New Year Resolutions 2017 for HR Professionals

The best thing about New Year is we all get set to welcome the new door of opportunities. HR REMEDY INDIA , always focus on creativity in recruitment , practical training methodology to employees is also all set to welcome the new opportunities in HR field.Thinking in an unexpected way, enhancing on previous lessons learnt, and making considerable initiatives in order to reach something big or different than the last year are the possible resolutions individuals make. New Year resolutions are crucial for HR as well. Why?

Hiring managers are found engrossed in the unending process of making their HR practices healthy for the organization. According to sources, only half of the population makes New Year resolutions and only 8 percent of the same endeavor to achieve it. With reference to this data, it becomes imperative to know that HR must thrive on working on those goals which turn out to be fruit for the organization as a whole.

So, what exactly are the resolutions HR must be making in 2017
 This is described in the creatively designed info-graphic by HR REMEDY INDIA you can see right below. The info-graphic highlights the top seven resolutions, which HR can secretly execute, their overall impact. Some of the most important resolutions, which we can see have turned up for HR this year includes Candidate Sourcing Technology and Mobile Recruiting. These tools can go a long way in helping HR scout and fetch the right talent while, creating and enhancing the employer brand at the same time. The info-graphic takes you to an important resolution which emphasized on rewarding employees, which must be taken on priority this year.

HR REMEDY INDIA strongly believe employees being the asset of every organization deserve to be treated well, engaged with unique programs and benefits, as well as, recognized for their efforts through rewards such as offering flexi timings, free memberships, one day off, shopping deals or vouchers and many more. By offering skill training programs and understanding the psychology of employees, HR professional can expect for the right results when it comes to Employee Productivity, Employee Retention and Employee Engagement. The best part about taking a glance at the info-graphic is that it has summarized an in-depth research and presented the data in a visually-appealing way.

The individual roles listed below have been identified as key to the 
 Recruitment and Selection process: HR REMEDY INDIA

Hiring Manager (HM)

  • Identifies hiring need, develops the position description, Recruitment Plan, organizational chart and other recruitment related documents
  • May serve as Search Committee Chair and identifies Search Committee members
  • Conducts recruitments showing good faith efforts to broaden diversity
  • Ensures understanding of collective bargaining agreements’ specific provisions with respect to filling of bargaining unit positions

Departmental Human Resources/Service Center Coordinator (HRC or SCC)

  • Works with the (HM) to prepare the job description and ensures proper procedures for review and approval are met at the department level
  • Initiates recruitment via the ATS ( HR REMEDY INDIA have our own ATS )
  • Posts recruitment on selected job boards
  • Routes recruitment to (OHRC/OSCC) for review and routing
  • Processes final offer and finalizes the recruitment in the ATS
  • Notifies interviewees not selected

Organizational Human Resources/Service Center Coordinator (OHRC/SCC)

  • Reviews recruitments and provides oversight of the recruitment process
  • Routes online recruitment requests to Human Resources for job classification and posting to ATS
  • May coordinate short list review

Human Resources Classification Analyst (HRCA)

  • Reviews position description and assigns the Job Classification
  • Conducts Job Analysis upon request

Human Resources Recruitment Analyst (HRRA)

  • Reviews recruitment and posts to UCR Job Board ( )
  • Ensures accurate and complete recruitment and selection guidelines and procedures

Search Committee (SC)

  • Selected by the Hiring Manager and assigned to each recruitment
  • Reviews applications, participates in the interview process and recommends final applicant

Affirmative Action and Compliance Liaison — Search Committee (AACL-SC)

  • Assigned by the Search Committee with the status and authority to ensure all aspects of the recruitment process are fair and unbiased and in compliance with Affirmative Action and Equal Opportunity laws
  • Direct access to Equal Employment & Affirmative Action (EEAA) for assistance as needed

Equal Employment & Affirmative Action

  • Provides consultation and assistance during the recruitment process
  • Works with the AACO to ensure a diverse applicant pool exists
  • Provides guidance upon request to the AACL-SC to ensure all aspects of the recruitment process are fair and unbiased and incompliance with Affirmative Action and Equal Opportunity laws
  • Provides diversity profile data, availability and placement goals
  • Reviews and approves interview short lists

Affirmative Action and Compliance Officer — (AACO)

  • Assigned by the organizational unit
  • Monitors staff recruitment activity and ensures affirmative action/diversity guidelines are followed for searches within the organization
  • May coordinate short list review
  • Works with the Equal Employment & Affirmative Action (EEAA) to ensure a diverse applicant pool exists

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