netrashetty
Netra Shetty
Alexander & Baldwin, Inc. (NYSE: ALEX) is a Honolulu-based company that was once part of the Big Five companies in territorial Hawaii. The company today operates businesses in shipping, sugar cane, real estate, and diversified agriculture. It is also the only "Big Five" company that still cultivates sugar cane. It remains one of the State of Hawaii's largest private landowners, owning about 89,000 acres (36,000 ha) throughout the state. In addition, the company owns over a dozen income properties in the continental United States.
Alexander & Baldwin has its headquarters in downtown Honolulu at the Alexander & Baldwin Building, which was built in 1929.
Human resources are the assets of any organization. They need to be looked after as they are the reason for the company's existence. Human resource is also one of the various functions in an organization. It is responsible for human resources management of the company. Thus, human resources become an important department and function of any organization. When you take up a job in the human resources, you are basically dealing with the policies and strategies followed by the organization for welfare of the employees (human resources). Let us look into the human resources job description that will give you a complete picture of what is expected from the people working in the human resources.
Job Description of Human Resources
There are various functions that the HR Department looks into. They are -
* Recruiting and hiring
* Promotions
* Determining salaries
* Handling leaves
* Reviewing and processing awards
* Handling retirements
* Worker's compensation
* Policy making and implementing
* Training and development
Apart from these, there are several other areas where the human resources department plays an important role. Hence, the department is termed as a support department. In order to work efficiently for the employee welfare, it is mandatory that the people working with the human resources are aware of how to handle the above. Given below is the human resources job description to make the duties and responsibilities easier to understand.
Drafting Policies
Every organization follows certain policies and the HR department formulates these policies. It is the most important function of the HR department. All the policies need to be drafted taking into consideration the goals of the organization. This is a vital part of the human resources job description.
Recruitment & Selection
It is the responsibility of the human resource department to recruit the staff required in the organization. All the departments of the organization send the details of how many people are required and what qualifications should they posses for the job. The HR department accordingly invites applications for the job, screens the HR resume, selects the right candidates and hires the one that fits in completely according to the needs.
Job Description Drafting
The HR executive drafts the job descriptions that the people of the various designations of the organization are expected to perform. These job descriptions defines all the qualities, skills and qualifications required for each designation.
Change Management
In this ever changing business scenario, the only constant thing is change. Every organization goes through changes and not all are pleasant. Employees find it difficult to adjust to these changes. The human resource personnel places an important role in change management by implementing the change in a manner that suits both - the employers and the employees.
Background Checks
It is the responsibility of the HR department to perform the background checks of all the employees that are appointed by the organization. The potential employees should also be thoroughly checked.
Employee Records
The HR department is expected to file all the details of the employees working in the organization. Each employee has a file of its own and these files are confidential. The human resources job description requires the executive to always keep these files updated.
Employee Relations
The HR department plays an important role in maintaining good employee relations within an organization. It is the department that takes into account the inquiries and issues faced by the employees. This is an important aspect of the human resources coordinator job description and needs delicate handling.
Performance Appraisal
Annual performance reviews and appraisals are conducted by the HR department. Employee performance needs to be conducted accurately as the promotions and salary increase depend on these reviews. All the performance management records need to be maintained in the correct employee files. Performance appraisals is one of the important hr manager duties too.
Training & Development
All the employee training and development needs of the organization are handled by the HR department. It identifies the people who need to be trained, arrange for the training sessions and later take feedback to ensure that the training is implemented in the day to day work of the employee.
Organizations are working towards an outward-focused view of the way services should be provided - a fundamental shift from the traditional focus on internal concerns. At the same time, major opportunities for improvement may arise from developments such as new information and communications technologies, and the availability of additional financial resources such as the Invest to Save Budget. In many cases the response to the problem or opportunity will:
* require the continuous attention of senior management
* affect most or all of the organization
* have long term implications
* require substantial resources
* Be interconnected with other issues and developments.
What is Strategy?
A strategy is a step-by-step plan of action prepared by an organization and by which it aims to achieve its plan or plans, thus, ensuring its success and survival.
What is Strategic human resource management?
This is the step-by-step plan of action by which an organization employs, utilizes or manages, develops, and deploys its human resources in order to attain its defined corporate mission and objectives.
A human resource strategy is devised in respect of recruitment, employee deployment, motivation and engagement, and employee retention.
By doing this, an organization puts itself in the position of being able to achieve its mission and objectives through its human resources.
Perhaps one of the most beneficial moves that the management can make is acknowledging the importance of the HR department in achieving the goals and objectives of the company. The management must view the HR department as a strategic partner rather than just a department in the organization. This is where Strategic Human Resource Management (SHRM) comes into play.
Linking HRM with the strategic goals and objectives of the company is the cornerstone of Strategic human resource management (Buyens and de Vos 1991). SHRM has came into view as a primary approach in achieving improvements in the competitive advantage of the organization (Burke and Cooper 2004). In order to reap the benefits of SHRH, the management must align the goals and objectives of HRM with the strategic plans and objectives of the firm. The role of HRM is to determine the human resources needed to support strategic objectives and to ensure that employees are selected, trained, evaluated, and rewarded in ways that further the achievement of business objectives. Strategic HRM is frequently described as a linear, balanced process that begins with the identification of goals that will guide human resource practices. The integration of the HR programs with the goals of the organization will result to the organization’s increased value. The recruitment, compensation, performance appraisal, promotion, training and other functions are designed and managed so that they work towards the strategic objectives of the firm (p.92). Strategic HRM has the purpose of improving the way that human resources are managed within firms. The main objective of strategic HRM is to improve organizational performance as judged by its impact on the organization’s declared corporate strategy
Alexander & Baldwin has its headquarters in downtown Honolulu at the Alexander & Baldwin Building, which was built in 1929.
