netrashetty
Netra Shetty
Advanced Processing & Imaging (API) is a software developer of electronic document management (EDM), enterprise content management (ECM), records management, workflow and business process management (BPM) solutions for public and private organizations across a range of industries [1]. API is headquartered in Deerfield Beach, Florida. The company is a certified IBM Business Partner [2] and Microsoft Gold Partner [3], and maintains relationships with other leading technology companies to provide customers with complete document management and content management solutions.
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.
Job description not only lists various responsibilities that a given job requires. It is much more than that. It should include salary scale, qualifications required to qualify and to whom you have to report. This all will greatly help you as a job applicant. Using the above given information one can make the right decisions like whether you can do specified job duties effectively or not. So it becomes important to know the job description before you start writing your resume to apply for a particular job vacancy. It will also reduce time as you will only apply for jobs whose description meets your qualification.
An accurate job description is very much required in order to increase the employee productivity and effectiveness. It is important as it highlights various job responsibilities. There are lots of sample job descriptions available on internet which can be used to create your own descriptions. Anyone can easily update them quickly and efficiently. It is considered to be an important component for any company as it clearly states what they expect from their employees. It also shows that the company is well organized and fair which helps to attract best talent.
Using job descriptions the company normally promotes responsibility. It also helps them to improve the morale and overall corporate image. Hence it should always be straight-forward and simple. Using freely available sample job descriptions you can also create organizational charts and job ads quite quickly and effectively. They are easy to use and customize.
Job descriptions can be written for administration, construction, education, engineering, finance, hospitality, internet, information technology, aerospace engineer, electrical, computer engineer, electronics, networking, architect, mechanical engineer, industrial engineer, teaching, school teacher, assistant teacher, librarian etc.
HRM has the virtue of emphasizing the need to treat people as a key resource, the management of which is the direct concern of top management as part of the strategic planning processes of the enterprise. Although there is nothing new in the idea, insufficient attention has been paid to it in many organizations. The new bottle or label can help to overcome this deficiency’’. In my understanding, this could mean that the complexities surrounding the issues of personnel management can be as indicative of the contradictions that exist within the discipline labeled human resource management (HRM) such as distinction between `hard' and `soft' HRM identifies the need for `strategic interventions designed to elicit commitment and to develop resourceful humans' and `strategic interventions designed to achieve full utilization of labor resources'. This tension within HRM has been noted by several processes used to reward individuals was then inspected rather than any integrated strategy which could be considered part of the distinctive HRM approaches.
Thus, one of the problems faced by the personnel practitioner is that of defining precisely the boundaries of his job as there is always the additional difficulty of defending the territory from other managers as people management is within the remit of every manager. In recent years, personnel managers have had to work even harder along with the human resource management (HRM), with its promises of participation and strategic focus as the function of general rather than human resource managers. Even if many personnel managers still concentrate on the old reliable of recruitment, training and employee relations, the major changes taking place within organizations suggest that there are opportunities for involvement in important areas and considers the role played by the HR function in the construction and implementation of such strategies and that human resource function needs to be involved in the construction, delivery and receipt of communication development within the organization because there needs to reside within the organization in the manner of understanding HR strategies and activities as well as the nature of its goals and outcomes as a major part of the strategic planning and process of the organization enterprises.
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.
Job description not only lists various responsibilities that a given job requires. It is much more than that. It should include salary scale, qualifications required to qualify and to whom you have to report. This all will greatly help you as a job applicant. Using the above given information one can make the right decisions like whether you can do specified job duties effectively or not. So it becomes important to know the job description before you start writing your resume to apply for a particular job vacancy. It will also reduce time as you will only apply for jobs whose description meets your qualification.
An accurate job description is very much required in order to increase the employee productivity and effectiveness. It is important as it highlights various job responsibilities. There are lots of sample job descriptions available on internet which can be used to create your own descriptions. Anyone can easily update them quickly and efficiently. It is considered to be an important component for any company as it clearly states what they expect from their employees. It also shows that the company is well organized and fair which helps to attract best talent.
Using job descriptions the company normally promotes responsibility. It also helps them to improve the morale and overall corporate image. Hence it should always be straight-forward and simple. Using freely available sample job descriptions you can also create organizational charts and job ads quite quickly and effectively. They are easy to use and customize.
Job descriptions can be written for administration, construction, education, engineering, finance, hospitality, internet, information technology, aerospace engineer, electrical, computer engineer, electronics, networking, architect, mechanical engineer, industrial engineer, teaching, school teacher, assistant teacher, librarian etc.
HRM has the virtue of emphasizing the need to treat people as a key resource, the management of which is the direct concern of top management as part of the strategic planning processes of the enterprise. Although there is nothing new in the idea, insufficient attention has been paid to it in many organizations. The new bottle or label can help to overcome this deficiency’’. In my understanding, this could mean that the complexities surrounding the issues of personnel management can be as indicative of the contradictions that exist within the discipline labeled human resource management (HRM) such as distinction between `hard' and `soft' HRM identifies the need for `strategic interventions designed to elicit commitment and to develop resourceful humans' and `strategic interventions designed to achieve full utilization of labor resources'. This tension within HRM has been noted by several processes used to reward individuals was then inspected rather than any integrated strategy which could be considered part of the distinctive HRM approaches.
Thus, one of the problems faced by the personnel practitioner is that of defining precisely the boundaries of his job as there is always the additional difficulty of defending the territory from other managers as people management is within the remit of every manager. In recent years, personnel managers have had to work even harder along with the human resource management (HRM), with its promises of participation and strategic focus as the function of general rather than human resource managers. Even if many personnel managers still concentrate on the old reliable of recruitment, training and employee relations, the major changes taking place within organizations suggest that there are opportunities for involvement in important areas and considers the role played by the HR function in the construction and implementation of such strategies and that human resource function needs to be involved in the construction, delivery and receipt of communication development within the organization because there needs to reside within the organization in the manner of understanding HR strategies and activities as well as the nature of its goals and outcomes as a major part of the strategic planning and process of the organization enterprises.
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