Understanding Responsibility By Degree Importance i.e. primary & secondary

by Sunanda K. Chavan on Saturday 19 February 2011, 3:10 PM | Category: Human Resources| View: 1234 views
 
 
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Understanding Responsibility By Degree Importance i.e. primary & secondary  

 

 

Well when times change the duties and responsibilities do change. Hence simultaneously the role of HR has changed especially in the recruiting field.  The candidate looks at the internal job board or external media for advertised positions, and applies for positions that he or she is interested in. The employer performs various personnel selection methods where candidates participate, such as interviews or assessment center sessions. The most suitable candidates receive an offer. The solution enables the organization to enhance access to hidden potential through talent pooling and talent relationship management, leading to a faster and more efficient hiring process. Self-services and the automation of workflow reduce paperwork and duplication efforts, which translates into reduced sourcing, administrative and operational costs. Internal candidates are empowered to actively manage their careers by the individual services offered in the talent pool, hence improving the employee retention rate. Advanced analytics enable the organization to evaluate the success of recruitment activities, such as media campaigns, and sourcing channels, and to demonstrate the contribution of the recruiting function to the organization's success. Outsourcing a part or all of recruitment tasks is enabled by the open interfaces based on industry standards as well as easy online access for external service providers offered by the solution. The solution can be run in-house or hosted by your preferred hosting partner.

Primary Responsibilities:

Work closely with Hiring Managers to develop position profile and to understand overall needs and requirements.  

Educate client on the recruiting process

Manage strong consultative relationships

Ensuring compliance and to contribute the development of corporate HR policies.

Responsible for mentoring, guiding and developing them as a second line to the current position

To ensure timely recruitment of required level

Provide active support in the selection of Recruitment agencies which meet the corporate standard.

To develop the HR business plan

To maintain and develop leading edge HR systems and processes

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.

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.

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.

Responsible for Corporate HR function.

Responsible for overall centralized HR admin function

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

Secondary Responsibilities:

Participate in recruitment knowledge sharing and best practices.

Consistently meet the performance metrics as defined by the Director of Recruiting.

Provide reporting and regular status updates to the Director of Recruiting and Hiring Manager as required.

Must possess experience in recruiting.

He must be able to work in flexible work environment

Exceptional oral, written, and interpersonal communication skills

He should be able to build strong relationships and positively influence clients and colleagues

Demonstrated ability to work effectively in teams; share responsibility for results, provide and accept feedback.

If you see the day-to-day responsibilities of a recruiter most probably include the following do's:

Contacting following-up managing candidate pipeline

Scheduling interviews, briefing and debriefing candidates before and after interviews

Documentation of the conversations with candidate thus generating the database

When into recruiting one should possess excellent written and oral communication.

Work with research team as assignments change/evolve

Manage candidates throughout the interview process

Leverage candidate tracking systems to ensure future searches leverage all data gathered during the process.

Negotiate and present offers and close selected candidates

Provide excellent client management service

Participate in client meetings and in business development strategy sessions to help build the tech and consumer practices

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