Learn the Relationship Between HR and Administrative Jobs | index-art.info
HR is another way of referring to a company's Human Resource department and a subset of Administration. They are responsible for employee related matters. Job Title: Human Resource and Administrative Officer donors or other related offices or agencies in relation to the office operations. From Admin to Strategy: the changing face of the HR Function. 1. 1Introduction. The HR .. relationship between an individual and their manager as the greatest .
One of the requirements of the training for this position is that you have an interdisciplinary background. You will be the recruiter for the company and you will need to consult with other administrative professionals when writing job postings for various positions. As part of this job there has to be an excellent relationship between HR and the senior administration. This is essential in order for the administration to accept your recommendations for new hires. Quite often the HR person has complete control over the hiring and firing process.
There is very little difference between HR and administration when it comes to the salary scale. Most companies have a salary for each level or certificate you complete, although there may be bonuses awarded for exceptional services.
Filing the Individual Complaint Once the counseling is over and if there has been no resolution to the claim or claims, the EEO counselor must provide the counselee with a Notice of Final Interview and the Right to File a Formal Complaint with the appropriate agency official.
The counselee then is required to file the formal complaint within a time period of 15 days once the Notice of Final Interview has been received. This complaint must be signed by either the complainant or the individual's attorney. The complaint is also required to contain a phone number and address where the complainant or his or her attorney can be reached.
The complainant is responsible for proceeding with the complaint with or without a designated representative. The formal complaint must contain a precise statement that identifies the aggrieved individual and the agency and the actions or practices that form the basis of the complaint.
The agency in turn, must provide the complainant with written acknowledgement of the complaint and the date of filing. The agency's acknowledgement letter will include the following information: The address of the EEOC office where a request for a hearing is to be sent. The right to appeal the final action on or dismissal of a complaint. The requirement that the agency conduct an impartial and appropriate investigation within days of the filing of the complaint unless the parties agree in writing to extend the time period.
Amending and Consolidating Complaints A complainant may amend a pending complaint to add claims that are related or similar to those raised in the pending complaint, prior to the agency's mailing of the notice required by 29 C.
If the complainant needs to add or amend a new incident of alleged discrimination during the processing of an EEO complaint, the complainant will be instructed by the investigator or other EEO staff person to submit a letter to the agency's EEO Director or Complaints Manager at that time. The letter submitted must describe the new incident or amendments added by the complainant.
Once the EEO officials review this request and determine the proper handling of the amendment they will decide if new EEO counseling is required.
Business Administration Vs. Human Resources | index-art.info
No new counseling is required when: Additional evidence is offered in support of the existing claim, but does not raise a new claim. The incident raises a new claim that is like or related to the claims s raised in the pending complaint. The complaint must be amended where a new claim is like or related to the claim s raised in the pending complaint, and the EEO official must notify both the complainant and the investigator, in writing, acknowledging receipt of the amendment and the date it was filed.
The EEO official will also instruct the investigator to investigate the new claim. New counseling will be required if the new claim is not like or related to the claim s in the pending complaint. The new claim will be the subject of a separate complaint and be subject to all of the regulatory case processing requirements. An efficient investigation is one that is conducted impartially with and contains an appropriate factual record.
A correct factual record is one that allows a reasonable fact finder to draw conclusions as to whether discrimination occurred. An investigator cannot make or suggest findings of discrimination and must be free of conflicts or the appearance of conflicts of interest throughout the investigation of complaints. The evidence gathered by the investigator should only be relevant to the case in order to determine whether discrimination has occurred and if so, create the "appropriate remedy.
At the end of the investigation, the agency must present the complainant with a copy of the complaint file, including the report of investigation, and the notice of the right to request either an immediate final decision from the agency or a hearing before an EEOC AJ. A complainant also may request an AJ hearing after days from the filing of the complaint even if the investigation has not been completed.
The complainant must receive a copy of the complaint file, plus the report of investigation ROIand a copy of the hearing transcript if a hearing was held. An overview of the EEO process: Conclusion This discussion has provided the detailed EEO process with regard to the processing of individual EEO complaints of discrimination, in accordance with 29 C. Digest summaries and articles themselves do not have the force of law and the reader is advised to look to the actual decisions and other sources discussed for a more precise understanding of applicable EEO law"  For a more detailed discussion of the topics addressed in this Digest, see EEOC's website at "www.
HR structure[ edit ] Federal Level: The Federal classification system is not a pay plan, but is vital to the structure and administrations of employee compensation.
The pay system is influenced by the grade level and by quality of performance, length of service, and recruitment and retention considerations. OPM approves and issues position classification standards that must be used by federal agencies to determine the title, series, and grade of positions.
The classification standards help assure that the Federal personnel management program runs soundly because agencies are now becoming more decentralized and now have more authority to classify positions.
Differences between HR and admin | Difference Between | Differences between HR vs admin
Agencies are required to classify positions according to the criteria and the guidance that OPM has issued. The official titles that are published in classification standards have to be used for personnel, budget, and fiscal purposes.
The occupations in federal agencies may change over time, but the duties, responsibilities, and qualifications remain the same so careful application of appropriate classification of the standards needs to be related to the kind of work for the position.
When classifying a position the first decision to be made is the pay system. Professional — Requires knowledge either acquired through training or education equivalent to a bachelor's degree or higher.
It also requires the exercise of judgment, discretion and personal responsibility. Examples can be attorneys, medical officers, and biologists. Usually a person who is in the field of HR, and has gone through the education required, stays in the field for long-term career goals. People of this category are seen in the upper management of HR departments. Administrative — Requires the exercise of analytical ability, judgment, discretion, and personal responsibility, and the application of a substantial body of knowledge of principles, concepts, and practices applicable to one or more fields of administration or management.
These positions do not require specialized education, but do require skills usually gained while attaining a college level education. Examples can be budget analysts and general supply specialists.
These positions will most likely be filed by career employees that act in a managerial function. Technical — Requires extensive practical knowledge, gained through experience and specific training and these occupations may involve substantial elements of the work of the professional or administrative field.
Technical employees usually carry out tasks, methods, procedures, and computations that are laid out either in published or oral instructions. Depending upon the level of difficulty of work, these procedures often require a high degree of technical skill, care, and precision.
Examples of the technical category would be forestry technician, accounting technician, and pharmacy technicians. Clerical — Involves work in support of office, business, or fiscal operations. Typically involves general office or program support duties such as preparing, receiving, reviewing, and verifying documents; processing transactions; maintaining office records; locating and compiling data or information from files.
The Difference Between HR And Administration
The employees available to the firm or any entity are also a type of resources as they also are part of the production process. And the production will never be efficient until and unless one of the most important resources, that is, employees themselves are skilfully managed. Therefore, the HR department remains very important.
The admin department is at the top of all company decisions and functions. It has a number of departments working under it that individually look to each of the above mentioned portions of business activity. The Human Resource department is just one of these departments and supervises people.
One of its major duties is to ensure quality working conditions for the employees. This includes a clean working environment, a friendly and calm attitude between the various employees.
In addition to this, it must also undertake special measures for the health and safety and welfare of the employees.