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Human Resources – Strategic Business Partner

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Human Resources, with diverse internal and external customers its ability to touch all levels of the organization and known understanding of the environmental organization could not be more to the critical role of a strategic partner.

In the recently published 2008 annual letter to shareholders, General Electric CEO Jeff Immelt says the following: “….. The secret to all of these issues developing leaders is to have a great team of human resources professionals forever. Company will have passion for people. GE has a great HR team that protects the valuable human assets in. I want to give them special recognition this year …. “For years, GE has recognized the success of Bill Conaty, Senior Vice President of Corporate Human Resources. Bill Conaty is highly respected for its continued contribution to the organization. His insight and input has been invaluable. In 2004 an article by Anne Freedman, Conaty himself said: “I believe the real core and my values ​​my organization as a human resources leader, but without having a business grounding, I do not think I would be an effective HR partner.”

Organizations that are their employees to be the most valuable asset you can not afford to not have the manpower to work in a true strategic business partner role. Human Resource professionals with knowledge, skills and abilities, the ability to partner with senior leadership to not only participate in the strategic management organization and drive its implementation. As stated in “The 8 Practices of exceptional Organizations How Great Organizations make the most of their assets Human” by Jac Fitz-Enz, “Strategic plans will be laid on nuclear strategy, a solid wall effect. Core techniques lead to strategic plans, organizational structure, business plans, quantitative objectives and, ultimately, to particular human behavior and task performance. “Business Oriented HR professionals can help design a strategic plan that balances the needs of the organization, employees and other stakeholders. It can help to coordinate the efforts of various functions in the organization with the strategic objectives of the program, and it can support the action by ensuring that they can recruit, develop and maintain the necessary members of the company team. HR, the strategic partners of the company should be drivers affiliates level that drivers strategic plan.

HR shall be responsible for own leadership and employee development, as well as direct all communication efforts, especially as it relates to the pulse of the employee population. Succession | plan is in strategic HR partner should be involved in. As discussed in “Good to Great” by Jim Collins, have the right people on the bus, the wrong people off the bus, and the right people in the right place is crucial to the success of any organization -. who better than to control people process the strategic HR partner

To meet strategic business partner role, HR leaders must understand the business organization. In addition to fully understand business, HR must understand the environment in which it operates, competition, and the conditions that could affect the progress of the organization. HR can no longer focus on its own internal projects. It will be responsible for HR’s strategy, objectives and priorities are driven by and aligned with the overall business needs. It will bring major affiliate business managers, as well as key figures in other functions within the company. While operational HR role from day to day, which is required to run the organization are not strategic in nature will guarantee to reflect the objectives of the organization. There needs to be more integrated global company-wide process that considers how each HR programs can help move the entire organization in the right direction.

In addition to HR increase their knowledge of the structure and solid partnership through cooperation communication efforts, increase their knowledge in other areas is extremely important to be a successful strategic partner. HR will increase their knowledge of finance and accounting, marketing and sales, operations, and information technology and focus on key business skills. Almost every function in an organization, you can refer to that task. That is why it is important for professionals in HR to improve project management skills. In addition to project management skills, strategic partners HR companies must fully understand the strategic planning. HR must be able to manage change, perform environmental scanning, and understand the importance of outsourcing and process associated with outsourcing. Being able to manage technology and measure the performance of all programs, company-wide and efforts are equally important. HR should also play an important role in leadership training, shall be responsible for the implementation of the strategy to become an employer and should be responsible for leading a program to safe guard your business success by external factors.

To summarize, Human Resource professionals touch every level and every department in the company. Because of the involvement of the company, employees at all levels to get to know and trust the members of the HR team. Because knowledge of HR with the change management process and human capital, enjoy successful companies have HR full time on strategic business partner role. If your business is not already doing so, allow Human Resources to be represented at meetings alongside other senior leaders. There is no more appropriate functional group within the company to be responsible for leading the development of strategic plans, implementation of key technologies, and lay organizations succeed in implementing its program, but Human Resources.

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The Importance of Human Resources Management hotel

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One of the most important departments of the hotel’s human resources. Proper human resource management can be the difference between a very well-run and poorly one hotel. The human resources manager can control almost all the feeling and the presence of the entire property. This makes the importance of human resources for very prominent.

