Difference among Resume, CV and Biodata

This data was collected from a posting at citehr.com

People use the words RESUME, C.V., and BIO-DATA interchangeably for thedocument highlighting skills, education, and experience that a candidatesubmits when applying for a job. On the surface level, all the threemean the same. However, there are intricate differences.

RESUME

Resume Is a French word meaning "summary", and true to the wordmeaning, signifies a summary of one's employment, education, and otherskills, used in applying for a new position. A resume seldom exceeds oneside of an A4 sheet, and at the most two sides. They do not list out allthe education and qualifications, but only highlight specific skillscustomized to target the job profile in question.A resume is usually broken into bullets and written in the third personto appear objective and formal. A good resume starts with a briefSummary of Qualifications, followed by Areas of Strength or IndustryExpertise in keywords, followed by Professional Experience in reversechronological order. Focus is on the most recent experiences, and priorexperiences summarized. The content aims at providing the reader abalance of responsibilities and accomplishments for each position. AfterWork experience come Professional Affiliations, Computer Skills, andEducation

C.V CURRICULUM VITAE

C.V Is a Latin word meaning "course of life". CurriculumVitae (C.V.) is therefore a regular or particular course of studypertaining to education and life. A C.V. is more detailed than a resume,usually 2 to 3 pages, but can run even longer as per the requirement. AC.V. generally lists out every skills, jobs, degrees, and professionalaffiliations the applicant has acquired, usually in chronological order.A C.V. displays general talent rather than specific skills for anyspecific positions.

BIO-DATA

Bio Data the short form for Biographical Data, is the old-fashionedterminology for Resume or C.V. The emphasis in a bio data is on personalparticulars like date of birth, religion, sex, race, nationality,residence, martial status, and the like. Next comes a chronologicallisting of education and experience. The things normally found in aresume, that is specific skills for the job in question comes last, andare seldom included. Bio-data also includes applications made inspecified formats as required by the company.

A resume is ideally suited when applying for middle and senior levelpositions, where experience and specific skills rather than education isimportant.
A C.V., on the other hand is the preferred option for freshgraduates, people looking for a career change, and those applying foracademic positions.
The term bio-data is mostly used in India whileapplying to government jobs, or when applying for research grants andother situations where one has to submit descriptive essays.
Resumes present a summary of highlights and allow the prospectiveemployer to scan through the document visually or electronically, to seeif your skills match their available positions.
A good resume can dothat very effectively, while a C.V. cannot.
A bio-data could stillperform this role, especially if the format happens to be the onerecommended by the employer.

Personal information such as age, sex, religion and others, and hobbiesare never mentioned in a resume. Many people include such particulars inthe C.V. However, this is neither required nor considered in the USmarket.. A Bio-data, on the other hand always include such personal information.

HR Action List

Following are various actions taken by a HR in general,

A) Activities Handled at a glance.

i) Service File (Employee’s file)
ii) Recruitment
iii) Leave
iv) Training
v) Resignation

B) Detailed procedure of the activities handled alongwith documentation involved:

i. Service File:
Curriculam Vitae
Proof of Educational Qualification (Marksheets and Certificates)
Senior secondary certificate/ marksheet
Higher secondary certificate/ marksheet
Graduation marksheet
Post Graduation marksheet
Professional qualification / marksheet
Copy of appointment letter.
Detail sheet in original (annexure to interview call letter)
Two recent passport size photographs
Experience certificate/s
Relieving letter if possible
Promotion letter
Increment letter
Renewal letter

ii) Recruitment
Obtaining approval from competent authority – COO
Releasing an advertisement for recruitments.
Receiving applications.
Scanning / Scrutinizing the applications on the basis of criteria mentioned
Shortlisting the candidates
Sending the interview call letters
Sending invitation letter to panel members
To obtain confirmation calls and mails from respective candidates
Conduction of interview and selection of candidate/s, verification of concerned certificates
Sending the appointment letter/s (in duplicate)
Receiving the acceptance copy duly signed


Training
To get the details of a training program.
To assess the need for providing the training of that particular program.
Getting it discussed with competent authority and obtaining the approval of CEO (via note)
Sending suitable candidate / s concerned in that particular stream or area for the program.

Resignation
One month prior notice is to be given.
Obtaining the approval from competent authority – COO (via note) and getting the acceptance.
Handling over the all relevant document to the person concerned duly acknowledged.
Clearance or recovery of dues if any related to company.
Issue of experience certificate and relieving letter.

Sanction of Leave
Balance of leave is to be checked before applying.
Applying for the leave in the prescribed format and getting it signed by the recommending official.
Forwarding the same to the to COO for sanction.
Submitting the same to HRD.
Accordingly updations to be made

FAQ of Human Resources

Question: What Is a Human Resource?

