let me share the story of why I have this doubt.
After completing my MBA, I joined an IT services company that was 2 years old with an employee size of 20. I was the only HR personnel, responsible for everything from recruitment to exit interviews, including performance appraisals. I did not handle payroll as it was not a limited company, so I calculated salaries based on attendance. After 3 months, I had to shift to another company due to financial crises.
I am now working at an IT company that is 6 years old with a staff of 150 employees. Here, I primarily assist my manager in PF, insurance, joining formalities, and appraisal programs, which involve a lot of paperwork. In both places, my designation is HR Generalist. I am confused about the job title of an HR Generalist. Please guide me.
When does a company require an HR Generalist position? What should be his/her role? What is the next step for an HR Generalist?
Regards,
Deepthi
From India, Bangalore
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1I am Deepthi, completed my MBA in HR. I have a doubt - when does a company require the post of an HR Generalist? Basically, what is the role of an HR Generalist? Let me share the story of why I have this doubt.
After completing my MBA, I joined an IT services company that was 2 years old with an employee size of 20. I was the only HR personnel, responsible for everything from recruitment to exit interviews, including performance appraisals. I did not handle payroll as it was not a limited company, so I calculated salaries based on attendance. After 3 months, I had to shift to another company due to financial crises.
I am now working at an IT company that is 6 years old with a staff of 150 employees. Here, I primarily assist my manager in PF, insurance, joining formalities, and appraisal programs, which involve a lot of paperwork. In both places, my designation is HR Generalist. I am confused about the job title of an HR Generalist. Please guide me.
When does a company require an HR Generalist position? What should be his/her role? What is the next step for an HR Generalist?
Regards,
Deepthi
From India, Bangalore
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Hi Deepthi,
It totally depends upon the company. HR Generalist profiles mostly cover each & every part of HR. It depends upon the company the kind of responsibilities they are including in generalist profile. I am also working as a HR generalist profile in US based MNC. In my organization Account department is handling PF & Compensation. Admin department is taking care of all leave, pay roll & other related to admin work. But I am working here as HR generalist so my part is handling recruitment, performance appraisal, induction, major employee grievances, joining formalities, exit process, training & development and into employee welfare.
As per your mail I would like to say you are getting really very good opportunity to learn more & more about HR. Most of the people in HR (fresher) don't get opportunity to work on PF, Joining formalities, appraisal, compensation & all. They usually stuck on recruitment.
I believe, you are at right place. Stay there. Learn as much as you can. Don't worry you are handling all part of HR (Generalist).
Recruitment executive – Person who use to handle recruitment
HR Executive (pay roll & compensation) – handling pay roll, compensation, leave records.
HR Executive (T&D) – Handling Training & Development process.
HR Generalist - handling all part of HR. These days this kind of profile is very demanding. As person use to cover all area of HR. There are many organization who actually don't want to hire many people is HR. Reason behind this is to cut down cost and company size also matters.
I believe, this will help you out. :)
Wish you all the best, :) :) :) :) :)
Meha
From India, Bangalore
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It totally depends upon the company. HR Generalist profiles mostly cover each & every part of HR. It depends upon the company the kind of responsibilities they are including in generalist profile. I am also working as a HR generalist profile in US based MNC. In my organization Account department is handling PF & Compensation. Admin department is taking care of all leave, pay roll & other related to admin work. But I am working here as HR generalist so my part is handling recruitment, performance appraisal, induction, major employee grievances, joining formalities, exit process, training & development and into employee welfare.
As per your mail I would like to say you are getting really very good opportunity to learn more & more about HR. Most of the people in HR (fresher) don't get opportunity to work on PF, Joining formalities, appraisal, compensation & all. They usually stuck on recruitment.
I believe, you are at right place. Stay there. Learn as much as you can. Don't worry you are handling all part of HR (Generalist).
Recruitment executive – Person who use to handle recruitment
HR Executive (pay roll & compensation) – handling pay roll, compensation, leave records.
HR Executive (T&D) – Handling Training & Development process.
HR Generalist - handling all part of HR. These days this kind of profile is very demanding. As person use to cover all area of HR. There are many organization who actually don't want to hire many people is HR. Reason behind this is to cut down cost and company size also matters.
I believe, this will help you out. :)
Wish you all the best, :) :) :) :) :)
Meha
From India, Bangalore
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Dear Dipti,
find the below mentioned list of HR Generalist Activities, which will help you to develop your self as a HR Professional.
KRA:
Recruitment and Selection[/b]
• Represent the Manpower Budget Meeting
• Strategic Sourcing and Re-sourcing of Talent
• Prepare Job Specifications, Advertising details, Interact with manpower agencies
• Short listing suitable CVs, Coordinated technical proficiency tests for prospective candidates
• Conducted interviews till finalizations of the candidates & Negotiate Salary
• Coordinated the issuance of appointment letter and other statutory requirements
• Maintaining a Data Base for Future recruitment
Training and Development
• Identify Training Needs based on Appraisal Review
• Design training requirements & Calendar (Based on Performance Appraisal System)
• Coordinate with the trainers
• Collate and work on received feedback
• Redesign Training modules
• Identify internal trainer
• Build strong networking of external trainer's database
Performance Appraisal
• Meetings with HOD to facilitate the entire process of evaluation.
• Rationalization of feedback/ appraisal forms
• Employee counseling with regards to underperformance
Policy Drafting & Formulation
• to draft & recommend HR policies for the organization
Employee Relations, Personnel, Welfare and Administration
• Coordin ate Induction for new comers
• Co-ordination of Seminars and Workshops
• Stationary Procurement
• Employee counseling
Event Management
• Co-ordinati on of Seminars and Workshops.
• Medical Camps for employees
• Dashera, Diwali Pooja.
• Cultural events
• Picnic for Staff,
• Sports Day,
MIS
• Responsible for preparing Monthly HR MIS
Regards
Umakant.
From India, Mumbai
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find the below mentioned list of HR Generalist Activities, which will help you to develop your self as a HR Professional.
KRA:
Recruitment and Selection[/b]
• Represent the Manpower Budget Meeting
• Strategic Sourcing and Re-sourcing of Talent
• Prepare Job Specifications, Advertising details, Interact with manpower agencies
• Short listing suitable CVs, Coordinated technical proficiency tests for prospective candidates
• Conducted interviews till finalizations of the candidates & Negotiate Salary
• Coordinated the issuance of appointment letter and other statutory requirements
• Maintaining a Data Base for Future recruitment
Training and Development
• Identify Training Needs based on Appraisal Review
• Design training requirements & Calendar (Based on Performance Appraisal System)
• Coordinate with the trainers
• Collate and work on received feedback
• Redesign Training modules
• Identify internal trainer
• Build strong networking of external trainer's database
Performance Appraisal
• Meetings with HOD to facilitate the entire process of evaluation.
• Rationalization of feedback/ appraisal forms
• Employee counseling with regards to underperformance
Policy Drafting & Formulation
• to draft & recommend HR policies for the organization
Employee Relations, Personnel, Welfare and Administration
• Coordin ate Induction for new comers
• Co-ordination of Seminars and Workshops
• Stationary Procurement
• Employee counseling
Event Management
• Co-ordinati on of Seminars and Workshops.
• Medical Camps for employees
• Dashera, Diwali Pooja.
• Cultural events
• Picnic for Staff,
• Sports Day,
MIS
• Responsible for preparing Monthly HR MIS
Regards
Umakant.
From India, Mumbai
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