Instead, members of a human resource management team are more focused on adding value to the strategic utilization of employees and ensuring that employee programs are impacting the business in positive and measurable ways. On the other hand, HR professionals who want to be recognized as true business partners must see themselves as business people who specialize in HR, not as HR people who advise a business.
Recruit the best talent by creating, marketing, and selling an Employee Value Proposition EVP : False marketing and misconceptions about an organization are some of the main reasons why the employer-employee relationship fails. Therefore, companies must create, market, and sell an EVP that is true and accurate as to not mislead potential employees.
Focus on employee strengths : Companies must make every effort to understand what candidates and employees do best and put them into roles where they can play to their strengths as much as possible.
Accurately measure the same things : All internal departments and employees must be measuring the same things as to achieve a definitive organizational result and to ensure that everyone knows exactly where the organization is at all times. What is Human Resource? Featured Programs:. Request Info. Setting performance standards, measuring and evaluating the employees: A performance appraisal is meant to help employees realise their strengths and shortcomings and receive a compensation accordingly.
The very purpose of appraising the performance of employees is to evaluate and compensate accordingly. Unless organisation sets performance standards to its employees, it cannot compare and measure employees actual performance with the standard performance. HR managers take performance gaps of employees for making decisions on employees with regard to rewarding them with bonus, profit-sharing, stock options and payment of incentives or not.
These employee performance gaps will not only be considered for making decisions with regard to compensation but it is also considered for making decisions with regard to initiate corrective actions on said employees, promoting them to higher levels and if any employees performance gaps are high, such employees gets demoted, suspended or sometimes may be discharged from job. Counselling the employees as a Human Resource manager, for understanding and helping people who have technical, personal and emotional or adjustment problems with an objective to reduce them, so that performance of employees are maintained at expected level or even improved upon.
Recruiting prospective employees and selecting the best ones from them is one of the primary functions of human resource management. Recruiting is the process of inviting the people who were willing to join the organisation and selecting best out of them is the crucial process in which various selection tests are conducted.
Having best people in the organisation will make that organisation is best in all the ways which would create employer brand that will help to attract talented people and also make them to retain in the organisation long period of time. HR Metrics: Application of formulas for measuring and calculating core HR issues so as to draw exact HR results and current scenario of organisation.
The very purpose of HR metrics is to indicate current position and performance of the organisation. Absence Rate. Cost per Hire. Health Care Costs per Employee. HR Expense Factor. Human Capital ROI. Human Capital Value Added.
Revenue Factor. Time to fill. Training Investment Factor. Turnover Costs. Turnover Rate. Directing - HR. Directing is a knowledge, discipline and formal way of communicating to others that what you are expecting from them to do for you or to an organization.
Getting work done through subordinates so as to meet the organisation's goals and objectives. Indeed getting work done to others is an art which every Human resource manager should possess, for which employee motivation by the Human Resource Management influences and matters a lot.
Ensuring effective two-way communication for the exchange of information with the subordinates in order to effectively communicate the goals and objectives of the organisation as it plays key role in understanding what the Human Resource manager or organisation is expecting from employees to perform.
Miscommunication between employees block the progress and even would lead to conflicts which eventually affects the overall performance of the organisation. Motivating subordinates to strive for better performance by way of providing employee recognition, rewards, intrinsic benefits, paid vacations, increments in salary, gifts, any social security benefits to employees and their family members is one of the functions of Human Resource Management.
Maintaining the group morale by way of fair treatment among employees, being ethical and generous towards employees, management being loyal to its employees and giving priority to employee concerns. It is the responsibility of human Resource Manager to guide always to its employees, otherwise lack of guidance often kills the morale of employees. Training and development programmes not only improve the skills of employees but also boost their morale, thereby making them happy and leading to longer tenures.
Apart from breaking the monotony in the workplace, training programmes offer employees a learning platform where they are able to master new skills and become more marketable.
Controlling - HR. HR managers should have the knowledge of controlling all HR related matters, as they should be able to think and decide what should be done and what should not be done and which should be done and which should not be done while dealing with employees. Operative function of Human Resource Management. Procurement - HR. Harry L. Wylie defines "Job analysis deals with the anatomy of the job This is the complete study of the job embodying every known and determinable factor, including the duties and responsibilities involved in its performance; the conditions under which performance is carried on; the nature of the task; the qualifications required in the worker; and the conditions of employment such as pay, hours, opportunities and privileges".
