Roles for HR-Professionals in New Economy ... 21st Century
As we have moved from Old Economy to New Economy and from 20th Century to 21st Century…in the era when we are try to outsource most of the functions…in some of the organizations even the total HR-Functions are outsourced…what are the various roles that an HR-Professional can look up to. I have spoken to many recruitment consultants but somehow they failed to give the clarity of role that they are “Head Hunting” for. People with in the organization…at times are just overlapping the various functions. In this write-up…I am just trying to explain the various roles that HR Professionals can play in New Economy…along with the traits required for each function
Recruitment Team (Sourcing, Hiring, Staffing, Talent Acquisition Etc)
Lets start with Recruitment Team. This team is also known as Sourcing or Hiring or Staffing or Talent Acquisition team in various organizations. They are “Sales People” within HR Department. Their main role is to get “Best of the Talent” available in the market. Hence, they need to know what exactly they are looking for. Their role starts with “Talent Requisition” raised by the respective department…and ends only with Induction of the New Hire. In between, he needs to prepare the Job Description, Identify the Competencies required, Identify the source for hiring, Interview the candidate, Coordinate the interview with the respective department and complete the documentation.
Read more about Recruitment Team at <link outdated-removed>
HR-Generalist (Operations) Team
This team is actually a backbone of the HR-Department. The job-responsibility of this team starts on the day of Induction with Joining Formalities. The various roles that they are expected to perform are:
1. Joining Formalities
2. Handling Employee Database (Both in Soft Form and Files Management)
3. Leaves and Attendance Management
4. Handling the payroll
5. Handling employee confirmation...Performance Appraisals...Performance Management System
5. Managing advance Salary, Ad Hoc Bonuses, Loans
6. Liaison with various government organizations for Employee Provident Funds, ESI and other Retirement Benefits
7. Exit-Interviews
8. Full and Final Settlement
Employee Relations Team
This team is like a “Spokesperson” of the HR-Team. They are the bridge between HR and Employees. They are the “Policy and Strategy interpreters”. An effective “Employee Relations Team” can actually control the Attrition Rate of the organization. This team is expected to play following roles:
1) Handling all the queries of the employees. Be it related to Salary, Leaves, Attendance, and Transfer etc.
2) They are also expected to explain the various policies, strategies and benefits to employees.
3) They are expected to stop all type of rumours and misleading communications.
4) They should motivate the employees on day-to-day basis.
5) They are also expected to give constructive inputs to Training and Development and OD Team.
6) They play an important role in “Employee Engagement” …winning the trust of the employee and hence can help the organization in controlling the attrition rate.
7) It is for this team to ensure that the employees in the organization should not leave the organization for reasons other than salary.
Compensation and Benefits Team
This is fairly new role for HR-Professionals. The role of this team…changes, with the growth of the company. His main role is to ensure that the employees of the organizations take maximum salary and befits to their home and lose less to Income Tax.
He is the person…who decides how much to pay to the person; what all benefits to entitle him…based on the market rate…keeping the competitive edge in the industry. He is the person…who actually announces the annual increment for an organization.
Read more about C & B Team at <link outdated-removed>
Organization Development – Training and Development Team
As a Country is known by its people…an organization is known by its employees and hence it is the responsibility of this team to “Develop the Employees” of the organization. If there is any gap in “Competency Mapping” in terms of knowledge and skills required for a particular position…it is for this team to bridge those gaps.
So, it can be training for soft-skills…other skills…new technology or it is development of Personality…leadership development…or high-education. Hence, the development of the company in particular and that of its employees in general…is responsibility of this team.
If you are good in speaking…does not qualify you for being a trainer. You may be excellent as a Public Speaker and worse in training. Being a good speaker is just one of the “Must Have” traits for trainers but not the only trait required. There is something a trainer is expected to do before the delivery…(Training Need Identification) and there is something he is expected to do after delivery…(Measuring the Training Effectiveness).
HR Coach and HR Mentor
This is one of the roles, which is an outcome of New Economy. Though being a “Mentor” is not a full time job…”Coaching” can be. We can place HR-Coach above HR-Director but below HR-President. Just like a Cricket Coach, whose role is not only to improve the batting or bowling…but also fielding, physical fitness, mental toughness and overall involvement of the each player…the role of HR Coach is to increase the overall productivity of all the above-mentioned sub-functions of HR Department. Hence, he cannot afford to say that I don’t know about Recruitment or Compensation & Benefits etc. He is the centre of the HR-Department and all functions revolve around him. His role is not very sophisticated one but very tactical.
Conclusion
In this write-up I have tried to give clear demarcation about the various roles of HR-Professionals. For the purpose of this article..."New Economy" Industries and Organizations are those industries, which came up as a result of Economic Reforms.
Looking forward to your comments and feedback.
Have a great day and take care of yourself.
Regards
Nithya :)
From India, Madras
13As we have moved from Old Economy to New Economy and from 20th Century to 21st Century…in the era when we are try to outsource most of the functions…in some of the organizations even the total HR-Functions are outsourced…what are the various roles that an HR-Professional can look up to. I have spoken to many recruitment consultants but somehow they failed to give the clarity of role that they are “Head Hunting” for. People with in the organization…at times are just overlapping the various functions. In this write-up…I am just trying to explain the various roles that HR Professionals can play in New Economy…along with the traits required for each function
Recruitment Team (Sourcing, Hiring, Staffing, Talent Acquisition Etc)
Lets start with Recruitment Team. This team is also known as Sourcing or Hiring or Staffing or Talent Acquisition team in various organizations. They are “Sales People” within HR Department. Their main role is to get “Best of the Talent” available in the market. Hence, they need to know what exactly they are looking for. Their role starts with “Talent Requisition” raised by the respective department…and ends only with Induction of the New Hire. In between, he needs to prepare the Job Description, Identify the Competencies required, Identify the source for hiring, Interview the candidate, Coordinate the interview with the respective department and complete the documentation.
