Dear HR friends,
I am enlightened with tyour discussions and explanations. I myself is not a HR person, I am a social worker and i have the same questions that were asked in this discussion. As social worker, I do handle different kinds, tribes, of people where values, cultures, education, etc. differ in so many ways. Thats why I love reading different discussions here because it gives me different prospective or view and help me a lot in dealing my own \"constituents\"
Thank you everyone and keep it up. You\'ve been a great help!
GerMarf
From Philippines, Sampaloc
1I am enlightened with tyour discussions and explanations. I myself is not a HR person, I am a social worker and i have the same questions that were asked in this discussion. As social worker, I do handle different kinds, tribes, of people where values, cultures, education, etc. differ in so many ways. Thats why I love reading different discussions here because it gives me different prospective or view and help me a lot in dealing my own \"constituents\"
Thank you everyone and keep it up. You\'ve been a great help!
GerMarf
From Philippines, Sampaloc
Dear All.,
HR is the backbone of any organisation. Person without backbone understands the importance of it else No one realises its importance in life cycle. Hence it is a mandatory in present scenario to have strong backbone else one will have to shed huge costs, iterms of finace,morale,etc.etc to name few. He is the vision.,foresighter.,trouble shooter, builder of empire.,he is poilot for the craft to stear towords organisation goals objectives and accoshment of hurculion task INSHORT.
ENTER PROFESSION WITH ...........UNDERSTAND .............REALISE..................THEN .................ANSWER YOUR SELF.
From India, Bangalore
HR is the backbone of any organisation. Person without backbone understands the importance of it else No one realises its importance in life cycle. Hence it is a mandatory in present scenario to have strong backbone else one will have to shed huge costs, iterms of finace,morale,etc.etc to name few. He is the vision.,foresighter.,trouble shooter, builder of empire.,he is poilot for the craft to stear towords organisation goals objectives and accoshment of hurculion task INSHORT.
ENTER PROFESSION WITH ...........UNDERSTAND .............REALISE..................THEN .................ANSWER YOUR SELF.
From India, Bangalore
Hi,
It depends on the kind of organisation one works for. If the organisation and the people working in HR Department sees it just like an admin department, it will remain that way, and will not have enough work to justify its existence.
But if you want to be a strategic HR partner, contributing towards the business decisions, by adding value to recruitment, competency building, talent management, succession planning and constantly trying to make the place a better place to work, then HR will have sufficient work.
Regarding outsourcing of HR function, the fact of the matter is that any of the business function can be outsourced. Look at the PE firms, they invest money in different businesses and earns the profit - they are actually outsourcing different businesses
Regards,
Narayanan
From India, Mumbai
It depends on the kind of organisation one works for. If the organisation and the people working in HR Department sees it just like an admin department, it will remain that way, and will not have enough work to justify its existence.
But if you want to be a strategic HR partner, contributing towards the business decisions, by adding value to recruitment, competency building, talent management, succession planning and constantly trying to make the place a better place to work, then HR will have sufficient work.
Regarding outsourcing of HR function, the fact of the matter is that any of the business function can be outsourced. Look at the PE firms, they invest money in different businesses and earns the profit - they are actually outsourcing different businesses
Regards,
Narayanan
From India, Mumbai
The organization is likened to a Human Body and HR Department in the organization represents the heart of the human body. now the functions of the heart and you will have the idea what are the jobs of the HR manager. Dealing people with doubts and uncertain minds, people with criticizing/complaining/competing/contending/comparing attitudes are among the tough jobs of the HR Manager.
From Philippines, Cebu
From Philippines, Cebu
HR is the bridge between organisation and its associates. HR facilitates operations of the business, similar to the finance or engineering teams. The focus is the attraction, development, promotion, and success of people. Without HR, an organisation it is difficult to imagine the developement of skilled associates, who are the essential cogs in the wheel that enables bring the organisation to the top. When one looks at the resources of a organization, one think through typically of the physical assets needed and available, and then look at the workforce. Most organizations follow the path using HR for compliance and employee relations. There is no doubt that these are important aspects. But True HR value comes from being a business partner, understanding how you make money, and what talent you need to grow and be successful with an organization.
