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Role and Responsibilities HR Executive in a Company
As for the job role of HR, it all depends. Assuming a very basic role in HR following list
shows a few responsibilities of an HR
1. Recruitment –
• Understanding manpower requisition from the concerned department.
• Understanding the requirement and accordingly drafting a job description and
getting it approved from the concerned person.
• Sourcing candidates that match the desired skills.
• Screening the candidates by conducting telephonic or personal interviews as the
case may be.
• Encouraging the employees to provide reference for better prospects.
• Arranging for technical interview and coordinating with the concerned person.
• Communicating the employment status to the applied candidates.
• Maintaining and updating the database of the candidates.
• Doing a background verification of the shortlisted candidates.
2. Induction and On-boarding
• When a particular candidate is finalised and selected, giving him offer letter or
letter of intent On joining the services, issuing appointment letter with brief
working agreement or policies.
• Giving a description on the policies, procedures and culture followed by the
company.
• Properly filing relevant document of the new joinee as required.
• Introducing him/her to the team and supervisor and/or manager.
• Explaining the mode of communication.
• Coordinating with the IT team to get his email id made.
3. HR Policies and HR Manual
• If the company do not have an HR Manual, drafting the same for the company.
• Making or Amending the existing policies and procedures.
4. Attendance and Leave records.
• Keeping a track of the attendance of the employees.
• Filing the leave forms and keeping a track of the leaves taken.
• Seeing to it that there is not much absenteeism on any given day.
• Seeing to it that no employee is irregular and if there are such people, taking
corrective and/or preventive measures.
5. Performance Management
• Helping the seniors do performance appraisal in a better way by adopting better
appraisal practices.
6. Employee Engagement
• Keeping a track on employee turnover and exit rate.
• Taking initiatives to engage the staff to their work.
• Taking the surveys in order to understand their engagement level and accordingly
take actions.
• Planning events or activities regularly or on some occassions, getting those
approved by senior management and implementing those.
7. Workforce Management
• Handling the staff so that people are not dissatisfied with each other.
• Handling cross culture things.
• See to it that there is no grouping or no dissatisfied person.
• Other employee related issues.
8. Statutory Compliance
• Leaves – as per the act that is applicable to you.
• minimum salary pf / esic / medical deductions as applicable other compliance
9. Exit Formalities
• Conducting exit interviews of candidates who are resigning.
• Trying to get constructive feedback for company and trying to implement the
corrective measures for them.
• Helping the person to be relieved properly.
• Issuing relieving letter and letter of experience.
• Doing the full and final settlement for the person.
10. Compensation and Benefits
• Designing the salary structure for employees.
• Helping employees save tax by advising them on tax benefits plans and other
investment options Calculating the Gratuity, Handling PF accounts, etc.
11. Employee Motivation and T&D/L&D
Many organizations have training sessions for their employees.
You can provide internal training by checking who has what to contribute and
accordingly plan a training session.
On the contrary you can also hire trainers with specific skills.
You can also send motivational mails to employee on regular basis.
View More HR Information and Issues at www. YourhrWorld.com

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Role and Responsibilities HR Executive in a Company

  • 1. Role and Responsibilities HR Executive in a Company As for the job role of HR, it all depends. Assuming a very basic role in HR following list shows a few responsibilities of an HR 1. Recruitment – • Understanding manpower requisition from the concerned department. • Understanding the requirement and accordingly drafting a job description and getting it approved from the concerned person. • Sourcing candidates that match the desired skills. • Screening the candidates by conducting telephonic or personal interviews as the case may be. • Encouraging the employees to provide reference for better prospects. • Arranging for technical interview and coordinating with the concerned person. • Communicating the employment status to the applied candidates. • Maintaining and updating the database of the candidates. • Doing a background verification of the shortlisted candidates. 2. Induction and On-boarding • When a particular candidate is finalised and selected, giving him offer letter or letter of intent On joining the services, issuing appointment letter with brief working agreement or policies. • Giving a description on the policies, procedures and culture followed by the company. • Properly filing relevant document of the new joinee as required. • Introducing him/her to the team and supervisor and/or manager. • Explaining the mode of communication. • Coordinating with the IT team to get his email id made. 3. HR Policies and HR Manual • If the company do not have an HR Manual, drafting the same for the company. • Making or Amending the existing policies and procedures. 4. Attendance and Leave records. • Keeping a track of the attendance of the employees. • Filing the leave forms and keeping a track of the leaves taken. • Seeing to it that there is not much absenteeism on any given day.
  • 2. • Seeing to it that no employee is irregular and if there are such people, taking corrective and/or preventive measures. 5. Performance Management • Helping the seniors do performance appraisal in a better way by adopting better appraisal practices. 6. Employee Engagement • Keeping a track on employee turnover and exit rate. • Taking initiatives to engage the staff to their work. • Taking the surveys in order to understand their engagement level and accordingly take actions. • Planning events or activities regularly or on some occassions, getting those approved by senior management and implementing those. 7. Workforce Management • Handling the staff so that people are not dissatisfied with each other. • Handling cross culture things. • See to it that there is no grouping or no dissatisfied person. • Other employee related issues. 8. Statutory Compliance • Leaves – as per the act that is applicable to you. • minimum salary pf / esic / medical deductions as applicable other compliance 9. Exit Formalities • Conducting exit interviews of candidates who are resigning. • Trying to get constructive feedback for company and trying to implement the corrective measures for them. • Helping the person to be relieved properly. • Issuing relieving letter and letter of experience. • Doing the full and final settlement for the person. 10. Compensation and Benefits • Designing the salary structure for employees. • Helping employees save tax by advising them on tax benefits plans and other investment options Calculating the Gratuity, Handling PF accounts, etc.
  • 3. 11. Employee Motivation and T&D/L&D Many organizations have training sessions for their employees. You can provide internal training by checking who has what to contribute and accordingly plan a training session. On the contrary you can also hire trainers with specific skills. You can also send motivational mails to employee on regular basis. View More HR Information and Issues at www. YourhrWorld.com