Job design is the process of deciding on the content of a job in terms of its duties and responsibilities; on the methods to be used in carrying out the job, in terms of techniques, systems and procedures and on the relationships that should exist between the job holder and the superiors, subordinates and colleagues.
Job enlargement, job enrichment, job rotation, and job simplification are the various techniques used in a job design exercise. Job design goal is to minimize physical strain on the worker by structuring physical work environment around the way the human body works. Human resources planning and recruiting precede the actual selection of people for positions in an organisation. Recruiting is the process of inviting qualified job seekers by using different platforms like issuing notification in regular newspapers or employment newspapers which are exclusively meant for employment news and notifications, television media, online and on social networking websites which have become mostly used resources for recruitment and hiring people.
There are two major source of recruitment of employees, one is recruitment through internal sources and the other is recruitment through external sources. Internal recruitment is the process of inviting or giving chance to the people relating to concern organisation or to the people relating to the existing employees or directly giving opportunity to the existing employees. External recruitment is the process of inviting job seekers who do not belong to or anyway related with an organisation, which simply means inviting outside candidates.
Subsequently, selection of right person form the pool of candidates by administering various selection tests like preliminarily screening, written tests, oral tests and interviews etc. Human resource planning HRP may be defined as strategy for acquisition, utilization, improvement and preservation of the human resources of an enterprise. The objective is to place right personnel for the right work and optimum utilization of the existing human resources.
HRP exists as a part of the planning process of business. The major activities of Human resource planning include:. Placement of employee in the job where he exactly fit. Inform the financial benefits and different taxation policies offered. Addresses trainings offered, performance expectations, and the work schedules of the organization. Educate new employees on the laws, regulations and company policies that applies to their role.
Highlight the different safety and security aspects related to the work environment. Orientation is the planned introduction of new employees to their jobs, co-workers, and the organization so as to alien an employee with their job role. Explain the role employees have to play to achieve organization's goals. Portray the organization structure demonstrating the various departments, the people involved and their respective designation. Socialization is a process of making employees to mingle up with everyone for team-spirit.
Development- HR. Career planning and Career development ; process of establishing personal career objectives by employees and acting in a manner intended to bring them about. HR managers should help their employees in knowing their strengths for placing them in suitable job, guide employees what skills and knowledge should be acquired for attaining higher positions, planning for suitable training for polishing existing skill set and providing good work-life-balance to make balance between career and personal life, after all, every one work for their personal life.
Career development does not guarantee success but without it employees would not be ready for a job when the opportunity arises. HR managers should encourage their employees by providing them suitable opportunities to grow for promoting them to higher jobs according to their skills and knowledge, identify and provide opportunities to employees to learn new skills in the job and compensate accordingly and guiding employees in right career path to develop in their career.
Top preferences for employees in India. Executive development ; developing the skills and competencies of those that will have executive positions in organisations. Employee training and development is the subsystem of an organization and core function of human resource management. It ensures continuous skill development of employees working in organisation and habituates process of learning for developing knowledge to work.
Imparting Training and Development to employees through various methods is the foundation for obtaining quality output from employees. Employee training methods or categorised into on-the-job training methods and off the job training methods. On-the-job training methods: job rotation, coaching, job instruction, committee assignments, apprenticeship and internship.
Of the job training methods: classroom lecture method, audio-visual training method, simulation, case studies, role playing and the programmed instruction method. Overall development of organisation: Though human resource department is one of the departments in organization, but it is linked to overall development of organisation as employees are center for final output and organisation's performance.
Whatever type of job or department in any organisation is made up-of employees alone. HR department should keep in mind that it isn't just simply dealing with employees, but it's every HR activity effects the performance of employees in turn it will show cascade effect on final output of employees and finally on overall performance of organisation. If employees aren't provided with proper and relevant training, it would effect their performance, likewise if all employees have same situation it would badly effects the organisation.
If employees aren't kept motivated continuously by way of providing benefits and perks will lead them to become lethargy or if HR department fails to maintain and comply with employment laws would sometime lead cancellation of business licence.
To make this point clear, Human resource department's failure to maintain employee safety, welfare and healthy measures according to The Factories Act or failure to have an ICC Internal Complaints Committee according to Sexual Harassment of Women at Workplace Prevention, Prohibition and Redressal Act, will sometimes lead to closure or cancellation of business.
