I am working in a power & steel comapany at the post of HR& admin executive.Pls send me some sample resumes with 5 years of experience in core sector which will help me to build an effective resume.
can mail me on everyonespranav@gmail,com or ring me on 08817250312
From India, Madras
can mail me on everyonespranav@gmail,com or ring me on 08817250312
From India, Madras
Mr. Soni,
Please dont expect people to send you Resumes, just like that. Have you indicated the location of your plant and what areas of specialisation do you expect from the candidates ? You should also indicate the minimum qualification that you expect apart from the likely CTC. You say you are in HR post but you dont know the role of HR ! Great dear.. Please do some spade work dear before rushing to CiteHR to post something vague !
From India
581Please dont expect people to send you Resumes, just like that. Have you indicated the location of your plant and what areas of specialisation do you expect from the candidates ? You should also indicate the minimum qualification that you expect apart from the likely CTC. You say you are in HR post but you dont know the role of HR ! Great dear.. Please do some spade work dear before rushing to CiteHR to post something vague !
From India
Mr. Soni, How many HR’s are working in your Company.You are working as a HR-Executive,why cant you ask to your HR-Manager....
From India, Madras
From India, Madras
hr work
Both an HR Generalist & HR Manager plays a vital role in the core HR Activities of an organization
HR Generalist is a role played by a employee in the company , who takes care of activities like joining formalities, induction, training and development, performance management, pay roll, statutory requirement, attendance maintenance, employee relation, employee grievances, exit formalities etc.
The nature of his/her work differentiates a HR Employee as a Generalist
HR Manager is a position in the company and has a wider applicability. He / She needs to take the lead in the generalist role, direct and motivate his team members who perform routine HR generalist functions in the organization.
In addition to above , He / She should be instrumental in Human Resource Development , by initiating activities like employee engagement, organizational development, retention strategies etc.
Key Responsibilities of HR Manager:
1. Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues)
2. Establish and maintain appropriate systems for measuring necessary aspects of HR development
3. Monitor, measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales
4. Manage and develop direct reporting staff.
5. Manage and control departmental expenditure within agreed budgets.
6. Liaise with other functional / departmental head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements.
7.Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation.
8.Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team.
9.Ensure activities meet with and integrate with organisational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care.
10. Audit and authenticate all documents related to legal, salary statements and distribution, policies etc.
11. Develop and Maintain healthy relation with Govt. and Non Govt. Organistions for better and fast functioning of organisation.
13. Plan for employee’s performance appraisal; develop tools for appraisal, job evaluation and development.
14. Plan and direct for Training of employee including senior managers, maintain contact with outside resources for training.
15 . Employee Developement through Process Quality, Job designing, ISO, Six Sigma, Project Management, Quality Of Work, Work Life Balance etc.
HR Manual starts with:
Manpower planning
Recruitment policy
Compensation(CTC)
Organization structure
Induction/orientation
Performance Management & reward policy
Training and development policy
Transfer & Promotion policy
Employee engagement policy
LTA/LTC policy
Leave Rules
Medical Reimbursement
Superannuation
Retirement policy
Payroll Module
History of Employees from the date of joining
Call letter for interview
Appointment Letter
Joining Report
Confirmation Letter
Increment Letter
Appraisal Letter
Master Employees
Salary details (customize)
Allowance Details (customize)
Daily attendance
Leave Register (customize)
Calculation of Leave encashment (customize)
Salary Sheet (customize)
Salary Slip (customize)
Salary Certificate
Recoverable Assets from Employees
Full & Final Settlement
Provident Fund
PF Deduction-Employeeswise and monthwise
PF Challan
Form 12A-Monthly Return
Form 5-New Employees
Form 10-Left Employees
Form 3A
Form 6A
EDLI report
ESIC
ESIC deduction-Employeewise and monthwise
Register of Contribution-Form 7
Form 5(return)
ESIC Deposit
Gratuity, Bonus/ Exgratia / Arrear / Advance
list of confirmed employees, non confirmed
Employees with their designation and location
Departments
Projects
Branches
Job Titles / Designation
Employees
Inserting a Picture of an Employee
List of Employees
Comments
Leave Balance
Skill
Qualification
Nominee
Pay Elements (customize)
Loan (customize)
Generate Records
Time Management
Daily Attendance
OT & Holiday OT
Monthly Attendance
Functions
Leave Application
Full and Final Settlement
Posted Salary
Tax Planning
Periodic Activities
Tax Calculation
Declaration of investment to be taken from employees.
Calculation sheet of tax liability of each employees
1. One Page Report
2. Monthwise details of salary and other allowances
with Tax liability and investments
3. TDS deposit challan
4. TDS deduction - employeeswise and monthwise
5. Total Taxable Income of each employees to tally
with amount paid in form 27A
6. Form 16 & 16AA
7. Form 12BA-Declartation of any other income to be
disclosed by employees other than salary.
8. List of PAN numbers with the employees name
9. List of Missing Pan Numbers -employee wise.
10. Perquisite like
11. Interest free loan
12. Rent free accommodation
13. Efiling of ETDS return
14. View of return from CD
15. File Validity.
From India, Calcutta
Both an HR Generalist & HR Manager plays a vital role in the core HR Activities of an organization
HR Generalist is a role played by a employee in the company , who takes care of activities like joining formalities, induction, training and development, performance management, pay roll, statutory requirement, attendance maintenance, employee relation, employee grievances, exit formalities etc.
The nature of his/her work differentiates a HR Employee as a Generalist
HR Manager is a position in the company and has a wider applicability. He / She needs to take the lead in the generalist role, direct and motivate his team members who perform routine HR generalist functions in the organization.
In addition to above , He / She should be instrumental in Human Resource Development , by initiating activities like employee engagement, organizational development, retention strategies etc.
Key Responsibilities of HR Manager:
1. Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues)
2. Establish and maintain appropriate systems for measuring necessary aspects of HR development
3. Monitor, measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales
4. Manage and develop direct reporting staff.
5. Manage and control departmental expenditure within agreed budgets.
6. Liaise with other functional / departmental head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements.
7.Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation.
8.Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team.
9.Ensure activities meet with and integrate with organisational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care.
10. Audit and authenticate all documents related to legal, salary statements and distribution, policies etc.
11. Develop and Maintain healthy relation with Govt. and Non Govt. Organistions for better and fast functioning of organisation.
13. Plan for employee’s performance appraisal; develop tools for appraisal, job evaluation and development.
14. Plan and direct for Training of employee including senior managers, maintain contact with outside resources for training.
15 . Employee Developement through Process Quality, Job designing, ISO, Six Sigma, Project Management, Quality Of Work, Work Life Balance etc.
HR Manual starts with:
Manpower planning
Recruitment policy
Compensation(CTC)
Organization structure
Induction/orientation
Performance Management & reward policy
Training and development policy
Transfer & Promotion policy
Employee engagement policy
LTA/LTC policy
Leave Rules
Medical Reimbursement
Superannuation
Retirement policy
Payroll Module
History of Employees from the date of joining
Call letter for interview
Appointment Letter
Joining Report
Confirmation Letter
Increment Letter
Appraisal Letter
Master Employees
Salary details (customize)
Allowance Details (customize)
Daily attendance
Leave Register (customize)
Calculation of Leave encashment (customize)
Salary Sheet (customize)
Salary Slip (customize)
Salary Certificate
Recoverable Assets from Employees
Full & Final Settlement
Provident Fund
PF Deduction-Employeeswise and monthwise
PF Challan
Form 12A-Monthly Return
Form 5-New Employees
Form 10-Left Employees
Form 3A
Form 6A
EDLI report
ESIC
ESIC deduction-Employeewise and monthwise
Register of Contribution-Form 7
Form 5(return)
ESIC Deposit
Gratuity, Bonus/ Exgratia / Arrear / Advance
list of confirmed employees, non confirmed
Employees with their designation and location
Departments
Projects
Branches
Job Titles / Designation
Employees
Inserting a Picture of an Employee
List of Employees
Comments
Leave Balance
Skill
Qualification
Nominee
Pay Elements (customize)
Loan (customize)
Generate Records
Time Management
Daily Attendance
OT & Holiday OT
Monthly Attendance
Functions
Leave Application
Full and Final Settlement
Posted Salary
Tax Planning
Periodic Activities
Tax Calculation
Declaration of investment to be taken from employees.
Calculation sheet of tax liability of each employees
1. One Page Report
2. Monthwise details of salary and other allowances
with Tax liability and investments
3. TDS deposit challan
4. TDS deduction - employeeswise and monthwise
5. Total Taxable Income of each employees to tally
with amount paid in form 27A
6. Form 16 & 16AA
7. Form 12BA-Declartation of any other income to be
disclosed by employees other than salary.
8. List of PAN numbers with the employees name
9. List of Missing Pan Numbers -employee wise.
10. Perquisite like
11. Interest free loan
12. Rent free accommodation
13. Efiling of ETDS return
14. View of return from CD
15. File Validity.
From India, Calcutta
Dear Mr. Sundram, At least first read the messages properly then think to reply. Regards!! Pranav
From India, Madras
From India, Madras
Mr Pranav,
I did go through your mail before responding. Instead of building on what we send as a sample resume, You can as well develop and post it for seniors to verify it. That will give you more satisfaction that getting spoon-fed ! Take it as a challenge, develop something on your own.... That was my suggestion.
Ok ?
Best wishes
From India
I did go through your mail before responding. Instead of building on what we send as a sample resume, You can as well develop and post it for seniors to verify it. That will give you more satisfaction that getting spoon-fed ! Take it as a challenge, develop something on your own.... That was my suggestion.
Ok ?
Best wishes
From India
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
A NEW HR EXECUTIVE HAND BOOK.pdf
HR Resonance Activities.doc