Human resources are the assets of any organization. They need to be looked after as they are the reason for the company's existence. Human resource is also one of the various functions in an organization. It is responsible for human resources management of the company. Thus, human resources become an important department and function of any organization. When you take up a job in the human resources, you are basically dealing with the policies and strategies followed by the organization for welfare of the employees (human resources). Let us look into the human resources job description that will give you a complete picture of what is expected from the people working in the human resources.
Job Description of Human Resources
There are various functions that the HR Department looks into. They are -
* Recruiting and hiring
* Promotions
* Determining salaries
* Handling leaves
* Reviewing and processing awards
* Handling retirements
* Worker's compensation
* Policy making and implementing
* Training and development
Apart from these, there are several other areas where the human resources department plays an important role. Hence, the department is termed as a support department. In order to work efficiently for the employee welfare, it is mandatory that the people working with the human resources are aware of how to handle the above. Given below is the human resources job description to make the duties and responsibilities easier to understand.
Drafting Policies
Every organization follows certain policies and the HR department formulates these policies. It is the most important function of the HR department. All the policies need to be drafted taking into consideration the goals of the organization. This is a vital part of the human resources job description.
Recruitment & Selection
It is the responsibility of the human resource department to recruit the staff required in the organization. All the departments of the organization send the details of how many people are required and what qualifications should they posses for the job. The HR department accordingly invites applications for the job, screens the HR resume, selects the right candidates and hires the one that fits in completely according to the needs.
Job Description Drafting
The HR executive drafts the job descriptions that the people of the various designations of the organization are expected to perform. These job descriptions defines all the qualities, skills and qualifications required for each designation.
Change Management
In this ever changing business scenario, the only constant thing is change. Every organization goes through changes and not all are pleasant. Employees find it difficult to adjust to these changes. The human resource personnel places an important role in change management by implementing the change in a manner that suits both - the employers and the employees.
Background Checks
It is the responsibility of the HR department to perform the background checks of all the employees that are appointed by the organization. The potential employees should also be thoroughly checked.
Employee Records
The HR department is expected to file all the details of the employees working in the organization. Each employee has a file of its own and these files are confidential. The human resources job description requires the executive to always keep these files updated.
Employee Relations
The HR department plays an important role in maintaining good employee relations within an organization. It is the department that takes into account the inquiries and issues faced by the employees. This is an important aspect of the human resources coordinator job description and needs delicate handling.
Performance Appraisal
Annual performance reviews and appraisals are conducted by the HR department. Employee performance needs to be conducted accurately as the promotions and salary increase depend on these reviews. All the performance management records need to be maintained in the correct employee files. Performance appraisals is one of the important hr manager duties too.
Training & Development
All the employee training and development needs of the organization are handled by the HR department. It identifies the people who need to be trained, arrange for the training sessions and later take feedback to ensure that the training is implemented in the day to day work of the employee.
Organizations are working towards an outward-focused view of the way services should be provided - a fundamental shift from the traditional focus on internal concerns. At the same time, major opportunities for improvement may arise from developments such as new information and communications technologies, and the availability of additional financial resources such as the Invest to Save Budget. In many cases the response to the problem or opportunity will:
* require the continuous attention of senior management
* affect most or all of the organization
* have long term implications
* require substantial resources
* Be interconnected with other issues and developments.
What is Strategy?
A strategy is a step-by-step plan of action prepared by an organization and by which it aims to achieve its plan or plans, thus, ensuring its success and survival.
What is Strategic human resource management?
This is the step-by-step plan of action by which an organization employs, utilizes or manages, develops, and deploys its human resources in order to attain its defined corporate mission and objectives.
A human resource strategy is devised in respect of recruitment, employee deployment, motivation and engagement, and employee retention.
By doing this, an organization puts itself in the position of being able to achieve its mission and objectives through its human resources.
Perhaps one of the most beneficial moves that the management can make is acknowledging the importance of the HR department in achieving the goals and objectives of the company. The management must view the HR department as a strategic partner rather than just a department in the organization. This is where Strategic Human Resource Management (SHRM) comes into play.
Linking HRM with the strategic goals and objectives of the company is the cornerstone of Strategic human resource management (Buyens and de Vos 1991). SHRM has came into view as a primary approach in achieving improvements in the competitive advantage of the organization (Burke and Cooper 2004). In order to reap the benefits of SHRH, the management must align the goals and objectives of HRM with the strategic plans and objectives of the firm. The role of HRM is to determine the human resources needed to support strategic objectives and to ensure that employees are selected, trained, evaluated, and rewarded in ways that further the achievement of business objectives. Strategic HRM is frequently described as a linear, balanced process that begins with the identification of goals that will guide human resource practices. The integration of the HR programs with the goals of the organization will result to the organization’s increased value. The recruitment, compensation, performance appraisal, promotion, training and other functions are designed and managed so that they work towards the strategic objectives of the firm (p.92). Strategic HRM has the purpose of improving the way that human resources are managed within firms. The main objective of strategic HRM is to improve organizational performance as judged by its impact on the organization’s declared corporate strategy
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