Dear All, What is the difference between Core HR and HR Generalist. With Regds, Ravi
From India, Mumbai
7From India, Mumbai
Dear Ravi,
In my opinion core hr consists of Industrial relation activities (handling unions,government officials,he should be well versed in labor laws also in generalist hr it will not be their only recruitment,statutory,T&D will be their,Dear Seniors if i was wrong means kindly guide us in the question.
Regards
Sendil G
From India, Madras
In my opinion core hr consists of Industrial relation activities (handling unions,government officials,he should be well versed in labor laws also in generalist hr it will not be their only recruitment,statutory,T&D will be their,Dear Seniors if i was wrong means kindly guide us in the question.
Regards
Sendil G
From India, Madras
Do not try to find difference between Core HR and HR Generalist. Core HR are Functions or Responsibilities whereas HR Generalist is a Person.
Broadly following functions can be considered as Core HR Functions :
Manpower Planning, Recruitment, Employee Engagement, Training & Development, Employee Welfare, Personnel Administration, Performance Management, Compensation / Salary Management, Industrial Relations and Separation. ( I hope I have not missed out any).
Above Core HR Functions are performed in all organizations in varying degrees. Depending upon the size and kind of organization and depending upon the extent of organizational evolvement, there could be one or many Managers /Officers looking after above functions. Roles of such Managers /Officers could be specific such as recruitment or training & Development. These Managers / Officers can not be called as HR Generalists since they are handling only specific area/functions.
Whereas Manager or Officer handling most or all of the Core HR functions is HR Generalist.
To conclude HR Generalist is a person who is responsible for most of the Core HR Functions, in a organization.
From India, Pune
Broadly following functions can be considered as Core HR Functions :
Manpower Planning, Recruitment, Employee Engagement, Training & Development, Employee Welfare, Personnel Administration, Performance Management, Compensation / Salary Management, Industrial Relations and Separation. ( I hope I have not missed out any).
Above Core HR Functions are performed in all organizations in varying degrees. Depending upon the size and kind of organization and depending upon the extent of organizational evolvement, there could be one or many Managers /Officers looking after above functions. Roles of such Managers /Officers could be specific such as recruitment or training & Development. These Managers / Officers can not be called as HR Generalists since they are handling only specific area/functions.
Whereas Manager or Officer handling most or all of the Core HR functions is HR Generalist.
To conclude HR Generalist is a person who is responsible for most of the Core HR Functions, in a organization.
From India, Pune
Dear All,
Thanks for your idea I am agree with some of your idea and disagree with some of you HR Core Function is responsible for a pure and important part of HR in any Organization since its depend on the organization chart and etc.... and regarding the HR Generalist we can call those people that the can fill full a position in any part of the HR Team and can manage the actives of HR Unite.
If there is any thing left please let me know or you can add some idea
From Singapore, Singapore
Thanks for your idea I am agree with some of your idea and disagree with some of you HR Core Function is responsible for a pure and important part of HR in any Organization since its depend on the organization chart and etc.... and regarding the HR Generalist we can call those people that the can fill full a position in any part of the HR Team and can manage the actives of HR Unite.
If there is any thing left please let me know or you can add some idea
From Singapore, Singapore
Dear All,
The human resources department is one of the most important departments in an organization. Almost all the activities of an organization revolve around the HR department. A Human resource professional must perform a lot of functions and roles in an organization towards the actualization of the corporate goals and objectives of the firm in a way to drive the organization’s vision and mission.
The core roles of a human resources person are grouped into four broad roles that must be carried out professionally. The Human resources professional must be all of these;
and
Human Resource Generalists (HR Gen) is a group of skilled people who assists companies, especially business, in human resource related issues. Our core business is training and development as well as human resource management. We offer a list of pre-designed training packages (linked to competencies or unit standards) but are not limited to these as we design and develop new training programmes according to our client’s needs. We also offer facilitation to train new/exciting learning packages. We cover HR related affairs, including administration e.g. PAYE (pay as you earn) labour relations, people management, recruitment and selection.
With Regards,
Ravikumar Kulkarni
From India, Mumbai
The human resources department is one of the most important departments in an organization. Almost all the activities of an organization revolve around the HR department. A Human resource professional must perform a lot of functions and roles in an organization towards the actualization of the corporate goals and objectives of the firm in a way to drive the organization’s vision and mission.
The core roles of a human resources person are grouped into four broad roles that must be carried out professionally. The Human resources professional must be all of these;
and
Human Resource Generalists (HR Gen) is a group of skilled people who assists companies, especially business, in human resource related issues. Our core business is training and development as well as human resource management. We offer a list of pre-designed training packages (linked to competencies or unit standards) but are not limited to these as we design and develop new training programmes according to our client’s needs. We also offer facilitation to train new/exciting learning packages. We cover HR related affairs, including administration e.g. PAYE (pay as you earn) labour relations, people management, recruitment and selection.
With Regards,
Ravikumar Kulkarni
From India, Mumbai
I guess the topic relates to choices for HR professionals. In this context let me share my views. The way to look at career paths in HR and for that matter in any other function is to view them as two different paths: generalist and specialist. Before we dwell deeper into this lets understand what this means by taking the example of doctors. There are two kinds of doctors (broadly). One who are general physicians and the others are specialists such as orthopedics, peaditricians and so on. The same is true for HR professionals. We can take a generalist route or take a specialist route, specializing in areas such as compensation & benefits or labor laws or recruitment or OD etc. Now, which of these routes are better? Neither is better the other. It is a matter of ones preference. Some people like to go deeper into an area and specialize in that area. Some prefer to build career as generalist. Industry also needs both kinds. It is our choice. Of course whichever we may opt we would be better off building excellence. My 2 cents
From India, Madras
From India, Madras
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