Hi All, Can someone share with me the exact duties and responsiblities of a HR Generalist. Apart from the broad areas, can somebody let me know the exact duties? Regards, Santosh Verma.
From India, Bangalore
4From India, Bangalore
Well Santosh As per my Knowledge Generalist are recruited to start up a proper HR process in an oganization where there is completely no existence of HR. Where he has to handle right from Recruitment, T&D, Performance Appraissal etc
Yes also see to it some general things are maintained like attendance register with employees signing in regularly, Clear dscription of job profiles etc
Regards
Ank
From India, Pune
Yes also see to it some general things are maintained like attendance register with employees signing in regularly, Clear dscription of job profiles etc
Regards
Ank
From India, Pune
[color=blue]Hi,
This what all I perform as a HR Generalist.
Recruitment
Hands on management of full cycle recruitment process across full spectrum of hires, including vendor management, screening, interviewing, managing technical & psychometric testing processes, facilitation of Pre-Employment Screening processes, negotiating offers and post-offer candidate management
Develop Macquarie ISD employment brand through various channels to market, leveraging Macquarie brand. Ensure candidate care is appropriate and contributes to branding initiatives
Provide thought leadership, advice and training / guidance for hiring managers on Recruitment practice , psychometric assessment interpretation and interviewing techniques
Explore viability of non-traditional recruitment methods and innovative attraction & resourcing techniques
Source and provide advice on local market remuneration, benefits and practices.
Keep appraised of IT recruitment industry trends, best practice and peer/competitor awareness
Talent Management , Learning & Career Development
Work closely with HR and Learning & Development to drive following initiatives:
Provide framework and education / development of Performance Management processes for managers
Leadership Development for local leaders. Identify leadership potential, ensure career opportunities and development paths in place
Ensure training and development opportunities more generally are appropriate and available.
Other Responsibilities
Contact point for any disciplinary, performance management or grievance processes.
HR coordinator and contact point for mid-year and annual appraisal processes
ISD HR point of contact for any HR-related Macquarie wide initiatives , eg staff survey, turnover reporting, any mandated HR processes
Contact point for OH&S
Required Skills and Experience
Excellent relationship management skills
Sound judgement, discretion
Effective communicator
Able to operate independently within context of a global team
Ability to establish credibility through knowledge and delivery
Ability to operate in dynamic, changing environment
Commercial
Priority management, able to manage recruitment spikes and high volumes
Manage competing demands, priorities of multiple stakeholders
Rdgs,
Rinky
From India, Lucknow
This what all I perform as a HR Generalist.
Recruitment
Hands on management of full cycle recruitment process across full spectrum of hires, including vendor management, screening, interviewing, managing technical & psychometric testing processes, facilitation of Pre-Employment Screening processes, negotiating offers and post-offer candidate management
Develop Macquarie ISD employment brand through various channels to market, leveraging Macquarie brand. Ensure candidate care is appropriate and contributes to branding initiatives
Provide thought leadership, advice and training / guidance for hiring managers on Recruitment practice , psychometric assessment interpretation and interviewing techniques
Explore viability of non-traditional recruitment methods and innovative attraction & resourcing techniques
Source and provide advice on local market remuneration, benefits and practices.
Keep appraised of IT recruitment industry trends, best practice and peer/competitor awareness
Talent Management , Learning & Career Development
Work closely with HR and Learning & Development to drive following initiatives:
Provide framework and education / development of Performance Management processes for managers
Leadership Development for local leaders. Identify leadership potential, ensure career opportunities and development paths in place
Ensure training and development opportunities more generally are appropriate and available.
Other Responsibilities
Contact point for any disciplinary, performance management or grievance processes.
HR coordinator and contact point for mid-year and annual appraisal processes
ISD HR point of contact for any HR-related Macquarie wide initiatives , eg staff survey, turnover reporting, any mandated HR processes
Contact point for OH&S
Required Skills and Experience
Excellent relationship management skills
Sound judgement, discretion
Effective communicator
Able to operate independently within context of a global team
Ability to establish credibility through knowledge and delivery
Ability to operate in dynamic, changing environment
Commercial
Priority management, able to manage recruitment spikes and high volumes
Manage competing demands, priorities of multiple stakeholders
Rdgs,
Rinky
From India, Lucknow
hi santosh verma,
This is gopala krishna from chennai city. i am here attaching the list of HR GENERALIST duties which i am telling from my 6 years of hard core HR experience and expousre.
receipt me after receiving the mail and can contact me further in HR regard.
REgards,
GOPALA KRISHNA
From India, Madras
This is gopala krishna from chennai city. i am here attaching the list of HR GENERALIST duties which i am telling from my 6 years of hard core HR experience and expousre.
receipt me after receiving the mail and can contact me further in HR regard.
REgards,
GOPALA KRISHNA
From India, Madras
Thank You for the Information,,,,,,
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...list&submit=Go
From India, Coimbatore
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...list&submit=Go
From India, Coimbatore
Hi Santosh & Gopala Krishna,
I am very interested and impressed with this kind of Job benchmarking with Strategies. Could I get in touch with you regarding such kind of queries?Pls provide your nos in that case.