Functioanly it may seem that HR recruits, hires, manages and processes the payroll, train as required and place people in the right possions of the organisation, however there are a lot of other aspects that go into making all this possible. HR actually helps the organization reach its goals and objectives faster than the fixed period of time. HR department manages the talent pool and provides the management support in accomplishing organizational objectives. In other words, HR handles the intellectual management; being in charge of recruitment, of employer and associate relations; assist associates in developing their career, by being in-charge of training. HR is an integral part of the business that manages the workforce in a way that can be as productive and efficient as possible with whatever, the resources available. Ensures compliances on all employee related issues, not only to reduce the risks of employment, but it also assists the line managers in the training, development and motivation of staff. Line Managers and Directors, we know have the expertise in the operation of the business, budgetting, forecasting industry developments and general commercial awareness. HR works with the Management team to ensure business goals are achieved through people management. They will look at effective recrutiment, reward and recognition, absence management, performance management and appraisals, disciplinary and dismissal, learning and talent management.
HR is literally the character and the face of an organizatin, which enhances the value of an organization. It begins from the time when a prospective professional walks in for interview in the organization till he leaves the premises of the organization, successful or not is another questio, but the way the prospect gets treated, the way the complete recruitment activity is scheduled, tells lots about the company. All of this shows what a pivotal role HR plays in any organization.
Today all over the world there is a talent crunch, therefore recrutiment is a costly affair, and the costs are constantly rising, therefore every business is at risk if the processes are not within reasonable prices and best practices. HR holds the responsibility on this aspect called recruitment. HR cannot be a reactive solution to these problems but it can help a company proactively attract, hire, and retain good talented associates, by following the correct procedures for improving the organisations reputation, credibility and commitment from staff, thus becoming an employer of choice and reducing unecessary and unplanned overheads and labour turnover.
Recruiting is a time consuming process, which requires specific techniques and knowledge, (that's why HR is so important:). Its what connects the potential employees with the potential employment. Its what helps the company to sift through the candidates and select the best ones/fitting the job requirements! And if we are talking about a big company - than the HR Dpt. is irreplaceable!
When a prospect gets hired it is HR's responsibility to ensure that this individual in the company is properly utilized like the others, as per their ability to perform assigned duties well and also to act as an devil advocate so that problems and issues are resolved immediately. In short it is to ensure smooth functioning of workflow, good working environment etc.
Associates, at least in the knowledge industry like IT are the capital, the real investment in terms of cost to business as they employed to produce goods and services, in that, they are the revenue genrators, so it is important to facilitate management correctly.
There other different levels of HR suport come from basic policy and process formation to administration management, welfare management, cultural management, right through to strategic management at board level. A value-added HR organization can provide a strategic look at demands of the business, the future needs of the organization from a talent perspective, and the actions necessary to meet those needs for the business.
Some of what has been already said provides a fairly good insight to the tactical part of the HR role, however, there is an aspect of the function that is overlooked due to the history of how companies have used the department in the past, and that is the strategic value an HR professional can provide a company. Large companies for instance have a large HR team of 50-100 associates at various levels in addition to advisors and consultants with variety of specializations and expertise. Some smaller/medium businesses can have a small team of HR assistants or perhaps outsource their HR to get more expert professional support from an external provider. Every business will have a different need dependant on their industry, staff issues and management structure.
HR is the best support mechanism for the management, managers and for the associates together, to be successful, so the activites are much more than one can imagine and cast a list.
