The main role of the Human Resources Department

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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.

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