Hello friends
I want to know what type of work is done by the HR department in the offices.what exactly HR executives in their real world?i want to have a basic idea of real life work in HR field n also the type of difficuties and cases faced by HR people . please help
Regards :-
PRIYA
From India, New Delhi
I want to know what type of work is done by the HR department in the offices.what exactly HR executives in their real world?i want to have a basic idea of real life work in HR field n also the type of difficuties and cases faced by HR people . please help
Regards :-
PRIYA
From India, New Delhi
Dear Priya,
The Role which HR plays in the current business scenario is crucial and involves that of Change Management and Business Partner which involves accountability to Key Decisions of Business. Few Years before from now , HR was seen as a Support Function but now HR has a equal SAY in all areas of Business. So you can imagine the importance of HR.
The Role of HR has moved from traditional functions of Recruitment , Payroll and Benefits to new areas like Talent Acquisition and Retention, Succession Planning, Training Need Identification and Knowledge Management, Managing Mergers, Acquisitions,Managing Corporate Culture and Diversification.
So these are new areas added to HR basket and also challenging ones. In a business environment which is full of uncertainties and recession , HR has to play a role of motivator,facilitiator of performance within the organization, retention of talent .These are the major challenges faced by HR .
Regards,
Sumeet
From India, Mumbai
45The Role which HR plays in the current business scenario is crucial and involves that of Change Management and Business Partner which involves accountability to Key Decisions of Business. Few Years before from now , HR was seen as a Support Function but now HR has a equal SAY in all areas of Business. So you can imagine the importance of HR.
The Role of HR has moved from traditional functions of Recruitment , Payroll and Benefits to new areas like Talent Acquisition and Retention, Succession Planning, Training Need Identification and Knowledge Management, Managing Mergers, Acquisitions,Managing Corporate Culture and Diversification.
So these are new areas added to HR basket and also challenging ones. In a business environment which is full of uncertainties and recession , HR has to play a role of motivator,facilitiator of performance within the organization, retention of talent .These are the major challenges faced by HR .
Regards,
Sumeet
From India, Mumbai
Dear Priya,
Basic things in generalist profile are:-
Recruitment
Payroll Processing
Attendance Management
Leave Management
Exit Interviews
File Management
Policy formulation,Implementation and managing the same.
Interaction with employees
Employee grievances
Statutory Compliances like PF and ESI
Gunjan
From India, New Delhi
Basic things in generalist profile are:-
Recruitment
Payroll Processing
Attendance Management
Leave Management
Exit Interviews
File Management
Policy formulation,Implementation and managing the same.
Interaction with employees
Employee grievances
Statutory Compliances like PF and ESI
Gunjan
From India, New Delhi
thanx Gunjan for information but i am not aware about Payroll Processing like PF,ESI and all .....
From India, New Delhi
From India, New Delhi
Hi
Hr plays very important role in building the organization ,hr person is bridge between management expectation and employee achievement .HR will not only takecare of management people but also staff worker too.
Previously it was personal management but now HRD . personal management the scope is limited but HRD the scope has no limit .
From India, Ahmedabad
Hr plays very important role in building the organization ,hr person is bridge between management expectation and employee achievement .HR will not only takecare of management people but also staff worker too.
Previously it was personal management but now HRD . personal management the scope is limited but HRD the scope has no limit .
From India, Ahmedabad
Hi Priya,
Basic work for HR dept. or HR people:-
1. Recruitment process / Cycle.
2. Wage & Salary administration
3. Training & Development
4. Compensation & Benefit
5. Employees satisfaction & Incentives
6. Welfare , Safety & Health of employee
7. CSR
Thanks & Regards
Kunal Kulkarni
HR & Admin.
From India, Nasik
Basic work for HR dept. or HR people:-
1. Recruitment process / Cycle.
2. Wage & Salary administration
3. Training & Development
4. Compensation & Benefit
5. Employees satisfaction & Incentives
6. Welfare , Safety & Health of employee
7. CSR
Thanks & Regards
Kunal Kulkarni
HR & Admin.
From India, Nasik
Dear Priya,
For that you have to take knowledge of Statutory Compliances which involves PF and ESI.
PF Contribution is calculated:- 12% of Employee Basic Salary and 12% of Employer. The ceiling is fixed by law is 6500 means 12% of this is 780/- Rs. but in some Companies on the wish on employee and Employer 12% is deducted not on ceiling but on basic salary.
For Exp:- if an employee Basic Salary is 8000. As per ceiling of 6500 rs only 780 rs. will be deducted from
But on other part 960 rs. will be deducted.
ESI is paid for those employees who are getting salary less than 15000. 1.75% is deducted from employee part and 4.75 is deducted from employer part.
From India, New Delhi
For that you have to take knowledge of Statutory Compliances which involves PF and ESI.
PF Contribution is calculated:- 12% of Employee Basic Salary and 12% of Employer. The ceiling is fixed by law is 6500 means 12% of this is 780/- Rs. but in some Companies on the wish on employee and Employer 12% is deducted not on ceiling but on basic salary.
For Exp:- if an employee Basic Salary is 8000. As per ceiling of 6500 rs only 780 rs. will be deducted from
But on other part 960 rs. will be deducted.
ESI is paid for those employees who are getting salary less than 15000. 1.75% is deducted from employee part and 4.75 is deducted from employer part.
