Dear seniors,
I got a job in a Educational institution as HR.Asst. I have already one year experience in industry field as HR Executive. Now my doubts are What is the difference between Industry Hr & institution HR? Whether Nature of work will be same in these area or differ? What are the benefits of HR in Educational institution?
Plz guide me through your valuable suggestion.
Regards
K.Soni
From India
2I got a job in a Educational institution as HR.Asst. I have already one year experience in industry field as HR Executive. Now my doubts are What is the difference between Industry Hr & institution HR? Whether Nature of work will be same in these area or differ? What are the benefits of HR in Educational institution?
Plz guide me through your valuable suggestion.
Regards
K.Soni
From India
Dear Soni
It is very difficult to state the differences succinctly since the differences are too many for too many reasons and thus I could not avoid a little prolonged explanation.
There is perceptible difference between HR functions in an Educational Institution and an industry as commonly understood as a shop or a commercial establishment like a corporate retail stores or a factory.The differences emanate chiefly from the following factors.
1)The core and major work force in an Educational Institution is constituted by teachers or faculty who are well educated and enlightened and are called learned class of employees.They are sober, modest and well regulated in their behavior unlike the employees in a shop or retail stores or factory who are moderately or inadequately educated and are called blue collared employees.. Consequently the employees in industry are little louder in their behaviour. Therefore the HR function in an Educational Institution is softer than that in industry.The HR in industry thus needs diffident traits and strategy to deal with the employees
2)Teachers who constitute the core work force of an Educational Institution do not fall within the purview of many labour laws like the Industrial Disputes Act, the Minimum Wages Act, the Contract Labour Act, the Factories Act, the Standing orders Act, the Payment of Wages Act or even the Shops and Establishments Acts of the states which are applicable to industrial concerns. These Acts protect the rights of the workmen/employees in the industry prescribing various compliances and procedures for the employers while taking any action affecting the rights of the employees in case of dispute or difference between them.Only a minority in an Educational Institution working as clerks and peons in administration fall within the ambit of these laws, leaving little or no chance for disputes and friction.Thus HR in industrial undertakings shall have thorough knowledge of statutory compliances and procedures unlike HR in an Educational Institution.
3) For reasons mentioned in point no.(2) above, there will be intense union activity in industry unlike in an Educational Institution, consequently creating pressure on the management with demands and gearing up to fight for them in case of employer's refusal, in the various forums set up under the respective labour laws like conciliation and adjudication before Industrial Tribunals. Thus the HR in industry will have exposure to the process of industrial relations like collective bargaining, conciliation proceedings and settlements and adjudication.The HR in an educational Institution, may be missing this exposure.
4)For all the above reasons and for the reason that the fate of an industrial undertaking, being a business unit,(unlike an educational institution), depends up on it's productivity which again depends up on the performance of the employees and market forces , the HR in industry needs to lay emphasis on employee welfare, motivation and performance appraisal to stay in the market and resultantly the HR concepts and practices in an industry are different from those of an educational institution.
it can go on and on, but these re the basic differences which I visualize.
B.Saikumar
HR & Labour Law Advsior
Mumbai
From India, Mumbai
It is very difficult to state the differences succinctly since the differences are too many for too many reasons and thus I could not avoid a little prolonged explanation.
There is perceptible difference between HR functions in an Educational Institution and an industry as commonly understood as a shop or a commercial establishment like a corporate retail stores or a factory.The differences emanate chiefly from the following factors.
1)The core and major work force in an Educational Institution is constituted by teachers or faculty who are well educated and enlightened and are called learned class of employees.They are sober, modest and well regulated in their behavior unlike the employees in a shop or retail stores or factory who are moderately or inadequately educated and are called blue collared employees.. Consequently the employees in industry are little louder in their behaviour. Therefore the HR function in an Educational Institution is softer than that in industry.The HR in industry thus needs diffident traits and strategy to deal with the employees
2)Teachers who constitute the core work force of an Educational Institution do not fall within the purview of many labour laws like the Industrial Disputes Act, the Minimum Wages Act, the Contract Labour Act, the Factories Act, the Standing orders Act, the Payment of Wages Act or even the Shops and Establishments Acts of the states which are applicable to industrial concerns. These Acts protect the rights of the workmen/employees in the industry prescribing various compliances and procedures for the employers while taking any action affecting the rights of the employees in case of dispute or difference between them.Only a minority in an Educational Institution working as clerks and peons in administration fall within the ambit of these laws, leaving little or no chance for disputes and friction.Thus HR in industrial undertakings shall have thorough knowledge of statutory compliances and procedures unlike HR in an Educational Institution.
3) For reasons mentioned in point no.(2) above, there will be intense union activity in industry unlike in an Educational Institution, consequently creating pressure on the management with demands and gearing up to fight for them in case of employer's refusal, in the various forums set up under the respective labour laws like conciliation and adjudication before Industrial Tribunals. Thus the HR in industry will have exposure to the process of industrial relations like collective bargaining, conciliation proceedings and settlements and adjudication.The HR in an educational Institution, may be missing this exposure.
4)For all the above reasons and for the reason that the fate of an industrial undertaking, being a business unit,(unlike an educational institution), depends up on it's productivity which again depends up on the performance of the employees and market forces , the HR in industry needs to lay emphasis on employee welfare, motivation and performance appraisal to stay in the market and resultantly the HR concepts and practices in an industry are different from those of an educational institution.
it can go on and on, but these re the basic differences which I visualize.
B.Saikumar
HR & Labour Law Advsior
Mumbai
From India, Mumbai
Dear Saikumar sir,
Thank you very much sir for your detailed explanation.
My main motive is i want to be a HR manager in next three years.
I have another doubt.
As I joined institution HR. What are the area I want to concentrate to improve my knowledge and shine my career ?
With regards
K.Soni
From India
Thank you very much sir for your detailed explanation.
My main motive is i want to be a HR manager in next three years.
I have another doubt.
As I joined institution HR. What are the area I want to concentrate to improve my knowledge and shine my career ?
With regards
K.Soni
From India
I have found out that there are some key board mistakes in my post. For example in para (1), I typed "diffident' for the word 'different'.I regret the same and trust the readers understood it properly in the context of the subject.
B.Saikumar
Mumbai
From India, Mumbai
B.Saikumar
Mumbai
From India, Mumbai
Dear Soni
My best wishes to you for your career.My suggestions for your career in HR in an educational institution are :
1) The educational institutions, as I understand, are governed by a separate Act. States may have enacted an Act to govern the affairs of an educational institution.You need to get hold of this ACT , if any and go through the provisions.
2) You need to deal with service conditions of two categories of employees i.e the teaching and non-teaching staff. You need to study the service conditions of both the classes of employees to deal with issues relating to them.
3)If it is a school, there will be parent-teacher meetings and probably, as HR you need to convene and minutise the proceedings of these meetings.
4)You need to monitor punctuality and attendance of the teaching and non-teaching staff and manage their leave and leave vacancies.
5) You may also be entrusted with administrative functions like transport,premises etc. Understand the procedures of the institution with regard to these.
6)Study and understand the dispute resolution mechanism in educational institutions. Teaching staff ,since not workmen, are outside the purview of the machinery provided under labor laws. It appears there are separate tribunals to adjudicate disputes relating to teaching staff. You need to understand the procedure to be followed before them. There will be some Act dealing with procedure before academic tribunals. Get hold of it and study.
7) The non-teaching staff falls within the purview of Industrial Disputes Act and are subject to the jurisdiction of the authorities under this Act. You are therefore required to acquaint yourselfwith conciliation and adjudication proceedings before industrial tribunals.
8) Study the procedures of retiral benefits like P.F and Gratuity.
9) Read the following Acts.
a) The Industrial Disputes Act 1947
b)The payment of Gratuity Act 1972
c) The P.F Act 1952
d) any book on domestic inquiries as this knowledge is necessary to know the principles of natural justice and the procedure to deal with misconducts of both teaching and non-teaching staff
B.Saikumar
Mumbai
From India, Mumbai
My best wishes to you for your career.My suggestions for your career in HR in an educational institution are :
1) The educational institutions, as I understand, are governed by a separate Act. States may have enacted an Act to govern the affairs of an educational institution.You need to get hold of this ACT , if any and go through the provisions.
2) You need to deal with service conditions of two categories of employees i.e the teaching and non-teaching staff. You need to study the service conditions of both the classes of employees to deal with issues relating to them.
3)If it is a school, there will be parent-teacher meetings and probably, as HR you need to convene and minutise the proceedings of these meetings.
4)You need to monitor punctuality and attendance of the teaching and non-teaching staff and manage their leave and leave vacancies.
5) You may also be entrusted with administrative functions like transport,premises etc. Understand the procedures of the institution with regard to these.
6)Study and understand the dispute resolution mechanism in educational institutions. Teaching staff ,since not workmen, are outside the purview of the machinery provided under labor laws. It appears there are separate tribunals to adjudicate disputes relating to teaching staff. You need to understand the procedure to be followed before them. There will be some Act dealing with procedure before academic tribunals. Get hold of it and study.
7) The non-teaching staff falls within the purview of Industrial Disputes Act and are subject to the jurisdiction of the authorities under this Act. You are therefore required to acquaint yourselfwith conciliation and adjudication proceedings before industrial tribunals.
8) Study the procedures of retiral benefits like P.F and Gratuity.
9) Read the following Acts.
a) The Industrial Disputes Act 1947
b)The payment of Gratuity Act 1972
c) The P.F Act 1952
d) any book on domestic inquiries as this knowledge is necessary to know the principles of natural justice and the procedure to deal with misconducts of both teaching and non-teaching staff
B.Saikumar
Mumbai
From India, Mumbai
Dear Govind Singh Negi sir,
Thank you for your personal view. I know comparing to Industry Hr institution Hr exposure will be less. But its a try to gain some experience in this field.
Sir, I have a great confident on me surely I will shine in this field.
\With the help of this Citehr I can update my knowledge.
From India
Thank you for your personal view. I know comparing to Industry Hr institution Hr exposure will be less. But its a try to gain some experience in this field.
Sir, I have a great confident on me surely I will shine in this field.
\With the help of this Citehr I can update my knowledge.
From India
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