HR Manager- Key responsibilities and Qualities Leading HR Professionals Should Have 

Human Resource Manager is a mid-level position responsible for overseeing human resources activities and policies according to executive level direction. They supervise human resources staff as well as control compensation and benefits, employee relations, staffing, training, safety, labor relations, and employment records.

HR Generalist directs implementation of human resources policies, programs, and procedures. They advise management and employees on issues or problems relating to human resources. The HR Generalist is usually a senior position and works in all areas of human resources.

The historical rule of thumb for HR staffing requirements is one full-time professional HR person should be hired for every 100 employees. The actual ratio for a business can vary depending upon factors such as the degree of HR centralization, the geographic distribution of the employees served, the sophistication level of the employees, and the relative complexity of the organization.

Key responsibilities of HR Manager

Human Resource  Manager is one of the most important key to open a lock hanging on the door of success in an organisation. If an Human Resource  Manager is efficient enough to handle and to take out best from his team members any oragnisation, it can achieve more from his target goals. Human Resource manager plays an very important role in hierarchy and also in between the higher management and low level employees. Stated below are major responsibilities of Human Resource Manager:-

HR Manager Responsibilities:

To maintain and develop Human Resource policies, ensuring compliance and to contribute the development of corporate Human Resource policies.

• • To develop the Human Resource team, to ensure the provision of a professional Human Resource service to the organization. Manage a team of staff. Responsible for mentoring, guiding and developing them as a second line to the current position.

  • To ensure timely recruitment of required level / quality of Management staff, other business lines staff, including non-billable staff with appropriate global approvals, in order to meet business needs, focusing on Employee Retention and key Employee Identification initiatives.

  • Provide active support in the selection of Recruitment agencies which meet the corporate standard. Ensure Corporate Branding in recruitment webs and advertisements.

  • Develop, refine and fine-tune effective methods or tools for selection / or provide

  • external consultants to ensure the right people with the desired level of competence are brought into the organization or are promoted.

  • Prepare information and input for the salary budgets. Ensure compliance to the approved salary budget; give focus on pay for performance and salary benchmarks where available. Ensure adherence to corporate guideline on salary adjustments and promotions. Coordinate increments and promotions of all staff.

  • To develop the HR business plan.

  • Ensure appropriate communication at all staff levels.

  • To maintain and develop leading edge HR systems and processes to address the effective management of people in relation to the following in order to maintain competitive advantage for:

    • Performance Management.

    • Staff Induction.

    • Reward and Recognition.

    • Staff Retention.

    • Management Development / Career Development.

    • Succession Planning.

    • Competency Building / Mapping.

    • Compensation / Benefit programs.

  • To facilitate / support the development of the Team members

  • To facilitate development of staff with special focus on Line Management.

  • To recommend and ensure implementation of Strategic directions for people development within the organization.

  • Ensure a motivational climate in the organization, including adequate opportunities for career growth and development.

  • Administer all employee benefit programs with conjunction with the Finance and Administration department.

  • Provide counsel and assistance to employees at all levels in accordance with the company's policies and procedures as well as relevant legislation.

  • Co-ordinate the design, implementation and administration of human resource policies and activities to ensure the availability and effective utilization of human resources for meeting the company's objectives.

  • Counselling and Guidance cell - provide support to Managers in case of disciplinary issues.

  • above points are amongst the most important responsibilities which has to be taken care by an Human Resource manager. He cannot take any above stated responsibility for granted.

The Human Resources manager originates and leads Human Resources practices and objectives that will provide an employee-oriented; high performance culture [work environment that you supply for employees] 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.

The Human Resource Clerk provides clerical support to the human resources department. They Maintain files and records, process employment applications, gather and distribute employee information. Additionally, they update personnel records and assist employees with forms and procedures.

Facts [+]

HR directors in the U.S. earn the highest salaries in the world, according to a recent study by Mercer Human Resource Consulting. Mercer studied HR executive compensation levels in fourteen countries. HR executives in the U.S. had the highest base pay followed by Germany and the U.K. India registered the lowest base pay.

1. Problem Solving

Problem solving is a vital aspect of the ideal HR employee’s skill-set. In any given day within the company, problems will crop up. Whether it’s legal, managerial, or employee related, a HR professional needs to have the ability to drop what they’re doing and solve the problem to the best interests of the company and its employees.

If an employee needs to leave work to attend an emergency, but the company itself needs that specific employee to stay and take care of some vital work - HR is going to be the department that everyone looks to to formulate a compromise. Which leads us onto our next point.

2. Ability to make hard choices

It’s unlikely that you’re going to be able to keep everybody happy all of the time, and it’s unlikely you’re never going to be put into a position wherein it’s your job to make a hard choice. Do you let go the young-blood employee who’s just starting to get settled in in order to save your more long-lasting, loyal employees following budget cuts? Or the older employee who’s simply not pulling the same amount of weight as others but who you know has three children to feed and monthly car payments to make?

“Making hard choices is something that HR professionals most have in common with those in managerial positions. So don’t see this as a hindrance; see this as a valuable skill that only few people in a company possess” says Janet Owens, an HR manager at Writemyx and Brit Student.

3. Time Management

You’re going to have a lot of different micro-tasks that may be closely or not-at-all related to each other throughout the day. Sometimes, these tasks are going to fall on your desk out of nowhere with a deadline of yesterday. To be a successful HR professional, it’s important to be able to prioritize your time effectively and organize yourself so that you have time to spare.  Don’t just organize your tasks in accordance with how much time you have, organize with the expectation that more tasks will come your way.

4. Organizational Skills

This quality slightly overlaps with the ‘Time management’ skill, but there IS a difference! Whether it’s different folders (physical or digital) for different aspects of the business, keeping a clear desk, color-coded binders to differentiate when needing to quickly find a piece of information; organizational skills are going to save you a lot of time.

5. Communication Skills

Perhaps the most important quality of them all for an HR professional; communication. Managers, employees, clients, contractors, it’s likely you’ll speak to a lot of different people with varying relevance/ sway in the company, and ensuring you’re able to communicate well with them is integral to keeping them happy and being recognized as someone they can trust professionally.

Practicing empathy, listening when the other is speaking, talking clear and concisely in order to explain a task/ disciplinary/ condition of a holiday entitlement, whatever it is - communication skills cannot be underestimated as a vital quality for this type of job.

6. Desire to learn

HR professionals should constantly be nurturing and building their skill-set in order to stay ahead of the curve and maintain their overall value within the field. Mergers/ acquisitions, new senior leadership, new compliance laws, all of these situations require somebody who is so ahead of their game that they can adapt on-the-fly in order to keep the company they work for relevant.

Think of how GDPR affected industries a couple of years ago. There were companies who failed to adhere to it and were fined millions, and few of them recovered. “If the HR professionals there were adaptive and constantly learning, the consequences of non-compliance could have been avoided”, says Juanita Normandin, a recruiter at Next Coursework and Australia 2 write.

7. Strategic

HR professionals need to be strategic thinkers who can get behind the vision and goals of the company they work for in order to think about the best way to react to certain situations. You need to be able to think not just from a short-term view, but the long-term.

8. Passionate

To be a great HR professional, it is ideal to be passionate. What you do, where you work, the industry your company is in, passion is the number one defining factor in how genuine your work ethic comes across.

Turning up to work on time, staying over if you have to, treating the job like it’s more than a job - this will set a good example to your co-workers of both HR and other departments and show that you really care about the company you work for.

9. Loving data

These days, HR professionals have more access to data than ever before so there’s no excuse! Enjoying using data and interpreting it in order to identify trends and measure the impact of recent strategic business decisions will ensure you are a valuable, integral member of your team.

10. Technology minded

Technology is an ever-changing thing that can make huge changes to your business’ success potential in just minutes. The leading HR professionals vet, leverage and stay up-to-date with technological advancements in order to ensure the companies they work for aren’t at risk of being left behind by their competition.

Conclusion

These are just a handful of the qualities successful HR professionals should have and while you’re not expected to have them all right from the off, it is definitely wise to look at developing yourself and molding into somebody with at least most of these skills in order to become a more valuable HR professional.

Michael Dehoyos is a Technology Advisor and a contributor for Thesis writing service and Write my assignment. He assists companies to adopt new solutions and he is an editor at Origin Writings.

Your First Job: Knowing What HR Can and Cannot Do

-Justin

There is a lot to learn on your first job about workplace culture. This includes knowing how to deal with the human resources department at your workplace. You should understand what is appropriate to bring up to HR and what issues should be handled through other channels. The tips below can help you navigate this on your first job.

Workplace Culture

Every workplace has a different culture. Your workplace may be more or less oriented toward addressing problems in a more formal way, through HR, versus dealing with them informally. An important aspect of paying attention to and learning your workplace culture is knowing when it would be to your advantage to pursue something through HR and when it might better be settled by talking to colleagues or your boss. Going to HR does create a paper trail, which can be helpful to you and others in some situations. On the other hand, HR should probably not be your first port of call if you have an isolated conflict with a coworker.

Review the Employee Handbook

When you do think you have a matter that you need to take before this department, be sure to consult your company's handbook first and review the procedures and rules. This may outline a process that you need to follow and might even answer your questions, making the visit to HR unnecessary. At the very least, it will indicate that you are proactive and making an effort to solve the problem. If your company does not have an employee handbook, you may want to start by talking to your supervisor first or to that person's supervisor if necessary.

Benefits

One important aspect of HR is to administer your benefits and make sure you know what they are. This includes sick leave, vacation time, retirement benefits and any other perks associated with your workplace. If you want to go back to school while working, your employer may offer tuition reimbursement. With the high cost of higher education, that can make up the difference between taking out federal or private student loans. Using a repayment calculator now can help you determine what your monthly payments would be after you graduate. There are also situations in which your company does not yet have a policy in place and you want to make the case that they need one. For example, perhaps you want to ask about working from home with more frequency in order to help achieve a higher work-life balance.

Complaints

This is also the department that handles such issues as discrimination and harassment at work. Employees often hesitate to report these because they are worried about how it will affect their job, but HR is obligated to offer protection and to follow up on reports. Providing as much documentation as possible to HR, such as emails and performance evaluations, may be helpful in these situations. For other issues, the company might have a conflict resolution framework in place that involves mediation or other ways for employees to resolve their differences and continue working together effectively.

Why Should Human Resources Manager know Labour Laws?

Knowing the Employment Agreement

Although a lawyer drafts the contract, the HR needs to have the necessary knowledge of the service conditions and a clear understanding of what is being offered. The employment agreement is the holy grail for both the employer and employee.

Any rights, obligations, disputes arising out of the employment agreement have to be kept in mind by the HR. They are the ones managing the employees. Therefore, they need to know the terms and conditions assured to the employees and their obligations under the Payments of Bonus Act, Equal Remuneration Act, Payment of Gratuity Act, Employees Provident Fund and Miscellaneous Provisions Act, Employees’ State Insurance Act, Maternity Benefit Act, etc.

The employee will first go to the HR for any day-to-day issues. For instance, the insurance has be to facilitated through HR. Any insurance claim has to be informed to HR before issuance. The HR gets in touch with the insurance agency representative to facilitate the claim payments.

Prevention of Sexual Harassment At Workplace

For a healthy work environment, based on the realistic situations, legislation like Sexual Harassment (Prevention, Prohibition and Redressal) Act, 2013 are in place. The HR personnel have to be involved in the drafting of the policies and its implementation.

In many companies, mandatory workshops are conducted by HR to create awareness about sexual harassment prevention at workplaces. These workshops help both men and women to recognise the unwelcome advances at work and can avoid them. The employees also learn the process to address such issues.

Due to the nature of such offence, it becomes imperative for the HR to be informed and handle it with sensitivity. There are labour law courses which help HR personnel learn about the nuances of the workplace sexual harassment. Many companies hire HR personnel based on their knowledge of such compliances.

Grievances Redressal

The first person we go to for a minor disturbance to a significant turmoil at work is our HR personnel. They are the ones who keep an eye on the retention failures, nepotism, corruption, etc. HR personnel need to know the laws like Factories Dispute Act, Sexual Harassment (Prevention, Prohibition and Redressal) Act, etc. to address the employees’ grievances.

Any grievance of the employee is dealt by the HR personnel first. It can be as small as a request for an ergonomic chair at work, to as severe as a sexual harassment complaint. The HR personnel are the first to hear these grievances. They accordingly guide the employee based on the law and the company’s policies. Then they facilitate the grievance through the different departments and channels, to ensure that the adequate relief is given to the aggrieved employees.

The HR personnel are in a crucial position to address the issue suitably and help avoid any expensive future lawsuits for the company. They are the first responders in a company, and this makes them a crucial aspect of the grievance redressal process. A concerned HR can help calm an employee simply by hearing them out and guiding them accordingly. They are the link between the company and the employee during the whole process.

Handling the Salary Components

Now comes the most critical aspect of a job for any employee – salary. While the finance department deals with the actual disbursement of your salary, an HR has to manage the components related to it to make the salary payment easier. They streamline the whole process and oversee the appraisals too. They need to understand the Payments of Bonus Act, Equal Remuneration Act, Payment of Gratuity Act, Employees Provident Fund to allocate the necessary brackets on the taxable income.

I learned the taxation of my salaried income by sitting with my HR, rather than the other way around. I knew the theory and the limits, but a very patient HR explained the entire process to a rookie like me. I did not know how to claim my taxes at the end of the year. All my informed investments are thanks to him!

They go over and beyond in their jobs to ensure that the employees have attended the compulsory seminars, filled out the appraisal application, income tax returns, etc. on a regular basis. I remember one of the HRs used to send a reminder email to all employees and then go to each department physically to remind them. She need not do that, but that’s how dedicated they are to the job.

They have to assess and review the attendance, leaves taken, insurance, taxable components and requisite documentation, etc. before the salary every month. They work harder before the salary week to ensure all the salaries are released on time.

The HR personnel do all these and more. You can know more laws that an HR needs to know in this article. Imagine if you had to do your job and arrange activities on top of it to keep the employees entertained and engaged all the time! That is not easy an easy profile.

So here’s my sincerest apologies to all the misunderstood HR personnel who bring it all into the job, every day. I hope this article helps remove a lot of misconceptions about HR personnel.

5 Essential HR Writing Skills You Should Master

-Paul Bates

The HR department is known for its importance in recruiting and training employees in the modern business world. The department forms the nucleus of the business operations as they solve problems that arise within the workplace as well as address any queries and relationships pertaining to the organization. The aim of this article is to analyze the essential HR writing skills that need to be mastered for smooth operations in the organization. “Writing skills assist HR in minimizing miscommunication and maximizing effective understating among the employees,” says Content Writing Director at APA Style service.

The essential HR skills are:

1. Communicate concisely 

For any form of HR communication, precise communication is encouraged where the information is brief but comprehensive. The HR should be able to say what they want to say clearly and accurately using few words to avoid miscommunication. “Precisions in language include analysing the structure of the sentences, the format of the text and the language to ensure that it is simple and easily understood,” opines Jessica Rockwell, Head of Academic Writing at Case Study Writing. Any form of writing should incorporate this HR technique where neutrality is encouraged when writing emails and internal memos. Good grammatical skills communicate to the audience the purpose of the text as well as create clarity to understand the goal of the message. 

2. Confidentiality is vital

The HR department is in access to private information and thus any written text should ensure that this information is not disclosed. Confidential information may be given verbally or in writing and may not be disclosed against the wishes of the involved. Confidential information may be used for illegal purposes, which may lead to the downfall of a company. When writing private emails, it is crucial to hide important details, especially if there are many recipients. Information such as phone numbers, emails addresses and bank details are sensitive and therefore, before sending out any information, it is essential to check whether the recipient’s details are correct.

3. Include necessary details

Before writing any text, put yourself in the position of the reader and identify the vital concepts that they would want to know. Identifying the potential questions that the readers might ask saves the writer time that would have otherwise been used to answer them. Details make the readers informed on the topic and also display how the writer is informed, hence elevating their career development. Professionalism is displayed in good writing skills and providing the necessary details shows how the thoughts of the writer are organized thus they are easily understood. Concrete information provides vivid facts preventing the audience from questioning its credibility or urgency.

4. Be clear and organized

Being in HR requires the employee to be organised through the numerous emails that come streaming in daily. The organisation is essential when sorting through important messages so as to know how to respond to the senders without compromising the company. Being on top of what is required for the day ensures that written texts are correct and the audience understands it. Error-free communication not only assures the audience of credibility of the information but may also reach a larger audience saving the writer the time of addressing different people at different times.

5. Coherence and completion

Coherence and completion dictate that the writing put out should always be logical and complete. Any reader that comes across the piece of writing should be able to understand the message the writer was passing without having to ask for assistance. In other words, the writing should always be clear, precise, and easily understood by the reader so that they can easily convey the message on the writing when needed to do so. Also, the message on the writing should have a clear direction in that there should be a beginning and an ending to the message to ensure there is completion. A failure to do so may leave the message incomplete and not understood by the reader.

The article exhaustively outlines some of the written skills in HR that need to be adopted when reaching out to an audience. Effective communication is vital in any scenario, especially in the modern business world since its boosts productivity. Information should be clear, concise, coherent, correct, and complete before it reaches the audience, so they understand their role in acting on it. Well-constructed statements that take into account the confidentiality of other audiences ascertain an organization of its success since operations run seamlessly.

Author bio:

Paul Bates is a Content Creator at SwiftPapers based in California, US. He is also a regular contributor at HuffPost, and Medium.

What Are The Secrets Of The Best HR Performance? 

-Paul White

The heart and soul of any organization is the human resource (HR) department. This is why the HR department needs to work optimally and be efficient in performing their duties at all times. However, it is a big problem for some HR managers to manage and joggle all the responsibilities (that are seemingly unending) in their department. 

To be honest, the HR department has many responsibilities, from hiring employees to training them, organizing events, and making sure that everyone is working. They seem to be everywhere doing everything or ensuring that things are done (in the right way). So, it might be a little too much to handle all of these as a department and also include individual tasks. 

The good thing is that we’ve seen HR managers and personnel (the department as a whole) work under these conditions and still come out with brilliant results. They’ve been able to work effectively and efficiently. So, it is possible that HR departments put in brilliant performances irrespective of the workload or pressure. But how did they do it? 

Many things can help spur the performance of HR personnel and department. And these are things that HR managers need to find out. Here are some secrets of the best HR performance from authors at the best essay writing service UK for organizations struggling with their HR department to try out. 

Know yourself 

This is very specific to the HR manager. Before you can lead others and make sure that they perform well, you have to think about yourself first. Know yourself, your style, personality, likes and dislikes, etc. Your preconceptions and unconscious biases might affect how you assess an employee and your communication with them. So, how do you handle things? 

Since you’re trying to help other people have improved performances, these people will also be looking towards you trying to see how you handle yourself. So, you have to be able to view yourself from their perspective. 

• What’s your reaction in the face of adversity?

• How fast do you resolve issues?

• In what ways do you interact with the people you work with?

• Are you too informal or too formal?

• Are you too analytical or too blunt?

Then look at some of the techniques that you have used to handle situations. And how well it turned out. Did you handle things well enough? Going back in time with a renewed and refreshed mind can help you learn a lot from past situations that have likely aided the poor performance of the people working for you. 

Increase collaboration with and within employees 

HR managers can take plenty of steps to increase their collaboration with the employees and the cooperation among the employees. 

After the manager has taken the time to assess themselves and observe their strengths, weaknesses, blind spots, and preconceptions, they then turn their attention towards the employees’ individual abilities and traits. Apart from the things that they already know about the individuals, they can get to know more about them by sitting down with them, exploring and discussing different topics, and answering some key questions. From this individual time out, the manager can get information such as the individual’s objectives and job expectations, why they are at the organization, and their future plans. Getting to know them will boost the ability to collaborate with them better. 

You might have placed an introverted person in an energetic and boisterous environment where they won’t thrive. It will also not help that they can’t flow with the employees that they work with because they aren’t on the same wavelength. Taking them out of that environment to a more serene atmosphere will improve their performance and help them bond better with their co-workers. 

Improve team performance 

Individuals always make up a team. If an individual is a poor performer, it will affect the overall result of the group. There will always be that class of high performers, average performers, and low performers within the group. The performance as a team will continue to not be good enough if you only focus on just one group. This might mean that you shuffle and pair high performers together with the low performers so that they can spur them to do better. Once that happens, the overall performance of the whole group would rise again. 

Create an opportunity for development 

Giving them the constant opportunity to develop themselves and become better at what they do is very vital. For instance, when pairing a high and low performance, ensure that they see it as an opportunity to develop. The high performer is supposed to play the role of leader and teacher for the low performer who has to see it as an opportune privilege to learn, grow, correct their mistake, and continue their development. 

Conclusion 

These are some of the secrets to having the best HR performances. Once you apply this and all your employees get in the act already, you’ll notice a massive improvement in performance. 

Author’s Bio

Paul White is a professional writer at college papers with an experience of writing scientific, technical, and educative articles as an article and scientific work. Find him on Facebook.

Facts [+]

India ink: Tattoos in office

Shikha Mishra, , a human resource executive with a mobile phone company, has a phoenix inked on her right shoulder. It was after eight years of working that Mishra decided to get inked. While at work, the HR executive, who probably hands out dress codes to people on not to wear visible body art, decided to get her shoulder tattooed as it stays covered while at work. "It's a visibility issue. No one cares what you have on your body as long as it stays hidden," she says. Plus you look "professional".

Like most of the corporate dress codes - ties, formal pants, jackets - no tattoos at workplace is an unspoken rule. In other words, tattoos are not an issue in a corporate environment, provided they remain unseen. By and large, the consensus is tattoos and workplace don't mix. Maybe because they started as the bastion of the marginalised: gypsies, freak shows, criminals and the non-conformists. It's being the official expression of rebels and hippies that corporate world doesn't look kindly towards it.

The Unwritten Code

A study by job website CareerBuilders found that tattoos are looked as a sign of immaturity, bad judgement and bad taste by managers. Over 42% of managers polled said their opinion of someone would be lowered by that person's visible body art. Three out of four respondents believe that visible tattoos are unprofessional.

Globally, companies prefer written down codes dictating what is acceptable. Starbucks requires employees to cover all tattoos and remove certain piercings. Walt Disney World doesn't allow its employees to use bandages to cover their tattoos, but they can use opaque makeup. Wal-Mart specifies tattoos 'that are offensive or distractive are to be covered by clothing or other means.'

https://economictimes.indiatimes.com/india-ink-tattoos-in-office/articleshow/9252771.cms?from=mdr

HR lags behind in addressing employee concerns: TimesJobs

There is nothing worse than having unhappy employees for any organisation. While there are many factors that can trigger employee dissatisfaction - a disconnect with HR is a critical one that must be addressed urgently. Addressing people-related concerns as a key area where HR lags behind, considerably reveals a new study. The study by TimesJobs state that immediate attention is required in that area along with the improved time management in acting on employee concerns. The study states that while organisational structures and employee attitudes have undergone a paradigm shift, the HR function has been slow to adapt to this change."Most HR functions are still structured for an industrial economy rather than a people economy. 

For most businesses the biggest value lies in the people of the organisation rather than machines or patents. To deal with this new generation of employees, HR leaders need to make concerted efforts to improve their employee engagements, HRM practices, policies and procedures in order to bridge the perceptual gap revealed in this study." says Nilanjan Roy, head of strategy, Times Business Solutions.

Inaccessible HR

The majority of employees say they do not have good access to HR for advice and assistance. 60% employees say they face problems in finding and obtaining access to right person in HR department to get their problems addressed. In addition, 15% a further say that their problems are never resolved. In most cases, when there is a resolution, 45% employees state that it takes their HR over a month, 30% state it takes at least a week and only 10% state that it takes 2-3 days.

HR plagued by poor response time

The majority of employees (55%) blame the poor turn-around-time of HR on insufficient skills in the department. Employees say getting HR information is more difficult because of lack of sufficient skills of the HR staff. Another 45% blame it on the lack of enough HR staff and resources in the department. About 65% employees feel that their HR function can do better as they don't make sincere attempts to resolve their issues.

Poor People Orientation

While 65% employees rated their HR as 'Good' to 'Excellent' in handling process related issues - another problem is revealed in the poor handling of people-related matters by HR. Nearly 60% employees say their HR department fares poorly in acting on and managing people-related issues reported to them. However, while timeliness and approachability are the biggest concerns and aspects where employees think the HR department needs immediate attention. Nearly 30% employees rate the interactions with their HR department as good, 52% rate it as satisfactory and only 18% rate it as poor. HR is also highly rated in the area of recruitment and placement with 90% giving a good or excellent rating in sourcing, screening, recruiting candidates, induction of staff and payroll management.

The quality of HR services in their organisation is rated as poor by 55% employees, since 60% employees are not promptly informed about important changes in HR rules or policies, 70% are not satisfied with the rewards and recognition policy of their HR. Only 30% employees says they get the training necessary to do their job effectively and 40% would like to recommend their company to others basis the current HR policies while 60% will not recommend it.

http://economictimes.indiatimes.com/articleshow/55959527.cms?utm_source=contentofinterest&utm_medium=text&utm_campaign=cppst