Job Description and Job Specification for Human Resource Executive

1.0 Job Description

A job description is a necessary part of the work application process as, with the
correct info, it ought to facilitate candidates to work out whether or not the role is in
line with their talent set and whether or not it's employment they really wish to try and
do.

From the organisation’s perspective, the work description is important in making

certain that the applications received for the position closely match the
requirements of the role itself.

1.1 What is The Definition of Human Resource Executive?

Human Resources Executive plays a role in operating adminstrative tasks that concern
the employee such as the employee earnings, allowance, aid and motivation. HR
Executive would usually work in a minor office or admnister HR staff in bigger
companies. HR Executives who handle major companies would need to travel
regularly in between different branch locations and departments in order to attend
meetings and train employees.

1.2 Job Duties

HR executives attract the most effective talent to figure for his or

her corporations and make certain that new and existing staff are glad with their
positions. Executives meet with department heads to see staffing desires, write
employment notices, hold recruiting fairs and study submitted resumes to see the most
effective candidates. They then came upon interviews and
formally hire qualified candidates. HR executives process paychecks to succeed
in recipients on time and for the proper amounts, answer questions on human
resources and supervise worker relations. They conjointly should make sure that their
organizations abide by can government labor laws.

1.3 Type Of HR Executives

In massive firms, HR executives usually specialize. as an example recruiting or
staffing managers take control of locating employees for his or her organizations by
developing a good and semipermanent recruiting strategy. Payroll managers handle
payroll operations in order that all calculations are correct and deductions for taxes,
insurance and advantages are correct. Employee-relations managers administrate the
overall satisfaction of employees by negotiating contracts with unions, mediating
disputes and grievances and interacting with management on behalf of workers. no
matter their specialty, HR executives who manage workers are accountable of hiring
and coaching subordinates and distribution them tasks and timetables.

1.4 Qualifications Required

HR executives need a minimum of a bachelor’s degree, ideally in human resources or

business administration. once they graduate, executives do not generally begin as
managers. Instead, new graduates could begin as specialists or
assistants. once when years of accelerating responsibility, they receive
promotions till they reach the executive level. Voluntary certification, which
might enhance opportunities, is accessible from such organizations because
the Society for Human Resource Management. necessary qualities for the
profession embody social skills for obtaining along side staff in the slightest
degree levels and communication skills for dispersive data each verbally and in
writing.

1.5 Job Outlook

The U.S. Bureau of Labor Statistics predicts that jobs for HR executives can increase

by 9 % between 2016 and 2026, concerning a similar evidently for all occupations,
and a small amount less than the 12 % projected for all management positions. Jobs
for HR executives increase once new firms form or existing ones expand into new
locations. Advancing technology will limit employment, however, as software and
hardware take over several of the tasks that HR managers accustomed do. A master’s
degree can sometimes open doors to the most effective job opportunities.

2.0 Job Specification

The job specification may be a transient version of the work description and

can facilitate to slim the main focus of the interview team questions and
priorities once they are hiring an employee to fill this
role. also additionally helpful for job postings as a result of it helps to zero in on
the very vital elements of the work.

2.1 What Does Human Resources Do?

If you ask any employee what an HR department is, you may get an answer that

primarily deals with the foremost uncomfortable aspects of work: HR violations,
layoffs, and firing. however the reality is that human resources is there to
support workers. It’s quite literally a resource for humans.

2.2 Recruit Candidates

HR must perceive the organization’s desires and make
certain those desires are met once recruiting for brand new positions. It’s not
as straightforward as simply tHRowing a commercial, you’ll got to analyze the
market, consult stakeholders, and manage budgets.

Then, once the role is publicized , additional analysis must be done to

create certain that the proper candidates are being attracted and conferred.
Recruiting may be a massive—and costly—undertaking; the proper candidate can
revitalize a whole organization, however the incorrect candidate can upend
operations.
2.3 Hire The Right Employees

Human resources is accountable of composing interviews, coordinating hiring efforts,

and onboarding new staff. They’re conjointly responsible of
creating certain all work involved hiring somebody is filled out and ensuring that
everything from the first day to every consequent day is navigated with success.

2.4 Process Payroll

Payroll is its own beast. each day should have taxes calculated and hours collected.

Expenses have to be compelled to be reimbursed and raises and bonuses have to be
compelled to be added in also. If you think that it’s a job doing taxes just one
occasion a year, imagine what it should be like to be in HR and make certain they’re
properly deducted each pay period.

2.5 Conduct Displinary Actions

This responsibility could also be why HR tends to urge a

foul rap. Once navigated unsuitably, disciplinary actions will cause the loss of a
valuable worker and may even end in proceeding or a
poor image. however once handled suitably, disciplinary action may result within
the success of an employee.

For instance, if a corporation notices that a selected worker is habitually late and

continues being late even once the worker has received many warnings, HR may step
in and investigate the explanation for the timing. it's going to be a chance to
increase advantages like direction to the worker or supply extra resources to assist the
worker learn to get on time. rather than absorbing the value of firing so recruiting a
replacement for that worker, it might be a learning chance that might enhance that
employee’s career.

On the opposite hand, typically disciplinary action isn’t the most effective course

to be forsaking.The most effective human resources
departments understand once an employee isn’t the correct acceptable a
corporation and would be happier elsewhere. Often, it’s within the employee’s best
interest to be forsaking, as troublesome because it looks within the moment. It’s up
to HR to develop a robust enough relationship with managers and workers alike to
spot the cohesiveness and health of a team.

2.6 Update Policies

Policies have to be compelled to be updated (or a minimum of examined) per

annum because the organization changes. It’s HR’s job to form official updates to
policies and to counsel changes to policies once they not serve the corporate or the
workers. generally a policy ought to be updated as a reaction to an
occasion. HR should be included in and consulted with concerning these choices.