Answer:

William R. Tracey, Human Resources as: "The people that staff and operate an organization"; as contrasted with the financial and material resources of an organization. Human Resources is also the organizational function that deals with the people and issues related to people such as compensation, hiring, performance management, and training. A Human Resource is a single person or employee within your organization.

Question: What Is Human Resource Management?

Answer:

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

Question: What Is the Human Resource Department?

Answer:

Departments are the entities organizations form to organize people, reporting relationships, and work in a way that best supports the accomplishment of the organization's goals. Departments are usually organized by functions such as human resources, marketing, administration, and sales.

But, a department can be organized in any way that makes sense for the customer. Departments can also be organized by customer, by product, or by region of the world.

The forward thinking human resource department is devoted to providing effective policies, procedures, and people-friendly guidelines and support within companies. Additionally, the human resource function serves to make sure that the company mission, vision, values or guiding principles, the company metrics, and the factors that keep the company guided toward success are optimized.

The most common Human Resource jobs that are grouped in the Human Resource Department are the Human Resources Director, Human Resources Generalist, and Human Resources Assistant. Additionally, some organizations have a Vice President of Human Resources and employees who are organized around providing a specific component of Human Resource services including compensation, training, organization development, and safety.

Question: What Is Human Resource Development (HRD)?

Answer:

Human Resource Development 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, succession planning, key employee identification, tuition assistance, and organization development.

The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.

Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. Or, Human Resource Development can be informal as in employee coaching by a manager. Healthy organizations believe in Human Resource Development and cover all of these bases.

Question: What does a Human Resources professional do?


Human Resource professionals can work as any of the follwing :

• Human Resources Manager, Human Resources Generalist, or Human Resources Director
• Labor Relations Manager, the Director of Industrial Relations, and Labor Relations Staff
• Dispute Resolution Specialist, a Conciliator, an Arbitrator, and a Mediator
• International Human Resources Manager
• Training Manager, Training Director, or Training Specialist
• Employee Assistance Plan (EAP) Manager
• Benefits Manager
• Employment Manager, a Recruiter, or a Placement Specialist
• Employer Relations Manager
• Compensation Manager
• Job Analysis or Occupational Specialists and Managers

Question: Is a College Degree Necessary to Work in Human Resources?

Answer:

No, you don't have to have a degree to work in the field of Human Resources, but the lack of a degree will limit you to the lowest level functions in the Human Resources office. When Human Resources Assistants come to work with a Bachelor's degree for $30,000, why would a forward thinking office hire an employee without a degree?

That said, there are some jobs as Human Resources Administrators or as Payroll Specialists that may not require a degree. You will also not expect to advance very far in your HR career in these roles without a degree.

Increasingly, however, Human Resources professionals have both Bachelor's degrees and Master's degrees. Since Human Resources is a highly competitive field, the more education you have, in appropriate subjects, the better your chance for excellent job prospects and a successful career. Another trend I am seeing is Human Resources Directors with a Ph.D. and/or a Juris Doctor (J.D.), legal degree.

Many longer term Human Resources professionals argue that a degree is unnecessary, that they built a successful career up to and including positions as Vice President, without a degree. But, this is not the trend for jobs in Human Resources. A Human Resources professional, who wants to participate in the strategic leadership of a business, needs a degree.

Question: Do I Need Certifications to Work in Human Resources?

Answer:

No, you don't need any kind of certification to work in the field of Human Resources. Increasingly, however, Human Resources professionals are seeking certification as a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) through the Society for Human Resources Management (SHRM). There are additional certifications available through professional associations in such areas as Compensation and Benefits management.

Keep in mind, going forward, that you will be competing in the job market with people who have earned these certifications that will be valued in the job market depending upon the company’s requirements and depending upon the job.

In my experience, many companies recognize these certifications as measuring transactional and administrative-type functions. Companies looking for more strategic, financial, and organization development skills in their HR staff don't advertise these credentials as essential for applicants. In fact, many post these certifications as optional or decide not to require them at all.

Question: What Professional Associations in Human Resources Should I Join?

Answer:

Your membership in a professional association, related to your area of concentration in the Human Resources field, will be dependent upon your interests and professional development needs. Certainly, you can attend meetings and training and conference events, but your most significant payback will accrue from serving in leadership roles within the associations. You will make professional networking contacts and help direct the course of your professional association’s work. Professional associations often drive the work of professionals in your field of interest.

Many professional associations have local chapters. Depending upon their convenience to your location, you can obtain valuable leadership and professional experience serving in leadership and volunteer roles within your local organizations.

Human Resource and Management

The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.

Note that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc.

There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"

The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

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