From India, Hyderabad
Functioanly it may seem that HR recruits, hires, manages and processes the payroll, train as required and place people in the right possions of the organisation, however there are a lot of other aspects that go into making all this possible. HR actually helps the organization reach its goals and objectives faster than the fixed period of time. HR department manages the talent pool and provides the management support in accomplishing organizational objectives. In other words, HR handles the intellectual management; being in charge of recruitment, of employer and associate relations; assist associates in developing their career, by being in-charge of training. HR is an integral part of the business that manages the workforce in a way that can be as productive and efficient as possible with whatever, the resources available. Ensures compliances on all employee related issues, not only to reduce the risks of employment, but it also assists the line managers in the training, development and motivation of staff. Line Managers and Directors, we know have the expertise in the operation of the business, budgetting, forecasting industry developments and general commercial awareness. HR works with the Management team to ensure business goals are achieved through people management. They will look at effective recrutiment, reward and recognition, absence management, performance management and appraisals, disciplinary and dismissal, learning and talent management.
HR is literally the character and the face of an organizatin, which enhances the value of an organization. It begins from the time when a prospective professional walks in for interview in the organization till he leaves the premises of the organization, successful or not is another questio, but the way the prospect gets treated, the way the complete recruitment activity is scheduled, tells lots about the company. All of this shows what a pivotal role HR plays in any organization.
Today all over the world there is a talent crunch, therefore recrutiment is a costly affair, and the costs are constantly rising, therefore every business is at risk if the processes are not within reasonable prices and best practices. HR holds the responsibility on this aspect called recruitment. HR cannot be a reactive solution to these problems but it can help a company proactively attract, hire, and retain good talented associates, by following the correct procedures for improving the organisations reputation, credibility and commitment from staff, thus becoming an employer of choice and reducing unecessary and unplanned overheads and labour turnover.
Recruiting is a time consuming process, which requires specific techniques and knowledge, (that's why HR is so important:). Its what connects the potential employees with the potential employment. Its what helps the company to sift through the candidates and select the best ones/fitting the job requirements! And if we are talking about a big company - than the HR Dpt. is irreplaceable!
When a prospect gets hired it is HR's responsibility to ensure that this individual in the company is properly utilized like the others, as per their ability to perform assigned duties well and also to act as an devil advocate so that problems and issues are resolved immediately. In short it is to ensure smooth functioning of workflow, good working environment etc.
Associates, at least in the knowledge industry like IT are the capital, the real investment in terms of cost to business as they employed to produce goods and services, in that, they are the revenue genrators, so it is important to facilitate management correctly.
There other different levels of HR suport come from basic policy and process formation to administration management, welfare management, cultural management, right through to strategic management at board level. A value-added HR organization can provide a strategic look at demands of the business, the future needs of the organization from a talent perspective, and the actions necessary to meet those needs for the business.
Some of what has been already said provides a fairly good insight to the tactical part of the HR role, however, there is an aspect of the function that is overlooked due to the history of how companies have used the department in the past, and that is the strategic value an HR professional can provide a company. Large companies for instance have a large HR team of 50-100 associates at various levels in addition to advisors and consultants with variety of specializations and expertise. Some smaller/medium businesses can have a small team of HR assistants or perhaps outsource their HR to get more expert professional support from an external provider. Every business will have a different need dependant on their industry, staff issues and management structure.
HR is the best support mechanism for the management, managers and for the associates together, to be successful, so the activites are much more than one can imagine and cast a list.
From India, Hyderabad
Apart from the general routine work like recruitment, payroll processing, attendance, etc the HR Manager has to keep counselling staff on various issues. In fact this in itself is a vexing and time-consuming task. In addition, he monitors travelling and conveyances expenses of managers in other departments, manage HR budgeting which itself is like a tight-rope walking. He also keeps himself abreast of attrition rates in various industries, tackles various issues with the local municipal authorities, monitors office utilities, as also with the PF & ESIC authorities, monitors the fleet of company cars and drivers, follows various induction processes for new joiners, in cases like mine, he gets into operations and manages the team, counsels the bosses on various policies, and when such issues become ugly, he has to maintain his cool and steer the boardroom discussions in the proper direction . . . the list is endless.
Anyone who thinks that the grass is green this side, is welcome to e
From India, Mumbai
Anyone who thinks that the grass is green this side, is welcome to e
From India, Mumbai
hi
Thanks to the members for explaing the importance of HR manager role.
