Human Resources professionals are responsible for maintaining and managing an organization’s Human capital. And HR professionals handle the Overall hiring process, Including Recruitment, Interviews, and onboarding. They may also offer conflict resolutions services to maintain an organization’s relationship with its employees. Lead socially driven training events and manage payroll and benefits.
HR processes refer to the fundamental strategies that HR Leaders implement to ensure successful employee lifecycle and work experiences.
The core HR Processes include:
HR Domain is the Fastest growing domain in India, HR Professional is Responsible for Managing the Employee Life cycle process and It is designed to give the best support to both Employer and Employees in Industry.
Employee Life Cycle Process Involves
Generalist Profile includes taking part in policymaking and implementation, payroll management, performance appraisals, taking interviews and scaling candidates as per organization criteria, Recruitment, exit formalities handling, Onboarding process handling, preparing the offer letter and payslips, etc.
HR Generalist refers to a professional employee working in the HR Department who can perform a wide variety of responsibilities perform and handles all the functions related to an employee. HR Generalist need to be cordial attentive and prompt to act as the liaison between workers, managers, and executives in measuring employee engagement.
Personal Management is managing the Performs of Persons who are part of the operations.
Many people get into HR after graduation in a different stream. To some people, it just happens while for others it is a deliberate move.
If it just happened to you, you can say that I was on the lookout for a job when I got the first opportunity in HR. I took it up and slowly realized that I have started linking it. I brushed up on my skills and keeping myself updated about the new developments in the field and acquiring a professional degree (if you have got one)
Usually, these two terms are used interchangeably but there does lie a difference between the two. Personal Management is reactive and includes administrative tasks while HRM is proactive and required continuous development in policies and functions of the organization for a better tomorrow. Personal Management is more of an independent task than HRM which needs to involve the managers of all departments for developing a better team.
Staffing, employment processing, welfare benefits record management, succession planning, employee retention. Even if the companies wanted, they could hardly advertise the job of an HR Generalist in a worse way. In a less realistic one. In reality, you will simply work with people, and in most cases, you will respond to only two or three things from the job description. You will either help with hiring new staff, conduction interviews, or training new people. Or you may be responsible for keeping records, and leading exit interviews. Several people will work in the HR team (unless you apply for a job in a very small company), and each of you will take care of some HR duties.
Take more about things you want to offer them (excellent communication and administrative skills, value you plan to bring to their HR department) than about things you want to take from them (Good salary, excellent learning opportunities, a position that offers career growth options, etc. Try to talk with enthusiasm right from the start, they should feel that you are happy to be in the room, interviewing for a job that you want to have.
This is a Behavioral question; they ask about a situation from the past. If you apply for your first job, however, you should not simply say that you do not have experience with the situation. Say instead what you could do in an interview. I suggest you pick a position (manager, operator, engineer, sales, if they do not set the position directly in the question) and talk about how you would lead the interview for that particular job.
You do not need to come up with a perfect answer at this point (o with a detailed analysis of an interview process). They understand this is an entry-level job, and simply try to find out whether you have an idea, whether you are capable of leading an interview. Show some courage and present three or four questions you will use.
Advertising new offers, and writing job advertisements, belong to the common duties of an HR Generalists, it is easy to attract young talent once we are in an economic recession, and people battle for jobs. But when we experience economic expansion, job boards are full of ads and companies Fight for quality people (sometimes they fight for any people), It is an art to write a job offer that will stand out, and attract the right kind of applicants. Try to show some methodology in your way of thinking. You can say that you would spy on your competition, checking their job ads, and trying to find out how the company stands out. You would emphasize these things on your offer. It can be the structure of benefits (or particular benefits) it can be the working culture, career growth option – it can be many things.
A tough question, but you should try to ensure the interviewers that you will decide rationally and not emotionally (In Reality this is hard to do, but in an interview, we should always try to show the right attitude to the job). You should be ready to dismiss anyone who breaks the rules repeatedly or does not handle their job on an ongoing basis. the company comes first, personal relationship second.
While answering these questions, don’t simply say that I love to work with people and that is the reason I am into HR. This is the most common answer and something which makes the interviewer burst into laughter.
