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Job Description: Handling complete life cycle of recruitment's. Taking care of joining formalities of new hires.

Sourcing and screening profiles according to the job specifications (RRF Resource request form) from the job portals (Naukri), social networking sites, and internal referrals. Handling first round of HR interview in order to judge the candidates suitability, attitude, academic & professional qualification, experience, communication skills etc, before forwarding it to Technical panel. Posting Job requirements in leading job portals and screening responses. Short listing profiles with maximum accuracy, those match the requirement. Job Description - HR Executive *Sourcing, screening & short listing candidates from database, portals as per Job Specification * Responsible for scheduling candidates * Responsible for screening and short listing of candidates * Creating & maintaining Database * Follow up from pre interview till joining of candidate

Job description A human resources (HR) officer develops advises on and implements policies relating to the effective use of personnel within an organisation. HR/personnel work comprises a number of different but related policies, all of which are required by organisations that employ people, whatever the size or type of business. These will cover areas such as working practices, recruitment, pay, conditions of employment and diversity. HR staff need to ensure that the organisation employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance in order to achieve the organisation's objectives.

Typical work activities As a human resources (HR) officer you must have a clear understanding of your organisation's business objectives and be able to devise and implement policies which will select, develop and retain the right staff needed to meet these objectives. The exact nature of the work activities will vary according to the organisation, but they are likely to include: working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures; promoting equality and diversity as part of the culture of the organisation;

liaising with a wide range of organisations involved in areas such as race relations, disability, gender, age, religion and health and safety; recruiting staff: this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates; developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management; advising on pay and other remuneration issues, including promotion and benefits; undertaking regular salary reviews; negotiating with staff and their representatives on issues relating to pay and conditions; administering payroll and maintaining records relating to staff; interpreting and advising on employment legislation; listening to grievances and implementing disciplinary procedures; developing, with line managers, HR planning strategies, which consider immediate and long-term staff requirements in terms of numbers and skill levels; Planning and sometimes delivering training, including inductions for new staff; analysing training needs in conjunction with departmental managers. *****

1. In smaller companies an HR person will have to carry the responsibilities of

Payroll manager Motivator Grievance handling Training HR/Manpower planning HR finance Appraisal and also releaving.

2.In a large scale industry there are seperate divisions for all the activities so there the responsibilities will differ. ***** The following are job Responsibilities of HR Exectuive Recruitment 1. Job Description, 2. Identify the Competencies required, 3. Identify the source for hiring, 4. Interview the candidate,

5.Coordinate the interview with the respective department and 6. If selected, complete the documentation .

Operations 1. Joining formalities. 2. Handling Employee Database (Both in Soft Form and Files Management) 3. Leaves and Attendance Management 4. Handling the payroll 5. Managing advance Salary, Ad Hoc Bonuses, Loans 6. Confirmations, Performance Appraisals, Performance Management 8. Exit-Interviews 9. Full and Final Settlement Employee Relation 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. This list can vary from company to company. *******

Human Resources Manager

Reports To:

Summary Develops policy and directs and coordinates human resources activities, suchas employment, compensation, labor relations, benefits, training, and employeeservices by performing the following duties. Essential Duties and Responsibilities

Analyzes wage and salary reports and data to determine competitivecompensation plan. Writes directives advising department managers of Company policy regardingequal employment opportunities, compensation, and employee benefits. Consults legal counsel to ensure that policies comply with federal andstate law. Develops and maintains a human resources system that meets top managementinformation needs.

