netrashetty
Netra Shetty
Russell Investments is a subsidiary of Northwestern Mutual and is headquartered in Seattle, Washington, U.S.A. Its previous headquarters were located in Tacoma, Washington, south of Seattle. The firm is a Turnkey Asset Management Program (TAMP) and provides investment products and services to individuals and institutions in 47 countries. Founded in 1936, Russell focuses on a multi-manager investor approach and is the creator of Russell Indexes.
The company operates principal offices in London, Paris, Sydney, Melbourne, Auckland, Singapore, Seoul, Tokyo, Toronto, San Francisco and New York.
Russell's clients include retirement plans, endowments, foundations and investment plans of all types. Investors have access to Russell's services through a network that includes many of the world's top banks, brokers, insurance companies and independent investment advisors.
Russell has more than 1,750 associates in more than 20 offices around the world.[1] In October 2008, Russell Investments Canada Ltd. was named one of "Canada's Top 100 Employers" by Mediacorp Canada Inc., and was featured in Maclean's newsmagazine. Later that month, Russell Investments Canada was also named one of Greater Toronto's Top Employers, which was announced by the Toronto Star newspaper.[2]
Activities an HR department is involved in
The HR department initially finds out if there is a certain need for new employees, if there is such need they initiate recruitment through the use of different medium. After the whole recruitment process is done and the HR department has chosen the right person for the job, he/she is given proper training and guidance on how that person can help the company achieve its goals. The HR department is also the intermediary between the management and the employees. The HR department is where the management airs their complains and observations regarding the employee at the same time it is where the employees air their grievances towards management.
Roles and responsibilities of line manager
The line manager facilitates team learning and changes. The line manager makes sure that the policies and practices are well followed by the employees. The line manager is like a driver that guides the employees in performing the policies and practices. If the employees are well guided strategic changes beneficial for the company can be initiated. The line manager also supervises the process of hiring, retaining, training, retraining, and terminating employees.
Role for human resource planning in business organizations
Human Resource Planning is the process of analyzing an organization's human resource needs under changing conditions and developing the activities necessary to satisfy these needs. It includes job analysis, career planning, and other activities designed to identify what is best for the organization as a whole. Human resource planning ensures that goals of the business organization will be reached; it can create strategies that the business organization can use to prevent/solve problems. Human resource planning can also assist in identifying problems that the business organization can encounter.
HR Functions of :
STRENGTHS
1- The people in the HR department of ROCKWELL COLLINSare extremely qualified personnel so no flaws in decision making are prominent
2- They have sufficient resources of getting knowledge from outside sources.
3- They prefer new entrants of the market to increase their efficiency.
WEEKNESS
1- the ethical issues in the ROCKWELL COLLINSprevail the most
2- the employees in the ROCKWELL COLLINSdon’t participate equally so there are chances of misspalnning.
JOB DESCRIPTION
Company Name:
Job Title: Assistant HR Manager Job Code:310-4
Salary: Rs.35000
Reporting Relationships:
Assistant HR manager reports to HR Manager, and then he reports to the HR Secretary. Then all other HR people get information from the HR secretary.
Job Summary:
Manage the HR activities of the department. plans and develops the systems and procedures for recruiting.
Supervises staff in accordance with company’s policies and procedures. Responsible for coaching and training.
Job Duties:
HR manager’s major duties include assisting the HR activities, for instance if any recruiting procedure needs to be implemented then the HR manager is responsible for it. HR manager in ROCKWELL COLLINShas to make some plans for a assigning duties to the employees
WORKING CONDTIONS:
Working conditions are normal for an office environment. Work may require occasional weekend and/or evening work.
Performance Standards:
ROCKWELL COLLINSexpects from its employee’s specific performance expectations for each major duty and also expects certain behaviors like friendliness, helpfulness, courtesy, and punctuality.
Job Specifications:
In ROCKWELL COLLINSthe minimum job requirement for a HR Manager is Master degree in HRM with relevant work experience,
EMPLOYEE EMPOWERMENT
The company is giving more stress on employee empowerment by giving them right to participate in decision making speacially those decision which directly affect the employee themselves.
Also the company gives the subordinates the right to work on the behalf of its supervisor in absence of him.
LABOUR RELATIONS
The company is paying more attention to strengthen the relationship among employees by giving them equal opportunities to take advantage of the firm’s incentives, because no biasness among employees is practiced in the firm which affects the good relations among employees.
RECRUITMENT
ROCKWELL COLLINSemploys through both formal and informal ways of recruitment. Departments tell their need to HR department. And then recruitment is done on the requirement by the project. All candidates send their CV’s by post; they are then short listed and called. So those candidates then report at the ROCKWELL COLLINSfrom where they are sent to the Human Resource Department for further interviews. But recently ROCKWELL COLLINShas devised a new way of recruitment i.e. Online Applications. They give Ads in leading newspaper and use some other mass media communication channels and then receive applications and CV’s online. In this way huge paper work is reduced
and recruitment process is improved in terms of efficiency and convenience with the use of technology.