A better way would be to identify some work areas that an HR manager has to perform in his daily routine and relate them to your interest. A Possible answer could be, I liked to be part of the recruitment team which can identify the right people and put them in the right places. Employment into right Places. Employment in recruitment slowly developed into full-fledged GR professions.
Human Resource Planning is the continuous process of systematic planning, ahead to achieve optimum use of an organization's most valuable assets – Quality employees. Human resource planning ensures the best fit between employees and jobs while avoiding the manpower shortage or surplus.
Human Resource Planning enables a business to meet their current and future demands for talent, allowing HR professionals to anticipate and develop the skills most valuable to an organization, and providing the enterprise with the optimum balance of staff in terms of available skills sets and numbers of persons for the Present, Future Manpower requirement.
In absence of Human Resource Planning
Job Analysis is processing the studying and collecting information relating to the operations and responsibilities of a specific job. It comprises job descriptions and job specifications.
Job Analysis is an important step in ensuring that the right candidates are selected. Job analysis helps the employer in recruitment and selection, Performance management, choosing compensation and benefits, etc. it helps the employee to have a clear picture of what is required of them.
Observation Method: Observing or taking notes about the employee while they perform the task or jobs
Individual Interview: Asking the questions to individuals performing a role and adding up the various answers you get
Group Interview: Interviewing the many candidates performing the same role in a group and recording the answer
Questionnaire: Developing the structured questionnaire and asking the employees to fill it up.
Dairy: This method requires asking the employees to record their daily activities as they perform them
Job description comprises the job title, location, job summary, Roles and responsibilities, tools that will be used to perform the job, and working conditions.
A proper job description helps in advertising the vacancy effectively and attracting the right talent. Job Specification is used to create some specific requirements about the Particular jobs like Qualifications, Gender, Special certification, salary budget, notice period, Specific skills or certification is required, etc.
HR Budget Planning is Planning your HR costs for the Future.
Human Resource Management Budget refers to the funds that HR allocates to all HR Processes enterprises wide. The HR Budget will include funds allocated to hiring, salaries, benefits, Talent management, Training, succession planning, workforce engagement, and employee wellness planning, Overtime Pay, Medical Insurance, Retirement funding, employee Travel, Training and development expenses, Recruitment Expenses (Job Advertisement, Employee relocation, medical check, Background verification) Etc.
Recruitment is the Process of identifying, screening and hiring the most suitable candidate for a job vacancy.
A Human Resources Recruiter is a Certified Professional who is a part of the human resources department. They are tasked specifically with finding suitable candidates to fill positions within an organization.
Internal Recruitment: It means getting the candidate from within the organization to fulfill a vacancy. Internal recruitment can be done by Transfer, Promotion, Ex-Employee, Demotion.
External Recruitment: It means getting an absolutely new candidate to the company. The sources of these employees could be many Jobs notification in the Print, college campus, placement agents, unsolicited applicants, Employee referral program, employment exchange, Job Portal, social media, Labour contracts.
Grameya.com - https://www.grameya.com/
Selection is the process of picking or choosing the right candidate for the Right jobs at the Right Time with a good salary. And employee Selection is the process of matching organizations' requirements with the skills and the qualification of individuals.
Background verification is the process of vetting employment history, commercial records, financial records, criminal records, and other activities of a person or a company to confirm their authenticity.
Companies start the background verification by calling your last employer they will check the details you gave them against data from your last company. Then companies look into public databases (criminal records) for any illegal activity. Next, they will check into education records to verify your degrees and certificates.
The behavioral interview is a job interviewing technique where candidates are asked to describe past performance and behavior to determine whether they are suitable for a position. Behavioral-based interviewing provides a more objective set of facts to make employment decisions compared to other interviewing methods.
Onboarding is a human resources industry term referring to the process of introducing the new employee into an organization also known as organizational socialization, onboarding is an important part of helping employees understand their new position and job requirements.
Induction Training is term professionals in the Human Resources field use for employee training. It is a term of introduction that allows employees and new hires to “learn the ropes” of their new job or positions and get started easily.