There are several different areas where human resources is very important. One of these areas is the recently hired employees. Employees who are engaged in hotel can really change the quality of service and the whole atmosphere of the hotel. This means that it is very important to choose upbeat, dedicated employees for each position. It is the role of the HR to ensure that good people do work on the property. In many cases, many employees of the hotel are only involved in every room work because they can find nothing else to do. Not very many people have a dream to run or serve in a hotel environment. However, there are some who want to work in that role, it is the job of human resources manager to find these people.

Retention of employees is another major problem in the hotel service business. Because so many of the staff do not have hotel work that ends his career goals, many of them only work in a hotel for a short time. Other employees may have to let go because of poor work ethics or other issues. However, there are ways that a hotel human resources manager can curb some desire and the likelihood that employees will move to other jobs quickly. The importance of human resources management for hotels is very large in this area. Administrators can provide good training and incentive programs that will cause workers to stay longer at the hotel. Have a clear progression plan to move to higher levels of service will also cause employees to stick around much longer.

Version progression of staff and promotion is also another big issue for the hotel industry. The importance of human resource management for hotels is proven in this area. Hotels that provide ways for employees to go to the state, or to provide training for workers so that they can acquire the skills required for a position are very important to the retention rate of employees. It is easy to implement this kind of service and the cost is minimal compared to the cost and time required to constantly find new employees to replace the ones that always leave shortly after being hired. One of the easiest things to implement is English lessons. Many employees hotels do not speak English very well, and so there is an incentive for them to be working on the property if they are offered English lessons.

The importance of human resources management for hotels is also important in the area of ​​employee services. If employees know that they can come to Staff when they have a problem or issue, it is easier for them to work with a clear conscience. Many human resources departments implement different games and activities to make the work environment more interesting and fun for employees. There are many different services as human resources manager can think of to help employee morale. Maybe the hotel could perform babysitting, or park day every year. These small services go a long way to make happy employees. Happy employees make happy companies and happy customers.

As you can see, the importance of human resources management for hotels is very high. There are thousands of ways that human resources manager can make a hotel run more smoothly and efficiently. There are many different areas that can benefit from the experience and guidance of staff. Therefore it is very important to not undermine the importance of the manager. Without Staff property is not the same or as pleasing to customers and employees.

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Human Resources – duties and responsibilities of the HR department

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What exactly is your Human Resources Department do? This is a difficult question to answer, even for the owner. Human Resources is one area that tends to develop on their own, and in that department all are responsible for their own unique piece of the development. Some employee oriented and work on projects and solutions that help the worker. Others are numbers crunchers, those who recommend cuts in personnel when it seems that the company could be on the verge of taking a loss. In some companies, the layoffs would be the responsibility of HR, or they could be a task reserved for the management or ownership.

Apart from the unique make-up of individual departments resource persons, all of them have some things in common. They are all responsible for recruiting and hiring and who needs to have their own applicant tracking systems. It could be automated recruitment tracking software or manila file folders. If you’re still using the latter you might want to update. Paper filing systems are not only obsolete – they are inefficient. When a folder is placed in the wrong place, it is often not discovered. Quality job seekers fall through the cracks like that all the time.

Most human resource departments also need to keep track of the rules and required hiring quotas. There are compliance issues when it comes to hiring and employment. Foremost among these are the EEOC and OFCCP, federal rules require equality of employment and enforcement action. If you are to modernize and install new job applicant tracking system, you might want to look into web based recruiting software that downloads regularly in these areas when the law changed. As paper filing systems, keeping track of these things without automation is obsolete and dangerous job.

Human Resource departments are also usually responsible for benefits administration. There are statutes in place at state and county levels published by these benefits in certain areas. Health care is one of the major, and perhaps the most promoted in recent years, but there are others. Regulations and liability issues of retirement funds, direct deposit, and stock awards can get quite complicated. It is up to the HR department to translate all those wordy rules and explain the average worker. Some companies keep even a lawyer or paralegal in HR especially for the purpose. Your presence is not required, but it does help.

What other human resources departments do? When new businesses open and start to build, they put a great responsibility in the hands of human resources. As time goes by, they are responsible sometimes removed and went on to other departments, but more often than not they be with HR, making it one of the more complex and important departments in your company. Do you know what they do? If you are a business owner or site manager and you do not know, you might want to go there and find out. That knowledge could come in handy at some point.

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