netrashetty
Netra Shetty
Human Resource Management of Activision Blizzard : Activision Blizzard, Inc., formerly Activision, Inc. (NASDAQ: ATVI) is the American holding company for Activision and Blizzard Entertainment. The company is majority owned by French conglomerate Vivendi SA and was created through the merger of Activision and Vivendi Games, announced on December 2, 2007[4], in a deal worth USD$18.8 billion.[5] The deal closed July 9, 2008. The company believed that the merging of the two companies would create "the world’s largest and most profitable pure-play video game publisher".[6] It believes that it is the only publisher that has "leading market positions across all categories" of the video game industry.[
3. Careers
4. » Human Resources Jobs
5. » Human Resource Department Responsibilities
Top 5 To Try
* The Responsibilities of a Manager in Human Resources Planning
* Job Duties for a Human Resource Specialist
* What Is the Human Resource Planning Process?
* Role of Communication in Human Resource Management
* Types of Human Resources
Human Resource Department Responsibilities
By Cherrine Banks, eHow Contributor
updated: November 30, 2010
1. Types of functions in human resources typically aid employees.
business colleagues image by Vladimir Melnik from Fotolia.com
Types of functions in human resources typically aid employees.
Companies can have different departments, ranging from sales to human resources.
Depending on the size of a company, the human resource department may have an entire staff. Employment opportunities found in the department include human resource coordinator, assistant and director. Human resource department responsibilities can involve understanding federal, state and local laws.
Training and Development
2. The human resources department assists companies with training and development. Companies train employees for different reasons, ranging from employee motivation to new technology. The length of training can differ from hours to weeks. Types of training can range from workshops to classroom participation. Some topics discussed in training sessions include employee safety and customer service.
Benefits
3. Companies must use different incentives to attract and maintain employees. After compensation, benefits are a common incentive to keep employees. The Society for Human Resource Management states benefits can involve federal and state requirements, such as unemployment insurance. Some companies offer a range of benefits. Types of benefits include dental insurance, vision insurance and paid days off.
Compensation
4. The Human Resources Department verifies that employees receive proper compensation. One form of compensation involves the amount of pay an employee receives in exchange for work performed, known as base pay. Commissions offer another form of compensation. Some companies offer only a combination of base pay and commissions, such as for a sales job.
Staffing
5. A company requires staff to provide products and services to its customers. One human resources staffing-related activity involves advertising. Advertising allows companies to match applicants with potential jobs. Forms of advertising can take place on employment boards, specialty newspapers or business websites. Other human resource activities involve contacting applicants for interviews and confirming each applicant's background.
Employee Exit Interview
6. HR Tools indicates employee exit interviews can help organizations maintain retention rates. Another benefit from exit interviews is a company can obtain positive feedback about its compensation, benefits or training programs. The human resources department has the responsibility of scheduling and conducting exit interviews. The employee should feel comfortable discussing employment issues, so a private office is advisable for the interviews.
The human resource department is a vital and integral part of each and every organization. Lets have a look at some important human resources issues.
Hiring
You need the best people for delivering the better results. You can plan the recruitment process with the inputs from recruitment staff of the organization. The recruiter should ask himself the question whether new people are really required. Can the need be met by streamlining the process or restructuring the organization? The attitude of a person is a critical matter while hiring. This is measured by using psychometric tests. You should have a competitive salary range for the position. List out the attributes you are looking for a potential employee. Educational qualifications, relevant experience, certifications, ability to work in a team, leadership qualities are some of the possible attributes. Your mode of advertisement for a position should be such that it attracts the best and brightest. Recruiting through the internet is the latest technological trend. We now have an international pool of possible candidates. You have to schedule and hold interviews. There could be telephonic screening. There should be background checks to verify employment history and determining whether the candidate has a criminal history.
Promotion
Promotion within an organization could be a tricky issue. Different employees have usually different perspectives on their performance and expectations. It is important for the promotion process should be fair, transparent and systematic. One should go out of the way to reassure the overlooked employees.
Employee Relations
A safe, supportive, and productive work environment should be created and maintained. Establishing policies and procedures in itself is not enough. One should implement them consistently, fairly, and promptly. There should exist employee handbooks and policy manuals. Policies workplace issues such as sexual harassment, drug and alcohol abuse, and violence should be clearly spelled out. The organization should be compliant with existing legislative and regulatory requirements.
Compensation
The compensation should be competitive in the market and commensurate with the job profile and the efforts the employee puts in. Compensation determination should be a systematic and transparent process. The right compensation will attract and retain the required employees. There should be contingency measures to protect the employees and their families from injury, illness or death.
Training and Retraining
The newly hired employees may not have the required job skills or knowledge about the organization culture. The objective should be to impart domain knowledge and necessary issues, which would come into play. Sometimes retraining is required to restore forgotten skills or for enhancing existing skills and acquiring new ones.
Employee Retention
This is a very important issue for organization. Attrition usually adversely affects the company. The job should ideally be challenging and interesting with adequate monetary benefits. Comprehensive and systematic exit interviews could determine the cause of attrition. There could be special incentives for employer loyalty. Reasons for leaving could be lack of career growth opportunities, lack of appreciation, a more attractive job offer or stress from overwork.
Firing Employees
Incompetent or non-performing individuals have to be dismissed. One should not retain employees who engage in anti-social, criminal or any activities, which is detrimental to the organization's reputation. For maintaining the reputation of the organization they should communicate clearly the grounds of dismissal and adequate notice period.