Sources of Recruitment
ROCKWELL COLLINSuses both Internal and External Recruitment. But the priority is given to the internal if the employee has the capabilities, required by the management for working on that post. In Internal recruitment they ask for employee referrals. Any employee can refer any competent and potential person and if the referred person comes up to their expectations and hired, then the one who referred is rewarded with a bonus. In External environment the company’s corporate Image matters a lot in a way that not only new candidates are attracted but also people who became a part of it in past.
Internal Methods
ROCKWELL COLLINSusually prefers “Job Posting” in which employees from with in the organization are preferred but if the organization feels that the employee is not competent enough then they go for external methods. Such announcements are made through bulletin boards, memos and other internal sources.
External Methods
ROCKWELL COLLINSusually prefers advertising through newspapers and their official website for their recruitment purposes. They give an open invitation to everyone to apply, so people who are interested come and if they are capable enough they are hired. They don’t prefer any specific universities or colleges to get the applicants, what matters are the potential talent and caliber of the person and his commitment to work. Last year a scheme is started in which a
team of HR professionals visit different colleges and universities to recruit fresh and passionate candidates.
Strategies for Recruitment
The recruitment process is likewise the same but minutely varies in the organization depending upon the ranks. In recruitment ROCKWELL COLLINSkeeps certain things in front e.g.
Ø What the person was getting (in terms of salary) prior to ’s Job.
Ø Whether the person is polished enough to adjust in their environment.
Ø Whether he or she has the required technical skills or the required qualification for that specific job.
In ROCKWELL COLLINSthey surely see qualifications but they prefer a person with required skills, aptitudes, experience and capabilities.
STRENGTHS
1- The factor of succession planning is prevailing
2- They use the right techniques in recruiting.
WEEKNESS
1- At the time of the recruitment the most suitable and appropriate employee may not be available.
Training according to Sims (2002) is an attempt to facilitate learning on job-related knowledge, skills and behaviours. It also helps the employees to correct and improve their performance deficiencies. Development on the other hand, aims to equip the employees with the required skills to perform their present and future jobs.
Career development is an organized, planned effort comprised of structured activities or processes that result in a mutual career plotting effort between employees and the organization. Within this system, the employee is responsible for career planning and the organization is responsible for career management (Eggland and Giley 1998 p.48). Career development is an ongoing, formalized effort by an organization that focuses on developing and enriching the organization’s human resources in light of both the employees’ and organization’s needs. According to Cross (1983), six integrative activities can be adopted in order to have an effective career management program. These are the following:
1. Forecasting future organizational needs
2. Utilizing performance appraisals
3. Job announcements and posting
4. Career pathing for employees
5. Training development
6. Development of consistent compensation practices
The company operates principal offices in London, Paris, Sydney, Melbourne, Auckland, Singapore, Seoul, Tokyo, Toronto, San Francisco and New York.
Russell's clients include retirement plans, endowments, foundations and investment plans of all types. Investors have access to Russell's services through a network that includes many of the world's top banks, brokers, insurance companies and independent investment advisors.
Russell has more than 1,750 associates in more than 20 offices around the world.[1] In October 2008, Russell Investments Canada Ltd. was named one of "Canada's Top 100 Employers" by Mediacorp Canada Inc., and was featured in Maclean's newsmagazine. Later that month, Russell Investments Canada was also named one of Greater Toronto's Top Employers, which was announced by the Toronto Star newspaper.[2]
Activities an HR department is involved in
The HR department initially finds out if there is a certain need for new employees, if there is such need they initiate recruitment through the use of different medium. After the whole recruitment process is done and the HR department has chosen the right person for the job, he/she is given proper training and guidance on how that person can help the company achieve its goals. The HR department is also the intermediary between the management and the employees. The HR department is where the management airs their complains and observations regarding the employee at the same time it is where the employees air their grievances towards management.
Roles and responsibilities of line manager
The line manager facilitates team learning and changes. The line manager makes sure that the policies and practices are well followed by the employees. The line manager is like a driver that guides the employees in performing the policies and practices. If the employees are well guided strategic changes beneficial for the company can be initiated. The line manager also supervises the process of hiring, retaining, training, retraining, and terminating employees.
Role for human resource planning in business organizations
Human Resource Planning is the process of analyzing an organization's human resource needs under changing conditions and developing the activities necessary to satisfy these needs. It includes job analysis, career planning, and other activities designed to identify what is best for the organization as a whole. Human resource planning ensures that goals of the business organization will be reached; it can create strategies that the business organization can use to prevent/solve problems. Human resource planning can also assist in identifying problems that the business organization can encounter.
HR Functions of :
STRENGTHS
1- The people in the HR department of ROCKWELL COLLINSare extremely qualified personnel so no flaws in decision making are prominent
2- They have sufficient resources of getting knowledge from outside sources.
3- They prefer new entrants of the market to increase their efficiency.
WEEKNESS
1- the ethical issues in the ROCKWELL COLLINSprevail the most
2- the employees in the ROCKWELL COLLINSdon’t participate equally so there are chances of misspalnning.
