What do you mean HR Generalist , What its profile........... Regards, Pradnya Joshi
From India, Mumbai
From India, Mumbai
Hi
Hr Gernalist profiles all the field of Human Resource ...it does not specialize in any one particular field.
Profile includes
- recruitment
- Induction
- training and development
- retention and motivation
- performance apprasial
- payrolls
- exist interview
cheers
Nidhi(Hr Executive)
From India, New Delhi
39Hr Gernalist profiles all the field of Human Resource ...it does not specialize in any one particular field.
Profile includes
- recruitment
- Induction
- training and development
- retention and motivation
- performance apprasial
- payrolls
- exist interview
cheers
Nidhi(Hr Executive)
From India, New Delhi
Hi Pradnya
There has been lot of discussion about what role an HR generalist plays.
See, there are two main scenarios involving human resource generalists. One involves working in a smaller company. Here the company only requires one or few people to take care of all the human resource needs of the company. In the second scenario, a human resource generalist is the over-seer for all of a larger company's human resource needs. In both circumstances you would have to have a broad understanding of many aspects of HR functioning.
The main HR functions are:
Recruitment and staffing
Benefits and Compensation
Training and development
Employee guidance
Career Development
Organization Development
Construct Personnel policies nd HR manual
Diversity management
Performance Management System
Retention of employee
Exit process
There are in between many subfunctions of HR.
Now in a small company some of these HR functions are used less or not at all used. But still the person incharge is called HR generalist.
In big companies the above functions are joined by various technical and functional work depending upon the nature of the work of company.
But the task of an HR generalist start with recruitment and selection. If you cannot recruit the right candidate, the other functions will take a backseat.
regards
Anuradha
From India, Delhi
There has been lot of discussion about what role an HR generalist plays.
See, there are two main scenarios involving human resource generalists. One involves working in a smaller company. Here the company only requires one or few people to take care of all the human resource needs of the company. In the second scenario, a human resource generalist is the over-seer for all of a larger company's human resource needs. In both circumstances you would have to have a broad understanding of many aspects of HR functioning.
The main HR functions are:
Recruitment and staffing
Benefits and Compensation
Training and development
Employee guidance
Career Development
Organization Development
Construct Personnel policies nd HR manual
Diversity management
Performance Management System
Retention of employee
Exit process
There are in between many subfunctions of HR.
Now in a small company some of these HR functions are used less or not at all used. But still the person incharge is called HR generalist.
In big companies the above functions are joined by various technical and functional work depending upon the nature of the work of company.
But the task of an HR generalist start with recruitment and selection. If you cannot recruit the right candidate, the other functions will take a backseat.
regards
Anuradha
From India, Delhi
Hai,
Recruitment and Resource Management:
Establish selection process, and identify critical skills.
Develop resource strategy.
Lateral Recruitment & Assessment Centre.
Establish resource strategy with hiring agencies for recruitment & Professional Institutions for Campus Recruitment.
Identify potential positions fit for outsourcing and complete the outsourcing within specified timeline.
Vendor Management
• Performance Management System:
Ownership of the Performance Management System (PMS) including PMS training
Ensure line managers comply with process, e.g., feedback/appraisals are conducted on time.
Ensure 100% of employees have performance plans.
Conduct bi-annual performance reviews.
Prepare action plans for employees with low ratings.
• Compensation and Benefits:
Design and implement compensation and benefits programs based on employee needs, business requirements.
Benchmark with other key companies in similar industry.
Job evaluation and developing incentive plans.
• Training and Development:
Source and negotiate with vendor to deliver commonly required training programs.
Identify core programs to be developed in-house and equip the trainers with the necessary training.
Assess the organization's needs for training and development programs and develop/execute solutions to address current and future needs.
Analyze employee development plans; identify common training needs; monitor to ensure execution of the plans.
• Employee Relations/Employee Well-being:
Anticipate potential employee relation issues and develop strategies and programs to address them.
Anticipate potential issues and act on them.
Provide advice and counsel to line managers to develop action plans to address critical employees issues.
Conduct employee focus group meetings when required to obtain feedback on specific subjects.
Track and ensure completion of agreed upon action plans.
Ensure proper administration of the Employee Welfare measures with a view to employee satisfaction.
Arrange recreation programmes for employees and their family members.
• Statutory Compliance & Legal Affairs:
Ensure 100% compliance of all statutory obligations under applicable Labour / Employment Laws.
Liaison with Govt. & statutory bodies / authorities on behalf of the Company.
Provide assistance to the Company Solicitors for proper defense of the Company in litigations and protection of the Company interests in such litigations.
• HR Operations:
· Implementation of HR Policies & periodic review of the same based on feedback from employees.
· Driving the Quality movement.
· Induction training of On Rolls / Outsourced employees.
· HR Audit & HR Budgeting / Preparation of the Annual operating Plan (AoP) for HR.
· Updating of Human Resource Information System (HRIS)
Regards,
Mukesh.
From India, Madras
Recruitment and Resource Management:
Establish selection process, and identify critical skills.
Develop resource strategy.
Lateral Recruitment & Assessment Centre.
Establish resource strategy with hiring agencies for recruitment & Professional Institutions for Campus Recruitment.
Identify potential positions fit for outsourcing and complete the outsourcing within specified timeline.
Vendor Management
• Performance Management System:
Ownership of the Performance Management System (PMS) including PMS training
Ensure line managers comply with process, e.g., feedback/appraisals are conducted on time.
Ensure 100% of employees have performance plans.
Conduct bi-annual performance reviews.
Prepare action plans for employees with low ratings.
• Compensation and Benefits:
Design and implement compensation and benefits programs based on employee needs, business requirements.
Benchmark with other key companies in similar industry.
Job evaluation and developing incentive plans.
• Training and Development:
Source and negotiate with vendor to deliver commonly required training programs.
Identify core programs to be developed in-house and equip the trainers with the necessary training.
Assess the organization's needs for training and development programs and develop/execute solutions to address current and future needs.
Analyze employee development plans; identify common training needs; monitor to ensure execution of the plans.
• Employee Relations/Employee Well-being:
Anticipate potential employee relation issues and develop strategies and programs to address them.
Anticipate potential issues and act on them.
Provide advice and counsel to line managers to develop action plans to address critical employees issues.
Conduct employee focus group meetings when required to obtain feedback on specific subjects.
Track and ensure completion of agreed upon action plans.
Ensure proper administration of the Employee Welfare measures with a view to employee satisfaction.
Arrange recreation programmes for employees and their family members.
• Statutory Compliance & Legal Affairs:
Ensure 100% compliance of all statutory obligations under applicable Labour / Employment Laws.
Liaison with Govt. & statutory bodies / authorities on behalf of the Company.
Provide assistance to the Company Solicitors for proper defense of the Company in litigations and protection of the Company interests in such litigations.
• HR Operations:
· Implementation of HR Policies & periodic review of the same based on feedback from employees.
· Driving the Quality movement.
· Induction training of On Rolls / Outsourced employees.
· HR Audit & HR Budgeting / Preparation of the Annual operating Plan (AoP) for HR.
· Updating of Human Resource Information System (HRIS)
Regards,
Mukesh.
From India, Madras
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