HR manager has a role to play as cushion between Head of organisation and employees. HR manager plays major role keeping goals of the organisation and create an environment congineal to acheive the goals. In making things happen he takes care of every aspect and achieve. the activites comprises of initial stage of making HR policies, make his team strong enough to do right coordination with production teams and managers in selecting right people , right time and empower them to produce results. Though it looks easy to comment, to drive the whole gamut of employees towards acheiving organisation goals is a tough job. HR manager should be bold enough to look ahead and face the situations and win. Organisation always see HR manager a winner as result it wins.
From India, Hyderabad
Thanks to the members for explaing the importance of HR manager role.
HR manager has a role to play as cushion between Head of organisation and employees. HR manager plays major role keeping goals of the organisation and create an environment congineal to acheive the goals. In making things happen he takes care of every aspect and achieve. the activites comprises of initial stage of making HR policies, make his team strong enough to do right coordination with production teams and managers in selecting right people , right time and empower them to produce results. Though it looks easy to comment, to drive the whole gamut of employees towards acheiving organisation goals is a tough job. HR manager should be bold enough to look ahead and face the situations and win. Organisation always see HR manager a winner as result it wins.
From India, Hyderabad
Department is connected to Human resource. Any activity connected to Human i.e Recruitment to retirement is duty of HR dept.
From India, Hyderabad
From India, Hyderabad
Dear Amina,
As the expert rightly said HR Manager has the activities all around the year. Beside the few activities mentioned above, HR manager is also responsible for Planning Events, Payroll, Yearly Picnic, etc for the Motivation of Human Resource. Hr Manager also responsible to see that Human Resource is utilizes in proper and its optimum and in the efficient way which require proper planning.
No work is Small and Simple.
Thanks & Regards,
Santosh
From India, Mumbai
As the expert rightly said HR Manager has the activities all around the year. Beside the few activities mentioned above, HR manager is also responsible for Planning Events, Payroll, Yearly Picnic, etc for the Motivation of Human Resource. Hr Manager also responsible to see that Human Resource is utilizes in proper and its optimum and in the efficient way which require proper planning.
No work is Small and Simple.
Thanks & Regards,
Santosh
From India, Mumbai
Hi.... these are the HR main functions.... and you can plan accordingly so that you will not be lazy on day to day work.
- thanks - venkat - venky1342@gmail.com
Managing the Job Search and Selection for a Vacant Position
Finalizing the Hire of a Regular or Temporary Employee
Orienting a New Employee
Hiring a Short-Term Casual
Hiring an Agency Temporary (Non-Student)
Hiring a Work-Study Student
Hiring a Student for a Casual Job
Hiring a Consultant
Promotions and Transfers
Creating or Changing an Officer or Non-Union Support Staff Position
Promoting an Employee to a New, Existing or Reclassified Position
Transferring an Employee to a New Department
Pay and Additional Compensation
Managing Union Support Staff Pay
Managing Administrative Officer and Non-Union Support Staff Pay
Paying Approved Additional Compensation for Exceptional Performance
Managing Acting Appointments
Managing Other Pay Issues
Employee Performance and Discipline
Managing Administrativ
From India, Bangalore
- thanks - venkat - venky1342@gmail.com
Managing the Job Search and Selection for a Vacant Position
Finalizing the Hire of a Regular or Temporary Employee
Orienting a New Employee
Hiring a Short-Term Casual
Hiring an Agency Temporary (Non-Student)
Hiring a Work-Study Student
Hiring a Student for a Casual Job
Hiring a Consultant
Promotions and Transfers
Creating or Changing an Officer or Non-Union Support Staff Position
Promoting an Employee to a New, Existing or Reclassified Position
Transferring an Employee to a New Department
Pay and Additional Compensation
Managing Union Support Staff Pay
Managing Administrative Officer and Non-Union Support Staff Pay
Paying Approved Additional Compensation for Exceptional Performance
Managing Acting Appointments
Managing Other Pay Issues
Employee Performance and Discipline
Managing Administrativ
From India, Bangalore
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