Dear Sir,
I think it includes: —
Looking after complete PF
Looking after complete ESI
Recruit the suitable employee
Take interviews
Write circulars
Decide Holidays
Employee Strength
Manpower Chart
Leave
Full & Final computation
Office house keeping
Rent agreement
Logistic
Travel desk
Approval of claims as per company policy
Regards,
Kosh
====
From India, Delhi
7I think it includes: —
Looking after complete PF
Looking after complete ESI
Recruit the suitable employee
Take interviews
Write circulars
Decide Holidays
Employee Strength
Manpower Chart
Leave
Full & Final computation
Office house keeping
Rent agreement
Logistic
Travel desk
Approval of claims as per company policy
Regards,
Kosh
====
From India, Delhi
Hi,
The KRA of a HR Manager is vary company to company. But in general the basic job responsibility of a HR Manager are:
Strategic Planning
Execution of the planning
Training & Orientation, Development
Interview
Selection
Handling Statutory matters
performance appraisal
performance review
competency analysis
F & F formalities
Policy formulation
Employees leave related issue
Retention
grievance handling etc
Warm regard
Deb
From India, Calcutta
The KRA of a HR Manager is vary company to company. But in general the basic job responsibility of a HR Manager are:
Strategic Planning
Execution of the planning
Training & Orientation, Development
Interview
Selection
Handling Statutory matters
performance appraisal
performance review
competency analysis
F & F formalities
Policy formulation
Employees leave related issue
Retention
grievance handling etc
Warm regard
Deb
From India, Calcutta
following role description may help you
1. Identify, devise, establish, manage, implement and administer all aspects/functions of HR including performance management, talent acquisition and retention, compensation administration and change management initiatives that support the business units in achieving its goals.
2. Provide strategic thought leadership through the alignment of HR initiatives to strategic business objectives.
3. To assess the impact of business decisions on the workforce and provide solutions to optimize opportunities and mitigate any downsides.
4. To identify shortcomings, devise, plan and implement HR policies in consultation with the business heads as need arises.
5. Establish a Business Partner approach to HR providing advice, support and training to the management team in all aspects of HR including Employment Law, and other associated legislation.
6. Initiate and manage strategic projects designed to enhance the effectiveness and efficiency of the HR function – People Risk, Retention Strategy, Succession Planning.
7. To identify issues and trends within the business exploring the underlying causes of attrition in order to provide an effective solution.
8. To champion HR initiatives across the business.
9. To initiate and influence change management programmes whilst acting as a change agent, leading, supporting and contributing to change initiatives.
10. Works in conjunction with other organizational and people development departments, such as Leadership Development Organizational Development and Resourcing, in order to support and improve organizational effectiveness and drive business results.
11. Proactively assess training requirements, work with delivery leadership in encouraging internal trainers and providing effective training solutions.
12. Encourage learning and teaching as an organizational behavior, which enables training initiatives such as LAT (Leaders as Teachers) & leadership development to succeed.
13. Identify trends and best practices within the business domains and across industry in order to provide proactive training partnering to business leaders.
14. Ensure a motivational climate in the organization, including adequate opportunities for career growth and development.
From Pakistan
1. Identify, devise, establish, manage, implement and administer all aspects/functions of HR including performance management, talent acquisition and retention, compensation administration and change management initiatives that support the business units in achieving its goals.
2. Provide strategic thought leadership through the alignment of HR initiatives to strategic business objectives.
3. To assess the impact of business decisions on the workforce and provide solutions to optimize opportunities and mitigate any downsides.
4. To identify shortcomings, devise, plan and implement HR policies in consultation with the business heads as need arises.
5. Establish a Business Partner approach to HR providing advice, support and training to the management team in all aspects of HR including Employment Law, and other associated legislation.
6. Initiate and manage strategic projects designed to enhance the effectiveness and efficiency of the HR function – People Risk, Retention Strategy, Succession Planning.
7. To identify issues and trends within the business exploring the underlying causes of attrition in order to provide an effective solution.
8. To champion HR initiatives across the business.
9. To initiate and influence change management programmes whilst acting as a change agent, leading, supporting and contributing to change initiatives.
10. Works in conjunction with other organizational and people development departments, such as Leadership Development Organizational Development and Resourcing, in order to support and improve organizational effectiveness and drive business results.
11. Proactively assess training requirements, work with delivery leadership in encouraging internal trainers and providing effective training solutions.
12. Encourage learning and teaching as an organizational behavior, which enables training initiatives such as LAT (Leaders as Teachers) & leadership development to succeed.
13. Identify trends and best practices within the business domains and across industry in order to provide proactive training partnering to business leaders.
14. Ensure a motivational climate in the organization, including adequate opportunities for career growth and development.
From Pakistan
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