netrashetty
Netra Shetty
Acme Brick Company is an American manufacturer and distributor of brick and masonry-related construction products and materials. Founder, George E. Bennett (October 6, 1852–July 3, 1907), chartered the company in Alton, Illinois as the 'Acme Pressed Brick Company' on April 17, 1891. The company grew to become the largest American-owned brick manufacturer by the mid-20th century and was the first of its type to offer a 100-year limited guarantee to its customers. Acme Brick Company was acquired by Berkshire Hathaway, Inc. on August 1, 2000.
Human Resources Management addresses an organization's "people" issues. People in this field are in charge of accepting applications and resumes, recruiting people, training them and assigning them throughout the company. This department addresses pay, benefits, vacation and does sick leave processing. Since they're in charge of ensuring a good working environment, they oversee or work with the company's safety programs. They address employee complaints and develop programs to keep the best employees.
Planning
1. Human resources managers tries to project how many employees will be necessary. They look at how many good workers are staying with the company and how many leave. Ideally, they want a low turnover ratio, where more people are staying than leaving. Planners try to identify good workers from the applicant pool, and use them to replace people leaving the company. The ultimate goal is to increase highly skilled and experienced personnel each time there is turnover. If a company is going to reduce employee numbers, planning tries to look for positions that could be trimmed without harming the company.
Pay
2. People in human resources management keep updated on pay and employee tax laws. They negotiate salary and wages with an applicant as well as bonuses, merit-based awards and commissions. Other pay areas they work with include retirement, life insurance, health insurance, vacation time, sick leave, disability insurance and stock ownership plans.
Training
3. Human resources personnel coordinate employee orientation; new hires learn their rights, responsibilities and the company's physical and organizational structures. Training and development builds new hires into proficient workers. As employees gain experience, they receive supervisor, management and leadership trainings. Training happens both on the job and in formal classroom instruction. Employees can end up at a leadership or management academy outside their company.
Laws and Regulations
4. Employees receive manuals and handbooks as soon after they're hired. These books contain the company's laws affecting the employee; and the company's expectations for the employee. Human resources personnel review and process firing requests, as some states make it hard to easily fire an employee. Some states are "at will" employment states; employers can terminate employment for any reason. The employee can also quit for any reason. Human resources personnel coordinate ethics training and enforcement. They hold this kind of training to reduce business fraud, mismanagement, and insensitivity toward other cultures, races, religion and gender.
Wellness
5. The Human Resources department coordinates wellness programs such as drugs, diet, exercises, health, ergonomics, diversity, spirituality and employee harmony. Reducing mishaps in the workplace, and reducing diet and habit-based sickness, helps improve productivity. An organization has to pay worker compensation and health insurance. Wellness programs reduce sickness and injury in the long run, saving the company money while getting more out of the worker.
Manpower management and planning forms the core of human resource management and deals with the human resources of an organization. It consists of the process of selection of appropriate individuals as employees based on their skills, making sure they are smoothly fitted into their assigned roles and the overall system, thus ensuring a smooth functioning of the organization. Besides selecting suitable employees, manpower planning also deals with the process of upgrading the existing employees. The human resources are the most valuable asset of any organization as they contribute to the realization of its business objectives. It is the human resources who contribute their time and expertise to the welfare of their organization. Thus, the process of manpower planning and staffing is crucial to the business development of an organization. Personnel management is closely linked to manpower planning and management.
Manpower Planning
Manpower planning is the first step towards manpower management. It refers to the process of using available assets for the implementation of the business plans. It also involves the process of coordinating and controlling various activities in the organization. An effective manpower planning requires a careful assessment of the future needs of the organization. It involves the development of strategies to match the requirement of employees and availability of positions at a regional as well as a national level. Those in charge of manpower planning need to have a foresight about the business plans. They need to plan the activities for achieving business growth. They are required to estimate the business needs of the organization and plan for the resources needed to realize the business goals. We can refer to manpower planning as the process of reviewing current resources, predicting future requirements and ensuring that the demand and supply of people and skills is balanced. Manpower planning is useful for both the employees as well as the organization.
Manpower Staffing
The selection of suitable candidates on the basis of their skill-set and requirements of the job is known as manpower staffing. A manpower-staffing consultant plays the critical role of analyzing the skills required by a particular position and weigh them against the skills and abilities of the candidates. He/she needs to read people to assess their potential and wisely choose deserving candidates. Getting dedicated and sincere employees is a difficult task that involves a careful study of the personnel, their work preferences and their fields of expertise. It is also necessary to check their educational and social background and assess their personalities in order to fill the positions with only the most deserving candidates. For determining the manpower needs, it is important to create work roles by grouping related work functions together. This helps the human resource managers in identifying the organizational subdivisions. Manpower planning and staffing involve the process of defining the position structures in the organization and preparing job profiles for the positions to be filled. Only then it is possible to begin the actual recruitment process and select appropriate candidates for vacant positions.
RECRUITMENT PROCEDURE
•
The organization recruiting procedure is based on the nature of Job. What kind of the job is it? Is it job for labor or some managerial level? It depends upon the kind of work job contains, for permanent employees is different, contractual is different.
•
Then according to the requirement, job specification and job description is prepared by the HR manager. The immediate supervisor has to actually tell about the place to be full-filled. HR manager then has to consult with GM of the particular unit. After the proposal has been discussed the approval is given.
•
PC does not rehire employees which have gone. They prefer fresh graduate’s
employees.
•
Job posting is maximum of 9 months and minimum of 3 months. During this period if the hired employee is found to be unsuitable the next most suitable candidate is called from the waiting list to replace him.
•
They hire permanent, monthly basis, and also daily basis employees.
•
For labor work PC uses contractors to provide them with the specified no. of
employees as required. These employees are hired by contractors on daily wages.
•
The organization does not go for child labor as it is unethical and against the
policies of major business firms.
•
They provide 100 % Diversity (Equal opportunity to both genders).
•
Applications from candidates are kept in separate files according to the job titles
and whenever there is a vacancy available
Human Resources Management addresses an organization's "people" issues. People in this field are in charge of accepting applications and resumes, recruiting people, training them and assigning them throughout the company. This department addresses pay, benefits, vacation and does sick leave processing. Since they're in charge of ensuring a good working environment, they oversee or work with the company's safety programs. They address employee complaints and develop programs to keep the best employees.
Planning
1. Human resources managers tries to project how many employees will be necessary. They look at how many good workers are staying with the company and how many leave. Ideally, they want a low turnover ratio, where more people are staying than leaving. Planners try to identify good workers from the applicant pool, and use them to replace people leaving the company. The ultimate goal is to increase highly skilled and experienced personnel each time there is turnover. If a company is going to reduce employee numbers, planning tries to look for positions that could be trimmed without harming the company.
Pay
2. People in human resources management keep updated on pay and employee tax laws. They negotiate salary and wages with an applicant as well as bonuses, merit-based awards and commissions. Other pay areas they work with include retirement, life insurance, health insurance, vacation time, sick leave, disability insurance and stock ownership plans.
Training
3. Human resources personnel coordinate employee orientation; new hires learn their rights, responsibilities and the company's physical and organizational structures. Training and development builds new hires into proficient workers. As employees gain experience, they receive supervisor, management and leadership trainings. Training happens both on the job and in formal classroom instruction. Employees can end up at a leadership or management academy outside their company.
Laws and Regulations
4. Employees receive manuals and handbooks as soon after they're hired. These books contain the company's laws affecting the employee; and the company's expectations for the employee. Human resources personnel review and process firing requests, as some states make it hard to easily fire an employee. Some states are "at will" employment states; employers can terminate employment for any reason. The employee can also quit for any reason. Human resources personnel coordinate ethics training and enforcement. They hold this kind of training to reduce business fraud, mismanagement, and insensitivity toward other cultures, races, religion and gender.
Wellness
5. The Human Resources department coordinates wellness programs such as drugs, diet, exercises, health, ergonomics, diversity, spirituality and employee harmony. Reducing mishaps in the workplace, and reducing diet and habit-based sickness, helps improve productivity. An organization has to pay worker compensation and health insurance. Wellness programs reduce sickness and injury in the long run, saving the company money while getting more out of the worker.
Manpower management and planning forms the core of human resource management and deals with the human resources of an organization. It consists of the process of selection of appropriate individuals as employees based on their skills, making sure they are smoothly fitted into their assigned roles and the overall system, thus ensuring a smooth functioning of the organization. Besides selecting suitable employees, manpower planning also deals with the process of upgrading the existing employees. The human resources are the most valuable asset of any organization as they contribute to the realization of its business objectives. It is the human resources who contribute their time and expertise to the welfare of their organization. Thus, the process of manpower planning and staffing is crucial to the business development of an organization. Personnel management is closely linked to manpower planning and management.
Manpower Planning
Manpower planning is the first step towards manpower management. It refers to the process of using available assets for the implementation of the business plans. It also involves the process of coordinating and controlling various activities in the organization. An effective manpower planning requires a careful assessment of the future needs of the organization. It involves the development of strategies to match the requirement of employees and availability of positions at a regional as well as a national level. Those in charge of manpower planning need to have a foresight about the business plans. They need to plan the activities for achieving business growth. They are required to estimate the business needs of the organization and plan for the resources needed to realize the business goals. We can refer to manpower planning as the process of reviewing current resources, predicting future requirements and ensuring that the demand and supply of people and skills is balanced. Manpower planning is useful for both the employees as well as the organization.
Manpower Staffing
The selection of suitable candidates on the basis of their skill-set and requirements of the job is known as manpower staffing. A manpower-staffing consultant plays the critical role of analyzing the skills required by a particular position and weigh them against the skills and abilities of the candidates. He/she needs to read people to assess their potential and wisely choose deserving candidates. Getting dedicated and sincere employees is a difficult task that involves a careful study of the personnel, their work preferences and their fields of expertise. It is also necessary to check their educational and social background and assess their personalities in order to fill the positions with only the most deserving candidates. For determining the manpower needs, it is important to create work roles by grouping related work functions together. This helps the human resource managers in identifying the organizational subdivisions. Manpower planning and staffing involve the process of defining the position structures in the organization and preparing job profiles for the positions to be filled. Only then it is possible to begin the actual recruitment process and select appropriate candidates for vacant positions.
RECRUITMENT PROCEDURE
•
The organization recruiting procedure is based on the nature of Job. What kind of the job is it? Is it job for labor or some managerial level? It depends upon the kind of work job contains, for permanent employees is different, contractual is different.
•
Then according to the requirement, job specification and job description is prepared by the HR manager. The immediate supervisor has to actually tell about the place to be full-filled. HR manager then has to consult with GM of the particular unit. After the proposal has been discussed the approval is given.
•
PC does not rehire employees which have gone. They prefer fresh graduate’s
employees.
•
Job posting is maximum of 9 months and minimum of 3 months. During this period if the hired employee is found to be unsuitable the next most suitable candidate is called from the waiting list to replace him.
•
They hire permanent, monthly basis, and also daily basis employees.
•
For labor work PC uses contractors to provide them with the specified no. of
employees as required. These employees are hired by contractors on daily wages.
•
The organization does not go for child labor as it is unethical and against the
policies of major business firms.
•
They provide 100 % Diversity (Equal opportunity to both genders).
•
Applications from candidates are kept in separate files according to the job titles
and whenever there is a vacancy available
Last edited: