Answer / yesu dhason

role
advisory role,hr planning,manpower
planing,training,salary and wages,record keeping,effective
utilization of hr, human engineering.

Answer / nikkid lal k k

1)Recruitment
2)Manpower planning
3)Training
4)Induction
5)Payroll
6)ESI, PF & other Statutory
7)Motivation
8)Absenteeism
9)Performance Appraisal
10)Employee relation
11)Counseling
12)Evaluation of employees
12)Team Building, etc.,

Answer / gopinath cs

HR IS A MAIN PILLAR OF THE COMPANY. WITH THE HELP OF GOOD
HR COMPANY CAN SECURE GOOD RESUITS(INSENCE OF BUSSINESS).BY
RECRUITING GOOD EMPLOYEES ( MEANS OF POST GRADUATE, HIGHLY
TALENTED,EXPERIENCED, DEDICATED PERSON )HR CAN BUILD AN
STRONG ORGANIZATION. MAINLY HR WORK DEALS WITH
RECRUITMENT ,EMPLOYEES WELFARE,AND MANPOWER PLANNING.

Answer / vijay

Set of 20 Key responsibilities of HR Manager.
HR Manager is one of the most important key to open a lock
hanging on the door of success in an organisation.If an HR
Manager is efficient enough to handle and to take out best
from his team members any oragnisation and can achieve more
from his target goals. HR 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 HR Manager:-
Responsibilities:
1. To maintain and develop HR policies, ensuring compliance
and to contribute the development of corporate HR policies.
2. To develop the HR team, to ensure the provision of a
professional HR service to the organization.Manage a team of
staff. Responsible for mentoring, guiding and developing
them as a
second line to the current position.
3. 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.
4. Provide active support in the selection of Recruitment
agencies which meet the
corporate standard. Ensure Corporate Branding in recruitment
webs and advertisements.
5. 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.
6. 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.
7. To develop the HR business plan.
8. Ensure appropriate communication at all staff levels.
9. 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.
10. To facilitate / support the development of the Team members
11. To facilitate development of staff with special focus on
Line Management
12. To recommend and ensure implementation of Strategic
directions for people
development within the organization.
13. Ensure a motivational climate in the organization,
including adequate
opportunities for career growth and development.
14. Administer all employee benefit programs with
conjunction with the Finance and
Administration department.
15. Provide counsel and assistance to employees at all
levels in accordance with the
company's policies and procedures as well as relevant
legislation.
16. Oversee the central HR Administration -
employee offer letters
salary letters and employment contracts.
Approve updated organizational charts on a monthly basis and
maintain
complete/accurate personnel records.
17. 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.
18. Responsible for Corporate HR function.
19. Responsible for overall centralized HR admin function
20. Counseling and Guidance cell - provide support to
Managers in case of
disciplinary issues.
Above 20 points are amongst the most important
responsibilities which has to be taken care by an HR
Manager. He cannot take any above stated responsibility for
granted.

Answer / babita khumancha

In my view, the role and responsibility of
Hr manager covers a larger scope in a corporate.
As we know that the meaning of Human resource, so the role i
of manager is to manage the skills and resource of human being
in the right way in a more efficient way and more effectively.
Above this some are listed below:
• supporting management by developing Center policy and procedures for preventing and stopping harassment and discrimination;
• educating staff, particularly through induction and retraining, with specialized training for line managers;
• assisting management in establishing avenues of assistance at all duty stations for staff members who have experienced harassment or discrimination;
• providing support and guidance to people directly involved in harassment and discrimination issues; and
• providing guidance to committees investigating harassment and discrimination complaints

Thank you

Answer / swapna

The main role of Hr in an organisation is to maintain all
information regarding employee needs and satisfaction.
He/she should have good leadership qualities,should be very
effective in speaking,have the ability to handle any situation.

Its not only recruting, staffing, and controlling but also
involves all the categories related to an employee in an
organisation.

The main role is to provide good knowledge he/she had should
be transfered to all the employees such that there will be
good development to the organisation.

Answer / rajasekar

Responsibilities included:

 Organization development.
 Responsible for Full Life Cycle Recruitment and
Interviewing of candidates to identify qualified candidates
based on skills, knowledge, education, experience, etc.
 Exit Interviews & Process
 Responsible for negotiating job offers, including salary,
benefits, etc.
 Performance management and improvement systems.
 Handling employee database (both in soft form and files
management).
 Employee Relation.
 Leave and attendance management.
 Training & Development.
 New employee orientation.
 Maintain & Monitoring daily House keeping and Security
activities.
 Employee safety, welfare, and health.
 Employee services and counseling.
 Travel & Transportation.

Answer / ms pinto janice.

-seeing the need & requirment of manpower, plan for the
same.
-Cascading the job to the right person on hire.
-Enlagring the job of an employee at right time on
understanding the potential factor of the employee.
-The most important factor is RETAINING the employee
inorder reduce the turnover of the employee, for which
employee satisfaction is a must.

other Key factors would be rewads & recognition,
calculation pay stucture, benifits for the employees etc
etc...

Answer / jd

Manpower planning, Recruitment, Joining, Induction, Time
management, Leave management, Employee Retention,Separation,

Training & Development,

Compensation & Benefit,Performance appraisal,Incentive planning,

Labour relation, Industrial relation

Answer / p.k.mishra

Manpower Planning, arrangement and recruitment
Proper Induction, training and development
Personnel Administration
Performance Evaluation
Compensation and Benefits
Welfare
Safety and Security
Statutory Obligations
Legal Assistance

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