The main role of the Human Resources Department

[ad_1]

The primary focus of human resource management (HRM) is to attract, motivate and retain the most qualified employees to implement the strategic plan of the Agency effectively and efficiently. It is not just about choosing and hiring the right people to get the job done; it is to maximize employee skills and encourage employees to get the job done right. Managing human resources effectively requires the application of appropriate management tools to get the best performance possible from the organization, including:

  1. Adaptability, legally justify personnel policies and procedures
  2. Clear and defensible job
  3. Equitable and competitive Classification System
  4. unbiased recruitment, hiring, placement and storage techniques.

establish effective Human Resource Management part of the organization requires the development of personnel policies and procedures to effectively guide employee performance management based on the agency’s mission, vision and objectives and the prevailing work culture and ethics. Rules provide basic instructions. Where appropriate, the policy must be accompanied by clear procedures provide action steps, including who is responsible for the implementation, for each policy is valid and what is the appropriate form, if necessary. To be effective policy should

  1. to be adapted to business needs and practices that promote success.
  2. reviewed and updated as necessary to reflect changes in culture and actual practices, negotiate changes or changes in the law.
  3. enforced consistently across the organization.
  4. Having conduct, employment and performance management policies and procedures.

Rules outline the main institutions of conduct provide clear rules for staff and guidance on the selection of employees match the defined culture. Such polices may include standards related to:

  1. conflict of interest issues including the employment of relatives, outside employment, privacy information about the company, the non-compete provisions, the ownership of creative ideas / products work or even statements to the media.
  2. The use of company property, including vehicles, phone, internet and email.
  3. Factors affecting the ability to perform the job or possibly affect others such as smoking, driving record, incarceration, absence from work, drugs and / or alcohol.

conduct policy should include responsibility for staff conduct that could create legal liabilities for the organization including federal and state laws relating to equal employment opportunity, affirmative action and discrimination, harassment and hostile work environment claims and Workplace Safety .

Employees must understand what is expected of them in respect of employment policy and procedural requirements related to attendance, working time, overtime and compensatory time, transfers, promotion, demotion, dismissal or reduction in value, reinstatement, types of licenses paid and unpaid (sick, holiday, vacation, bereavement) leave requests, medical or drugs test. Rules should provide clear instructions and guidelines to prevent misinterpretation.

For effective employee performance management, supervisors must have clear rules and expectations of the management of personnel, not only to avoid legal action related to discriminatory practices, but to ensure fair and equitable treatment of all employees to maximize the incentive and employee performance.

clear instructions, along with supervisory training article due process and appeal procedures and the complaint process, protect the organization and the employee. Specific procedures for warnings, reprimands, suspension and pre-suspension hearing, pre-termination and termination of reporting along with a list of typical crime and related activities provide the supervisor with the tools to effectively manage employees.

Management of human resources is further enhanced with a clear job description and classification.

Good job descriptions should be based on the needs of the organization and reflect as accurate and complete picture of what is ‘necessary’ to carry out a particular job. Job descriptions are the foundation of good human resource management

  1. Identify training and skills needed to compare candidates and unbiased selection of the best person for the job protecting the organization from claims of discrimination.
  2. provides a consistent and easily referenced format for recruiting purposes.
  3. provide the basis for determining whether the position is exempt or non-exempt under federal and state wage-and-hour laws.
  4. Providing new employee a clear statement of expected duties and responsibilities.
  5. is the basis for the estimation of tied assigned duties and responsibilities.
  6. provides a mechanism to establish fair compensation ranges for various positions on the basis of skills, training and responsibilities required for the position.