I am working with Assessment Tools and this is exactly what we do. In fact the way we proceed is:
Many Corporates dysfunctions happen due to lack of
Actually Indians are very Hardworking. So instead of bantering over eachother if we can assist one another in getting clarity , the present challenging Changes will not prove a crisis for us....
If more details are needed and Assessments to be adminitered do get in touch.
Have a GR8 Day!
I would like to end with a favorite Quote:
Patience and perseverance have a magical effect before which difficulties disappear and obstacles vanish.-John Quincy Adams
Regards,
Sujatha
98408 54301
Head-Training & Assessments
Pravarra
From India, Bhilai
I am very interested and impressed with this kind of Job benchmarking with Strategies. Could I get in touch with you regarding such kind of queries?Pls provide your nos in that case.
I am working with Assessment Tools and this is exactly what we do. In fact the way we proceed is:
- Select a Job Role
Define KRAs
Select after Discussions Role related job Functions + Accountabilities
Strategising
Allocate percentage Time spent per week for each KRA
we list Action needed
identify Behaviour required
Its a big effort Initially but with benchmarking +administering Assessment tools and then zeroing on the right Candidates saves the Company a mismatched combination.
And when we present the Blue Print this way the candidate becomes very clear about what is expected from them for the job at hand.
Many Corporates dysfunctions happen due to lack of
- Job Clarity
Job KRAs related function misjudgement
Justification of the Post. Since it is directly associated with Accountability.
Actually Indians are very Hardworking. So instead of bantering over eachother if we can assist one another in getting clarity , the present challenging Changes will not prove a crisis for us....
If more details are needed and Assessments to be adminitered do get in touch.
Have a GR8 Day!
I would like to end with a favorite Quote:
Patience and perseverance have a magical effect before which difficulties disappear and obstacles vanish.-John Quincy Adams
Regards,
Sujatha
98408 54301
Head-Training & Assessments
Pravarra
From India, Bhilai
Duties of a HR Generalist
Assume that you in control of a ship. Anything and anybody who has a problem will be your problem. In trying to resolve these you will need all possible skill sets to get the ship on course.
In broad it will cover the following areas
1. Recruitment
2. Training and Development
3. Performance Management Systems
4. Industrial Relations
5. Employee Welfare and Grievance Handling
6. Liaison with Govt Officials
7. Administrative head of Security/ Office Upkeep/ Canteen
8. Corporate Social Responsibility
This is just to name a few.
Assume that you in control of a ship. Anything and anybody who has a problem will be your problem. In trying to resolve these you will need all possible skill sets to get the ship on course.
In broad it will cover the following areas
1. Recruitment
2. Training and Development
3. Performance Management Systems
4. Industrial Relations
5. Employee Welfare and Grievance Handling
6. Liaison with Govt Officials
7. Administrative head of Security/ Office Upkeep/ Canteen
8. Corporate Social Responsibility
This is just to name a few.
Dear All
I am Sandeep working as an HR-Executive.
I want to know the role of HR in selection procedure for higher Level (Management Post) candidates , Highly experienced person.
WHAT KIND OF Question shall we ask or how to "JUDGE" them.
Pls Help Me.
Rd
Sandeep
From India, Pune
I am Sandeep working as an HR-Executive.
I want to know the role of HR in selection procedure for higher Level (Management Post) candidates , Highly experienced person.
WHAT KIND OF Question shall we ask or how to "JUDGE" them.
Pls Help Me.
Rd
Sandeep
From India, Pune
Hi,
U are doing gr8 job.
Can UA help me in Recruitment & selection process.
1) I have to recruit candidates from competitor org".
2) Secondly How to do selection & Interview of higher Level (Mgt Level) personnel.
Pls help me out.
Rd
Sandeep
From India, Pune
U are doing gr8 job.
Can UA help me in Recruitment & selection process.
1) I have to recruit candidates from competitor org".
2) Secondly How to do selection & Interview of higher Level (Mgt Level) personnel.
Pls help me out.
Rd
Sandeep
From India, Pune
Dear All,
I would like to say in that profile of HR generalist in Service and Manufactuting Industry varies because in manufacturing compnaies IR and need to deal with Labour Union .
The person has to be well equipped with Industrial relations, policies, labour legislation, grievances handlig whereas in service we dont deal with factory workers, employess are well educated so HR generalsit should be more on strategic HR ,talent management ,employee engagament proragms etc.
I hope it will give you clear picture.
Gauri
From India, Delhi
I would like to say in that profile of HR generalist in Service and Manufactuting Industry varies because in manufacturing compnaies IR and need to deal with Labour Union .
The person has to be well equipped with Industrial relations, policies, labour legislation, grievances handlig whereas in service we dont deal with factory workers, employess are well educated so HR generalsit should be more on strategic HR ,talent management ,employee engagament proragms etc.
I hope it will give you clear picture.
Gauri
From India, Delhi
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