Human Resources is defined as a part of an organization that focuses on the employee’s benefits, personnel services, and administrative services. They also provide employee resources, training, employee counseling, health administrative services, payroll, and other services. The goal is to provide services that the employees need so they will be able to find the work efficiently and effectively for the organization.
HR also focuses on recruiting, pensions, bonuses, confidential records, record keeping, employee evaluations, career advancement, interviewing, hiring, promotions, orientation, and background checks. To work in this type of career requires a college training in this specialty through four years of post-secondary schooling to obtain a bachelor’s degree and some levels of the human resources requires a graduate degree which can take approximately two years or more to complete. Although a degree may not be required for every human resources job position, in this day and age, a degree is almost required for a majority of the job positions.
Within the recruitment development of human resources, they view several factors, which are population or the overall demographics, which includes gender, age, and societal class. This is looked at in depth for pension, health insurance, and insurance offering. Another factor is the diversity within the workplace such as the age of the employees, including gender, race, etc. Finally, the view of the skills and other additional qualifications of the employees such as their professional rewards, managerial levels, involvement in the community, etc.
Some of the most important functions of an HRM include the following:
1 Institute’s policies and procedures that are unique to a company and its people but also adheres to labour law and regulations. This protects the company and its staff.
2. Establishes systems and processes that control staff e.g. laws regarding breaks leave, punctuality and the like.
3. Evaluates systems and makes recommendations for improvements.
4. Establishes rules and guidelines regarding recruitment and selection based on the company’s value system and requirements.
5. Serves as a representative for the human resources department of the company.
6. Provides reports on all aspects of HRM function to those who require it.
7. Implements training and skills development systems for employees.
8. Heads up assessment of employees.
9, Implements company-wide performance management strategies.
10. Deals with employee grievances involving policies, procedures, payroll, leave and any other aspect that is people oriented in the company.
By looking at the above functions, you can see that the role of a human resources Manager covers every possible aspect of HRM in a company. They are the person that makes sure everything runs the way it is supposed to; an integral bridge between management and employees that no company can successfully do without.Read More
Human Resource and People Management is all about managing employees to suit the best interests of an organization. Simple as it sounds, any people management program is quick to correct this misinterpretation and emphasizes that human beings are complex creatures and to handle so many of them in a formal place is a very demanding and challenging work.
Most people management programs suggest that Human Resources Management Programs and development is the easiest way to manage employees in an organization. It sets the right kind of competitive attitude in a workplace. All employees are driven to perform to the best of their abilities and prove themselves in performance appraisal. Upon thorough analysis of each employee’s performance, strengths and weaknesses, Human Resource Management training and development reach its next level, which is of organizing the appropriate training programs to enhance the skills of the employees important to the organizational requirements.
But the fact is that a job in human resources is extremely challenging. What most people fail to realize is that Human Resource Management training and development need to be carefully planned, organized and the results evaluated to ensure optimum utilization of the workforce of an organization. People entrusted with Human Resource training jobs are accountable for the work that they do and must show an increase in productivity and better quality of work to show that the training was successful.
Another fact about Human Resource training jobs is that they are very challenging and require in-depth analysis. Most people management programs emphasize that training in an organization is conducted not for on but a group of employees. It is the responsibility of HR trainers to find out the skill sets that need to be enhanced for maximum benefit to the organization.
People management programs also point out that an HR trainer must have an immense vision and work accordingly. HR trainers must envisage the requirements of the future and work towards preparing the employees to achieve them. Lack of vision would result in loss of time, energy and resources in HR training including workers compensation insurance.
People management programs also very effectively point out the difference between the training and development. Both are essential to the overall growth of an organization. Training is essentially reactive in nature wherein the employees are trained to cater to the immediate needs of the hour. Whereas, development is more long-term and proactive in nature and helps to enhance the skill set of the employees and help to attain the extra mileage. HR trainers must be qualified and prepared to both the requirements of training and development based on the situation at hand and other considerations such as budget and personnel.
One major part of Human Resource training jobs is to train the managers from time to time. After all, leaders must be aware of developments around them at all times to guide the others. A manager must be active, knowledgeable and have a positive attitude towards work all the time to set an example for the rest of the employees to follow. Training programs for managers help increase their morale and helps them to sharpen their skills of leadership qualities and try out new ideas for increasing productivity.
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