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HR Manager Insights and Strategies

This document provides an introduction to Muhammad Usama Goplani, who currently works as a talent acquisition lead for a national foods company. It summarizes his career experience, including graduating with a bachelor's degree and working for four years in engineering and project management roles before pursuing a career in human resources. The document then discusses the manager's perspective on the importance of human resources for a company's success and competitive advantage. It outlines the typical hierarchy within an HR department, including the four main functions of business partnering, rewards and compensation, talent acquisition and organization development, and HR operations. Finally, it discusses the basic criteria for hiring and selection at any company, including education, experience, and age requirements, as well as the three

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Usaid Siddique
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80 views2 pages

HR Manager Insights and Strategies

This document provides an introduction to Muhammad Usama Goplani, who currently works as a talent acquisition lead for a national foods company. It summarizes his career experience, including graduating with a bachelor's degree and working for four years in engineering and project management roles before pursuing a career in human resources. The document then discusses the manager's perspective on the importance of human resources for a company's success and competitive advantage. It outlines the typical hierarchy within an HR department, including the four main functions of business partnering, rewards and compensation, talent acquisition and organization development, and HR operations. Finally, it discusses the basic criteria for hiring and selection at any company, including education, experience, and age requirements, as well as the three

Uploaded by

Usaid Siddique
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

MANAGER INTRODUCTION

Manager name is Muhammad Usama Goplani. Currently he is employed in talent acquisition lead in
national foods. He started his career back in 2014 as a trainee engineer. He done his bachelors from
Ghulam Ishaq Khan Institute. After graduation he joined KE (K ELECTRIC) where he worked for four
years in different roles and capacities such as planning development and project management. After
sometime he got chance to follow his passion to work in HR. he joined HR department in 2016 since
then he is in the field of HR. In 2018 he went abroad to peruse his master degree. After completing
his masters he joined national foods.

HR PERSPECTIVE OF A MANGER.
In my opinion we get a many competitive advantages in market which means like we have many
sectors or many companies which are competing together but we noticed one or two companies are
always a head whether it be food sector, energy sector or pharmaceutical sector whatever it is there
2 or 3 companies who are always at top. Because they usually focus on human resources, they focus
on enquiring and develop the good talent and try to provide them good benefits. HR is always linked
with good result of the company. There is many departs in a company like marketing, sales, HR and
finance. But for the good results company should have best people in HR department. For example if
company has a some unique product which is not present in market although if the company have a
very good sales and marketing team they will not succeed until they have best people and
motivation in their HR department who can execute those strategies perfectly to sell their product.
The company will not succeed if they don’t have good human resources. Company sales, marketing
and supply chain everything that comes in under a business which is depending on people that is
place where the role of HR comes in. Where you have to motivate people and put right people at the
right job at the right time and make sure them they are retain. That’s where the input of HR comes
in. HR is not just an operational role they are very much strategic role. They make important
strategies for the company.

HR DEPARTMENT HIERARCHY
IN HR they have four basic functions

1. HR Business partnering

HR business partnering is a team with partners who deals on business with different
departments on behalf of HR. they provide on window solution for all HR related matters
and business so they are interface between real HR and the other departments.

2. Rewards and compensation

Rewards and compensation team work on benefits of employees are getting. They provide
different recognition incentives to the employees. These all things are done in background.

3. Talent acquisition and organization development


In talent acquisition they bring talent from community, from the industry to the
organization, so that organizations need of human resources can be full filled. Organization
development is about developing the talent which is inside the company so that they grow
with in the company and they learn new skills and learn things that are required to perform
their jobs. They also try to engage and managing the talent.
4. HR Operations

HR operations done all the transactional work of HR like leave management, medical
facilities and processing pay role all this kind of stuff is done HR operations.

These are the four basic functions in which they are operate on and they have four different teams
for these functions which are reporting in the HR.

Hiring and Selection criteria


Hiring and recruiting selection is purely based on merit. In any company the basic hiring criteria is
based on job specification. Like if we hiring someone in sales then it has different criteria than what
we have in finance. There is always some basic criteria which are similar in all places. Which is that
applicant should have bachelor degree in terms of academic. Then its depending on the role like
seniority, experience required in role. Then there are some age requirements like 60 is retirement
age in Pakistan so then we would go for someone who is younger and suitable for role. This is basic
criteria. If we go for any specific position then we go for 3 things which is very much important.
These things are

 Job fit
 Personal affect
 Cultural fit

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