The HR (Human Resources) has become an integral and essential part of any organization that works with humans. It not only solves problems related to employees but also tries to build a bridge between management and staff. HR is the "Policy and Strategy Interpreter." As a country is known by its people, an organization is known by its employees, and hence it is the responsibility of this team to "Develop the Employees" of the organization. The HR department doesn't produce or sell anything, but it can help the rest of the company make or sell things by smoothing the path on some matters. In that scenario, the role of an HR generalist is very important. A good HR generalist goes about it differently. The HR generalist looks to provide frameworks rather than details, looks to serve rather than to command. Basically, the following are the main functions of an HR generalist:
- Recruitment Management
- Joining Formalities
- Induction Management
- Training Management
- Handling Employee Database (Both in Soft Form and Files Management)
- Handling the Payroll
- Handling Employee Confirmation, Performance Appraisals, Performance Management System
- Managing Advance Salary, Ad Hoc Bonuses, Loans
- Liaison with Various Government Organizations for Employee Provident Funds, ESI, and Other Retirement Benefits
- Handling Queries Related to Salary, Leaves, Attendance, and Transfer, etc.
- Explaining Various Policies, Strategies, and Benefits to Employees
- Workforce Planning
- Time Sheet Management
- Health and Safety
- Exit-Interviews
- Full and Final Settlement
Apart from the above official duties, an HR professional also contributes to organization development. The HR Generalist will become a business partner to the business by developing strong relationships with business managers. This is achieved by seeking to understand the business areas they support, key drivers in developing that business, potential barriers to the success of the business, and through this understanding and delivering customer-focused HR solutions to the business to support its strategy.
- The HR Generalist will support the day-to-day operation of the HR function in strategic partnership with the business.
- Establish and maintain strong working relationships with business partners.
- Seek to understand key business issues in the local market and their impact on the business and HR.
- Support Managers on the Performance Management process to drive a culture of continuous performance management within the organization.
- Drive communications structures within the business to ensure clear consistent messages regarding the company's objectives and goals are being delivered.
- Work with Business Managers to develop and implement human resources policies, procedures, and programs necessary to achieve business and management objectives.
- Continuously contribute to the improvement of HR processes and systems to support high-performance work teams and drive waste and inefficiencies out of processes.
- Advise Management and employees in human resources policy and program matters, recommending appropriate decisions or courses of action.
- They play an important role in "Employee Engagement," winning the trust of the employee and hence can help the organization in controlling the turnover rate.
- Provide ER support to business managers. Support/improve existing ER/Communication systems.
- Participate in and manage special projects which provide viable customer solutions.
HR infrastructure by re-engineering (change management), work processes, and redirecting resources to strategic initiatives, with the intention of making the entire business more productive, competitive, and a company of first choice to customers. In conclusion, an HR professional has a big responsibility to hire the best person from the available talent pool. It is the process of getting the right people, with the right competencies, in the right jobs at the right time. The position is responsible for the implementation of all human resources activities to ensure the company's ability to attract high-quality employees, train, develop, and motivate them to contribute towards the company's goals. This individual must understand how to utilize effective human resources programs to achieve a competitive advantage.
From India, Delhi
Acknowledge(3)
Amend(0)
4- Recruitment Management
- Joining Formalities
- Induction Management
- Training Management
- Handling Employee Database (Both in Soft Form and Files Management)
- Handling the Payroll
- Handling Employee Confirmation, Performance Appraisals, Performance Management System
- Managing Advance Salary, Ad Hoc Bonuses, Loans
- Liaison with Various Government Organizations for Employee Provident Funds, ESI, and Other Retirement Benefits
- Handling Queries Related to Salary, Leaves, Attendance, and Transfer, etc.
- Explaining Various Policies, Strategies, and Benefits to Employees
- Workforce Planning
- Time Sheet Management
- Health and Safety
- Exit-Interviews
- Full and Final Settlement
Apart from the above official duties, an HR professional also contributes to organization development. The HR Generalist will become a business partner to the business by developing strong relationships with business managers. This is achieved by seeking to understand the business areas they support, key drivers in developing that business, potential barriers to the success of the business, and through this understanding and delivering customer-focused HR solutions to the business to support its strategy.
- The HR Generalist will support the day-to-day operation of the HR function in strategic partnership with the business.
- Establish and maintain strong working relationships with business partners.
- Seek to understand key business issues in the local market and their impact on the business and HR.
- Support Managers on the Performance Management process to drive a culture of continuous performance management within the organization.
- Drive communications structures within the business to ensure clear consistent messages regarding the company's objectives and goals are being delivered.
- Work with Business Managers to develop and implement human resources policies, procedures, and programs necessary to achieve business and management objectives.
- Continuously contribute to the improvement of HR processes and systems to support high-performance work teams and drive waste and inefficiencies out of processes.
- Advise Management and employees in human resources policy and program matters, recommending appropriate decisions or courses of action.
- They play an important role in "Employee Engagement," winning the trust of the employee and hence can help the organization in controlling the turnover rate.
- Provide ER support to business managers. Support/improve existing ER/Communication systems.
- Participate in and manage special projects which provide viable customer solutions.
HR infrastructure by re-engineering (change management), work processes, and redirecting resources to strategic initiatives, with the intention of making the entire business more productive, competitive, and a company of first choice to customers. In conclusion, an HR professional has a big responsibility to hire the best person from the available talent pool. It is the process of getting the right people, with the right competencies, in the right jobs at the right time. The position is responsible for the implementation of all human resources activities to ensure the company's ability to attract high-quality employees, train, develop, and motivate them to contribute towards the company's goals. This individual must understand how to utilize effective human resources programs to achieve a competitive advantage.
From India, Delhi
Acknowledge(3)Amend(0)
The HR generalist plays a crucial role in various functions within an organization, ranging from recruitment and onboarding to training, payroll management, and employee relations. By focusing on providing frameworks, serving employees, and building strong relationships with business managers, HR generalists contribute significantly to organizational development and employee engagement. They support the day-to-day operations of the HR function, advise on performance management, and drive communication structures to align with the company's objectives. Additionally, HR generalists play a key role in employee engagement and can help in controlling turnover rates by building trust among employees. Their contributions to workforce planning, health and safety, and managing ER support are vital for the overall success of the organization. Through re-engineering HR infrastructure and implementing effective HR processes, HR generalists ensure that the company attracts and retains high-quality employees to achieve competitive advantage.
From India, Gurugram
Acknowledge(0)Amend(0)
From India, Gurugram
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
HR Manual (Employee Hand Book).doc
Employee-engage ment.prn_190.pd f