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Core Competencies for HR Managers

The document outlines the key responsibilities of an HR professional including recruitment and selection, induction and orientation, training and development, compensation and benefits, performance management, employee relations, and other HR management activities. Specifically, it involves gathering job requirements, conducting interviews, onboarding new employees, developing training programs, managing compensation and benefits, conducting performance reviews, handling employee relations issues, and maintaining HR records and reporting.

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manjushree
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365 views3 pages

Core Competencies for HR Managers

The document outlines the key responsibilities of an HR professional including recruitment and selection, induction and orientation, training and development, compensation and benefits, performance management, employee relations, and other HR management activities. Specifically, it involves gathering job requirements, conducting interviews, onboarding new employees, developing training programs, managing compensation and benefits, conducting performance reviews, handling employee relations issues, and maintaining HR records and reporting.

Uploaded by

manjushree
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
  • Recruitment and Selection: Outlines the steps and competencies involved in recruiting and selecting suitable candidates for job positions, including job description management and interview processes.
  • Induction and Orientation: Discusses the procedures for effectively onboarding new employees and introducing them to company culture and operations.
  • Compensation and Benefits: Describes the management of employee salaries, benefits, and other compensation-related activities to ensure regulatory compliance.
  • Training and Development: Focuses on developing staff skills and competencies through structured training programs and educational initiatives.
  • Policies and Procedures: Covers creation and implementation of workplace policies and procedural guidelines to ensure consistent operations.
  • Talent Management and Succession Planning: Focuses on identifying and nurturing key talent within the company for future leadership roles.
  • Performance Appraisals: Details methods for evaluating employee performance to motivate and guide career growth and retention.
  • Other HRM: Covers miscellaneous HR management tasks such as time management systems and attendance tracking.
  • Employee Relations: Explains maintaining healthy employee relations through welfare measures and conflict management.
  • Administrative Duties: Outlines standard administrative tasks within HR, including personnel records management and policy adherence documentation.
  • Job Analysis and Competency Mapping: Discusses methods to analyze job roles and map competencies required for effective performance.
  • Personal Skills: Focuses on developing personal skills necessary for HR operations, including communication and analytical skills.

Sl no 1

HR process Recruitment and Selection


Competencies
Gathering job description and job specifications about the requirements from various managers. Working on various requirements based of JD and JS. Managing preliminary HR interviews and screening process. Coordinating with respective personnel for conducting further job interviews. Salary negotiations, final selection and issuing offer letter. Manpower planning, sourcing, database building and maintenance vendor management and head hunting. Develop and deliver a talent strategy for the sourcing organization. Alignment of Manpower planning Recruitment, selection and induction inputs into AOP and SBP in order to understand the business requirements. Build manpower plans evaluate jobs, rationalize levels and budgets for the operating plan and long term strategy. Create appropriate job/competency briefs for effective recruitment ad management of sourcing talent from appropriate sources in India. Conduct selection interviews and recommend appropriate talent intake. Source short-list and screen candidates and schedule interviews for the selected candidates with respected managers. Follow up with managers and procure feedbacks. Handling the whole recruitment cycle Successfully handling entire induction program and onboarding. Deliver appropriate leadership / supervisory /induction and HR related training. Induction and integration planning and delivery of managers and employees. Partner with the business heads and deliver effective coaching and delivery. Design and implementation of organizations policies and procedures in compliance with legal legislations. Maintaining up-to-date and in-depth knowledge of organizations policies and procedures. Initiating appropriate actions for violations of policies. Initiation appropriate actions for conduct and behavior violations. Establishing and managing employee rewards and recognition programs within the allowed budget. Compensation fitment aligned to company philosophy and market reality. Ensuring accurate and timely payroll processing of all employees

Induction and Orientation

Training and Development Policies and Procedures

Compensation and Benefits

as well as full and final settlements of resigned employees on a monthly basis in coordination with the accounts departments. Conducting a competitive survey of compensation, benefits and recognitions on the industry level basis. Developing appropriate structure and align benefits as per organization principles and practices. Manager rewards through design, development and delivery of competitive and relevant rewards programs. Generate compensation revisions and promotion sheets / documentation. Coordinate pay roll advice. Delivery of recognition programs.

Performance Appraisals Talent Mgmt and Succession Planning

Employee Career counseling, engagement and retention. Organization developmental planning and delivery of key talent. Human resource planning and talent management strategy inputs for the business. Provide for succession planning and organization dash board measurement and insights. Keeping tab of probation, confirmation, promotions and terminations. Employee welfare through various welfare measures, employee communication, team building, employee engagement through work-life balance initiatives, sustaining the desired company cultures. Maintaining attendance and time management database. HRIs and reports. Management Reporting Proactively ensuring Building a strong customer focused working relationships within HR services. Establish a sound MIS reporting system and produce the necessary reports and forecasts in timely and accurate manner. Performing an HR partner role and will be required to engage with the leadership and managers to design and deliver on key HR programs in addition to participating in a gamut of HR functions like the recruitment process , performance appraisal , employee developmental initiatives and employee communications.

Employee Relations

Other HRM

Job Analysis and Competency Mapping Personal skills Administrative Duties

Conducting job analysis and grading. Maintaining job profiles for all positions Facilitate competency assessment and conduct needs assessments for functional and foundational requirements of business and key talent in critical roles.

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Maintaining employee database. Maintaining details regarding performance appraisals and related analysis. Maintaining details regarding employees services i.e., training , probation, confirmation, promotion, termination Administration of facilities and related services.

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