HUMAN RESOURCE DIRECTOR "MESSAGE"
MR.ONYANGO DENNIS OKELLO
"A Human Resources generalist, manager, or director plays a wide variety of roles in organizations. Depending on the size of the organization, these HR jobs may have overlapping responsibilities. In larger organizations, the HR generalist, manager, and director have clearly defined, separated roles in HR management.
These roles bring progressively more authority and responsibility in the hands of the manager, then the director, and ultimately, the Vice President who may lead several departments including administration.
HR directors, and occasionally HR managers, may head up several different departments that are each led by functional or specialized HR staff such as the training manager, the compensation manager, or the recruiting manager.
Human Resources staff members are advocates for both the company and the people who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needs successfully."
thank you for visiting our page
MR.ONYANGO DENNIS OKELLO
"A Human Resources generalist, manager, or director plays a wide variety of roles in organizations. Depending on the size of the organization, these HR jobs may have overlapping responsibilities. In larger organizations, the HR generalist, manager, and director have clearly defined, separated roles in HR management.
These roles bring progressively more authority and responsibility in the hands of the manager, then the director, and ultimately, the Vice President who may lead several departments including administration.
HR directors, and occasionally HR managers, may head up several different departments that are each led by functional or specialized HR staff such as the training manager, the compensation manager, or the recruiting manager.
Human Resources staff members are advocates for both the company and the people who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needs successfully."
thank you for visiting our page
HUMAN
RESOURCE MANAGEMENT SERVICES.
The herein above division provides comprehensive, efficient and reliable manpower, supplies and consultancy services. It’s committed to ethical business practices and institutes suitable relationship with clients and all parties involved.
The human resource management offers several services whereby management of skilled and unskilled casual workers, business management and frequent updates to the clients remains part of the mandates.
The department has been the backbone of the company for it has built a solid reputation of over 6 years of experience holding the second year of perfect approach of assignments in De Johns Marketing and Business Consultants Company.
VISION OF OUR HUMAN RESOURCE DIVISION.
The Evolving Business Paradigm One of the factors behind organizations giving a lot of attention to their people is the nature of the firms in the current business environment. Given the fact that there has been a steady movement towards an economy based on services, it becomes important for firms engaged in the service sector to keep their employees motivated and productive. Even in the manufacturing and the traditional sectors, the need to remain competitive has meant that firms in these sectors deploy strategies that make effective use of their resources. This changed business landscape has come about as a result of a paradigm shift in the way businesses and firms view their employees as more than just resources and instead adopt a “people first
We are focused on becoming the highly preferred center of choice and excellence in manpower supply in industrial world.
OUR HUMAN RESOURCE MANAGEMENT SERVICE CHARTER.
1) Management of casual workers on day to day basis ( both skilled and unskilled)
2) Consultancy services and updates to the proprietor in authority.
3) Frequent updates to all clients and prospects on day to day basis.
4) Creating product knowledge forums.
5) Taking workers through ISO, HACCP, Health Safety and Sanitation Training before hiring them.
6) Handling workers statutory requirements i.e.:- NHIF, NSSF etc. on behalf of our clients.
OUR HRM CAPACITY.
Our human resource management department can competently handle up to ( 200000 ) Two thousand workers monthly within a company.
Our personnel’s have vast experience in relevant field to handle both office work and supervisory roles as required by the client.
We have embraced information and technology hence this will ease our routine communications with the respective client and his customers via internet and available networks.
Importance of HRM for Organizational Success
The practice of HRM must be viewed through the prism of overall strategic goals for the organization instead of a standalone tint that takes a unit based or a micro approach. The idea here is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal strategies and the HRM policy enmeshes itself fully with those of the organizational goals. For instance, if the training needs of the employees are simply met with perfunctory trainings on omnibus topics, the firm stands to lose not only from the time that the employees spend in training but also a loss of direction. Hence, the organization that takes its HRM policies seriously will ensure that training is based on focused and topical methods.
In conclusion, the practice of HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every rupee or dollar spent on them. Unless the HRM practice is designed in this way, the firms stand to lose from not utilizing people fully. And this does not bode well for the success of the organization.
BENEFITS OF CHOOSING DE JOHNS HUMAN RESOURCE SERVICES.
