Can some one give some roles and responsibilities of HR Executive in an Organisation. Plz let us know the roles and responsibilities you are assigned in your organisation.
From India, Bangalore
6From India, Bangalore
Role OF HR manager
1. The conscience Role: Reminds the mgmt. Of its morals & obligations to its employees.
2. The Counsellor: Counsels & consults the employees & offer suggestions to solve/ overcome the problems of the employees.
3. The mediator: settles dispute between employees & management
4. The Spokesman: Spokesman for or representative of the company.
5. The Problem Solver
6. The Change Agent:
AS A SPECIALIST
1. As a source of help: Help line managers in dealing with employees
2. AS A Change Agent: Providing information & offering advice to the decision makers rather than making decisions.
3. AS a controller
With the rise in the array of activities like expansion, divestments, mergers & acquisitions in the face of competition, the HR activities have grown many fold. Perhaps the most striking change in the HR’s role is its growing importance in developing and implementing strategy. Traditionally strategy – the company’s plans of balancing its internal strengths and weaknesses with its external threats and opportunities – in order to maintain a competitive advantage, was the job primarily of the company’s operating (line) managers. Thus the company’s top management might decide to enter new markets, drop product lines or embark on a five year cost cutting plan. The personnel implications (such as retrenchment, recruitment, redeployment, transfer of human assets, outplacement) of such strategic moves are to be taken care of by the HR department. Since all such activities need to be handled by the HR department of a company it is of importance that the department be given a strategic decision making role instead of remaining silent observer and reacting only when the strategic decisions have been finalized and implemented. This is where comes the role of the line or functional managers to help the HR department by carrying on the administrative task of HR and letting them move into a strategic function in terms of helping the management to take important business decisions. It is now increasingly important to involve the HR in developing and implementing the strategic plans at the earliest. Thus we find a shift in the HR profession from personnel management to strategic human resource management
From India, Ahmadabad
1. The conscience Role: Reminds the mgmt. Of its morals & obligations to its employees.
2. The Counsellor: Counsels & consults the employees & offer suggestions to solve/ overcome the problems of the employees.
3. The mediator: settles dispute between employees & management
4. The Spokesman: Spokesman for or representative of the company.
5. The Problem Solver
6. The Change Agent:
AS A SPECIALIST
1. As a source of help: Help line managers in dealing with employees
2. AS A Change Agent: Providing information & offering advice to the decision makers rather than making decisions.
3. AS a controller
With the rise in the array of activities like expansion, divestments, mergers & acquisitions in the face of competition, the HR activities have grown many fold. Perhaps the most striking change in the HR’s role is its growing importance in developing and implementing strategy. Traditionally strategy – the company’s plans of balancing its internal strengths and weaknesses with its external threats and opportunities – in order to maintain a competitive advantage, was the job primarily of the company’s operating (line) managers. Thus the company’s top management might decide to enter new markets, drop product lines or embark on a five year cost cutting plan. The personnel implications (such as retrenchment, recruitment, redeployment, transfer of human assets, outplacement) of such strategic moves are to be taken care of by the HR department. Since all such activities need to be handled by the HR department of a company it is of importance that the department be given a strategic decision making role instead of remaining silent observer and reacting only when the strategic decisions have been finalized and implemented. This is where comes the role of the line or functional managers to help the HR department by carrying on the administrative task of HR and letting them move into a strategic function in terms of helping the management to take important business decisions. It is now increasingly important to involve the HR in developing and implementing the strategic plans at the earliest. Thus we find a shift in the HR profession from personnel management to strategic human resource management
From India, Ahmadabad
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