Training and Development is the continuous process of improving skills, gaining knowledge, clarifying concepts, and changing attitudes through structured and planned training based on the company requirement. Training and development emphasis on the improvement of the performance of individuals as well as a group through a proper system within the organization which focus on the skills, objectives, good & efficient training of employees help in their skills, knowledge development, which eventually helps a company improves its productivity leading to overall growth
ADDIE stands for Analysis, Design, Development, Implementation, Evaluation, this method is a framework in designing and developing educational and training programs.
A Skill matrix is a tool to map required and desired skills for a team or project. It is the grid that visualizes the required skills and competencies in a team. This makes it an essential tool for any data-driven HR professional.
Performance appraisal is the systematic evaluation of the performance of employees and understanding the abilities of a person for further growth and development.
360 Degree appraisal is a Modern Technique to evaluate the employee’s Performance, In this method, an employee’s Job performance is appraised with the help of the factors that are present around at the workplace. Such factors may be superiors, colleagues, subordinates, Clients, customers.
Statutory compliances mean adhering to rules and regulations. Statutory compliances in HR Refers to the legal framework that an organization should adhere to in dealing with its employees.
Statutory compliances relate to the various labor and taxation laws prevalent in India. And it is important to have a sound understanding of the various labor and taxation laws in India to keep abreast of any changes that need to incorporate since the laws are very dynamic and rules keep changing from time to time. Companies must obey them. Non – compliances with these regulations can land an into legal trouble such as penalties, fines. This is why companies spend a good deal of resources for ensuring statutory compliances.
The workman compensation Act 1923 is a type of social security legislation. The compensation is paid in event of an accident or injury (Including some occupational disease) that arises out of or during the empowerment and that results in total or partial disablement or demise of the worker.
The Payment of wages act 1936, Regulates the payment of wages to employees (direct and indirect). The act is intended to be a remedy against unauthorized deductions made by the employer and/or unjustified delay in payment of wages.
This Act is to require employers in industrial establishments to formally define conditions of employment under them ad submit draft standing orders to certifying authority for its certifications.
The Industrial disputes act 1947 has been enacted for the investigation and settlement of industrial disputes in any industrial establishment. The industrial disputes act defines “industrial dispute as a dispute or difference between workman and employer or between workman and workman, which is connected with employment or non-employment or the terms of employment or with the conditions of labour. The dismissal of an individual workman is deemed to be an industrial dispute.
The employee state insurance act 1948, An act to provide for certain benefits to employees in case of sickness, maternity, and employment injury and to make provision for certain other matters in relation thereto.
Currently, the Employee contribution rate is 0.75% of the wages and employer 3.25% of the wages
The minimum amount of remuneration that an employer is required to pay wage earners for the work performed during a given period, which cannot be reduced by collective agreement or an individual contract.
To any premises where manufacturing activities are carried out with the aid of power and where 10 or more workers are/ were working OR where manufacturing activities are carried out without the aid of power and were 20 or more workers are/ were working.
The Factory Act 1948 is social legislation that has been enacted for occupational safety, health, and welfare of workers at workplaces. The objective of the act is to regulate the conditions of work in manufacturing establishments coming within the definition of the term Factory as used in the Act.
A Provident fund is a welfare scheme for the benefits of the employee. It covers every establishment in which 20 or more people are employed. Under this scheme EPF scheme, an employee has to pay 12% of the contribution from his wages and the same contribution is paid by the employer. The employee gets a lump sum amount including self and employer’s contributions with interest on both, on retirement.
Gratuity is the benefit that is payable under the payment of gratuity act 1972, gratuity is the sum of money paid by an employer to an employee for services rendered in the company. But the Gratuity is paid only to employees who complete five or more years with the company. It is the part of the salary an employee receives and can be viewed as a benefits plan designed to aid an individual in his/her retirement. And One can consider it to be a financial “Thank you” to an employee for rendering continuous service to an employer.
Basic salary + Dearness Allowance * 15/26 * No of service year
The Maximum Eligible Gratuity Amount is Rs.20,00,000 Lakhs.
The payment of Bonus Act, 1965 provides for the payment of bonuses to persons employed in certain establishments. Employing 20 or more persons, based on profits or based on production or productivity and matters connected therewith.