Like that there are other employment laws which makes organisation to be in compliance with it for smooth running of organisation, if not it will invite unnecessary troubles to an organisation. Compensation - HR. Job evaluation ; analyzing and assessing various jobs systematically to ascertain their relative worth in an organization. Performance evaluation is also called as performance appraisal of employees.
Human Resource Managers can adopt various methods for assessing the performance of the employees So as to take decisions with regard to compensating and rewarding employees, training of employees if performance is poor and it would take corrective actions on employees whose performance is poor.
In order to evaluate the performance of employees, HR managers first have to set up performance standards for comparing with actual performance of employees to find out gaps of employee performance. Performance evaluation or appraising performance of employees is the core and major task when compared with other human resource management functions.
Establishment of standard performance so as to measure the actual performance of the employees by conducting performance evaluation for appraisals.
Measurement of actual performance with the established performance standards of employees for finding out gaps in employee performance. Comparison of actual performance with the standard one to find the deviation for initiation of corrective actions, if there are any deviations.
Corrective actions include giving proper and suitable training to such employees or withholding of increments in payments until performance gaps are none. Demotion of employee, suspension and discharge from job is initiated when serious deviations are identified. Traditional methods of Performance Appraisal. Modern Methods of Performance Appraisal. How to Give an Effective Employee Evaluation? Define Expectations. Create Goals. Provide Written Evaluations. Maintain a Performance Record.
Ensure Integrity of Evaluation. Wages or salary administration as prescribed by the labour laws, Wages for workers or salary for employees is the basic and primary thing for which employee's work for an organi z ation. It's administration of salaries by HR managers is very crucial function as financial implications and legal compl ia nce is involved. Any deviations in payment of salaries will lead to immediate dissatisfaction of employees and effects their moral and any failure in payment of salaries, statutory contributions by employee and statutory deductions from salary of an employee in accordance with the employment laws will invite unnecessary complications and will be liable for penal action by the court of law.
Hence it is lookout of the Human resource management department to avoid such costly mistake which also effects the organi z ation's reputation Employer branding. Minimum wage - It is also called as irreducible wage, which should be sufficient for worker to get food clothing and shelter.
Fair wage - Wage which is paid according to the work of the work. Living wage - It is just above minimum wage, which is sufficient to meet minimum health expenses, children education with food, clothing and shelter.
Salary nomenclature is used in the context of employees. Generally salary of employees is paid monthly and it consist of various components like basic pay, dearness allowance and house rent allowance especially in the case of government employees.
Whereas private employees' salary normally doesn't consist of said components as it is paid under single head that is salary and benefits of employees doesn't come under salary head, therefore employee benefits could be monitory or nonmonetary cannot be counted with salaries of employees, they are specifically provided for providing social security and motivating employees.
Employee rewards, perks and benefits payments according to the employment and labour laws. Employee benefits are categorised into statutory or mandatory and voluntary benefits. Statutory benefits are compulsory benefits for employees, its denial for payment of such benefits to their employees by the management, can be challenged in the court of law. Whereas voluntary benefits claims cannot be legally enforceable in the court of law in case management fails to pay to their employees.
The purpose of payment of voluntary benefits to employees is to attract talent, for retention of employees in the organisation and for motivating employees, ultimately to keep employees happy.
Most of the voluntary benefits are non-monetary. Free gourmet food and never ending snacks! Xoogler alumni support for the rest of their lives. Top employee benefits. Additional fixed pay. Employee benefits. Compulsory employee benefits: Payment of bonus, Gratuity, Provident fund, Compensation in case of accidents, Paid Leaves, Maternity leave for 26 weeks with full pay and Paternity benefit of 15 days with full pay for male employee. Employees State insurance provides following benefits to the employees whoever got covered under employees State insurance scheme.
Medical benefit: ESIC provides reasonable Medical Care for self and family from day one of entering into insurable employment. Disablement benefit: ESIC provides continuous monthly payment till injury lasts for temporary disablement and for whole life for permanent disablement. Unemployment allowance: ESIC Provides monthly cash allowance for a duration of maximum 24 months in case of involuntary loss of employment or permanent invalidity due to non-employment injury. Voluntary employee benefits: Payment for time not worked, paid vacations, Surrogacy leave, Adoption leave, Menstrual leave, Health and security benefits.