A comprehensive job description includes:

  1. Basic Organizational information such as job title, department, supervisor, job type ie regular, temporary, full-time or part-time, Job scale and Job Status ie Exempt / Non-exempt.
  2. Duties / responsibilities: detailed listing of specific essential and non-essential job duties and responsibilities required to meet the needs of the organization. Fees and features are tied necessary to be work-related, equally enforced in accordance with the objectives of the organization or the needs and protect the organization from claims of discrimination in relation to the Americans with Disabilities Act.
  3. Working :. Physical, mental and environmental conditions of the work is performed in accordance with the Americans with Disabilities Act
  4. job :. The minimum education, experience, knowledge, skills and qualifications needed to do the job including a license or certificate
  5. Disclaimer :. A brief statement indicating that the job description is not designed to cover or contain a comprehensive listing of activities, obligations or responsibilities required by an employee of
  6. Employee Signature
  7. Supervisor Signature

When the job for all the jobs in companies are established, position classification system should be created, especially in large organizations, in order to maintain equity and ensure equal pay for equal work. In mainstream classes and pay grades are established on the basis of gender or type of work, level of difficulty and responsibility and skill training or work requirements to justify similar treatment in personnel and pay administration. When comparing both inside and outside to set off a competitive and internally equitable pay plan. Shall apply, positions and classification should be reviewed periodically to account for changes in the market as well as internal changes associated with longevity and additions or changes to job descriptions.

Clear descriptions increase the recruitment, hiring, placement and retention efforts of the organization.

application process, including the application form, application processing, selection, interviews as well as a background check and verification of reference, should reflect the strategic plan of the Agency, personnel policies and procedures and grow from a clear job description that meet the needs of the organization. In addition, to ensure the process meets all legal requirements, the process should focus on finding employees who “fit” the company vision and culture that is reflected in personnel policies and procedures.

If the selection process clearly reflects the company’s needs and vision, the right person will be placed in the right job that will enhance the overall employee retention efforts.

Investing in training and development of employees provides the ability to develop and improve job skills, enhance productivity and quality of work and build employee loyalty. Increased skills and knowledge workers gives companies a competitive advantage and helps to achieve business success. Companies with a high sales experience less effective than those with highly motivated employees who benefit from development projects.

In addition to development, good human resources management program improves employee relations not only with the objective of collective bargaining negotiations and impartial coordinating grievance procedures to handle complaints resulting from management disputes with employees.

In short, productive Human Resource Management strengthen the performance of an organization begins with

  1. To establish personnel policies and procedures that reflect the mission, vision, culture and ethics organization,
  2. Clearly define tasks to perform,
  3. Make sure the jobs are rewarded accordingly as jobs in the market,
  4. Sign very best person for the job,
  5. Providing adequate resources including appropriate training needs,
  6. clear results and performance measures to provide guidance and
  7. Providing the appropriate level of education and support for each person to empower this person to get the job done efficiently and effectively.

[ad_2]

Human Resource – Heart Of An organization

[ad_1]

Human resources is an umbrella term and has different functions under it. Human capital is divided into major sectoral or departments viz, recruitment, payroll, regulatory compliance, etc. each specialized field plays a very important role in making Human Resources Agency tangible. A prerequisite for working in such a department should be graduated in the subjects of human resources. One will have the possibility of these articles can make him / her very useful and handy human resources into personal / career. The biggest challenge HR professionals have to face in today’s competitive world is to find out effective measures to recruit and retain talent. In short, this time with the “talent management”

Talent administration is accustomed to analyzing skills, abilities, personality and characteristics, but alms his / her job. What has to be assertive aptitude ill-equipped for a specific job description. It is the role of HR to appoint and indicate aptitude of new hires and places them in the appropriate job in their organization. Aptitude gift is really important for the company, globalization and blockade accept the added fee to satisfactory performers in the organization.

It is not as simple as it sounds. Despite its importance, aptitude administration has two above challenges to tackle. Aboriginal buy new aptitude to fit into the appropriate job description and contour lighting. People change jobs for a declaration as ailing life atmosphere, bigger opportunities, acceptable alternative packages, and gaps amid public goal, kept objective and bad management. It is really important for hours administration to designate appropriate aptitude for the role gets in line contrarily it will provide added abrasion amount and ultimately to the accident the company.

