Human Resources
Job Summary:
As Human Resources (HR) Director you must have a clear understanding of your organization’s business objectives and be able to devise and implement policies which will select, develop and retain the right staff needed to meet these objectives.
Duties and Responsibilities:
The exact nature of the work activities will vary according to the organisation, but they are likely to include:
• working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures;
• promoting equality and diversity as part of the culture of the organisation;
• liaising with a wide range of organizations involved in areas such as race relations, disability, gender, age, religion and health and safety;
• recruiting staff: this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates;
• developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management;
• advising on pay and other remuneration issues, including promotion and benefits;
• undertaking regular salary reviews;
• negotiating with staff and their representatives on issues relating to pay and conditions;
• administering payroll and maintaining records relating to staff;
• interpreting and advising on employment legislation;
• listening to grievances and implementing disciplinary procedures;
• developing, with line managers, HR planning strategies, which consider immediate and long-term staff requirements in terms of numbers and skill levels;
• planning and sometimes delivering training, including inductions for new staff;
• analyzing training needs in conjunction with departmental managers.
Qualification: Candidates must possess a Master’s degree, or the equivalent combination of education.
The Personnel staff of the human resource department must be able coordinate and oversee employment and selection processes, including the vacancy announcement program and the scheduling, conducting, and processing of entrance and in-service examinations.
Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2007). Managing Human Resources (5th
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
Recruiting, selection, and employment are the main core staffing activities and are made possible by using the information found in the support activities. Core activities begin with reaching out to possible applicants and ends with the candidate accepting the job offer (Heneman III, Judge, & Kammeyer-Muellar, 2012). These activities put to practice the information in the support activities.
middle of paper ... ...in keeping the wheels of the business. The maintenances of the company equipments etc. They also acts as a help support of the company, this means if there is any enquiry by the customers, the customers will ring the helpdesk support and complain about the products or any information that the customers need will be provided by the this department. About the complains, these complains will be transfer to the research and development department to make the product better or to fix the problem the consumer having.
...within the organization, HR is able to provide decision-makers with valuable information and direction relating to managing human assets. HR can develop, communicate and implement strategy, evaluate data and create success. Done properly, HR has the potential to create a fulfilling environment for employees and provide valuable direction and data for decision-making so the organization’s objectives are met.
As such, they found it important to centralize the staffing initiative in order to maintain the unique corporate culture created in the beginning. Every one of these strategies would be focused on centralizing staffing, bringing in the best possible employees, and retaining each on a high level. Human Resource and Staffing Strategy When developing a strong and scalable human resource and staffing strategy, taking many factors into account is of the utmost importance. As reported by Olian and Rynes (1984) “the possibility that organizational characteristics like structure, size, and strategy may influence staffing” (p. 170).
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
“Hr is shifting from focusing on the organisation of the business to focusing on the business of the organisation” (Zulmohd 2011). David Ulrich points out four distinctive roles of HR which makes the organisation most effective and produce competitive advantage. He planned to change the structure of HR function and build HR around roles. The four key HR roles identified by Ulrich, one HR business partner/strategic partner – aligning HR and business strategy which plays an important role in setting strategic direction. It builds strategic relationship with clients and strategically manages the development of the workforce. The second key role is administrative expert which creates and must deliver effective HR processes made to tailor business needs. It also involves managing people and HR related costs. To continue to the third key role, change agent which understands the organisations culture, and takes the responsibility to communicate those changes internally and gain its employees trust. The final key role identified by Ulrich is employee advocate which is a core in HR role represents employees and helps to improve their experience, protect employees’ interests and confirm strategic initiatives are well balanced. Employee advocates must also “ensure fair, ethical and equitable people processes and practices.” “David Ulrich’s HR Model is about defining the HR roles and
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
HR planning is the process of managing an organization’s most valuable asset- it’s people (Youssef, C.). HR planning helps place people where they fit best. Planning also helps utilize available workforce skills and talents (Youssef, C.). There are six things to consider when planning, environmental scanning, labor market forecasting and analysis, internal analysis and forecasting, gap analysis, developing HR plans and strategies and strategy implementation and assessments. Environmental scanning indicates and determines all of the surroundings environmental factors. Labor market forecast and
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.
Education: broader content of employee development over the working environment. This could be related business and managerial programmes such as Business Administration course or MBA. Such education is specified by ...
The main purpose of Human Resource management is to develop both the individuals and the organization. This means Human Resource is not only responsible for finding and maturing talents of workers, but also putting programs in effect that will enhance communication between other workers.