Maintenance and Motivation - HR. Employee well-being; Providing good working conditions at workplace is the fundamental duty of Human Resource Management department. Social security for employees : Providing and contributing Employee Provident fund, Payment of Bonus, compensation, payment of gratuity, maternity benefit, paternity benefit and employee insurance.
In India there are few social security legislation which are to be followed and complied by any organisation and it is the duty of the Human Resource Manager to look after it. Payment of Gratuity Act, Workmen's Compensation Act, Payment of Bonus Act, Maternity leave laws. Worker's participation encouragement either individually or collectively, become involved in one or more aspects of organizational decision making within the enterprises in which they work Would make employees feel motivated, satisfaction and stay loyal to the management.
Therefore it would avoid unnecessary conflicts in between employees and management while implementing management decisions.
Management should ensure decisions should not be taken arbitrarily without considering or consulting their employees who work for their organisation. Especially human resource managers should not take management decisions on their whims and fancies, especially in decisions relating to their employees.. Article 43A of the Constitution of India guarantees 'Participation of workers in management of industries' and falls under Part IV - Directive Principles of State Policy and it should be ensured and honoured by an organisation's human resource management.
Providing Good work-life balance. Motivating employees stimulate the desire and energy in employees to be continuously interested in a job and committed it, role, or subject, and to exert persistent effort in attaining a goal. The most important motivating factors for employees are to have a healthy and good working environment, to have good monitory benefits, compensation and rewards, to have encouragement and support from management and to have a chance of professional growth and raise.
Top 10 global employees preferences. Financial compensation. Work appreciation by employer. Interesting work. Good work-life balance.
Good relationship with superiors. Career development. Financial stability of employer. Job rotation is the human resource management technique in which employee is moved between two or more jobs in a systematic and planned manner.
The objective is to expose an employee to different experiences and wider variety of skills to enhance job satisfaction and to cross-train them.
Advantages of job rotation of an employee are eliminate boredom of an employee, encourage development, give employees a break from strenuous job duties, helps HR manager identify where employee work best and gives HR manager a backup plan if an employee leaves.
Human Resource information system implementation lets you keep track of all your employees and all information about them. It is usually done in a database or, more often, in a series of inter-related databases. Integration - HR.
Industrial relations i s the process of management dealing with one or more unions with a view to negotiate and subsequently administer collective bargaining agreement or labour contract. Maintaining proper industrial relationships is the core activity of Human Resource Management so as to avoid industrial disputes. Employee Discipline is a systematic procedure the set-rights and corrects or punishes a subordinate by superior because a rule of procedure has been disobeyed or violated.
Discipline is the force that prompts employees to observe rules, regulations, standards and procedures deemed necessary for an organization. Grievance redressed ; Grievance procedure is a formal communication between an employee and the management designed for the settlement of a grievance of employees. Grievance procedures differ from organization to organization as grievances can be very damaging if not handled properly.
The key causes of employee grievances are. Grievance resulting from management policies include. Grievance resulting from working conditions. Grievance resulting from inter-personal factors. Dispute settlement : Causes of industrial disputes can be broadly classified into two categories: economic and non-economic causes.
The economic causes will include issues relating to compensation like wages, bonus, allowances, and conditions for work, working hours, leave and holidays without pay, unjust layoffs and retrenchments. The non economic factors will include victimization of workers, ill treatment by staff members, sympathetic strikes, political factors, indiscipline etc. The Industrial Disputes Act, governs rules for the settlement of disputes between the management of industrial establishments and workmen.
Now recently in the year , a new chapter II-B is inserted in the Industrial Disputes Act, by way of amendment w. Grievance Settlement Machinery.
Any organisation having 20 or more employees should have grievance redressal committee for the resolution of disputes. The committee should consist of equal members from employer and employee. The committee members should not exceed more than six members. The committee should consist of one woman and male members equally. The grievance redressal committee should complete its proceedings within 45 days on the receipt of written complaint by the party who is having grievance.
Collective bargaining: The collective bargaining as a policy has been in vogue in the United Kingdom, the United States of America, Australia, New Zealand and other countries. However in India the trade unions have more to learn from these countries to tackle the industrial problems.