Read more about Recruitment Team at <link outdated-removed>
HR-Generalist (Operations) Team
This team is actually a backbone of the HR-Department. The job-responsibility of this team starts on the day of Induction with Joining Formalities. The various roles that they are expected to perform are:
1. Joining Formalities
2. Handling Employee Database (Both in Soft Form and Files Management)
3. Leaves and Attendance Management
4. Handling the payroll
5. Handling employee confirmation...Performance Appraisals...Performance Management System
5. Managing advance Salary, Ad Hoc Bonuses, Loans
6. Liaison with various government organizations for Employee Provident Funds, ESI and other Retirement Benefits
7. Exit-Interviews
8. Full and Final Settlement
Employee Relations Team
This team is like a “Spokesperson” of the HR-Team. They are the bridge between HR and Employees. They are the “Policy and Strategy interpreters”. An effective “Employee Relations Team” can actually control the Attrition Rate of the organization. This team is expected to play following roles:
1) Handling all the queries of the employees. Be it related to Salary, Leaves, Attendance, and Transfer etc.
2) They are also expected to explain the various policies, strategies and benefits to employees.
3) They are expected to stop all type of rumours and misleading communications.
4) They should motivate the employees on day-to-day basis.
5) They are also expected to give constructive inputs to Training and Development and OD Team.
6) They play an important role in “Employee Engagement” …winning the trust of the employee and hence can help the organization in controlling the attrition rate.
7) It is for this team to ensure that the employees in the organization should not leave the organization for reasons other than salary.
Compensation and Benefits Team
This is fairly new role for HR-Professionals. The role of this team…changes, with the growth of the company. His main role is to ensure that the employees of the organizations take maximum salary and befits to their home and lose less to Income Tax.
He is the person…who decides how much to pay to the person; what all benefits to entitle him…based on the market rate…keeping the competitive edge in the industry. He is the person…who actually announces the annual increment for an organization.
Read more about C & B Team at <link outdated-removed>
Organization Development – Training and Development Team
As a Country is known by its people…an organization is known by its employees and hence it is the responsibility of this team to “Develop the Employees” of the organization. If there is any gap in “Competency Mapping” in terms of knowledge and skills required for a particular position…it is for this team to bridge those gaps.
So, it can be training for soft-skills…other skills…new technology or it is development of Personality…leadership development…or high-education. Hence, the development of the company in particular and that of its employees in general…is responsibility of this team.
If you are good in speaking…does not qualify you for being a trainer. You may be excellent as a Public Speaker and worse in training. Being a good speaker is just one of the “Must Have” traits for trainers but not the only trait required. There is something a trainer is expected to do before the delivery…(Training Need Identification) and there is something he is expected to do after delivery…(Measuring the Training Effectiveness).
HR Coach and HR Mentor
This is one of the roles, which is an outcome of New Economy. Though being a “Mentor” is not a full time job…”Coaching” can be. We can place HR-Coach above HR-Director but below HR-President. Just like a Cricket Coach, whose role is not only to improve the batting or bowling…but also fielding, physical fitness, mental toughness and overall involvement of the each player…the role of HR Coach is to increase the overall productivity of all the above-mentioned sub-functions of HR Department. Hence, he cannot afford to say that I don’t know about Recruitment or Compensation & Benefits etc. He is the centre of the HR-Department and all functions revolve around him. His role is not very sophisticated one but very tactical.
Conclusion
In this write-up I have tried to give clear demarcation about the various roles of HR-Professionals. For the purpose of this article..."New Economy" Industries and Organizations are those industries, which came up as a result of Economic Reforms.
Looking forward to your comments and feedback.
Have a great day and take care of yourself.
Regards
Nithya :)
From India, Madras
Hello Nithya
Thanks for sharing such nice articles. It is always nice to share the information and it is equally important to give the link or source of your information. Because, in the absence of that…it might look like that…you do all the hardwork and someone else get the promotion and increments. I hope you understand what I am trying to say.
Regarding your articles…that you have shared in recent past…for some of them…these are the actual links:
Performance Management System: When Expectations Are Not Clear
Roles for HR-Professionals in New Economy ... 21st Century
<link outdated-removed>
Gossiping and Its Effect on Performance Management System
<link outdated-removed>
Stay in touch and take care
Regards
Sanjeev Sharma
(Blog: http://sanjeevhimachali.blogspot.com/)
(E-mail:
; 
)
From India, Mumbai
Thanks for sharing such nice articles. It is always nice to share the information and it is equally important to give the link or source of your information. Because, in the absence of that…it might look like that…you do all the hardwork and someone else get the promotion and increments. I hope you understand what I am trying to say.
Regarding your articles…that you have shared in recent past…for some of them…these are the actual links:
Performance Management System: When Expectations Are Not Clear
Roles for HR-Professionals in New Economy ... 21st Century
<link outdated-removed>
Gossiping and Its Effect on Performance Management System
<link outdated-removed>
Stay in touch and take care
Regards
Sanjeev Sharma
(Blog: http://sanjeevhimachali.blogspot.com/)
(E-mail:
From India, Mumbai
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