netrashetty
Netra Shetty
Allegheny Technologies, Inc. NYSE: ATI is a specialty metals company headquartered in Pittsburgh, Pennsylvania in the United States. Allgheny Technologies is one of the largest and most diversified specialty metals producers in the world with revenue of $3.0 billion in 2009. ATI's key markets are aerospace and defense, oil & gas, chemical process industry, electrical energy, and medical. Products are titanium and titanium alloys, nickel-based alloys and superalloys, grain-oriented electrical steel, stainless and specialty steels, zirconium, hafnium, and niobium, tungsten materials, forgings and castings.
A human resource manager should have excellent communication skills in order to bring out a coherent relationship between the executive sector, management teams and operations sector of the organization. These responsibilities are also dependent upon the size and activity of the organization. A company with an efficient human resource department is more resilient, adaptable, flexible and customer oriented. The area of an HR manager's responsibilities are as follows:
* Recruitment
* Hiring
* Training
* Coaching
* Organizational Development
* Salary and Benefits
* Policy Recommendation
* Team Building
* Leadership
* Employee Relations
Duties and Responsibilities of an HR Manager
The job description for human resource manager entails conducting employee performance and many other interesting functions. The HR manager duties
are enlisted below.
* Resource hunting is the prior step of the recruitment process that is handled by the HR manager. He fixes the date of interviews, exams and then selection of the desirable candidates. He also maintains a strong relationship with the educational institutions for hiring freshers.
* Once the candidates are selected, he plays a key role to determine the salary of the employee. The salary issues and the negotiable criterion deals with examining the candidate on grounds of professional expertise and experience. He works in collaboration with the accounts department to decide the terms and conditions of salary payment.
* Providing adequate training and coaching is one of the vital responsibility of an HR manager, because the performance of an employee is much dependent on the quality of training. Induction and orientation of the newly recruited employees falls under one of his prime duties.
* The HR manager must motivate employees to boost up their confidence and capability to perform. This is one of the most important factors affecting the growth of an organization in either way. Employee motivation is directly dependent upon performance appraisal that is associated with increment of salary based on the performance of employees.
* He should pay attention to the fact that employees are completely satisfied working there. He is supposed to give a solution to any kind of conflict prevailing amongst the workers and staff. Such issues are usually settled with the principles of conflict resolution to restore peace and harmony.
Strategic management seeks to coordinate and integrate the activities of the various functional areas of a business in order to achieve long-term organizational objectives. A balanced scorecard is often used to evaluate the overall performance of the business and its progress towards objectives... Strategic management provides overall direction to the enterprise and is closely related to the field of Organization StudiesStrategic planning and management are more than a set of managerial tools. They constitute a mind-set, an approach to looking at the changes in the internal and external environment that confront the manager. Using planning and management tools strategically, then, involves essentially a way of thinking, a mental framework or approach, as well as a set of analytic tools. For strategic management to be effectively used the manager must develop a strategic mentality
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.
HRM Planning – Job analysis is very important in HRM planning. HRM planning involves the analysis of the organization’s human resource needs. Accurate information about the levels of skills that the organization needs is very significant. Job analysis provides fundamental input to the HRM planning process by helping planners understand exactly what kinds of work must be performed. Job analysis helps define for managers the kinds of general work and specific jobs that the organization will be relying on in the future (Sims 2002).
2. Recruitment – The job analysis specifies the staffing required in completing the job duties. Job analysis can help the HRM specialists generate a higher-quality pool of job applicants by making it easy to describe a job in classified ads in a way that more precisely targets qualified job applicants. Job analysis helps recruiters screen job applicants because it tells them what tasks, duties, and responsibilities the job entails (Sims 2002).
3. Selection - Human resources selection deals with identifying the most qualified applicants for employment. To identify which applicants are more qualified, it is first necessary to determine the tasks that will be performed by the individual hired and the knowledge, skills, and abilities the individuals must have to perform the job effectively. Job analysis information can also be used to choose or develop the appropriate selection devices (Sims 2002).