Hereunder stated are number of benefits you will derive from us:-
a) We shall hire and administer casual workers as per clients work schedule.
b) De Johns will provide Insurance cover to our workers during working hours on behalf of our client.
c) We will do cash remittances to workers on behalf of our client for both casual and regular staff.
d) Provision of safety apparatus to workers.
e) We will handle statutory requirements, NSSF, NHIF etc. on behalf of our client.
f) We shall organize trainings to workers before hiring them, ie:- Health Safety and Sanitation, ISO, HACCP.
NB:// The overriding factor to the client shall be reprieved from the hassle involved in the aforementioned matters hence reduction on cost and time. We shall require an office space within our clients premises to enable us serve you/our client efficiently.
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. HRM can also be performed by line managers.
HRM 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.
HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.
HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value
Prior to selecting an HRMS solution, you must identify your business needs, processes and short and long-term goals. Including HR professionals, who manage your current HR operations, in the process is also critical, as it will impact embracement versus abandonment.
Regardless of the size of your organization, the daily management of payroll, benefits administration, training and other continuously changing HR needs can be challenging as well. Web-based HRMS platforms offer attractive options for many organizations, especially small and medium-sized businesses (SMBs) looking for a centralized, integrated and cost effective solution.
Empowering employees to self serve offers significant time-savings for the administrator or department. Using a Web-based HRMS, employees can easily access the system to print a pay stub, W-2’s, enroll in employee benefits, view their paid time off, and update personal information. Providing real-time access to vital information equips employees and HR managers with tools to eliminate unnecessary HR workflow.
For any organization, staff or men power is the most valuable asset.. In the modern age where computers and information technology have brought revolutionary changes in the progress and performance, human resource factor's importance has become imperative. Many years ago large organizations had no separate department for staff matters and Personnel & Admin Department was doing the job. But recently, organizations consider the Human Resource Department (HRD) 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.
The herein above division provides comprehensive, efficient and reliable manpower, supplies and consultancy services. It’s committed to ethical business practices and institutes suitable relationship with clients and all parties involved.
The human resource management offers several services whereby management of skilled and unskilled casual workers, business management and frequent updates to the clients remains part of the mandates.
The department has been the backbone of the company for it has built a solid reputation of over 6 years of experience holding the second year of perfect approach of assignments in De Johns Marketing and Business Consultants Company.
VISION OF OUR HUMAN RESOURCE DIVISION.
The Evolving Business Paradigm One of the factors behind organizations giving a lot of attention to their people is the nature of the firms in the current business environment. Given the fact that there has been a steady movement towards an economy based on services, it becomes important for firms engaged in the service sector to keep their employees motivated and productive. Even in the manufacturing and the traditional sectors, the need to remain competitive has meant that firms in these sectors deploy strategies that make effective use of their resources. This changed business landscape has come about as a result of a paradigm shift in the way businesses and firms view their employees as more than just resources and instead adopt a “people first
We are focused on becoming the highly preferred center of choice and excellence in manpower supply in industrial world.
OUR HUMAN RESOURCE MANAGEMENT SERVICE CHARTER.
1) Management of casual workers on day to day basis ( both skilled and unskilled)
2) Consultancy services and updates to the proprietor in authority.
3) Frequent updates to all clients and prospects on day to day basis.
4) Creating product knowledge forums.
5) Taking workers through ISO, HACCP, Health Safety and Sanitation Training before hiring them.
6) Handling workers statutory requirements i.e.:- NHIF, NSSF etc. on behalf of our clients.
OUR HRM CAPACITY.
Our human resource management department can competently handle up to ( 200000 ) Two thousand workers monthly within a company.
Our personnel’s have vast experience in relevant field to handle both office work and supervisory roles as required by the client.
We have embraced information and technology hence this will ease our routine communications with the respective client and his customers via internet and available networks.
Importance of HRM for Organizational Success
The practice of HRM must be viewed through the prism of overall strategic goals for the organization instead of a standalone tint that takes a unit based or a micro approach. The idea here is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal strategies and the HRM policy enmeshes itself fully with those of the organizational goals. For instance, if the training needs of the employees are simply met with perfunctory trainings on omnibus topics, the firm stands to lose not only from the time that the employees spend in training but also a loss of direction. Hence, the organization that takes its HRM policies seriously will ensure that training is based on focused and topical methods.