From India, New Delhi
HR plays a strategic role in an organisation. It is beyond the managing the payrolls and statutory compliances in routine. Briefly it is:
Employee Welfare and Benefit Administration
Co-ordination and follow up for welfare initiatives with HR, RBM, Store and Admin
Processing and co-ordination with vendors for Hospitalization claims
Processing and co-ordination for domiciliary claims
Processing for various loans for employees
Employee Engagement
Employee Engagement/ OHI (Organisational Health Index) Survey: Drive action plans based on Employee Engagement/ OHI findings to address gaps "
"Meetings - MRM
Recruitments, Attrition, Planning, TAT for recruitment
Law Compliances and Obstacles
Payroll issues
Employee Grievances, Performances
Recruitment -
Discussion with HR vendors for empanelment
Coordination with vendors for CVs
Co-ordination of news paper Advertisementt
Interviews
Reference Check
Coordination for final round of interviews with respective heads
Follow-up for fitments
Follow-up for Offer letter
Filling in the Duty joining Forms
Account nos for new employees
Maintain data bank of SL candidates for future use
Processing of Papers and systems entries
Induction program and coordination for the same
Talent Management
Identify and manage key talent groups for the organization
Hi-Pots...Successors to key positions
Group MTs
Any other critical talent group for the company.
Drive set of developmental and retention initiatives/ programs for the key talent groups through: Individual Development Plans...Specialized training programs...Job rotations...Mentoring/ Coaching...Competitive salary...Retention-risk analysis. "
Performance management
Being a part of discussion with every employee
Enabling setting, flow and implementation of KRA's
Updating & Discussion on PMS status with HR, RBM, Store Mangers
Organizing necessary data/reports for the meetings
Discussion on Promotion and ratings
Motivation &Rewards and Recognition
Processing of awards
Coordination with Store Managers & BM for nominations
Reports on Rewards and Recognition
Co-ordination for incentive/ prolip data from stores and HR
Learning and Development
Learning and Development (including Leadership Development): Design/ Implement leadership development programs for top leadership team at various levels...Level Based Training...Design/ implement training programs based on competency gap assessment. "
From India, Jaipur
Employee Welfare and Benefit Administration
Co-ordination and follow up for welfare initiatives with HR, RBM, Store and Admin
Processing and co-ordination with vendors for Hospitalization claims
Processing and co-ordination for domiciliary claims
Processing for various loans for employees
Employee Engagement
Employee Engagement/ OHI (Organisational Health Index) Survey: Drive action plans based on Employee Engagement/ OHI findings to address gaps "
"Meetings - MRM
Recruitments, Attrition, Planning, TAT for recruitment
Law Compliances and Obstacles
Payroll issues
Employee Grievances, Performances
Recruitment -
Discussion with HR vendors for empanelment
Coordination with vendors for CVs
Co-ordination of news paper Advertisementt
Interviews
Reference Check
Coordination for final round of interviews with respective heads
Follow-up for fitments
Follow-up for Offer letter
Filling in the Duty joining Forms
Account nos for new employees
Maintain data bank of SL candidates for future use
Processing of Papers and systems entries
Induction program and coordination for the same
Talent Management
Identify and manage key talent groups for the organization
Hi-Pots...Successors to key positions
Group MTs
Any other critical talent group for the company.
Drive set of developmental and retention initiatives/ programs for the key talent groups through: Individual Development Plans...Specialized training programs...Job rotations...Mentoring/ Coaching...Competitive salary...Retention-risk analysis. "
Performance management
Being a part of discussion with every employee
Enabling setting, flow and implementation of KRA's
Updating & Discussion on PMS status with HR, RBM, Store Mangers
Organizing necessary data/reports for the meetings
Discussion on Promotion and ratings
Motivation &Rewards and Recognition
Processing of awards
Coordination with Store Managers & BM for nominations
Reports on Rewards and Recognition
Co-ordination for incentive/ prolip data from stores and HR
Learning and Development
Learning and Development (including Leadership Development): Design/ Implement leadership development programs for top leadership team at various levels...Level Based Training...Design/ implement training programs based on competency gap assessment. "
From India, Jaipur
Dear Priya,
HR can be looked at as Business Transformation and Organisation Transformation in general.
With population of 1.2 Billion+, Our Country is in need of Transformation in everything we do in our life. Be it work or family or social, HR - Human Resource plays vital role indeed.
It would nice if you share your career plans as to how you wish to explore your professional life in HR, this would be the key to support you with specific inputs pertaining to your career and your goals.
Trust i added some perspectives for you to think about it.
Thanks and Regards,
M.K.Anand
Solution Architect
SEE CHANGE CONSULTING, Chennai
+91 94440.25283
Twitter : @mkanand
From India, Madras
HR can be looked at as Business Transformation and Organisation Transformation in general.
With population of 1.2 Billion+, Our Country is in need of Transformation in everything we do in our life. Be it work or family or social, HR - Human Resource plays vital role indeed.
It would nice if you share your career plans as to how you wish to explore your professional life in HR, this would be the key to support you with specific inputs pertaining to your career and your goals.
Trust i added some perspectives for you to think about it.
Thanks and Regards,
M.K.Anand
Solution Architect
SEE CHANGE CONSULTING, Chennai
+91 94440.25283
Twitter : @mkanand
From India, Madras
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