Recruitment is defined by Sims (2002) as the process in which organizations discover, develop, seek, and attract individuals to fill actual or anticipated job vacancies. Recruitment is concerned with finding applicants, communicating opportunities and information and generating interest. It includes interview screening, and selection of most qualified candidates, filling positions through transfer or promotion, and coordinating temporary employment. The aim of recruitment is to identify a suitable pool of applicants quickly, cost efficiently, and legally. Selection on the other hand is the process of obtaining and using information about job applicants in order to determine who should be hired for short-or long-term positions
A human resource manager should have excellent communication skills in order to bring out a coherent relationship between the executive sector, management teams and operations sector of the organization. These responsibilities are also dependent upon the size and activity of the organization. A company with an efficient human resource department is more resilient, adaptable, flexible and customer oriented. The area of an HR manager's responsibilities are as follows:
* Recruitment
* Hiring
* Training
* Coaching
* Organizational Development
* Salary and Benefits
* Policy Recommendation
* Team Building
* Leadership
* Employee Relations
Duties and Responsibilities of an HR Manager
The job description for human resource manager entails conducting employee performance and many other interesting functions. The HR manager duties
are enlisted below.
* Resource hunting is the prior step of the recruitment process that is handled by the HR manager. He fixes the date of interviews, exams and then selection of the desirable candidates. He also maintains a strong relationship with the educational institutions for hiring freshers.
* Once the candidates are selected, he plays a key role to determine the salary of the employee. The salary issues and the negotiable criterion deals with examining the candidate on grounds of professional expertise and experience. He works in collaboration with the accounts department to decide the terms and conditions of salary payment.
* Providing adequate training and coaching is one of the vital responsibility of an HR manager, because the performance of an employee is much dependent on the quality of training. Induction and orientation of the newly recruited employees falls under one of his prime duties.
* The HR manager must motivate employees to boost up their confidence and capability to perform. This is one of the most important factors affecting the growth of an organization in either way. Employee motivation is directly dependent upon performance appraisal that is associated with increment of salary based on the performance of employees.
* He should pay attention to the fact that employees are completely satisfied working there. He is supposed to give a solution to any kind of conflict prevailing amongst the workers and staff. Such issues are usually settled with the principles of conflict resolution to restore peace and harmony.
Strategic management seeks to coordinate and integrate the activities of the various functional areas of a business in order to achieve long-term organizational objectives. A balanced scorecard is often used to evaluate the overall performance of the business and its progress towards objectives... Strategic management provides overall direction to the enterprise and is closely related to the field of Organization StudiesStrategic planning and management are more than a set of managerial tools. They constitute a mind-set, an approach to looking at the changes in the internal and external environment that confront the manager. Using planning and management tools strategically, then, involves essentially a way of thinking, a mental framework or approach, as well as a set of analytic tools. For strategic management to be effectively used the manager must develop a strategic mentality
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.
HRM Planning – Job analysis is very important in HRM planning. HRM planning involves the analysis of the organization’s human resource needs. Accurate information about the levels of skills that the organization needs is very significant. Job analysis provides fundamental input to the HRM planning process by helping planners understand exactly what kinds of work must be performed. Job analysis helps define for managers the kinds of general work and specific jobs that the organization will be relying on in the future (Sims 2002).
2. Recruitment – The job analysis specifies the staffing required in completing the job duties. Job analysis can help the HRM specialists generate a higher-quality pool of job applicants by making it easy to describe a job in classified ads in a way that more precisely targets qualified job applicants. Job analysis helps recruiters screen job applicants because it tells them what tasks, duties, and responsibilities the job entails (Sims 2002).
3. Selection - Human resources selection deals with identifying the most qualified applicants for employment. To identify which applicants are more qualified, it is first necessary to determine the tasks that will be performed by the individual hired and the knowledge, skills, and abilities the individuals must have to perform the job effectively. Job analysis information can also be used to choose or develop the appropriate selection devices (Sims 2002).
Recruitment is defined by Sims (2002) as the process in which organizations discover, develop, seek, and attract individuals to fill actual or anticipated job vacancies. Recruitment is concerned with finding applicants, communicating opportunities and information and generating interest. It includes interview screening, and selection of most qualified candidates, filling positions through transfer or promotion, and coordinating temporary employment. The aim of recruitment is to identify a suitable pool of applicants quickly, cost efficiently, and legally. Selection on the other hand is the process of obtaining and using information about job applicants in order to determine who should be hired for short-or long-term positions
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