Oversees the analysis, maintenance, and communication of records requiredby law or local governing bodies, or other departments in the organization. Identifies legal requirements and government reporting regulationsaffecting human resources functions and ensures policies, procedures, andreporting are in compliance. Studies legislation, arbitration decisions, andcollective bargaining contracts to assess industry trends. Writes and delivers presentations to corporate officers or governmentofficials regarding human resources policies and practices. Recruits, interviews, tests, and selects employees to fill vacantpositions. Plans and conducts new employee orientation to foster positive attitudetoward Company goals. Keeps records of benefits plans participation such as insurance and pensionplan, personnel transactions such as hires, promotions, transfers, performancereviews, and terminations, and employee statistics for government reporting. Coordinates management training in interviewing, hiring, terminations,promotions, performance review, safety, and sexual harassment. Advises management in appropriate resolution of employee relations issues. Responds to inquiries regarding policies, procedures, and programs. Administers performance review program to ensure effectiveness, compliance,and equity within organization. Administers salary administration program toensure compliance and equity within organization. Administers benefits programs such as life, health, and dental insurance,pension plans, vacation, sick leave, leave of absence, and employee assistance. Investigates accidents and prepares reports for insurance carrier.Coordinates Safety Committee meetings and acts as Safety Director. Conducts wage surveys within labor market to determine competitive wagerate. Prepares budget of human resources operations. Prepares employee separation notices and related documentation, andconducts exit interviews to determine reasons behind separations. Prepares reports and recommends procedures to reduce absenteeism andturnover. Represents organization at personnel-related hearings and investigations. Contracts with outside suppliers to provide employee services, such astemporary employees, search firms, or relocation services.

SupervisoryResponsibilities Provides management direction and counseling. Supervises clerical assistantand temporary staffing as needed.

Position Description:
The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for a company within a small to mid-sized company, or a portion of the Human Resources function within a large company. The major areas the Human Resources manager manages can include:

recruiting and staffing; organizational departmental planning;

performance management and improvement systems; organization development; employment and compliance to regulatory concerns regarding employees; employee onboarding, development, needs assessment, and training; policy development and documentation; employee relations; company-wide committee facilitation; company employee and community communication; compensation and benefits administration; employee safety, welfare, wellness and health; charitable giving; and employee services and counseling.

The Human Resources manager originates and leads Human Resources practices and objectives that will provide an employee-oriented; high performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources manager is responsible for the development of processes and metrics that support the achievement of the organization's business goals. The Human Resources manager coordinates the implementation of people-related services, policies, and programs through Human Resources staff; reports to the CEO; and assists and advises company managers about Human Resources issues.

Primary Objectives of the Human Resources Manager:

Health and safety of the workforce. Development of a superior workforce. Development of the Human Resources department. Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance. Personal ongoing development.

What does a human resources worker do?

Human resources specialists are responsible for recruiting, screening, interviewing and placing workers. They may also handle employee relations, payroll and benefits and training. Human resources managers plan, direct and coordinate the administrative functions of an organization. They oversee specialists in their duties; consult with executives on strategic planning; and link a companys management with its employees.
HR specialists tend to focus on a single area, such as recruiting or training. HR generalists handle a number of areas and tasks simultaneously. Small companies will typically have one or two HR generalists on staff, while larger ones may have many devoted to particular areas and services.

Some typical daily tasks for an HR worker include:

Consult with employers to identify needs and preferred qualifications Interview applicants about their experience, education and skills Contact references and perform background checks Inform applicants about job details such as benefits and conditions Hire or refer qualified candidates Conduct new employee orientations Process paperwork

HR managers will also:

Plan and coordinate the workforce to best use employees talents Resolve issues between management and employees Advise managers on policies like equal employment opportunity and sexual harassment Coordinate and supervise the work of specialists and staff Oversee recruitment and hiring process Direct disciplinary procedures

108 best HR Practices for Indian Organization 1) Building superior workplace is part of their corporate identity. 2) Take care of employees customers keep coming back. 3) Providing superior work-life value proposition. 4) Work Personal life Balance 5) Take time-off whenever it is necessary 6) Flexible Options 7) Members not Employees. 8) Employee Committee with genuine authority. 9) Recreation/Social Services/Food. 10) Database for employee suggestions in implementation. 11) All relevant information available to all.(Sharing Information) 12) Information sharing matrix. 13) Surveys for potential/new employess. 14) Annual Employee survey. 15) Global infrastructure organization survey. 16) Daily newsletter (start the day by reading this letter). 17) Basic Moral of the day. 18) Daily Birthdays. 19) Special Guest recognition. 20) HR eye opener of the day. 21) Call privately & inform the issue (Integrity Hotline). 22) Training or other discipline (Cross Training). 23) Running own business - Employee survey. 24) Ownership of Business- Job rotation. 25) Training to learn multiple skills.