Managing Mergers
This can be a pretty complicated matter. There exist many barriers to smooth mergers of organizations. There could be a difference in technologies among the respective organizations. If the company acquired is a foreign one there could be language and cultural barriers. The interests of the stakeholders must be taken into consideration. Retention of key employees and cultural integration are the among the critical Human Resources issues. The transition process should be smooth and efficient. The human resources department should be included in all decision making right from the start to the end.
3. Careers
4. » Human Resources Jobs
5. » Human Resource Department Responsibilities
Top 5 To Try
* The Responsibilities of a Manager in Human Resources Planning
* Job Duties for a Human Resource Specialist
* What Is the Human Resource Planning Process?
* Role of Communication in Human Resource Management
* Types of Human Resources
Human Resource Department Responsibilities
By Cherrine Banks, eHow Contributor
updated: November 30, 2010
1. Types of functions in human resources typically aid employees.
business colleagues image by Vladimir Melnik from Fotolia.com
Types of functions in human resources typically aid employees.
Companies can have different departments, ranging from sales to human resources.
Depending on the size of a company, the human resource department may have an entire staff. Employment opportunities found in the department include human resource coordinator, assistant and director. Human resource department responsibilities can involve understanding federal, state and local laws.
Training and Development
2. The human resources department assists companies with training and development. Companies train employees for different reasons, ranging from employee motivation to new technology. The length of training can differ from hours to weeks. Types of training can range from workshops to classroom participation. Some topics discussed in training sessions include employee safety and customer service.
Benefits
3. Companies must use different incentives to attract and maintain employees. After compensation, benefits are a common incentive to keep employees. The Society for Human Resource Management states benefits can involve federal and state requirements, such as unemployment insurance. Some companies offer a range of benefits. Types of benefits include dental insurance, vision insurance and paid days off.
Compensation
4. The Human Resources Department verifies that employees receive proper compensation. One form of compensation involves the amount of pay an employee receives in exchange for work performed, known as base pay. Commissions offer another form of compensation. Some companies offer only a combination of base pay and commissions, such as for a sales job.
Staffing
5. A company requires staff to provide products and services to its customers. One human resources staffing-related activity involves advertising. Advertising allows companies to match applicants with potential jobs. Forms of advertising can take place on employment boards, specialty newspapers or business websites. Other human resource activities involve contacting applicants for interviews and confirming each applicant's background.
Employee Exit Interview
6. HR Tools indicates employee exit interviews can help organizations maintain retention rates. Another benefit from exit interviews is a company can obtain positive feedback about its compensation, benefits or training programs. The human resources department has the responsibility of scheduling and conducting exit interviews. The employee should feel comfortable discussing employment issues, so a private office is advisable for the interviews.
The human resource department is a vital and integral part of each and every organization. Lets have a look at some important human resources issues.
Hiring
You need the best people for delivering the better results. You can plan the recruitment process with the inputs from recruitment staff of the organization. The recruiter should ask himself the question whether new people are really required. Can the need be met by streamlining the process or restructuring the organization? The attitude of a person is a critical matter while hiring. This is measured by using psychometric tests. You should have a competitive salary range for the position. List out the attributes you are looking for a potential employee. Educational qualifications, relevant experience, certifications, ability to work in a team, leadership qualities are some of the possible attributes. Your mode of advertisement for a position should be such that it attracts the best and brightest. Recruiting through the internet is the latest technological trend. We now have an international pool of possible candidates. You have to schedule and hold interviews. There could be telephonic screening. There should be background checks to verify employment history and determining whether the candidate has a criminal history.
Promotion
Promotion within an organization could be a tricky issue. Different employees have usually different perspectives on their performance and expectations. It is important for the promotion process should be fair, transparent and systematic. One should go out of the way to reassure the overlooked employees.
Employee Relations
A safe, supportive, and productive work environment should be created and maintained. Establishing policies and procedures in itself is not enough. One should implement them consistently, fairly, and promptly. There should exist employee handbooks and policy manuals. Policies workplace issues such as sexual harassment, drug and alcohol abuse, and violence should be clearly spelled out. The organization should be compliant with existing legislative and regulatory requirements.
Compensation
The compensation should be competitive in the market and commensurate with the job profile and the efforts the employee puts in. Compensation determination should be a systematic and transparent process. The right compensation will attract and retain the required employees. There should be contingency measures to protect the employees and their families from injury, illness or death.
Training and Retraining
The newly hired employees may not have the required job skills or knowledge about the organization culture. The objective should be to impart domain knowledge and necessary issues, which would come into play. Sometimes retraining is required to restore forgotten skills or for enhancing existing skills and acquiring new ones.
Employee Retention
This is a very important issue for organization. Attrition usually adversely affects the company. The job should ideally be challenging and interesting with adequate monetary benefits. Comprehensive and systematic exit interviews could determine the cause of attrition. There could be special incentives for employer loyalty. Reasons for leaving could be lack of career growth opportunities, lack of appreciation, a more attractive job offer or stress from overwork.
Firing Employees
Incompetent or non-performing individuals have to be dismissed. One should not retain employees who engage in anti-social, criminal or any activities, which is detrimental to the organization's reputation. For maintaining the reputation of the organization they should communicate clearly the grounds of dismissal and adequate notice period.
Managing Mergers
This can be a pretty complicated matter. There exist many barriers to smooth mergers of organizations. There could be a difference in technologies among the respective organizations. If the company acquired is a foreign one there could be language and cultural barriers. The interests of the stakeholders must be taken into consideration. Retention of key employees and cultural integration are the among the critical Human Resources issues. The transition process should be smooth and efficient. The human resources department should be included in all decision making right from the start to the end.
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