The Minimum Bonus will be 8.33% of the salary during the year or 100 Rupees will be given in the case of employees above 15 years and sixty rupees in the case of employees below 15 years whichever is higher.
The maximum bonus is 20% of the salary during the accounting year.
Payroll is defined as the process of paying salaries to a company’s employees. It starts with preparing a list of employees to be paid and ends with recording those expenses. It is a tangled process that different teams such as payroll, HR, and finance work together. But businesses can manage all the complexities effortlessly by choosing modern technology. The process involves arriving at what is due to the employees for a particular payroll cycle after adjusting the necessary deductions like TDS, employee PF contribution, meal coupons, etc.
Income Tax is a type of tax that the central government charges on the income earned during the financial year by individuals and businesses. Taxes are sources of revenue for the government. The government utilizes this revenue for developing infrastructure, providing healthcare, education, and other government welfare schemes. Taxes are mainly of two types direct taxes, and indirect taxes.
Full and final settlement is a process that occurs when an employee resigns from your organization. In this process, the employee has to get paid for the Last working month + any additional earnings or deductions, the procedure of paying to the employee and setting the calculation during the resignation process is called the final settlement of the employee.
According to the rules, the final settlement needs to happen on an employee’s last working day at the organization. However, clearance usually takes time, it is a policy to do it within 30 to 45 days after the employee’s last working day. For gratuity, the stipulation is 30 days after leaving the company, while bonuses must be paid within the specified accounting year.
Leave encashment denoted an amount of money obtained in exchange for a period of leave not availed by an employee. Encashment of an acquired leave can be taken by an employee at the period of retirement, it is done during the maintenance of service or at the time of resigning the job.
Human Resources (HR) policies are rules and processes that govern the employment relationship between you and your team members. HR Policies describe the rights and responsibilities and expected behaviors of both you and your employees when it comes to working together. An organization’s human resources team (or whoever is responsible for HR Activities) is often responsible for creating and maintaining HR Policies. Most HR Policies apply to all permanent, temporary, part-time, and full-time employees within an organization.
Employee Engagement is a workplace approach resulting in the right conditions for all members of an organization to give their best each day, be committed to their organization’s goals and values, motivated to contribute to organizational success. With an enhanced sense of their wellbeing.
Employee engagement is based on trust, integrity, two-way commitment, and communication between an organization and its members. It is an approach that increases the chances of business success.
HR Administration is Responsible for a wide range of duties including payroll, and compensation, recruiting and staffing, performance and training, labor relations, administrating employment benefits, and organizational development. An HR Administrator works closely with managers and employees to resolve employees’ issues and review performance appraisals.
Facility management is a profession that encompasses multiple disciplines to ensure functionality, comfort, safety, and efficiency of the built environment by integrating people, place, process, and technology.
Time office management is the process of maintaining the Intime and out the time of the employee in an organization. Time office consists of manpower planning, Leave Management, Shift Management, overtime management.
Leave is simply taking an off from work day after informing the management formally and sometimes even informally. Leaves are the days that a working professional is entitled to and paid for, apart from the holidays, paid leaves are a part of benefits offered by companies apart from the medical claim.
Leave Management also called Time off Management, is the set of processes that controls the applications, approval, and tracking of employees' leave in an organization. Leave Management as the word suggests is all about managing employees' leave requests. It can also be referred to as time-off management, encompassing, sick/wellness leaves, parental leaves, period leaves, Casual leaves, paid leaves.
Reimbursement is the compensation paid out by an organization for the expenses made by an employee from his/her pocket. It is not restricted only to the employees, even the customers or third parties who have spent on the business-related expenses will be reimbursed by the company.
Attendance management is the process of preventing employee time theft by tracking employee working hours, Login time, departures, breaks, and time off.
HRIS is a Human Resource information system that is used to collect and store data on an organization’s employees.
HRMS – Human Resource Management System into the management of employee’s information, which is used for everything from recruiting, hiring, training, evaluation, appraisal, salary revision, offer letters preparation, payroll process, leave approval process, attendance tracking, exit process.