Welcome to Scribd, the world's digital library. Read, publish, and share books and documents. See more
Download
Standard view
Full view
of .
Look up keyword
Like this
81Activity
0 of .
Results for:
No results containing your search query
P. 1
Roles of HR Generalist

Roles of HR Generalist

Ratings: (0)|Views: 16,828|Likes:
Published by Sals777
Roles of HR Generalist
Roles of HR Generalist

More info:

Published by: Sals777 on Sep 30, 2009
Copyright:Attribution Non-commercial

Availability:

Read on Scribd mobile: iPhone, iPad and Android.
download as DOC, PDF, TXT or read online from Scribd
See more
See less

08/04/2013

pdf

text

original

 
In the era when we are try to outsource most of the functions…in some of theorganizations even the total HR-Functions are outsourced…what are the various rolesthat an HR-Professional can look up to. I have spoken to many recruitment consultants but somehow they failed to give the clarity of role that they are “Head Hunting” for.People with in the organization…at times are just overlapping the various functions. Inthis write-up…I am just trying to explain the various roles that HR Professionals can playin New Economy…along with the traits required for each function.Recruitment Team (Sourcing, Hiring, Staffing, Talent Acquisition Etc)Lets start with Recruitment Team. This team is also known as Sourcing or Hiring oStaffing or Talent Acquisition team in various organizations. They are “Sales People”within HR Department. Their main role is to get “Best of the Talent” available in themarket. Hence, they need to know what exactly they are looking for. Their role starts with“Talent Requisition” raised by the respective department…and ends only with Inductionof the New Hire. In between, he needs to prepare the Job Description, Identify theCompetencies required, Identify the source for hiring, Interview the candidate,Coordinate the interview with the respective department and complete thedocumentation.The various competencies that one must have to be a part of the Recruitment Team are asfollows:1) Should have excellent knowledge about the Business of the Organization.2) Should also be aware of the competitors in the same industry.3) Need to identify the various resources for hiring and select the best one based on “CostEffectiveness” and “Urgency”.4) Should have clarity of competencies that he is looking for and also have clarity on therole a new hire is expected to play.HR-Generalist (Operations) TeamThis team is actually a backbone of the HR-Department. The job-responsibility of thisteam starts on the day of Induction with Joining Formalities. The various roles that theyare expected to perform are:1. Joining Formalities2. Handling Employee Database (Both in Soft Form and Files Management)3. Leaves and Attendance Management
 
4. Handling the payroll5. Managing advance Salary, Ad Hoc Bonuses, Loans6. Confirmations, Performance Appraisals, Performance Management7. Liaison with various government organizations for Employee Provident Funds, ESIand other Retirement Benefits8. Exit-Interviews9. Full and Final SettlementCompetencies Required1) Attention to details is a must have quality2) Self-Motivated3) Should have updated and accurate database…on any hour of the day.4) Should be good in coordination.5) Should be prompt…and fast enough in his actions.Employee Relations TeamThis team is like a “Spokesperson” of the HR-Team. They are the bridge between HR andEmployees. They are the “Policy and Strategy interpreters”. An effective “EmployeeRelations Team” can actually control the Attrition Rate of the organization. This team isexpected to play following roles:1) Handling all the queries of the employees. Be it related to Salary, Leaves, Attendance,and Transfer etc.2) They are also expected to explain the various policies, strategies and benefits toemployees.3) They are expected to stop all type of rumours and misleading communications.4) They should motivate the employees on day-to-day basis.5) They are also expected to give constructive inputs to Training and Development andOD Team.
 
6) They play an important role in “Employee Engagement” …winning the trust of theemployee and hence can help the organization in controlling the attrition rate.7) It is for this team to ensure that the employees in the organization should not leave theorganization for reasons other than salary.Competencies Required1) Highly Matured2) Level Headed3) Should be well versed with the business of the organization and its policies.4) Assertive but not aggressive.5) Should be empathetic but not emotional.6) Highly Motivated.7) Should be highly professional…in the sense, that if this team is active…employeeswill be sharing all type of doubts…concerns…information with this team…they are notexpected to misuse the information. Should not play politics…by sharing their information with others.8) Should be crisis manager.Compensation and Benefits TeamThis is fairly new role for HR-Professionals. The role of this team…changes, with thegrowth of the company. His main role is to ensure that the employees of the organizationstake maximum salary and befits to their home and lose less to Income Tax.He is the person…who decides how much to pay to the person; what all benefits to entitlehim…based on the market rate…keeping the competitive edge in the industry. He is the person…who actually announces the annual increment for an organization.This team is expected to perform following roles:1. Job Analysis2. Job Evaluation3. Grading4. Competency Mapping

Activity (81)

You've already reviewed this. Edit your review.
1 hundred reads
1 thousand reads
Neyha Gandhee liked this
Rajesh Palani liked this
Indu Priya liked this
Shalu An Angel liked this
shanmuga89 liked this
gaurav.kapil liked this
varshenin liked this
Arjun Singh liked this

You're Reading a Free Preview

Download
scribd
/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->