In conclusion, the practice of HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every rupee or dollar spent on them. Unless the HRM practice is designed in this way, the firms stand to lose from not utilizing people fully. And this does not bode well for the success of the organization.
BENEFITS OF CHOOSING DE JOHNS HUMAN RESOURCE SERVICES.
Hereunder stated are number of benefits you will derive from us:-
a) We shall hire and administer casual workers as per clients work schedule.
b) De Johns will provide Insurance cover to our workers during working hours on behalf of our client.
c) We will do cash remittances to workers on behalf of our client for both casual and regular staff.
d) Provision of safety apparatus to workers.
e) We will handle statutory requirements, NSSF, NHIF etc. on behalf of our client.
f) We shall organize trainings to workers before hiring them, ie:- Health Safety and Sanitation, ISO, HACCP.
NB:// The overriding factor to the client shall be reprieved from the hassle involved in the aforementioned matters hence reduction on cost and time. We shall require an office space within our clients premises to enable us serve you/our client efficiently.
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. HRM can also be performed by line managers.
HRM 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.
HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.
HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value
Prior to selecting an HRMS solution, you must identify your business needs, processes and short and long-term goals. Including HR professionals, who manage your current HR operations, in the process is also critical, as it will impact embracement versus abandonment.
Regardless of the size of your organization, the daily management of payroll, benefits administration, training and other continuously changing HR needs can be challenging as well. Web-based HRMS platforms offer attractive options for many organizations, especially small and medium-sized businesses (SMBs) looking for a centralized, integrated and cost effective solution.
Empowering employees to self serve offers significant time-savings for the administrator or department. Using a Web-based HRMS, employees can easily access the system to print a pay stub, W-2’s, enroll in employee benefits, view their paid time off, and update personal information. Providing real-time access to vital information equips employees and HR managers with tools to eliminate unnecessary HR workflow.
For any organization, staff or men power is the most valuable asset.. In the modern age where computers and information technology have brought revolutionary changes in the progress and performance, human resource factor's importance has become imperative. Many years ago large organizations had no separate department for staff matters and Personnel & Admin Department was doing the job. But recently, organizations consider the Human Resource Department (HRD) 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.
human_resource_information_systems. | |
File Size: | 31 kb |
File Type: | docx |
here are certain functions performed by our Human Resources Department
we offer this services to firms and individuals who would require our services
Recruitment and Job Specifications
Hiring and firing are opposite faces of the coin and for an organization where expansion phase is in progress, there are always bright chances for induction of staff rather the deduction but even then sometimes the bitter pills are to be swallowed. Human Resource Department based on the on going expansion and vacant positions, invites applications and short list the best stuff for further process. A duty list for each key post is defined and kept to ascertain responsibilities at certain level.
Preparing Manpower Budget and List of Backups at certain levels
The well functioned HRD always plans for upcoming situations gap by analyzing the current market jobs since employees switching-over rate differs from sector to sector. The staff at HRD always gets ready to cop up and placement of substitutes whenever some gap occurs. For these purposes contingency plans are prepared and backups are assessed within the hierarchy already maintained.
Performance Appraisal Reports and Awards for Performers
HR Department is responsible to form a defined system to assess unbiased appraisals at some specific period of time for award of increase in salary within parameters. Sometimes fixed increments are awarded, defining slabs for each level and rating. This very function is necessary to award the performers and promote best performers to maximize their performance level and to have better management within the organization. This is done individually for each staff. In certain cases adjustments or incentives are declared for best performers. Only a contented and motivated employee will deliver good work. HR Department keeps track of the expectations of the employees as well as of the organization to ensure both are met at once.
Staff Trainings
In competitive environment organizations try to provide best of their services to capture market of certain product or service. In order to meet the market demand to provide efficient service with professional attitude, staff training is necessary and the HR Department ascertains the area required for training at different levels, sometimes by conducting staff survey at different departments and asking for suitable training needs. Based upon the survey information, staff trainings calendar is prepared and trainings are arranged.
Service Rules & Acknowledgement
HR Department ensures that certain service rules, as per policy, are published in certain form like staff hand book and to be delivered to each staff. It includes the nature of business or other activities a staff can perform while in service. In this respect certain undertakings may also be acknowledged from staff like ethics & business practices etc. The hand book may contain the information about entitlements with respect to certain issues including leave, fuel ceiling, other benefits etc.
Maintaining Staff Database
Human Resource Department keeps updated staff information database, since it is responsible to cater any query pertaining to staff, including issuance of job offer letter, verification of credentials, verification of particulars provided by the staff, salary slips, arranging and issuing clearance letter in case staff resigns etc.
Motivation
An important task that the HR department executes is motivating the employees to excel at what they do. Motivation for the employees, comes mostly in the monetary form. The HR department has to evaluate employee performances, and devise an appropriate rewarding system. This can include the following -
Equities
Bonuses
Increments
Awards
Complimentary vacations
Flexibility in working hours
The HR team, through its motivational programs should seek to maximize employee retention statistics, and instill a sense of bonding among the organization and the employees.
Planning Growth
The HR policies, ideally, should be working in tandem with the company's policies. However, this may not always happen. Nevertheless, the HR department has to ensure that there is minimal conflict of interest, and that everyone contributes to the overall success of the company.
Human resource is the biggest asset of any organization, and it is up to the HR team to make the most of it by implementing training programs to better the employee performance, and ensure that each employee strives to utilize his/her optimum ability. This can be done by promoting interaction among the employees that results in a healthy exchange of ideas and cultivates a good working environment. Also, employees must be encouraged to be more proactive when it comes to devising ways to increase the output.
Implementing HR Policies
HR policies cover employee safety and welfare. The HR team has to oversee all aspects of rendering a safe and healthy environment for the company. This includes periodic checks of all equipment, materials, and work spaces.
They also have to implement various employee welfare schemes that offer assistance to employees at different levels. These may include maternity/paternity leave, work-from-home options, insurance schemes, employee welfare funds, recreational activities, etc.
Promotions, transfers or expulsion of services are also tasks handled by the human resource department. Promotions are conducted and are predominantly based on the overall performance of the individual, accompanied by the span or tenure he/she has served the organization. The human resource department also looks at lowering the attrition rate in the company by introducing policies that offer a good working environment with suitable remuneration.
Establishing Fair Work Culture
It is usually the HR team that has to deal with and sort out employee grievances. At times, if situations get aggravated, the company or the employee may take the legal discourse to settle disputes. An important function of the HR department is to iron out the disputes and differences in an amicable manner, as far as possible. However, complaints involving malpractice, treachery, fraud, harassment, etc., should be dealt with in the appropriate manner, in line with the company's policy.
The HR department has to ensure that discrimination of any kind does not exist in the workplace. The employees and members of the management should be made aware of the existing anti-discrimination policies. They have to see to it that every person working for the organization is treated on a fair and equal platform.
The HR department functions with the primary aim of motivating and encouraging the employees to prove their mettle and add value to the company. This is achieved via various management procedures like workforce planning and recruitment, induction and orientation of hired task-force, employee training, administration, and appraisals.
The Changing Role of the HR Function
Of all the support functions, the HRM (Human Resource Management) function is a critical component of any organization. Apart from finance, which serves as the lifeblood of the organizational support functions, the HRM function more than any other support function, has the task of ensuring that the organizational policies and procedures are implemented and any grievances of the employees are taken care of. For instance, it is common for the HRM function in many organizations to combine hiring, training, providing assistance during appraisals, mentoring employees, and deciding on pay structures and grades. This means that the HRM function has its task cut out wherein it has to take care of the “people” side of the organizational processes. Considering the fact that the ascent of the services sector (IT, Financial Services, BPO) has meant that people are the key assets for organizations, the importance of the HRM function has grown by leaps and bounds thanks to the preponderance of the services sector. This has given impetus to many aspiring HR professionals to try and make a career for themselves in the HR field thanks to the burgeoning demand for HR professionals.
Change in Conception from Reactive to Proactive
Many people think of the HR manager as someone who attends to complaints from employees, appears at the time of appraisals, and generally is useful only when there is a genuine need for him or her. This is the classic old world thinking wherein HR managers were confined to these activities alone. The reason for such conceptions is that most of us are used to our parents and other older generation people referring to HR managers as labor officers whose sole function is to take care of payroll and disputes. However, times have changed and in the recent decades, the HR function has emerged as a key function in itself wherein the HR professionals are proactive and preemptive in nature. What this means is that HR managers anticipate the crises and preempt them from happening instead of waiting for the crisis to appear and then resolve it.