26) Take care of employees. Employees take care of customers. 27) Reach the top brass. 28) Open culture/caring environment. 29) Focus on high performance. 30) Hiring the smartest people. 31) Directing them in Right Direction. 32) Create Cool, simple & yet highly efficient workforce. 33) Cross functional job rotation. 34) Good Problem solver. 35) Interested in working with people. 36) Openness & transparency. 37) New recruits workstation decorated with Balloons. 38) Self defense techniques for women employees. 39) Work from home. 40) 2% profit given as performance incentives. 41) Professional support. 42) Skill updating. 43) Social recognition & upward mobility. 44) Small warm gestures. 45) Same travel benefits across all positions. 46) Annual Organization climate survey (Rating Boss). 47) Buddy Programme. 48) i4 Teams Ingenious, Idea, Incubation & Implementation (Generate new ideas & implement them). 49) Encouraging social services. 50) Early Breaks, Good training, caring employer. 51) Workshops to explore strengths, weakness, dreams & aspirations. 52) Chairman Tea/President Tea - Managers Sharing Feedback. 53) High performers- 200 % of Target Bonus. 54) Paid leave for social services. 55) Breakfast meeting with top management. 56) Vacation donation program. 57) Stock options. 58) Confirmed employees from the first day of joining. 59) Babys day out New mothers work alongside with babies. 60) Reduced work hours Half day/Half work week for New Mothers. 61) Mandatory training hours- Any field of interest. 62) Internal Promotions Non mgmt to top management position. 63) Knowledge sharing sessions. 64) Recognize employee achievements. 65) Individual learning plans. 66) CSR leave for 5 days for employees. 67) 100 % Reimbursement of Tuition fees/examination fees for employee professional development. 68) Idea works/encash program awards for better ideas/suggestions. 69) HR team available 24X 7 on emergency situations.

70) 30- Week management program in NMIMS for young managers. 71) 5 days compulsory annual leave. 72) Value addition meetings between employee & management. 73) Tell me box (CEO) Tell 3 things that work for them & 3 things that not work for them. 74) Five day a week work policy. 75) Fast Track programme for promoting middle managers. 76) Leave work on time, flexibility to work part time as per requirement. 77) Only 10 unutilized allowed to carry forward to next year. 78) Encourage to spend time with family. 79) Leadership programme for young managers. (Wharton & London business school) 80) Health caf, yoga classes. Stress management. 81) Flat leave structure, restricted work structure & timings (System Shutdown after 7PM). 82) Flexi working hours. 83) Foreign trips for spouses. 84) Employee referred as Members, Department referred as Groups. 85) Share your concerns. 86) Home away home. Reach out family in all day to day happenings. 87) Foreign Language Allowance (100 % fees). 88) New Joinees Personally welcomed by MD. 89) Paternity Leave, Birthday/Anniversary leave. 90) Compassionate leave. 91) Fun at work & freedom at work. 92) Open Door & Transport Policy. 93) Crche for working mothers. 94) Behavioural Training programme. 95) Sense of security/Family taken care. 96) No Attendance. 97) Freedom to Experiment. 98) 2 year sabbatical leave for higher studies. 99) New Joinees welcomed with flower bouquet. 100) Inform & Communicate in Transparent manner.( Trust & Transparency ) 101) Employees Calculate bonus on their own. 102) Senior Executives No Attendance/Unlimited leaves. 103) Decide where, when & how their work to be done. Flexible to peoples needs. 104) Creating new roles for prospective/potential candidates. 105) Workshops for parents. 106) HR Policies evolved keeping local people in mind. 107) Working beyond revenues. 108) Intellectual Stimulation/Variety weighs in decision for new projects. attribution