Dear all HR Professionals,
I have joined a new organization 1 month back ,an IT company, as an HR Executive , as you people know HR is a fledgling entity in most of the companies , the same in our org as well, I am reporting to CFO , the question is that I need to form a full flash HR dept in my org. I have taken 1 step
1- formulation of the organogram of the company ( all departmental charts)
This is what about to complete than I will go for making JDs , now the controversy is this that before doing anything I need to get approval from CFO , accepted, I present this to my CFO , he rejected that JD cause it was not mentioning the financial aspects. How many resources one should/have in his hand. 2ndly , He emphasizes on Core responsibilities , just go for core responsibilities and than sub core responsibilities than go for sub sub core responsibilities, similarly go on,. It will be less time consuming, according to him.
Here I have attached JD what I present to him. Kindly review it and give your suggestions for improvement.
He argues that in traditional JD , we cant find the reports , that I am responsible to provide this weekly report , monthly report or whatever reports.
He asked for the JD that can manifest , how many reports one is responsible to make , the formation of reports. covers financial aspects as well.
While I need the JD for HR Executive that can cover KPPI , KPA , KRA & KRC. I need one specimen that I could make my Boss satidfied.
Looking for your response
Cheers
M. Hasan
From Paraguay
5I have joined a new organization 1 month back ,an IT company, as an HR Executive , as you people know HR is a fledgling entity in most of the companies , the same in our org as well, I am reporting to CFO , the question is that I need to form a full flash HR dept in my org. I have taken 1 step
1- formulation of the organogram of the company ( all departmental charts)
This is what about to complete than I will go for making JDs , now the controversy is this that before doing anything I need to get approval from CFO , accepted, I present this to my CFO , he rejected that JD cause it was not mentioning the financial aspects. How many resources one should/have in his hand. 2ndly , He emphasizes on Core responsibilities , just go for core responsibilities and than sub core responsibilities than go for sub sub core responsibilities, similarly go on,. It will be less time consuming, according to him.
Here I have attached JD what I present to him. Kindly review it and give your suggestions for improvement.
He argues that in traditional JD , we cant find the reports , that I am responsible to provide this weekly report , monthly report or whatever reports.
He asked for the JD that can manifest , how many reports one is responsible to make , the formation of reports. covers financial aspects as well.
While I need the JD for HR Executive that can cover KPPI , KPA , KRA & KRC. I need one specimen that I could make my Boss satidfied.
Looking for your response
Cheers
M. Hasan
From Paraguay
Job Description or the JD comprehensively describes the job. I see that lacking in the JD you have provided.
The duties, tasks, responsibilities, resources available, superiors, subordinates, working conditions etc. are given in detail in the JD. A clear definition answering What, Why & How with regard to a job should be explained in a JD.
And a person should have comprehensive knowledge of the job so that he can provide a more accurate JD.
I am not a pro but thought my opinion would help you out.
Regards,
Ashra
From Sri Lanka
The duties, tasks, responsibilities, resources available, superiors, subordinates, working conditions etc. are given in detail in the JD. A clear definition answering What, Why & How with regard to a job should be explained in a JD.
And a person should have comprehensive knowledge of the job so that he can provide a more accurate JD.
I am not a pro but thought my opinion would help you out.
Regards,
Ashra
From Sri Lanka
Dear Ashra,
Thanks for your intrest , so the JD what you have seen, is it enough to atain all the information related to job or can you please send me a JD that can cover all the information related to job.
If it covers KPI, KPA , KRA & KRC ( kindly mention) , than I will be highly grateful to you.
Thanks
M.Hasan
From Paraguay
Thanks for your intrest , so the JD what you have seen, is it enough to atain all the information related to job or can you please send me a JD that can cover all the information related to job.
If it covers KPI, KPA , KRA & KRC ( kindly mention) , than I will be highly grateful to you.
Thanks
M.Hasan
From Paraguay
Dear Hasan,
attached herewith please find a sample JD. hope it will help you.
Thanks and regards,
Chini
Designation Human Resource and Administration Executive*
Corporate Grade Executive
Reporting To Head of Administration**
Positions Reporting
To This Position Receptionist
Qualifications Diploma in Personnel Administration
Experience Minimum 3 years’ experience in personnel and administrative functions
Overview Responsible for personnel and office administration
Main Responsibilities
From India, Mumbai
attached herewith please find a sample JD. hope it will help you.
Thanks and regards,
Chini
Designation Human Resource and Administration Executive*
Corporate Grade Executive
Reporting To Head of Administration**
Positions Reporting
To This Position Receptionist
Qualifications Diploma in Personnel Administration
Experience Minimum 3 years’ experience in personnel and administrative functions
Overview Responsible for personnel and office administration
Main Responsibilities
- Administration
- Participate in the formulation of the company’s administrative policies
- Provide administrative and secretarial support to all Managers
- Prepare ad-hoc reports to Japan headquarters as required
- Manage communication in office through notices, circulars and memos
- Liaise and negotiate with vendors and contractors on matters relating to the supply of office products including computers, stationery and uniforms
- Supervise administration staff
- Organise staff welfare activities
- Undertake any other ad-hoc projects as directed by the Managing Director
- Personnel
- Maintain and update all personnel records
- Administer recruitment, career development and termination activities for all departments
- Administer training and development activities
- Conduct ad-hoc salary reviews based on market information
- Oversee payroll administration including computation, report submissions, CPF payments, etc
- Handle administration of employee benefits
- Liaise with Ministry of Manpower and Work Permit Department
- Participate in negotiation with trade unions
From India, Mumbai
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JD _ HR.doc