Some get tired or measures for a HR administration to appoint and to absorb aptitude can be the following:

Organization should meet learning opportunities aptitude they accept added back to the approved plan practices

Providing adequate ambiance to your adviser. as far as the available catch them feel adequate planning.

The much important for the ranking is to appoint appropriate people.

An alignment angle should permanently on the promises they accept create new abilities.

Recognition of merit should constantly be there.

bloodthirsty and angry blockade today in Apple claims that bodies absorb absolute aptitude at best acceptable address and the environment, public financial resources to the human resources administration to go Aptitude gift really. It is benign to the alignment as able-bodied as for that game advisor life harder for them.

[ad_2]

Human Resources Training and Development

[ad_1]

Appointment of resources a key area of ​​work in human resources policies of each company. Growth of the company depends on the use and proper placement of resources comparable to its policies. Any organization seeking to spend a considerable amount of human resources sources used rightly developed resort contributes to a higher level. Recruiting fresh resources creates some major challenges for any business. The resources need to be well equipped as human resource training and development. This methodology provides all the necessary practical information resources to manage day-to-day work and tasks independently.

Considerable emphasis is placed on the creation of training and development and the individual resources provide valuable insight and participate in the growth of the company. While the company’s progress on the environment in which it operates activities and compliance with human resources policies and update its immensely helps the business. Human Resources policy is useful for the organization to identify among their peers and represents the cherished values ​​that it subscribes to. Many of the companies that extend support causes like environmental operating goals to work with the community. This will be done by incorporating such noble thoughts and ideas in business development plan. This allows employees to identify them as the causes and work to their success.

The growth depends entirely on the activities of human resources and how quickly they respond to changing conditions in which they operate. Any unskilled man if given appropriate training as part of personnel training and development program of the company, such resources should deliver higher returns to capital. While in the short time it takes a lot of time and attention to the urgent individual skills are essential, so Focused Approach tournaments person to develop character and to meet the tasks given by the company with confidence.

The driving force behind all the good work will have intricate designs and carefully crafted human resources policy ensures that trained resources deliver on their goals for a certain time frame. As human resources training and development involves considerable costs of the organization, training must identify measurable goals for individual resources. Each time the resort completes the task, the results should be shared. And the intensity of training stores the instruction, the coach will quickly find areas of improvement and continue to follow to get the desired results. Close observation and advice ensures better performance and return on investment in its development will help the company to make profits in their business. Well-informed and trained resources will be able to function independently in all areas of business. This will help the company to plan and assign tasks that require independent resource activities. A skilled person can show measurable returns that the company expects and incentives such work contributes to the growth of the company.

[ad_2]

Human Resources Tips and Tricks for employees

[ad_1]

I recently returned from SHRM® 2010 Annual Conference and Exposition, held in beautiful San Diego, California. I thought you might like a glimpse of what these dastardly Human Resource people are cooking up. I attended a conference in my “day job” position, a Human Resources professional and as Undercover HR manager phone

But first – the question :. What do you call a hundred HR professionals at the bottom of San Diego Bay? A good start! No, wait – it’s lawyers. Lawyers at the bottom of San Diego Bay! (Apologies Curt)

A little background: SHRM® stands for members of human resources, it is the largest company in the world of HR professionals, with over 250,000 members in more than 140 countries. There were over 11,000 participants in the 3-day conference this year attending training sessions on everything from “diversity leadership Bench: maximizing the potential of all employees” to “harassment and workplace violence” to my personal favorite, “retaliation – Coming Soon to employer near you! “

I have to say that of the 200 + exercises available, not one was a title.” betray Your Employees: The art and science of deception in HR “or” effectively Padding personnel directory without getting caught ” or even “Making Employees miserable 101”. You may not believe me, but 95% of the meetings were positive! They had titles like “people business”, “Meta experience: Strategies to apply the older worker.”, And “create a culture Engagement”

I’ve seen it time and time again: HR pros to download training and come home with a lot of positive proposals to make their business more “people-centered”. Then they are hit with the reality of their top brass push back and said that – although people are our greatest asset – we are not willing to invest time and money to ensure that our people are protected from harassment, retaliation and other effects functions work. The organization weighs the cost of defending against lawsuits or state institution study and decide it is cheaper to fight but to make things right in the first place.

Many times it starts simply with poorly trained caretaker do the wrong thing with anti-class worker. Then misleading supervisor facts to HR, which takes quality supervisor without an in-depth investigation and takes the recommendations of the supervisor to tell or discipline. This is further compounded when it is learned that the caretaker lied or was mistaken and upper management supervisor protects and supports discipline, rather than do the right thing and turn bad discipline. And that is how discrimination claims and lawsuits are born. Very few cases start with HR professional and supervisor decide together to deliberately discriminate against an employee

Most folks go to HR with the best intentions -. To help others. I was not talking to one HR professional at the conference said the goal of his or her employees was screwing over – even in jest. But they admitted they had a difficult time recovering pressure from senior management of the needs and rights of workers. Business of a larger paycheck to move up the food chain is not an excuse to ignore the needs of employees and break their rights. A true HR professional is not only technically competent in the field, but finds ways to stand up for workers’ rights. A true HR professional not sell out his principles or her even when ordered managers to discriminate against an employee or revenge. I have been the victim of retaliation by my boss and his boss for her whistleblowing activities – and that’s why I’m Undercover HR Director phone

Follow -. In my next article, I’ll fill you in on the latest material put underwear human resources managers’ in turn. I’ll tell you what advice HR managers have been given to investigating questionable FMLA requirements – including supervision -. And why your employer does not consistently follow their own policy Benefits

[ad_2]

What Do Human resources people do?

[ad_1]

Interestingly enough, this is really not understood area of ​​work so I will try to give an idea of ​​what Human resources people bring to the organization. As in many other professions, this is a career that includes a number of specialties as well generalizations.

Regardless of whether you are a Human Resources general or specific specialty, the Human Resources field is management people in organizations

What this means is that they provide a variety of activities. policies and procedures, and people management skills, related to the development, use, maintenance, and keep an appropriate number and skills of staff to achieve the objectives of the organization.

What many do not understand the Human Resources, it is that they are not responsible. For example, when hiring decision; it should be Management makes the final decision. Human Resources staff can advise Managers of best practices in the recruitment and selection and “follow” Processes decisions are usually not their doing. This is the same case in dismissals or performance management issues.

Many medium size (or smaller) organizations HR generalists on staff. This folks is what we usually call “Jack of all trades” and the work can be very demanding. There are some phenomenal generalists out there – but often it means that their work can run the gamut from contracts, benefits and job analysis redundancies and everything in between – so while they often have a multitude of skills, they may need to refer . other sources to complete the task or anything that is very complex

For example, if the manager is struggling with performance management issues, the General Manager could provide some good basic “best practices”; However, detailed performance management system would not normally be any general could help with. If the performance issue were to lead to disciplinary issues that could potentially lead to termination, the general may have to refer the employer to legal assistance organization

Some of the specialized areas of Human Resources are as follows .:

  • Recruitment & Selection (may include performance)
  • Training and development (usually controls the position and On-board)
  • Labour Relations (control compliance with various laws and collective agreements)
  • Metrics, Performance Management, succession | plan
  • Human Relations (often related to discipline, performance management, complaint handling, consulting and training and workplace research)
  • Benefits (may be followed by payroll, which may be another arm HR)
  • Total Rewards (which may include options as well as methods of conservation, workplace accommodations, and could be under the umbrella of benefits or metrics)
  • Health & Safety (sometimes this league their own, depending on the structure)
  • Wellness Programs, Job Design
  • Change Management (which may include Communication)
  • Strategy
  • Records Management

So, as you can see, there are many areas that one can choose to be focused on.

