Dear All, Could anyone show me the program or plans if you are selected as the head of HR & GA Department? Thanks, Mutiara
From Indonesia, Jakarta
1From Indonesia, Jakarta
Hi,
I can do below mentioned activities if i am selected HR Head,
HR- Head is responsible for Whatever the HR -Executive will do and most initially i can establish good HR-Department remaining things are common.
Fore most duty of Head HR is that Budget, Manpower Planning, Cost Cutting, Performance Appraisals, understanding the Market survey towards salaries, preparation of policies, Compliance review and attrition rate.
Always he/she has to analysis the sales or business with How much we are spending the manpower / HR-Department
From India, Hyderabad
I can do below mentioned activities if i am selected HR Head,
HR- Head is responsible for Whatever the HR -Executive will do and most initially i can establish good HR-Department remaining things are common.
Fore most duty of Head HR is that Budget, Manpower Planning, Cost Cutting, Performance Appraisals, understanding the Market survey towards salaries, preparation of policies, Compliance review and attrition rate.
Always he/she has to analysis the sales or business with How much we are spending the manpower / HR-Department
From India, Hyderabad
Dear Mutiara,
Being the top leader is a dream to many, a reality to counted few. Congratulations for being offered the topmost role, in HR. The experience you have gained all this while ,in your career, rightly puts you in a position , where you can implement what is best for the organisation.
What are the top few areas that you have identified so far , during your interview with your employer? Will you have responsibilities towards both the internal and external stakeholders?
The office of an HR Head, will put in a decision making role. What are the areas that you have identified, where you will be able to bring in a change ? If you have considered the steps for development, trust you have a view to the buy-outs by the other power-centres and the budget to fuel your initiatives.
What you are aiming to achieve , defines how should the measure be set, hence the dashboard remains self-explanatory.
Implementation of HR analytics or even implementing a software based process, to curtail the scope for human error, will entirely depend on the ROI .
Training programs will require a similar review . However, acknowledging what have been done rightly so far is as important as identifying the newer needs.
Connecting with the employees and leaders with a defined goal is best explained in this document. Its quantified, hence will help you achieve it in first 30 days. I did work on this document at one of the roles, I was hired for. It helped me to make my first 30 days, super productive .
HR Leader's DashBoard for the first 30 days
Wish you all the best!
From India, Mumbai
Being the top leader is a dream to many, a reality to counted few. Congratulations for being offered the topmost role, in HR. The experience you have gained all this while ,in your career, rightly puts you in a position , where you can implement what is best for the organisation.
What are the top few areas that you have identified so far , during your interview with your employer? Will you have responsibilities towards both the internal and external stakeholders?
The office of an HR Head, will put in a decision making role. What are the areas that you have identified, where you will be able to bring in a change ? If you have considered the steps for development, trust you have a view to the buy-outs by the other power-centres and the budget to fuel your initiatives.
What you are aiming to achieve , defines how should the measure be set, hence the dashboard remains self-explanatory.
Implementation of HR analytics or even implementing a software based process, to curtail the scope for human error, will entirely depend on the ROI .
Training programs will require a similar review . However, acknowledging what have been done rightly so far is as important as identifying the newer needs.
Connecting with the employees and leaders with a defined goal is best explained in this document. Its quantified, hence will help you achieve it in first 30 days. I did work on this document at one of the roles, I was hired for. It helped me to make my first 30 days, super productive .
HR Leader's DashBoard for the first 30 days
Wish you all the best!
From India, Mumbai
There is lot more things for HEAD HR to do than we imagine because its a decision making role and he is held responsible for everything associated with HUMAN CAPITAL. It is the PRIME RESPONSIBILITY of the HEAD HR to see to that, "RIGHT PEOPLE WITH RIGHT ATTITUDE WITH RIGHT SKILLS ARE ASSIGNED RIGHT JOBS".
He must plan to setup a WORKCULTURE promoting UNBIASED DECISION MAKING PROCESS, EFFECTIVE COMMUNICATION, EFFECTIVE/PRODUCTIVE GRIEVANCE HANDLING & ADDRESSABLE SYSTEM , PERFORMANCE BASED PAY, ASSIGNMENTS SUPPORTING INDIVIDUAL TALENT/COMPETENCIES, etc.
He needs to divide his work in to MACRO & MICRO MANAGEMENT wherein MACRO SERVICES should be at 40% and MICRO at 60%. He must ensure that, all HOD's/PM's are playing the ROLE OF A COACH, STRATEGIC LEADER, MENTOR, etc. If HEADS are not upto the mark, how can we expect his team to perform to the core. HEAD HR must meet employees(workers) at ENTRY LEVEL, must interpret and solve their ISSUES which are curbed.
He must promote TALENT MANAGEMENT and support all those employees whose PERFORMANCE LEVEL is EXEMPLARY. Train all those employees whose performance is below AVERAGE LEVEL and ensure that, these employees starts performing step by step.
I think, i might have missed many points.
With profound regards
From India, Chennai
He must plan to setup a WORKCULTURE promoting UNBIASED DECISION MAKING PROCESS, EFFECTIVE COMMUNICATION, EFFECTIVE/PRODUCTIVE GRIEVANCE HANDLING & ADDRESSABLE SYSTEM , PERFORMANCE BASED PAY, ASSIGNMENTS SUPPORTING INDIVIDUAL TALENT/COMPETENCIES, etc.
He needs to divide his work in to MACRO & MICRO MANAGEMENT wherein MACRO SERVICES should be at 40% and MICRO at 60%. He must ensure that, all HOD's/PM's are playing the ROLE OF A COACH, STRATEGIC LEADER, MENTOR, etc. If HEADS are not upto the mark, how can we expect his team to perform to the core. HEAD HR must meet employees(workers) at ENTRY LEVEL, must interpret and solve their ISSUES which are curbed.
He must promote TALENT MANAGEMENT and support all those employees whose PERFORMANCE LEVEL is EXEMPLARY. Train all those employees whose performance is below AVERAGE LEVEL and ensure that, these employees starts performing step by step.
I think, i might have missed many points.
With profound regards
From India, Chennai
Please appoint me as HEAD HR for 3months. I really want to see to what extent i can do my best for the organisation and employees. Earlier, i couldn't do my best because my boss didn't support my initiatives. Although i did something better than nothing which is worth enough to be appreciated by my employees.
With profound regards
From India, Chennai
With profound regards
From India, Chennai
Can anyone tell me HOW you would be selected for this job if you could not explain properly in an interview.
You would be very lucky I was not on your interview panel, because you would have no hope of getting such a job.
I only recruit on the basis of skills, knowledge and experience.
From Australia, Melbourne
You would be very lucky I was not on your interview panel, because you would have no hope of getting such a job.
I only recruit on the basis of skills, knowledge and experience.
From Australia, Melbourne
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