Dear all, I got an interview call, where they want that the candidate must lookafter all the general HR responsibilities. Can you all please help me out saying what are those?
From India, New Delhi
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From India, New Delhi
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Hi Som General HR Role shall include Recruitment Induction T & D Leave Management Salary Performance Apprisal Personnel Files Maint. Regards SJ
From India, Patna
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14From India, Patna
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Thank you, SJ, for guiding me! I have 2 questions:
1. In recruitment, what are the steps a recruiter should follow? Specifically, I want to know about headhunting, reference checks, and lining up candidates (in brief).
2. If I asked you what quality or skill you have that would make me recruit you as a recruiter, what answer would you give?
Regards,
Somdatta
From India, New Delhi
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1. In recruitment, what are the steps a recruiter should follow? Specifically, I want to know about headhunting, reference checks, and lining up candidates (in brief).
2. If I asked you what quality or skill you have that would make me recruit you as a recruiter, what answer would you give?
Regards,
Somdatta
From India, New Delhi
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Hi Somdatta,
Major activities of a Generalist HR include:
- Recruitment Management
- Workforce Planning
- Induction Management
- Training Management
- Performance Management
- Compensation & Benefits
- Attendance Management
- Leave Management
- Benefits Management
- Overtime Management
- Payslip Distribution
- Timesheet Management
- Employee Information/Skill Management
- Grievance Redressal
- Employee Surveys
- Exit Interviews & Processes
- Health & Safety
Regards,
Amit Seth.
From India, Ahmadabad
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Major activities of a Generalist HR include:
- Recruitment Management
- Workforce Planning
- Induction Management
- Training Management
- Performance Management
- Compensation & Benefits
- Attendance Management
- Leave Management
- Benefits Management
- Overtime Management
- Payslip Distribution
- Timesheet Management
- Employee Information/Skill Management
- Grievance Redressal
- Employee Surveys
- Exit Interviews & Processes
- Health & Safety
Regards,
Amit Seth.
From India, Ahmadabad
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Thank you, Amit. I have found all the time that your responses are outstanding. By the way, can you help me by providing the answers to these two questions? I have an interview tomorrow.
1. In Recruitment, what are the steps a recruiter should follow? Specifically, I would like to know about headhunting, reference checks, and lining up (in brief).
2. If I asked you about the quality or skill you possess that would make you a great recruiter, what answer would you give?
Regards,
Somdatta
From India, New Delhi
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1. In Recruitment, what are the steps a recruiter should follow? Specifically, I would like to know about headhunting, reference checks, and lining up (in brief).
2. If I asked you about the quality or skill you possess that would make you a great recruiter, what answer would you give?
Regards,
Somdatta
From India, New Delhi
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Dear Amit, Could you please clarify the difference between Attendance Mgmt & Leave management. Please also brief about the activities covered under Benefit management. Thanks & Regards, Revathi
From India
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From India
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Hi Revathi,
Attendance Management is utilized for payroll processing as well as for record-keeping. On the other hand, Leave Management is used to track leaves availed and the balance of leaves in one's account. All the tasks related to welfare activities fall under Benefit Management.
Regards,
Amit Seth
From India, Ahmadabad
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Attendance Management is utilized for payroll processing as well as for record-keeping. On the other hand, Leave Management is used to track leaves availed and the balance of leaves in one's account. All the tasks related to welfare activities fall under Benefit Management.
Regards,
Amit Seth
From India, Ahmadabad
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Hi Somdatta,
The recruiter should be able to identify the actual needs of the organization by studying the entire existing manpower and also understand the culture of the organization to find the right candidate who can fit into the present scenario of the organization. The right candidate does not always mean a candidate with excellent academic background and experience, but a person who can fit into the present culture, perform, and excel in the current system.
Headhunting can be done by initially finding out the competitor companies and then identifying the level of needs, and as such, identifying the likely candidates in the required role.
Regards,
Joyita
From India, Ghaziabad
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The recruiter should be able to identify the actual needs of the organization by studying the entire existing manpower and also understand the culture of the organization to find the right candidate who can fit into the present scenario of the organization. The right candidate does not always mean a candidate with excellent academic background and experience, but a person who can fit into the present culture, perform, and excel in the current system.
Headhunting can be done by initially finding out the competitor companies and then identifying the level of needs, and as such, identifying the likely candidates in the required role.
Regards,
Joyita
From India, Ghaziabad
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Hi Joyeeta,
Thank you for sharing your knowledge. It would be better if you could cite an example of headhunting. This would make it easier for me to understand.
By the way, this is how I perceive it:
I am a recruiter. If a client approaches me, stating they have an NGO and need 3-4 candidates for the position of manager with specific qualities, what should I do? I would begin searching for candidates in other NGOs who possess the required skills and qualities for a managerial role. I may also consider approaching existing managers in those NGOs and enticing them with the opportunity available if they join the client's NGO.
If my interpretation is correct, could you guide me on where I can access a large database to identify individuals currently employed at different companies? Additionally, do you think this approach is ethical?
If my understanding is incorrect, please provide a clear example to help me grasp the concept better.
Thank you,
Somdatta
From India, New Delhi
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Thank you for sharing your knowledge. It would be better if you could cite an example of headhunting. This would make it easier for me to understand.
By the way, this is how I perceive it:
I am a recruiter. If a client approaches me, stating they have an NGO and need 3-4 candidates for the position of manager with specific qualities, what should I do? I would begin searching for candidates in other NGOs who possess the required skills and qualities for a managerial role. I may also consider approaching existing managers in those NGOs and enticing them with the opportunity available if they join the client's NGO.
If my interpretation is correct, could you guide me on where I can access a large database to identify individuals currently employed at different companies? Additionally, do you think this approach is ethical?
If my understanding is incorrect, please provide a clear example to help me grasp the concept better.
Thank you,
Somdatta
From India, New Delhi
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