In small companies, managers can perform functions above, but as the organization grows, it is advisable to have someone knowledgeable in the work-related issues either come on board on the basis of contracts (especially in the more difficult areas of people management) part-time, or consider hiring a full-time general.

Policies and procedures should be assisted by a Human Resources professional that. starting point, should your job offers or other issues difficult people management

There is no legislated number of employees a company has to have before the Human Resources employee is on board; However, the rule of thumb is that when you reach 80 employees, you should consider having HR in the organization. Even larger organizations can go beyond this type of assistance and of course, recruitment or policy writing are two areas where external assistance may be required.

new area of ​​Human Resource Consultants in the field of workplace state that as the workplace becomes more complex, knowledge someone with these skills is desirable. Harassment, bullying and changes to workplace safety legislation has created more demand for these skills, and as someone who has lived in poorly controlled study can tell you; it is not an area for the faint of heart.

Hopefully a great overview has helped to create an understanding of what Human Resources staff involved in the establishment and cleared some misunderstandings about what these people do for the company.

Have any more questions, please feel free to connect!

Simply Communication

[ad_2]

Human Resources Management

[ad_1]

Human Resources Management (HRM) is an integral part of almost all large organizations. It is a department that looks into the recruitment process, welfare, education and participation of employees in accordance with company policy. In other words, you can definitely state that human resources management is the organization of work that deals with various issues related to people in the organization as well as performance management, hiring, wellness, benefits, development planning, safety, benefits, employee motivation, communication, management, and training

Here are some key activities performed by the Human Resources Management Department of the institution :.

– Organizational Design

– Performance Management and Appraisal

– Staffing

– rewarding, Benefits and Compliance

– Employee and Organizational Development

There are various features that are part of the human resources management function, and these activities cover the entire structure installed. As you may have noted in various organizations’ line managers “spend a considerable amount of time to control the number of human activity resource, which include discipline, take, control, evaluation and scheduling employees.

HR team or department in the organization assist the Agency in all activities related to staffing and maintaining effective and agile workforce. Some of the most important responsibility of HRM include training and development, team building, job analysis, recruitment, performance management and appraisal, compensation, worker health and safety, and to identify or develop critical methods in selecting staff. Human Resources Department provides the tools, data and methods used by line managers in human resources management component of their work.

The role of the HR department in an organization is not limited to dominate and control large work force, but studies have shown that the progressive and highly effective Human Capital Management Practices have a huge impact on the corporate bottom-line and mid-line performance. Scientists have confirmed the positive impact of good HR practices on productivity; product and service quality; Performance; and cost control. Scientists have confirmed the positive impact of good HR practices on productivity; product and service quality; Performance; and cost control.

Those who believe the human resources department as a cost instead forget the important role of the HR department in human resources management. Managing talented work force, keep practicing paid and part is an effective way to ensure quality output from the employees of the institution. In addition, human resource management provides a competitive advantage to the organization. It refers to the ability of business to develop policies that put it in a favorable position compared with other companies in the industry.

[ad_2]

What is Strategic Human Resource Management?

[ad_1]

The Human Resource (HR) and management circles nowadays there is much talk about Strategic Human Resource Management and many expensive books can be seen on the shelves of bookstores. But what exactly is SHRM (Strategic Human Resource Development), what are the main features and how does it differ from traditional human resource management?

SHRM or Strategic human resource management is a branch of Human resource management or HRM. It is a fairly new area, which has come out of the parent discipline of human resource management. Much of the early or so called traditional HRM literature treated the notion of strategy superficially, rather as a purely operational matter, the results of which cascade down throughout the organization. It was kind Unsaid division of territory between people-centered values ​​of HR and harder business values ​​where corporate strategies really belonged. HR practitioners felt uncomfortable in the war cabinet like atmosphere where corporate strategies were formulated.

definition SHRM

strategic human resource management can be defined as the human resources with strategic goals and objectives in order to improve business performance and develop cultures that promote innovation, flexibility and competitive advantage. The organization SHRM means accepting and involving HR function as a strategic partner in the development and implementation of the company’s strategy through HR activities such as hiring, selecting, training and rewarding staff.

how SHRM differs from HRM

In the last two decades has been a growing awareness that HR functions were like an island in itself a softer people-centered values ​​far away from the hard world of real business. To justify its own existence HR functions had to be seen as more intimately connected with the policies and daily operations of the business side of the company. Many writers in the late 1980s, began clamoring for a more strategic approach to the management of people and SOPs traditional management of people or relational models. Strategic human resource emphasizes Programs with long-term goals. Instead of focusing on internal issues of human resource, is focused on addressing and solving problems that affect people management programs in the long run and often globally. It is first and foremost goal of strategic human resources to increase employee productivity by focusing on the trade barriers that occur outside human resources. The main strategic HR functions are to identify key HR areas where procedures can be implemented in the long run to improve the overall employee motivation and productivity. Communication between HR and top management of the company is important because without the active participation of non-cooperation is possible.

Key features of strategic human resource management

The key features of SHRM are

  • There is a clear link between HR policies and practices and overall organizational strategic objectives and business environment
  • There is some planning schema connects individual HR interventions so that they are mutually supportive
  • Much of the responsibility for the management of human resources is devolved down Line

Trends in Strategic Human Resource Management

Human Resource Management professionals are increasingly faced with issues of employee participation, human migration, performance, rewarding and high commitment work systems associated with globalization. Older solutions and recipes served in a local context do not work in an international context. Cross-cultural issues play a major role here. These are some of the major issues that HR professionals and senior management participate in SHRM’s face in the first decade of the 21st century

  • internationalization of market integration.
  • Increased competition, which can not be local or even national through the free market ideology
  • Rapid technological change.
  • new line and general management.
  • Constantly changing ownership and resultant business climate.
  • Cross-cultural issues
  • economic gravity shifting from “developed” to “developing” countries

SHRM also reflects some of the major contemporary challenges faced by HR: HR set of core policies, demographic trends in employment and labor market integration of soft skills in HRD and finally Knowledge Management.

References

  1. Armstrong, M (eds.) 192a) Methods of Human Resources :. A Total Business Approach London: Kogan Page
  2. Beer, M and Spector, B (eds) (1985) Readings in Human Resource Management New York :. Free Press
  3. boxer, P (1992) “ Strategic Human Resource Management 😕 Beginnings of New theoretical sophistication ‘Human Resource Management Journal, Vol.2 No.3 Spring.
  4. Fombrun, CJ, Tichy, N, M, and Deva, MA (1984) Strategic Human Resource Management New York :. Wiley
  5. Mintzberg, H, Quinn, JB, Ghoshal, S (198) The Strategy Process, Prentice Hall.
  6. truss, C Gratton, L (1994) ‘ Strategic Human Resource Management: A Conceptual Approach’ , International Journal of Human Resource Management, Vol.5 No.3

[ad_2]

The Importance of Human Resources Department of the company

[ad_1]

Human is more than useful in any organization, regardless of whether we refer to medical or educational one. This department is required by most companies in order to manage their human resources, more effectively. If you are asking yourself why a company would have an HR department, let me give you the answer: The first reason is HR recruitment – HR managers are trained to recruit the right people for certain positions released within the organization. If the company does not have the right people in the right places, their productivity will surely decrease. Their purpose is to hire the best qualified candidates and train them to the position they are going to occupy

Continuous development and training should be one of the biggest issues for a Human Resources :. New candidates need to be trained in order to learn strategy and become well acquainted with new tasks and duties. The next reason is that the HR department is the one that helps the organization communicate with their employees. There are many companies that have big problems because of the lack of communication :. If the employer does not know whether and why employees are unsatisfied, certain problems may appear and these problems can affect productivity and company performance

Sometimes, it is very difficult to communicate with employees, each of them has unique their problems and difficulties. This is why this process should take place in parallel: HR manager should maintain ongoing communication with all employees, listen to their suggestions and problems, which to properly asses all coming issues. Productivity and performance of the company depends on the HR department. This is why people who work in this department should be very well trained, have the necessary expertise in this field, enabling them to control certain HR-related problems.

Most HR managers must attend certain courses and certifications in order to be hired by the company. There are also companies that ask for human resources certification – this is different from the human resources department certificate because in order to catch it, the applicant must have special training and experience levels in this field

These are just. several reasons that make the human resources department absolutely essential addition to any organization or company.

[ad_2]

Human Resource Management of Organizational performance

[ad_1]

1. Introduction

Organizational success depends on having the right people in the right jobs at the right time to meet changing organizational requirements. The right people can be obtained by performing the role of human resources (HR) function. Below is a summary and explanation of how to evaluate HR jobs creation using HR activities in the architectural firm as an example. Human resource management (HRM), as defined Bratton, J. & Gold, J. (2003), is

“A Strategic Approach to management of employment relations that focuses on leveraging the potential of people is essential to achieve sustainable competitive advantage, provided that it has been done with a special set of integrated employment policies, programs and activities. “

According to this definition, we can see that human resources should not just handle recruitment, pay, and discharging, but also should maximize the use of human resources organization in a more strategic level. To describe what HRM in the organization, Ulrich, D. & Brocklebank, W. (2005) have compiled several HRM functions, such as employee advocate, human capital developer, functional expert, strategic partner and HR leader, etc.

important component company focused organization and direction towards achieving high levels of skill and competitiveness would depend very much on the human resource management practices of contributing effectively to profitability, quality, and other targets in accordance with the mission and vision company.

Staffing, training, compensation and performance management are fundamentally important tools in human resources practices that shape the role of the Agency in meeting the needs of stakeholders. Party organizations mainly consist of money that will reap the returns on their investments, customers who have wants and desires for high quality products or services are met, employees will work in the organization to be interesting with reasonable compensation and reward systems, and finally, the community would like to company to promote and participate in the activities and programs relating to the environment. Common rules and procedures of human resource management must be accompanied by the organization that provides a basic guide to the implementation of the certification. Teamwork among lower levels of employees and managers should be created and maintained to assist in various angles that would deem necessary eliminating communication breakdowns and Foster better relationships between employees. The board should focus on good corporate culture in order to develop employees and create a positive and conducive working environment

Performance (PA) is one of the most important things in a rational and general process of human resource management. The information obtained through the performance appraisal provides the basis for recruitment and selection of new hires, training and development of existing staff and encouraging and maintaining a quality work force with sufficient and appropriate to reward performance. Without reliable Performance systems, human resources management system falls apart, resulting in a total waste of valuable human assets a company has

There are two primary purpose of assessing performance :. Mats and development. The Evaluative purpose is designed to inform people about the status of their performance. The collected performance data are often used to reward performance and penalize poor performance. The purpose of development is designed to detect problems in workers perform assigned tasks. The collected performance data are used to provide the necessary skills training or career.

2. Affirmative action has helped many members of minority groups create equal opportunities in education and employment. Who could object to assist these minorities, who have suffered years of discrimination in getting equal opportunities they deserve? The problem is, affirmative action promotes racial preferences and quotas that cause mixed feelings. One-time supporters of affirmative action are now calling the “reverse discrimination”. If we want a stronger support for affirmative action that we need to get rid of preferential treatment.

back bone of affirmative action began with the ratification of the Thirteenth Amendment. The amendment abolished slavery and other involuntary labor, which showed it was calling for equal opportunities for all South Africa.

A comprehensive Human Resource Strategy plays an important role in achieving the overall strategic goals of the organization and visibly shows the human resources function fully understands and supports the direction the agency is moving. A comprehensive HR Strategy will also support other specific strategic objectives roads marketing, financial, operational and technical departments.

