What is the difference between hr executive and hr recruiter?

actually the basic difference between these two is: hr recruiter works like to help in recruiting the right person for right position means selecting the right candidate in which he/ she scanning the cv serching out various portals , head hunting and via other sources. he/she helps in settle the vacancies arise in the organisation while hr executive works with in the organisation like he/she hav to take care of administrative work , handling the greviences, salary negotiation,organising induction programme,takecare of joining, reliving and experience letters etc, etc.
an It recruiter is a person who generally recruit for BPO/Call center /Technical support/ IT enable services/ Different coming up blue chip technology/ Developers...his main area of concern is IT....and recruitment process related to it.. A HR manager or Executive take care of entire cycle of HR for an indiviaul employee ..like maintaining HRIS/ His performance/ Training & devlopment & other major issues like IR/ PF/ Gratuitay/ compensation i think this gives u a fair idea.. attribution http://www.citehr.com/8467-difference-between-hr-recruiter.html#ixzz2erknIn39

HR Executive has to perform duties on all aspects of HRM including Performance Management Leadership Development Compensation & Benefits Learning & Development Employee Engagement Employee Relations Payroll Administration Benefits Administration HR recruiter has to perform duties on all aspects of Recruitment & Selection Understanding the requirements Developing and tracking the Manpower Requisition Forms Sourcing candidates Scheduling Interviews Conducting HR / Technical Interviews Background verification Making Job offers & On Boarding

HR executive oversees the Human Resources department at a business, and is responsible for employee paperwork, benefits, training, team building and staying on top of current labor laws. The HR executive is in charge of an HR department,

Human Resource Planning (HRP) is the process of forecasting the future human resource requirements of the organization and determining as to how the existing human resource capacity of the organization can be utilized to fulfill these requirements. Personnel management; Personnel management is the planning, organizing, compensation, integration and maintainance of people for the purpose of contributing to organizational, individual and societal goals.

Performance Appraisal

Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Performance appraisal is generally done in systematic ways which are as follows: 1. 2. 3. The supervisors measure the pay of employees and compare it with targets and plans. The supervisor analyses the factors behind work performances of employees. The employers are in position to guide the employees for a better performance.

Meaning: Human Resource Management is the process of recruitment, selection of employee, providing proper orientation and induction, providing proper training and the developing skills, assessment of employee (performance of appraisal), providing proper compensation and benefits, motivating, maintaining proper relations with labour and with trade unions, maintaining employees safety, welfare and health by complying with labour laws of concern state or country. Why name human resource management? Human: refer to the skilled workforce in the organisation. Resource: refer to limited availability or scarce. Management: refer to maximise or proper utilisation and make best use of limited and a scarce resou

What is Motivation
Motivation is the word derived from the word motive which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the peoples behaviour can be -

desire for money success recognition job-satisfaction team work, etc

Team Motivation - Tips for Motivating Team

A group heading towards a common objective will perform best when it is motivated as a team. Team motivation is determined by how well the team members needs and requirements are met by the team. Some tips for effective team motivation are as follows:

The teams objective should well align and synchronize with the team members needs and requirements.

Give in written the teams mission and ensure that all understand it (as mission is a foundation based on which the team performs).

For maintaining motivation, the team should be given challenges (which must be difficult but achievable) consistently.

Giving a team responsibility accompanied by authority can also be a good motivator for the team to perform.

The team should be provided with growth opportunities. The teams motivation level is high when the team members feel that they are being promoted, their skills and competencies are being enhanced, and they are learning new things consistently.

Effective and true leaders can develop environment for the team to motivate itself. They provide spur for self- actualization behaviours of team members.

Devote quality/productive time to your team. Have an optimistic and good relation with your team members. This will make you more acquainted with them and you can get knowledge of how well they are performing their job. Welcome their views and idea as they may be fruitful and it will also boost their morale.

Motivation is all about empowerment. The skills and competencies of the team members should be fully utilized. Empowering th team members makes them accountable for their own actions.

Provide feedback to the team consistently. Become their mentor. Give the team recognition for good and outstanding performance. Give the team a constructive and not negative feedback.

Discover and offset the factors which discourage team spirit such as too many conflicts, lethargy, team members escape from responsibilities, lack of job satisfaction, etc.

Self Motivation at Work

Self-motivation is a power that drives us to keep moving ahead. It encourages continuous learning and success, whatever be the scenario. Self-motivation is a primary means of realizing our goals and progressing. It is basically related to our inventiveness in setting dynamic goals for ourselves, and our faith that we possess the required skills and competencies for achieving those challenging goals. We often feel the need for self-motivation. Following are the ways/techniques for self-motivation:

Communicate and talk to get motivated: Communicating with someone can boost up your energy and make you go on track. Talk with optimistic and motivated individuals. They can be your colleagues, friends, wife, or any one with whom you can share your ideas.

Remain optimistic: When facing hurdles; we always make efforts to find how to overcome them. Also, one should understand the good in bad.

Discover your interest area: If you lack interest in current task, you should not proceed and continue with it. If an individual has no interest in the task, but if it is essential to perform, he should correlate it with a bigger ultimate goal.

Self-acknowledgement: One should know when his motivation level is saturated and he feels like on top of the world. There will be a blueprint that once an individual acknowledge, he can proceed with his job and can grow.

Monitor and record your success: Maintain a success bar for the assignments you are currently working on. When you observe any progress, you will obviously want to foster it.

Uplift energy level: Energy is very essential for self-motivation. Do regular exercises. Have proper sleep. Have tea/coffee during breaks to refresh you.

Assist, support and motivate others: Discuss and share your views and ideas with your friends and peers and assist them in getting motivated. When we observe others performing good, it will keep us motivated too. Invite feedback from others on your achievements.

Encourage learning: Always encourage learning. Read and grasp the logic and jist of the reading. Learning makes an individual more confident in commencing new assignments.

Break your bigger goals into smaller goals: Set a short time deadline for each smaller goal so as to achieve bigger goal on time.

Maslows Need Hierarchy Model

Human behavior is goal-directed. Motivation cause goal-directed behaviour. It is through motivation that needs can be handled and tackled purposely. This can be understood by understanding the hierarchy of needs by manager. The needs of individual serves as a driving force in human behaviour. Therefore, a manager must understand the hierarchy of needs. Maslow has proposed The Need Hierarchy Model. Selfactualization Needs Esteem Needs

Social Needs Security Needs Physiological Needs FIGURE - Maslows Need Hierarchy Model
The needs have been classified into the following in order: 1. 2. 3. 4. 5. Physiological needs- These are the basic needs of an individual which includes food, clothing, shelter, air, water, etc. These needs relate to the survival and maintenance of human life. Safety needs- These needs are also important for human beings. Everybody wants job security, protection against danger, safety of property, etc. Social needs- These needs emerge from society. Man is a social animal. These needs become important. For examplelove, affection, belongingness, friendship, conversation, etc. Esteem needs- These needs relate to desire for self-respect, recognition and respect from others. Self-actualization needs- These are the needs of the highest order and these needs are found in those person whose previous four needs are satisfied. This will include need for social service, meditation.

6. vendor management office (VMO)

7. A vendor management office (VMO) is an internal unit within an enterprise that is charged with evaluating third-party providers of goods and services, supervising day-to-day interactions and managing longer-term relationships. In some cases, an IT vendor management office is established to create and monitor vendor relationships with regard to IT, including establishing the organizations proper mix of IT outsourcing and insourcing opportunities and setting vendor risk management policies. Vendor management typically involves numerous oversight duties for a CIO or IT executive, including negotiating and then monitoring the length and substance of contracts; keeping tabs on new technologies; maintaining contact with current vendors and reaching out to vendors with which the organization has not yet worked. 8.

9.

10. For those organizatio

Vendor Management

Vendor Management

Vendor management is a discipline that enables organizations to control costs, drive service excellence and mitigate risks to gain increased value from their vendors throughout the deal life cycle. Gartners vendor management research helps clients select the right vendors; categorize vendors to ensure the right contract, metrics and relationship; determine the ideal number of vendors; mitigate risk when using vendors; and establish a vendor management organization that best fits the enterprise. This enables organizations to optimally develop, manage and control vendor contracts, relationships and performance for the efficient delivery of contracted products and services. This can help clients meet business objectives, minimize potential business disruption, avoid deal and delivery failure, and ensure more-sustainable multisourcing, while driving the most value from their vendors.

Define a framework to work with the vendor, suggesting changes on both sides to establish, transition, govern and run the engagement at the same time as improving ROI Assess vendor performance over a period of time and improve return of investment Draft RFP, validate response(s) and choose the best vendor to perform the task Assess technology changes and restructure vendor mix to best suit sourcing requirements

Define (and improve) SLA and monitor Actively manage sourcing risks Periodically assess vendor capabilities and suggest improvements to align to future business direction

vendor

A vendor (pronounced VEHN-duhr , from French vendre , meaning to sell) is any person or company that sells goods or services to somone else in the economic production chain. Parts manufacturers are vendors of parts to other manufacturers that assemble the parts into something sold to wholesalers or retailers. Retailers are vendors of products to consumers. (When you have a street fair, the people who set up booths and tables are often referred to as vendors.) In information technology as well as in other industries, the term is commonly applied to suppliers of goods and services to other companies.

Difference between Personnel Management & HRM

Many students of management and laypeople often hear the term HRM or Human Resource Management and wonder about the difference between HRM and the traditional term Personnel Management. In earlier times, the Personnel Manager of a factory or firm was the person in charge of ensuring employee welfare and interceding between the management and the employees. In recent times, the term has been replaced with HR manager. This article looks at the differences in usage and scope of functions as well as the underlying theory behind these nomenclatures. In the section on introducing HRM, we briefly looked at the main differences. We shall look into them in more detail here.

Personnel Management
Traditionally the term personnel management was used to refer to the set of activities concerning the workforce which included staffing, payroll, contractual obligations and other administrative tasks. In this respect, personnel management encompasses the range of activities that are to do with managing the workforce rather than resources. Personnel Management is more administrative in nature and the Personnel Managers main job is to ensure that the needs of the workforce as they pertain to their immediate concerns are taken care of. Further, personnel managers typically played the role of mediators between the management and the employees and hence there was always the feeling that personnel management was not in tune with the objectives of the management.

Human Resource Management

With the advent of resource centric organizations in recent decades, it has become imperative to put people first as well a s secure management objectives of maximizing the ROI (Return on Investment) on the resources. This has led to the development of the modern HRM function which is primarily concerned with ensuring the fulfillment of management objectives and at the same time ensuring that the needs of the resources are taken care of. In this way, HRM differs from personnel management not only in its broader scope but also in the way in which its mission is defined. HRM goes beyond the administrative tasks of personnel management and encompasses a broad vision of how management would like the resources to contribute to the success of the organization.

Personnel Management and HRM: A Paradigm Shift ?

Cynics might point to the fact that whatever term we use, it is finally about managing people. The answer to this would be that the way in which people are managed says a lot about the approach that the firm is taking. For instance, traditional manufacturing units had personnel managers whereas the services firms have HR managers. While it is tempting to view Personnel Management as archaic and HRM as modern, we have to recognize the fact that each serves or served the purpose for which they were instituted. Personnel Management was effective in the smokestack era and HRM is effective in the 21st century and this definitely reflects a paradigm shift in the practice of managing people.

Conclusion
It is clear from the above paragraphs that HRM denotes a shift in focus and strategy and is in tune with the needs of the modern organization. HRM concentrates on the planning, monitoring and control aspects of resources whereas Personnel Management was largely about mediating between the management and employees. Many experts view Personnel Management as being workforce centered whereas HRM is resource centered. In conclusion, the differences between these two terms have to be viewed through the prism of people management through the times and in context of the industry that is being studied.

Stress management
Stress is the physical and mental response of the body to demands made upon it. It is the result of our reaction to outside events, not necessarily the events themselves.

Not all stress is bad. We each function best and feel best at our own optimal level of physiological arousal. We need some stress to get everyday things done. Too little can lead to boredom and "rust out" - but too much can produce "burn out".

Adaptive stress helps us rise to life's challenges. Adrenaline, nor-adrenaline and glucose flow into our blood: we get a buzz of energy and feel alert, focused, and creative. Negative stress occurs when our ability to cope with life's demands crumbles. If we don't break down the stress chemicals (e.g. through physical activity) they stay in the blood, preventing us from relaxing. Eventually this results in a permanent state of stress. That initial buzz turns to worry, irritability or panic. Challenges become threats; we doubt our ability to do even simple things and problems appear insurmountable.

What causes stress?

Different things cause stress in different people. Some of the things students commonly cite as causes of stress include: examinations, deadlines, returning to study, pressure of combining paid work and study, difficulty in organising work, poor time management, leaving assignments to the last minute, out of control debts, poor housing, overcrowding, noise, adjusting to life in a new environment or country, difficulties with personal relationships (e.g. splitting up), balancing the demands of a family with studying, parents or problems at home. Very often stress results from an accumulation of many different pressures which build up gradually without us noticing.

How too much stress affects us

Physically The heart pumps faster, making the heart pound and blood pressure rise; some people experience palpitations. Muscle tension increases, leading to headaches, dizziness, jaw ache and even insomnia. The mouth goes dry, digestion slows causing "butterflies" in the stomach. Breathing is faster and less efficient which can lead to over breathing (hyperventilation) and breathlessness. Changes in the flow of blood to the skin can cause sweating, blushing or clammy hands and feet. Mentally A certain amount of stress can be mentally stimulating but too much can affect our thinking ability. Thoughts may become jumbled and confused. Thinking becomes focused on worrying. We may become preoccupied with problems. It becomes much harder to make decisions or find solutions to problems.Thinking negatively and fearing the worst increases worry and stress. Emotionally People respond to stress in many different ways. Common emotional effects are irritability, impatience, anger, frustration, fear, anxiety, self-doubt, panic, despondency, feelings of inadequacy, insecurity, hopelessness, unhappiness, emotional withdrawal and depression. Behaviourally: Stress can change people's behaviour towards one another. We may become less sociable, less caring, more hostile and insensitive towards others. When stress is accompanied by anger we may become less tolerant, fly off the handle easily and provoke rows. Many people respond to stress by eating, drinking or smoking much more than is usual: some engage in risk taking behaviour. Students often complain that when they feel stressed they find it hard to concentrate, feel tired all the time, perhaps start to miss lectures and deadlines and feel they can't cope.

Managing stress
The key to success is to think positively; take control of your stress and anxiety by learning effective techniques to combat it. Relaxing bodily tension in order to reduce the physical sensations of stress is a good place to start. If your body is free of tension your mind tends to be relaxed.This helps you concentrate and study, take decisions and solve problems. When you are relaxed, you can view each task as a positive challenge, and use stress as a stimulus to help you to carry it out giving you a relaxing glow of achievement afterwards.

Looking after yourself Be kind to yourself. Give yourself "me time" in which you can choose what you want to do: Rest; do nothing; try a relaxation technique, massage or yoga; have a long hot bath; spend time with friends; treat yourself to something special. Taking proper breaks and eating well do help to combat stress.

Confronting the problem Try to stand back and look at the problem carefully. Break it down into manageable parts. Talk it through with someone else, brainstorm solutions, or get help if you need it. Try to manage your time effectively and learn to say "NO". Avoidance won't make the problem go away and can often make it worse. Leaving everything to the last minute is a major source of stress for students. Think about why you are finding it hard to get started: uncertainty about how to do the assignment, fear of being judged or failing? Starting a piece of work effectively reduces stress levels as it frees your mind, putting the thoughts of failure back into perspective. If you've had a row or a misunderstanding with someone, it rarely helps to avoid the issue. Talking it through with the other person or with someone outside the situation, often helps you express your feelings, regain a sense of proportion, and identify a way of resolving the differences. Find some distractions Sport and physical activity helps you to relax physically and also releases endorphins in the body which produce a real feeling of well-being. Walk, cycle, swim, join a gym or a sports team. Joining a club or society, maintaining an existing hobby or learning something new, talking to other people... can all help you to take a mental and physical break. Express yourself Talk about it, write about it, shout or moan about it: expressing your feelings can help to relieve stress. Acknowledging a problem to yourself and to others can be the first step in dealing with it. Sometimes having a good cry or bashing a pillow can release emotional pressure and calm your feelings of anxiety.

Tackling Anxiety
Anxiety is a normal response to danger or stress: it prepares us for coping with stress. Anxiety is only a problem when it is out of proportion to a situation or goes on for too long. Then our thoughts may become muddled and we may experience physical symptoms such as rapid breathing, racing heart, sweaty palms, tense muscles. Anxiety can lead to panic attacks. Learn how to breathe efficiently and practise it in order to prevent over breathing (too much oxygen in the blood). This causes a series of unpleasant physical symptoms i.e. tingling hands and face, muscle cramps and tremors, dizziness, breathing difficulties and feelings of fatigue. These sensations can be controlled by breathing slowly and smoothly through the nose, filling the lungs completely.

Breathing Exercise
Place one hand on your chest and one on your stomach. As you breathe in through your nose allow your stomach to swell.This means that you are using the diaphragm to breathe in and allowing air right down into your lungs. Try to keep the movement in your upper chest to a minimum and keep the movement gentle. Slowly and evenly breathe out through your nose. Repeat and get a rhythm going . You are aiming to take 8-12 breaths a minute: breathing in and breathing out again counts as one breath. Practise until it becomes a habit and switch to regular breathing when you next become anxious. Learn how to really relax and develop a skill which will enable you to reduce unnecessary physical tension whenever you need to. Information sheets and relaxation tapes are available from the Medical Centre. Learn how to combat worrying thoughts because worrying thoughts keep the anxiety going then the symptoms of anxiety maintain the worrying thoughts. Try simple distraction techniques such as physical exercise or refocusing your mind by concentrating hard on one thing to absorb all your attention.

Panic Attacks
A panic attack is the body's natural "fight or flight" reaction to a sudden threat. If there is no real external threat, the adrenaline pumping around the body is experienced as a panic attack: the heart beats fast and hard, we may sweat, feel faint or nauseous. All these symptoms can be very frightening. If you experience a panic attack, it is important to remind yourself that none of these feelings can harm you - you are not going to have a heart attack, faint, or be sick. Although you may feel very strange, no-one else is likely to notice anything wrong. Try to deepen your breathing and relax. Distract yourself by thinking about something else or focusing on an item in the room. Block any panicky or worrying thoughts. As you manage the panic in this way, your brain and body begins to recognise that there

is no real danger, the supply of adrenaline to the blood is cut off, and the symptoms will subside. Follow the breathing exercises above to help you manage your panic attack. Question: What Is Human Resource Development (HRD)? Answer: Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development.

Head Hunting
Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set. Headhunting involves convincing the person to join your organization.

head hunter
Definition Save to FavoritesSee Examples
Executive recruitment agency that tracks qualified personnel during their work life, and can quickly and precisely locate a suitable candidate for a specific job requirement.

What is Job Evaluation?

Job Evaluation (JE) is the process of objectively determining the relative worth of jobs within an organization. It involves a systematic study and analysis of job duties and requirements. The evaluation is based on a number of compensable factors. Job evaluation can measure the value of all jobs within an organization and produces a rank order ranging from entry level positions to the most senior positions within an organization. It provides a framework to administer pay.
Hi Zainab ALi! The following are job Responsibilities of HR Exectuive Recruitment 1. Job Description, 2. Identify the Competencies required, 3. Identify the source for hiring, 4. Interview the candidate, 5.Coordinate the interview with the respective department and 6. If selected, complete the documentation . Operations 1. Joining formalities. 2. Handling Employee Database (Both in Soft Form and Files Management) 3. Leaves and Attendance Management 4. Handling the payroll 5. Managing advance Salary, Ad Hoc Bonuses, Loans 6. Confirmations, Performance Appraisals, Performance Management

8. Exit-Interviews 9. Full and Final Settlement Employee Relation 1)Handling all the queries of the employees. Be it related to Salary, Leaves, Attendance, and Transfer etc. 2) They are also expected to explain the various policies, strategies and benefits to employees. 3) They are expected to stop all type of rumours and misleading communications. 4) They should motivate the employees on day-to-day basis.

This list can vary from company to company. Regards Shalini Negi

attribution http://www.citehr.com/50360-hr-executive-job-responsibilities-performance-appraisals.html#ixzz2eZvoS2gl Hello, There can be end number of responsibilities that can be carried out by an HR Exec. It depends upen the size and your profile in HR. In smaller companies an HR person will have to carry the responsibilities of PayRoll manager Motivator Grievance handling Training HR/Manpower planning HR finance Appraisal and also releaving. In a large scale industry there are seperate divisions for all the activities so there the responsibilities will differ. Regards attribution http://www.citehr.com/50360-hr-executive-job-responsibilities-performance-appraisals.html#ixzz2eZwYdzFE Payroll - how to calculate PF,ESI& BASIC SALARY? I never calculate the deductions but i could help you a little bit. PF: 12% of basic salary(depends on attendence) ESI: 1.75% of gross Gratuity: 4.81% of basic

First you have to calculate the Basic Salary which is approximately 50% of the CTC. PF calculate on the Basic 12% for Employee Share for PF 8.33% for Employee Share as Family Pension Fund 3.67% for Employer Share for EPF ESIC Calculate on the Gross Salary upto 15,000/- Per Month (maximum) 1.75% For Employee Share on the Gross Salary 4.75% For Employer Share on the Gross Salary I Think It will help to you.

Regards Satyam attribution http://www.citehr.com/313663-payroll-how-calculate-pf-esi-basic-salary.html#ixzz2eZy130zR