Further, unlike in earlier generations where there were chances of strikes and lockouts of the organizations in the manufacturing sector, the services sector does not have any place for these and hence, the role of the HR professionals have evolved to a point where they have moved from reactive mode to proactive mode. This means that in many multinationals, the HR professionals regularly have what are known as one-on-ones or individual meetings with the staff to try and understand their grievances, seek feedback, and overall focus on how to prevent any kind of crisis from happening.
The HR Professionals and Demand for HR courses Indeed, apart from hiring, training, and payroll, which still have lot of importance to the HRM, function, the addition of the activities mentioned above has lent a touch of glamour to the otherwise staid and dull profession. It is no wonder that in institutes like XLRI have seen a surge in demand for their courses in HR. Moreover, even in other management institutes, there is an increase in the number of graduates who are choosing HR as their specialization. All these trends point to the conclusion that the HR profession is now well sought after and something that is not relegated to the sidelines.
HR Professionals Have Fun as Well The changing role of the HRM function is especially visible in the IT and BPO sector where they are also engaged in organizing offsite events, which are held in a resort or in a hotel and which provide the employees with a chance to brainstorm about issues in a relaxed and slow manner outside of the confines of the office. This trend has made the HRM function very busy because a lot of planning goes into organizing these events and indeed, in multinationals like Fidelity, this is now handled by dedicated HR staff apart from the regular staff.
Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage! The objectives of the HRM span right from the manpower needs assessment to management and retention of the same. To this effect Human resource management is responsible for effective designing and implementation of various policies, procedures and programs. It is all about developing and managing knowledge, skills, creativity, aptitude and talent and using them optimally.
Human Resource Management is not just limited to manage and optimally exploit human intellect. It also focuses on managing physical and emotional capital of employees. Considering the intricacies involved, the scope of HRM is widening with every passing day. It covers but is not limited to HR planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc. In other words, we can say that it’s about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals.
The scope of HRM is extensive and far-reaching. Therefore, it is very difficult to define it concisely. However, we may classify the same under following heads:
The field of HRD or Human Resource Development encompasses several aspects of enabling and empowering human resources in organization. Whereas earlier HRD was denoted as managing people in organizations with emphasis on payroll, training and other functions that were designed to keep employees happy, the current line of management thought focuses on empowering and enabling them to become employees capable of fulfilling their aspirations and actualizing their potential. This shift in the way human resources are treated has come about due to the prevailing notion that human resources are sources of competitive advantage and not merely employees fulfilling their job responsibilities. The point here is that the current paradigm in HRD treats employees as value creators and assets based on the RBV or the Resource Based View of the firm that has emerged in the SHRM (Strategic Human Resource Management) field.
The field of HRD spans several functions across the organization starting with employee recruitment and training, appraisals and payroll and extending to the recreational and motivational aspects of employee development.
Indeed, one reason for the emergence of the RBV or the SHRM paradigm is that with the advent of the service sector and the greater proportion of companies in the service sector, employees are not merely a factor of production like land, labor and capital but in fact, they are sources of competitive advantage. This is characterized by many CEO’s calling employees their chief assets and valuing their contribution accordingly. As a matter of fact, many IT and Financial Services companies routinely refer to employees as the value creators and value enhancers rather than just resources doing their job.
What this has meant is that the field of HRD has become prominent and important for organizations and has morphed into a function that takes its place among other support functions in organizations and indeed, it is the main driver of competitive advantage. Further, the field of HRD now has taken on a role that goes beyond employee satisfaction and instead, the focus now is on ensuring that employees are delighted with the working conditions and perform their jobs according to their latent potential which is brought to the fore. This has resulted in the HRD manager and the employees of the HRD department becoming partners in the organization’s progress instead of just yet another line function. Further, the HR managers now routinely interact with the functional managers and the people managers to ensure high levels of job satisfaction and fulfillment. The category of people managers is a role that has been created in many multinational companies like Fidelity and IBM to specifically look into the personality related aspects of employees and to ensure that they bring the best to the table.
Finally, HRD is no longer just about payroll or timekeeping and leave tracking. On the other hand, directors of HRD in companies like Infosys are much sought after for their inputs into the whole range of activities spanning the function and they are expected to add value rather than just consume resources. With this introduction, we will be moving into the module covering HRD with each aspect of the HRD function and the associated topics being covered here. It is hoped that the readers would gain an overall perspective about HRD after going through the HRD module.
we offer this services to firms and individuals who would require our services
Recruitment and Job Specifications
Hiring and firing are opposite faces of the coin and for an organization where expansion phase is in progress, there are always bright chances for induction of staff rather the deduction but even then sometimes the bitter pills are to be swallowed. Human Resource Department based on the on going expansion and vacant positions, invites applications and short list the best stuff for further process. A duty list for each key post is defined and kept to ascertain responsibilities at certain level.
Preparing Manpower Budget and List of Backups at certain levels
The well functioned HRD always plans for upcoming situations gap by analyzing the current market jobs since employees switching-over rate differs from sector to sector. The staff at HRD always gets ready to cop up and placement of substitutes whenever some gap occurs. For these purposes contingency plans are prepared and backups are assessed within the hierarchy already maintained.
Performance Appraisal Reports and Awards for Performers
HR Department is responsible to form a defined system to assess unbiased appraisals at some specific period of time for award of increase in salary within parameters. Sometimes fixed increments are awarded, defining slabs for each level and rating. This very function is necessary to award the performers and promote best performers to maximize their performance level and to have better management within the organization. This is done individually for each staff. In certain cases adjustments or incentives are declared for best performers. Only a contented and motivated employee will deliver good work. HR Department keeps track of the expectations of the employees as well as of the organization to ensure both are met at once.
Staff Trainings
In competitive environment organizations try to provide best of their services to capture market of certain product or service. In order to meet the market demand to provide efficient service with professional attitude, staff training is necessary and the HR Department ascertains the area required for training at different levels, sometimes by conducting staff survey at different departments and asking for suitable training needs. Based upon the survey information, staff trainings calendar is prepared and trainings are arranged.
Service Rules & Acknowledgement
HR Department ensures that certain service rules, as per policy, are published in certain form like staff hand book and to be delivered to each staff. It includes the nature of business or other activities a staff can perform while in service. In this respect certain undertakings may also be acknowledged from staff like ethics & business practices etc. The hand book may contain the information about entitlements with respect to certain issues including leave, fuel ceiling, other benefits etc.
Maintaining Staff Database
Human Resource Department keeps updated staff information database, since it is responsible to cater any query pertaining to staff, including issuance of job offer letter, verification of credentials, verification of particulars provided by the staff, salary slips, arranging and issuing clearance letter in case staff resigns etc.
Motivation
An important task that the HR department executes is motivating the employees to excel at what they do. Motivation for the employees, comes mostly in the monetary form. The HR department has to evaluate employee performances, and devise an appropriate rewarding system. This can include the following -
Equities
Bonuses
Increments
Awards
Complimentary vacations
Flexibility in working hours
The HR team, through its motivational programs should seek to maximize employee retention statistics, and instill a sense of bonding among the organization and the employees.
Planning Growth
The HR policies, ideally, should be working in tandem with the company's policies. However, this may not always happen. Nevertheless, the HR department has to ensure that there is minimal conflict of interest, and that everyone contributes to the overall success of the company.
Human resource is the biggest asset of any organization, and it is up to the HR team to make the most of it by implementing training programs to better the employee performance, and ensure that each employee strives to utilize his/her optimum ability. This can be done by promoting interaction among the employees that results in a healthy exchange of ideas and cultivates a good working environment. Also, employees must be encouraged to be more proactive when it comes to devising ways to increase the output.
Implementing HR Policies
HR policies cover employee safety and welfare. The HR team has to oversee all aspects of rendering a safe and healthy environment for the company. This includes periodic checks of all equipment, materials, and work spaces.
They also have to implement various employee welfare schemes that offer assistance to employees at different levels. These may include maternity/paternity leave, work-from-home options, insurance schemes, employee welfare funds, recreational activities, etc.
Promotions, transfers or expulsion of services are also tasks handled by the human resource department. Promotions are conducted and are predominantly based on the overall performance of the individual, accompanied by the span or tenure he/she has served the organization. The human resource department also looks at lowering the attrition rate in the company by introducing policies that offer a good working environment with suitable remuneration.
Establishing Fair Work Culture
It is usually the HR team that has to deal with and sort out employee grievances. At times, if situations get aggravated, the company or the employee may take the legal discourse to settle disputes. An important function of the HR department is to iron out the disputes and differences in an amicable manner, as far as possible. However, complaints involving malpractice, treachery, fraud, harassment, etc., should be dealt with in the appropriate manner, in line with the company's policy.
The HR department has to ensure that discrimination of any kind does not exist in the workplace. The employees and members of the management should be made aware of the existing anti-discrimination policies. They have to see to it that every person working for the organization is treated on a fair and equal platform.
The HR department functions with the primary aim of motivating and encouraging the employees to prove their mettle and add value to the company. This is achieved via various management procedures like workforce planning and recruitment, induction and orientation of hired task-force, employee training, administration, and appraisals.
The Changing Role of the HR Function
Of all the support functions, the HRM (Human Resource Management) function is a critical component of any organization. Apart from finance, which serves as the lifeblood of the organizational support functions, the HRM function more than any other support function, has the task of ensuring that the organizational policies and procedures are implemented and any grievances of the employees are taken care of. For instance, it is common for the HRM function in many organizations to combine hiring, training, providing assistance during appraisals, mentoring employees, and deciding on pay structures and grades. This means that the HRM function has its task cut out wherein it has to take care of the “people” side of the organizational processes. Considering the fact that the ascent of the services sector (IT, Financial Services, BPO) has meant that people are the key assets for organizations, the importance of the HRM function has grown by leaps and bounds thanks to the preponderance of the services sector. This has given impetus to many aspiring HR professionals to try and make a career for themselves in the HR field thanks to the burgeoning demand for HR professionals.
Change in Conception from Reactive to Proactive
Many people think of the HR manager as someone who attends to complaints from employees, appears at the time of appraisals, and generally is useful only when there is a genuine need for him or her. This is the classic old world thinking wherein HR managers were confined to these activities alone. The reason for such conceptions is that most of us are used to our parents and other older generation people referring to HR managers as labor officers whose sole function is to take care of payroll and disputes. However, times have changed and in the recent decades, the HR function has emerged as a key function in itself wherein the HR professionals are proactive and preemptive in nature. What this means is that HR managers anticipate the crises and preempt them from happening instead of waiting for the crisis to appear and then resolve it.
Further, unlike in earlier generations where there were chances of strikes and lockouts of the organizations in the manufacturing sector, the services sector does not have any place for these and hence, the role of the HR professionals have evolved to a point where they have moved from reactive mode to proactive mode. This means that in many multinationals, the HR professionals regularly have what are known as one-on-ones or individual meetings with the staff to try and understand their grievances, seek feedback, and overall focus on how to prevent any kind of crisis from happening.
The HR Professionals and Demand for HR courses Indeed, apart from hiring, training, and payroll, which still have lot of importance to the HRM, function, the addition of the activities mentioned above has lent a touch of glamour to the otherwise staid and dull profession. It is no wonder that in institutes like XLRI have seen a surge in demand for their courses in HR. Moreover, even in other management institutes, there is an increase in the number of graduates who are choosing HR as their specialization. All these trends point to the conclusion that the HR profession is now well sought after and something that is not relegated to the sidelines.
HR Professionals Have Fun as Well The changing role of the HRM function is especially visible in the IT and BPO sector where they are also engaged in organizing offsite events, which are held in a resort or in a hotel and which provide the employees with a chance to brainstorm about issues in a relaxed and slow manner outside of the confines of the office. This trend has made the HRM function very busy because a lot of planning goes into organizing these events and indeed, in multinationals like Fidelity, this is now handled by dedicated HR staff apart from the regular staff.
Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage! The objectives of the HRM span right from the manpower needs assessment to management and retention of the same. To this effect Human resource management is responsible for effective designing and implementation of various policies, procedures and programs. It is all about developing and managing knowledge, skills, creativity, aptitude and talent and using them optimally.
Human Resource Management is not just limited to manage and optimally exploit human intellect. It also focuses on managing physical and emotional capital of employees. Considering the intricacies involved, the scope of HRM is widening with every passing day. It covers but is not limited to HR planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc. In other words, we can say that it’s about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals.