In fact, HR policy should aim to capture the “people factor” of what the organization is hoping to achieve in the medium to long term, to ensure that: –

o it has the right the people instead of

o it has the right mix of skills

or employees show the right attitude and behavior, and

o employees are developed properly.

If, as is sometimes the case, methods, structures and strategies have been developed without human resource input, arguments for HR strategy may be more to tease out the indirect people elements involved in programs, rather than simply made clear their “people” stuff.

An HR strategy will add value to the organization if it

o articulates better some of the common themes that underlie achieving other programs and processes that have not been fully defined before; and

o identify the fundamental underlying issues that need to be taken with any organization or company if its people to be motivated, committed and act effectively.

The first of these areas will include careful consideration of existing or developing strategies and methods to identify and draw attention to the common themes and effects that have not been made clear before.

Another area should be to define which of these plans and strategies are so fundamental that it must be clear plans to deal with them before the agency can achieve on any of their goals. These are likely to include:

or personnel planning

or succession | plan

o workforce skills programs

employment equity plans

o black economic reform initiatives

o encourage and reasonable concerns treatment

or price changes designed to recruit, retain and motivate people

o method of coordination to pay and classification across the organization to create alignment and possibly unequal pay claims

OA classification and remuneration system which is considered fair and give proper reward for the contribution of

o broader employment implications on staff recruitment retention, motivation etc.

OA consistent performance management framework is designed to meet the needs of all sectors of the organization including people

o career framework look at the development within the organization on equipping workers “employability” so that they can deal with increasingly frequent changes of employer and employment patterns

o policies and framework to ensure people development issues are addressed systematically, qualifications framework, self-directed learning, etc.

The HR strategy will need to show that careful planning people’s issues will make it significantly easier for the company to achieve wider strategic and operating goals.

In addition, the HR strategy can add value by ensuring that all other plans, the organization takes into account and plan for changes in the global environment, which are likely to have a major impact on the organization such as:

o changes in the whole sector – demographic and remuneration levels

o cultural changes that will affect future patterns of employment

o changes in employee relations climate

o changes in the legal framework surrounding employment

o HR practice and employment trends in other organizations, such as the new flexible working practices.

Finding the right opportunity to present the case to develop HR Strategy is important to ensure that it will support the initiative, and the initial value will be recognized by the Agency.

Giving a strong practical slant to the proposed policy can help to gain acceptance for the idea, such as the importance of good management practice. It is also important to build “early or quick wins” in all the new technologies

Other opportunities may present the ideal moment to encourage the development of HR Strategy: -.

oa major new internal initiative could present the right opportunity to push for the accompanying HR policies such as the restructuring exercise, corporate acquisition, joint venture or merger exercise.

OA for new form similar initiative could create the right climate for a new HR strategy – eg Black economic reform initiatives.

o In some cases, even negative news may provide the “right moment”, for example, the recent industrial action or employee dissatisfaction expressed by the climate survey.

[ad_2]

Different areas of human resource

[ad_1]

Every company has its own human resource department goals. However, this division is usually divided into four different parts, so that the focus can be given each factor equally. These four different areas of the department include employment, training and development, compensation and benefits and employee relations. All these four different areas keep focused in some way or the other and you can not run without the other. In fact, the company’s success depends on proper planning and management of these areas effectively.

These four different areas of human resource management have specific functions to perform. As the name suggests, the employment department is in charge of hiring for the company as and when required. This area looks really right candidate is selected on time. On the other hand, the next area- training and development starts working on recruitment of candidates have been done. There are professionals who are in charge of imparting training and educations for fresher and thus help the development of the necessary skills needed for the company.

As far as the compensation and benefits area of ​​human resource management is concerned, the main task is to look into the fact that all employees are entitled to receive allowances and benefits as promised them for their business. Last but not least, employee communication area looks really good and healthy relationship is maintained between the employer and the employee as well as between co-workers. This helps in efficient management and operations. Turn leads to success and profit organization as a whole.

[ad_2]