Hi Frnds, I want to know "what is the imp KRS?"of HR Exe. in generalist Profile Pls. tell mee Thanks
From India, Mumbai
3From India, Mumbai
Dear Soma
Here are the KRA's of Generalist HR Profile
A) Development Of Hr Department (Forms, Employee Handbook, Hr Manual)
B) Interview Applicants To Obtain Information On Work History, Training, Education And Job Skills.
C) Contact Applicants To Inform Them Of Employment Possibilities, Considerations And Selection.
D) Inform Potential Applicants About Facilities, Operations, Benefits, And Job Or Career Opportunities In Organizations.
E) Screen And Refer Applicants To Hiring Personnel In The Organization, Making Hiring Recommendations When Appropriate.
F) Joining Formalities.
G) Handling Employee Database (Both In Soft Form And Files Management)
H) Serve As A Link Between Management And Employees By Handling Questions, Interpreting And Administering Contracts And Helping Resolve Work Related Problems.
I) Plan, Direct, Supervise, And Coordinate Work Activities Of Subordinates And Staff Relating To Employment, Compensation, Labor Relations And Employee Relations
J) Leaves And Attendance Management.
K) Handling The Payroll
L) Managing Advance Salary, Ad Hoc Bonuses, Loans.
M) Confirmations, Performance Appraisals, Performance Management.
N) Liaison With Various Consultants.
O) Motivate Employees On Day-To-Day Basis.
P) Stop All Type Of Rumours Ands Misleading Communication.
Q) Administering Disciplinary Procedures.
R) Plan And Conduct New Employee Orientation To Foster Positive Attitude Towards Organizational Objectives.
S) Role In “Employee Engagement”… Winning The Trust Of The Employee And Hence Can Help The Organization In Controlling The Attrition.
T) Exit-Interviews
U) Full And Final Settlement.
From India, Gurgaon
Here are the KRA's of Generalist HR Profile
A) Development Of Hr Department (Forms, Employee Handbook, Hr Manual)
B) Interview Applicants To Obtain Information On Work History, Training, Education And Job Skills.
C) Contact Applicants To Inform Them Of Employment Possibilities, Considerations And Selection.
D) Inform Potential Applicants About Facilities, Operations, Benefits, And Job Or Career Opportunities In Organizations.
E) Screen And Refer Applicants To Hiring Personnel In The Organization, Making Hiring Recommendations When Appropriate.
F) Joining Formalities.
G) Handling Employee Database (Both In Soft Form And Files Management)
H) Serve As A Link Between Management And Employees By Handling Questions, Interpreting And Administering Contracts And Helping Resolve Work Related Problems.
I) Plan, Direct, Supervise, And Coordinate Work Activities Of Subordinates And Staff Relating To Employment, Compensation, Labor Relations And Employee Relations
J) Leaves And Attendance Management.
K) Handling The Payroll
L) Managing Advance Salary, Ad Hoc Bonuses, Loans.
M) Confirmations, Performance Appraisals, Performance Management.
N) Liaison With Various Consultants.
O) Motivate Employees On Day-To-Day Basis.
P) Stop All Type Of Rumours Ands Misleading Communication.
Q) Administering Disciplinary Procedures.
R) Plan And Conduct New Employee Orientation To Foster Positive Attitude Towards Organizational Objectives.
S) Role In “Employee Engagement”… Winning The Trust Of The Employee And Hence Can Help The Organization In Controlling The Attrition.
T) Exit-Interviews
U) Full And Final Settlement.
From India, Gurgaon
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