Collective Bargaining is a method of determining the terms and conditions of employment and settling disputes arising from those terms by negotiating between the employer and the employees or their trade union. The very fact that the parties reserve the ultimate right to use economic weapons of strike and lock out helps in stimulating the parties to arrive at an agreement.
Being a spokesman of employees and organization: It is the responsibility of human resource manager to be as, spokesman, negotiator and middlemen between management and employees for smoothening the flow of communication of management decisions from top-level to bottom level and vice versa, for cushioning conflicts if any by misunderstandings or misinterpretation and to establish healthy relations and good culture within the organisation.
In sometimes HR manager should take the responsibility of a spokesman of organization when representing or dealing with other stakeholders. Resolving conflicts among employees is major task of human Resource Management. Hr manager could follow the below steps for resolving conflicts.
According to recent study human resource managers are spending considerable amount of their job time on resolving conflicts in between employees as diversity in conflicts are in raise and showing impact on performance of employees and on organization. Understanding the cause, root and nature of the conflict. Encourage employees to solve conflicts themselves. Do not widen or magnify conflicts, Nip it in the bud quickly.
Give an opportunity to both sides to say and listen to them. Determine the real cause of issue, together. Check your employee handbook for solution and guidance. Come to a solution.
Put it on paper for make them binding and for future reference in such cases. Train them how to communicate and avoid conflicts. HR manager should be an idealistic and set an example himself. Objectives of Human Resource Management. Societal objective. To be socially responsible to the needs and challenges of society while minimizing the negative impact of such demands upon the organization.
The failure of organizations to use their resources for society's benefit may result in restrictions. For example, societies may pass laws that limit human resource decisions. The truly great tragedy is the destruction of our human resources by our failure to fully utilize our abilities, which means that most men and women go to their graves with their music still in them.
Organizational objective. To recognize that Human resource management exists to contribute to organizational effectiveness. HRM is not an end in itself; it is only a means to assist the organization with its primary objectives.
Simply stated, the department exists to serve the rest of the organization. Functional objective. To maintain the department's contribution at a level appropriate to the organisation's needs. Resources are wasted when Human Resource Management is more or less sophisticated than the organisation demands. A department's level of service must be appropriate for the organisation it serves. Personal objective.
To assist employees in achieving their personal goals, at least insofar as these goals enhance the individual's contribution to the organisation. Personal objectives of employees must be met if workers are to be maintained, retained and motivated. Otherwise, employee performance and satisfaction may decline, and employees may leave the organisation. Talent Management. Knowledge Management. About HR Manager. List of HR Managers. HRM environment in India.
Changing role of HRM. Human Resource Information Systems. Ultimate guide to choose the best Payroll Software. Objectives and Benefits of HRP. Human Resource Planning at Different Levels. HRP Process. HR Demand Forecasting. HR Supply Forecasting. Performance Appraisal Process. Performance Appraisal Rating Factors. How to get best performance appraisal from your boss?
Performance Appraisal at Pepsi-Cola International. Potential Appraisal. Performance Counselling. Job Descriptions and Job Specifications. Job Analysis and HR Activities. Job Analysis Methods. Stages in the Job Analysis Process. Job Design. Job design. Job Rotation. Job Enrichment. Job Enlargement. Job Evaluation. Qualitative Methods of Job Evaluation. Quantitative Methods of Job Evaluation.
Reasons for Employee Turnover. Minimizing Employee Turnover. Employee Integration. Hour of Work and Quality of Work. Improvement of the quality of work life. Flexible Working Hours. Quality Circles. Pareto analysis. Cause and effect diagram or fish bone diagram or Ishikawa diagram. Employee Retention. Employee Retention Why do Employees Leave?
Employee Retention Strategies. Factors influencing in creating jobs. Human Resources Management Careers. Table of Contents Expand. Table of Contents. What Is Human Resource Management? Requirements for Entering Human Resource Management. By Susan M. Learn about our editorial policies. Updated on February 28, Key Takeaways Human resource management HRM is the function of an organization that handles everything having to do with its people.
The HRM department enables employees to contribute effectively and productively. The HRM function has evolved, and it's often expected to add value to the strategic direction of the company. Certification isn't required to get a job in HRM, but it can give candidates an advantage. Article Sources. Your Privacy Rights. To change or withdraw your consent choices for TheBalanceCareers.
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