The scope of HRM is extensive and far-reaching. Therefore, it is very difficult to define it concisely. However, we may classify the same under following heads:
- HRM in Personnel Management: This is typically direct manpower management that involves manpower planning, hiring (recruitment and selection), training and development, induction and orientation, transfer, promotion, compensation, layoff and retrenchment, employee productivity. The overall objective here is to ascertain individual growth, development and effectiveness which indirectly contribute to organizational development. It also includes performance appraisal, developing new skills, disbursement of wages, incentives, allowances, traveling policies and procedures and other related courses of actions.
- HRM in Employee Welfare: This particular aspect of HRM deals with working conditions and amenities at workplace. This includes a wide array of responsibilities and services such as safety services, health services, welfare funds, social security and medical services. It also covers appointment of safety officers, making the environment worth working, eliminating workplace hazards, support by top management, job safety, safeguarding machinery, cleanliness, proper ventilation and lighting, sanitation, medical care, sickness benefits, employment injury benefits, personal injury benefits, maternity benefits, unemployment benefits and family benefits. It also relates to supervision, employee counseling, establishing harmonious relationships with employees, education and training. Employee welfare is about determining employees’ real needs and fulfilling them with active participation of both management and employees. In addition to this, it also takes care of canteen facilities, crèches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
- HRM in Industrial Relations: Since it is a highly sensitive area, it needs careful interactions with labor or employee unions, addressing their grievances and settling the disputes effectively in order to maintain peace and harmony in the organization. It is the art and science of understanding the employment (union-management) relations, joint consultation, disciplinary procedures, solving problems with mutual efforts, understanding human behavior and maintaining work relations, collective bargaining and settlement of disputes. The main aim is to safeguarding the interest of employees by securing the highest level of understanding to the extent that does not leave a negative impact on organization. It is about establishing, growing and promoting industrial democracy to safeguard the interests of both employees and management.
The field of HRD or Human Resource Development encompasses several aspects of enabling and empowering human resources in organization. Whereas earlier HRD was denoted as managing people in organizations with emphasis on payroll, training and other functions that were designed to keep employees happy, the current line of management thought focuses on empowering and enabling them to become employees capable of fulfilling their aspirations and actualizing their potential. This shift in the way human resources are treated has come about due to the prevailing notion that human resources are sources of competitive advantage and not merely employees fulfilling their job responsibilities. The point here is that the current paradigm in HRD treats employees as value creators and assets based on the RBV or the Resource Based View of the firm that has emerged in the SHRM (Strategic Human Resource Management) field.
The field of HRD spans several functions across the organization starting with employee recruitment and training, appraisals and payroll and extending to the recreational and motivational aspects of employee development.
Indeed, one reason for the emergence of the RBV or the SHRM paradigm is that with the advent of the service sector and the greater proportion of companies in the service sector, employees are not merely a factor of production like land, labor and capital but in fact, they are sources of competitive advantage. This is characterized by many CEO’s calling employees their chief assets and valuing their contribution accordingly. As a matter of fact, many IT and Financial Services companies routinely refer to employees as the value creators and value enhancers rather than just resources doing their job.
What this has meant is that the field of HRD has become prominent and important for organizations and has morphed into a function that takes its place among other support functions in organizations and indeed, it is the main driver of competitive advantage. Further, the field of HRD now has taken on a role that goes beyond employee satisfaction and instead, the focus now is on ensuring that employees are delighted with the working conditions and perform their jobs according to their latent potential which is brought to the fore. This has resulted in the HRD manager and the employees of the HRD department becoming partners in the organization’s progress instead of just yet another line function. Further, the HR managers now routinely interact with the functional managers and the people managers to ensure high levels of job satisfaction and fulfillment. The category of people managers is a role that has been created in many multinational companies like Fidelity and IBM to specifically look into the personality related aspects of employees and to ensure that they bring the best to the table.
Finally, HRD is no longer just about payroll or timekeeping and leave tracking. On the other hand, directors of HRD in companies like Infosys are much sought after for their inputs into the whole range of activities spanning the function and they are expected to add value rather than just consume resources. With this introduction, we will be moving into the module covering HRD with each aspect of the HRD function and the associated topics being covered here. It is hoped that the readers would gain an overall perspective about HRD after going through the HRD module.