Professional Documents
Culture Documents
Determining wages and salaries HR Department is also involved in conducting market surveys and determining the wages and salaries for different position in an organization. These decision may be taken in consultation with top management and the Finance department.
Recruitment and Selection One of the most important jobs HR department is to recruit the best people for the organization. This is of crucial importance as the success of any organization depend on the quality of its workforce.
Performance Apprasial Once the employees are recruited , the HR Department has to review their performance on a regular basis through proper performance appraisals. Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does. On the basis of performance appraisal the HR Department will set up an action plan for each employee. If the employees needs any training then he provided that.
Training and Development HR department is constantly keeping a watch over the employees of the organisation. In order to improve the efficiency level of the employees they have to undergo regular trainings and development programmes. All trainings and development needs are carried out by this department. Training might include on the job or off the job training.
Employee welfare and motivation Happy employees mean a healthy organization. HR Department conducts various employee welfare activities which might include employees get together, annual staff parties etc. HR department also reviews organizational policies and its impact on the motivation of the employees.
Addressing employees grievances HR department is the link between the workers and the management. Employees grievances related work environment are usually entertained and resolved by the HR Department.
Implementing organizational policies HR Department has to coordinate with line manager and see that the organizational policies are being implemented in a proper manner. Disciplinary action can be initiated against employees who are not following organizational rules and regulations. All these actions are conceived and implemented by the HR department.
The executive role Here, the HRM department is seen as the expert in matters relating to Human Resource Management and makes decisions about what should be done in this area. For example, the HRM department will ensure that organisational policies are developed in line with legal requirements, will decide to produce information booklets on training, etc.
The audit role In this capacity, the HRM department monitors organisational activities to ensure that HRM policies are being properly implemented by all concerned.
The facilitator role This role requires the HRM department to facilitate the work of other managers in the organisation and help them to acquire and use the skills, techniques and attitudes that they need to make sure that HRM policies are implemented throughout the organisation. For example, team leaders could be given training to help them respond to, and deal with, complex relationships between team members that may involve HRM issues such as grievances, equal opportunities, human resource planning, etc.
The consultancy role In this role, the HRM department provides advice and guidance to managers at all levels on matters to do with the management of people.
The service role This requires the HRM department to be the provider of useful information on HRM matters. This is most important in times of change when the organisation needs to make sure that it is up to date with what is happening, for example with changes in legislation on issues like equal opportunities, or with developments in HRM practice or 360-degree feedback.
Human resources management helps an organization and its people as well to realize their respective goals thus: At the enterprise levels: 1) Good human resource practices can help in attracting and retaining the best people in the organization. Planning alerts the company to the types it will need in the short medium and long run. 2) it helps in training people for challenging roles, developing right attitudes towards the job and the company promoting team spirit among employees and developing loyalty and commitment through appropriate reward schemes. At the individual level: Effective management of human resources helps employees thus: 1) it promotes team work and team spirit among employees. 2) It offers excellent growth opportunities to people who have the potential to rise. 3) It allows people to work with diligence and commitment.
At the society level: Society, as a whole is the major beneficiary of good human resources practices 1) Employment opportunities multiply. 2) Scarce talents are put to best use. Companies that pay and treat people well always race ahead of others and deliver excellent results At the national level: Effective use of human resources helps in exploitation of natural, physical and financial resources in a better way. People with right skills, proper attitudes and appropriate values help the nation to get ahead and compete with the best in the world leading to better standard.
Conclusion
The Human Resource Management teams main function is to manage people. There are positive and negative aspects of this Department; first of all, the HR department enriches the organisation through recruitment procedures and an example an effective HR team in this area is Tesco Ireland. HR department also ensures that members of staff follow a general direction by frequently clarifying and reminding them of the organisations goals. Besides this, they are also responsible for organising incentives or compensation packages to motivate employees. All these functions contribute towards organisational effectiveness. However, there are some negative aspects of HR; it has to bear the burden of blame if an employee performs poorly like the Arthur Andersen Company. Besides this, some policies made by the department may be detrimental to the Company like in the Home Depot Companys case. Improvements to their role can be done by arranging training for staff members, organising activities for the organisation and changing organisational culture.