Dear Daniel,
The answers given by the Seniors & others are the mix bags from 1970 till date (which are also not wrong)..
You could have asked the Interviewer after the interview (What Out-off the box answer was he Expecting) so it helps you rework on your future interviews in other companies.
Regards,
Shyam
From India, Mumbai
The answers given by the Seniors & others are the mix bags from 1970 till date (which are also not wrong)..
You could have asked the Interviewer after the interview (What Out-off the box answer was he Expecting) so it helps you rework on your future interviews in other companies.
Regards,
Shyam
From India, Mumbai
Dear Daniel,
HR department must be as old as history of employment. Duties might have changed in due course of time but responsibilities and the core reason for HR department still remains the same. With the time, use of technologies and tools must have raised the bar of engagement or evaluation of employees.
If any Engineer could have handled HR profile why do any company look for HR as specialized profile. Will engineer be able to fulfill the compliance or applicable laws under various acts and notifications, can he ensure safety of employees, can he analyse employee training needs, can he appraise an employee on his performance, can he define a growth chart for employee, can he solve employee grievances raised due to salaries or inter employee conflict, can an engineer organise recruitment process, ... If answers to all these questions are YES than he is actually an HR person what is he doing in Engineering. ?
And if your interviewer was wanting to make you think out of the box, then after defining the responsibilities of a HR you should have asked to be more specific on a particular job or task and then could have given your reply.
If you interview a driver what do you think he should be capable of doing other then driving and taking care of his vehicle maintenance? Out of box thinking would be to see if he can handle medical emergency like CPR or artificial respiration in case he bangs a vehicle
Either the interviewer was a naive or himself had no idea what he is expecting as a answer.
From India, Delhi
46HR department must be as old as history of employment. Duties might have changed in due course of time but responsibilities and the core reason for HR department still remains the same. With the time, use of technologies and tools must have raised the bar of engagement or evaluation of employees.
If any Engineer could have handled HR profile why do any company look for HR as specialized profile. Will engineer be able to fulfill the compliance or applicable laws under various acts and notifications, can he ensure safety of employees, can he analyse employee training needs, can he appraise an employee on his performance, can he define a growth chart for employee, can he solve employee grievances raised due to salaries or inter employee conflict, can an engineer organise recruitment process, ... If answers to all these questions are YES than he is actually an HR person what is he doing in Engineering. ?
And if your interviewer was wanting to make you think out of the box, then after defining the responsibilities of a HR you should have asked to be more specific on a particular job or task and then could have given your reply.
If you interview a driver what do you think he should be capable of doing other then driving and taking care of his vehicle maintenance? Out of box thinking would be to see if he can handle medical emergency like CPR or artificial respiration in case he bangs a vehicle
Either the interviewer was a naive or himself had no idea what he is expecting as a answer.
From India, Delhi
Respected Sir,
I am regular reader and get in touch with Cite HR, whenever I need any help. I have read most of your valuable comments in Cite HR, which are brilliant.
I have one doubt, which is mentioned below and I need your kind help in this regards. Your kind help is highly appreciated.
I would like to get your valuable advice under the Section.-79 (Annual leave with wages) of The Factories Act, 1948.
For the purpose of the computing of the Annual Leave with Wages, which factor is to be considered.
1. Actual working days + Maternity leave (which we have paid i.e. 84 days)
(209+84) days = 293 days / 20 = 14.65 days (15 days)
OR
2. Actual working days + Maternity leave (for computation only)
(209 days+ 0 days [Maternity days] = 209 days/20= 10.45 days (10 days)
In this case maternity benefit days i.e. 84 will be added with actual working days to qualify the 240 days limitation, but it will not be added with her actual working days. Means, her annual leave with wages will be calculated on 209 days instead of 293 days (209+84).
Your valuable advice is highly appreciated in this matter.
Kindly guide us at the earliest. You may attached any judgments copy, if any.
Thanks with kind Regards
Soumen
From India, Jalgaon
I am regular reader and get in touch with Cite HR, whenever I need any help. I have read most of your valuable comments in Cite HR, which are brilliant.
I have one doubt, which is mentioned below and I need your kind help in this regards. Your kind help is highly appreciated.
I would like to get your valuable advice under the Section.-79 (Annual leave with wages) of The Factories Act, 1948.
For the purpose of the computing of the Annual Leave with Wages, which factor is to be considered.
1. Actual working days + Maternity leave (which we have paid i.e. 84 days)
(209+84) days = 293 days / 20 = 14.65 days (15 days)
OR
2. Actual working days + Maternity leave (for computation only)
(209 days+ 0 days [Maternity days] = 209 days/20= 10.45 days (10 days)
In this case maternity benefit days i.e. 84 will be added with actual working days to qualify the 240 days limitation, but it will not be added with her actual working days. Means, her annual leave with wages will be calculated on 209 days instead of 293 days (209+84).
Your valuable advice is highly appreciated in this matter.
Kindly guide us at the earliest. You may attached any judgments copy, if any.
Thanks with kind Regards
Soumen
From India, Jalgaon
Evalution of HR function has been phenominal - from just a staffing function to business partner. People are the most important, dynamic and complicated resources in a business. In my opinion HR function could be split into two - Strategic HR and Operational HR.
Strategic HR function involves influencing and partnering business decisions- strategizing the business activities from starting to establishing - vision- mission-core values of the organization wants to subscribe - policies formulation.
Operational HR function involves implementing the strategic HR initiatives - the HR function normally understood by all of us.
Therefore it is imperative any business to succeed has to have HR function at its appropriate level in the organization.
rameshbg, hosur
From India, Vellore
Strategic HR function involves influencing and partnering business decisions- strategizing the business activities from starting to establishing - vision- mission-core values of the organization wants to subscribe - policies formulation.
Operational HR function involves implementing the strategic HR initiatives - the HR function normally understood by all of us.
Therefore it is imperative any business to succeed has to have HR function at its appropriate level in the organization.
rameshbg, hosur
From India, Vellore
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