General HR Responsibilities

Dear all,
I got an interview call, where they want that the candidate must lookafter all the general HR responsibilities. Can you all please help me out saying what are those?

Hi Som
General HR Role shall include
Recruitment
Induction
T & D
Leave Management
Salary
Performance Apprisal
Personnel Files Maint.
Regards
SJ

Thanks SJ 4 guiding me!
2questions i have
No 1 is: in Recruitment what are the steps a recruiter should follow-specially I want to know about the headhunting, refference check and line up (in brief).
No 2: If i asked you what quality or skill you have for which I will recruit you as a recruiter? then what ans you will give?
Regards
somdatta

Hi Somdatta,
Major activities of Generalist HR are-
Recruitment Management
Workforce Planning
Induction Management
Training Management
Performance Management
Compensation & Benefits
Attendance Management
Leave Management
Benefits Management
Overtime Management
Pay slip Distribution
Timesheet Management
Employee Information/ Skill Management
Grievance Redressal
Employee Survey
Exit Interviews & Process
Health & Safety
Regards,
Amit Seth.

Thankx Amit,I hv found all the time your responces are out standing.
By the way can you help me by giving the ans of these two questions, bcoz I have an interview tomorrow.
No 1 is: in Recruitment what are the steps a recruiter should follow-specially I want to know about the headhunting, refference check and line up (in brief).
No 2: If i asked you what quality or skill you have for which I will recruit you as a recruiter? then what ans you will give?
Regards
somdatta

Dear Amit,
Could you please clarify the difference between Attendance Mgmt & Leave management.
Please also brief about the activities covered under Benefit management.
Thanks & Regards,
Revathi

Hi Revathi,
Attendance Management is like.. it is used for Payroll processing as well as for record keeping as well..
Whereas Leave Management is used to keep the tracks of Leave availed as well as balance leaves in one's account..
All the works done as welfare activities will come.. Under Benefit Management..
Regards,
Amit Seth.

Hi Somdatta,
The recruiter should be able to identify the actual needs of the organisation by studying the the entire existing manpower and also understand the culture of the Organisation to find the right candidate who can fit into the present scenerio of the Organisation.
Right candidate does not always mean a candidate with excellent academic background and experience but a person who can fit into the present culture and perform and excel himself/herself in the present system.
Headhunting can be done by initially finding out the competitor companies and then identifying the level of needs and as such identifyiong the likely candidates in the required role.
Regards,
Joyita

hi, Joyeeta,
thanx for sharing ur knowledge, but it would be better if you cite an example of headhunting, then it will be more easy for me to understand,
by the way how far I realised that is:
I am a recruiter, and if a client come to me saying that he has a NGO, and want to have 3-4 candidate for the post of manager, with such n such qualities, then what I will do? i will start searching for the candidate in other NGOs, who are having the skill and qualities of being a manager, or already those who are the manager of those NGOs, and then i will start alluring them that you will get this this opportuinity, if you work with this NGO or whatever.
If my understanding is ok,
then tell me from where I will get the huge data base, that which person is working is which company.
and if we do so don't you think it is unethical.
And if my understanding is wrong , plz make me understand with a good example.
Thanx
Somdatta