JOB DESCRIPTION
Company Name:
Job Title: Assistant HR Manager Job Code:310-4
Salary: Rs.35000
Reporting Relationships:
Assistant HR manager reports to HR Manager, and then he reports to the HR Secretary. Then all other HR people get information from the HR secretary.
Job Summary:
Manage the HR activities of the department. plans and develops the systems and procedures for recruiting.
Supervises staff in accordance with company’s policies and procedures. Responsible for coaching and training.
Job Duties:
HR manager’s major duties include assisting the HR activities, for instance if any recruiting procedure needs to be implemented then the HR manager is responsible for it. HR manager in ROCKWELL COLLINShas to make some plans for a assigning duties to the employees
WORKING CONDTIONS:
Working conditions are normal for an office environment. Work may require occasional weekend and/or evening work.
Performance Standards:
ROCKWELL COLLINSexpects from its employee’s specific performance expectations for each major duty and also expects certain behaviors like friendliness, helpfulness, courtesy, and punctuality.
Job Specifications:
In ROCKWELL COLLINSthe minimum job requirement for a HR Manager is Master degree in HRM with relevant work experience,
EMPLOYEE EMPOWERMENT
The company is giving more stress on employee empowerment by giving them right to participate in decision making speacially those decision which directly affect the employee themselves.
Also the company gives the subordinates the right to work on the behalf of its supervisor in absence of him.
LABOUR RELATIONS
The company is paying more attention to strengthen the relationship among employees by giving them equal opportunities to take advantage of the firm’s incentives, because no biasness among employees is practiced in the firm which affects the good relations among employees.
RECRUITMENT
ROCKWELL COLLINSemploys through both formal and informal ways of recruitment. Departments tell their need to HR department. And then recruitment is done on the requirement by the project. All candidates send their CV’s by post; they are then short listed and called. So those candidates then report at the ROCKWELL COLLINSfrom where they are sent to the Human Resource Department for further interviews. But recently ROCKWELL COLLINShas devised a new way of recruitment i.e. Online Applications. They give Ads in leading newspaper and use some other mass media communication channels and then receive applications and CV’s online. In this way huge paper work is reduced
and recruitment process is improved in terms of efficiency and convenience with the use of technology.
Sources of Recruitment
ROCKWELL COLLINSuses both Internal and External Recruitment. But the priority is given to the internal if the employee has the capabilities, required by the management for working on that post. In Internal recruitment they ask for employee referrals. Any employee can refer any competent and potential person and if the referred person comes up to their expectations and hired, then the one who referred is rewarded with a bonus. In External environment the company’s corporate Image matters a lot in a way that not only new candidates are attracted but also people who became a part of it in past.
Internal Methods
ROCKWELL COLLINSusually prefers “Job Posting” in which employees from with in the organization are preferred but if the organization feels that the employee is not competent enough then they go for external methods. Such announcements are made through bulletin boards, memos and other internal sources.
External Methods
ROCKWELL COLLINSusually prefers advertising through newspapers and their official website for their recruitment purposes. They give an open invitation to everyone to apply, so people who are interested come and if they are capable enough they are hired. They don’t prefer any specific universities or colleges to get the applicants, what matters are the potential talent and caliber of the person and his commitment to work. Last year a scheme is started in which a
team of HR professionals visit different colleges and universities to recruit fresh and passionate candidates.
Strategies for Recruitment
The recruitment process is likewise the same but minutely varies in the organization depending upon the ranks. In recruitment ROCKWELL COLLINSkeeps certain things in front e.g.
Ø What the person was getting (in terms of salary) prior to ’s Job.
Ø Whether the person is polished enough to adjust in their environment.
Ø Whether he or she has the required technical skills or the required qualification for that specific job.
In ROCKWELL COLLINSthey surely see qualifications but they prefer a person with required skills, aptitudes, experience and capabilities.
STRENGTHS
1- The factor of succession planning is prevailing
2- They use the right techniques in recruiting.
WEEKNESS
1- At the time of the recruitment the most suitable and appropriate employee may not be available.
Training according to Sims (2002) is an attempt to facilitate learning on job-related knowledge, skills and behaviours. It also helps the employees to correct and improve their performance deficiencies. Development on the other hand, aims to equip the employees with the required skills to perform their present and future jobs.
Career development is an organized, planned effort comprised of structured activities or processes that result in a mutual career plotting effort between employees and the organization. Within this system, the employee is responsible for career planning and the organization is responsible for career management (Eggland and Giley 1998 p.48). Career development is an ongoing, formalized effort by an organization that focuses on developing and enriching the organization’s human resources in light of both the employees’ and organization’s needs. According to Cross (1983), six integrative activities can be adopted in order to have an effective career management program. These are the following:
1. Forecasting future organizational needs
2. Utilizing performance appraisals
3. Job announcements and posting
4. Career pathing for employees
5. Training development
6. Development of consistent compensation practices
Last edited: