The Pyramid of Responsibilities For The HRD
Departments are said to be the entities organizations form to organize people, reporting relationships, and work in a way that best supports the accomplishment of the organization's goals. Departments are usually organized by functions such as human resources, marketing, administration, and sales. The HR department is also bestowed with the responsibility of planning future organizational goal in relation to people or clarifying these same goals to staff members. This function of the department ensures that people in the organization have a general direction which they are working towards. Sometimes the HR Department can employ people who may not contribute towards organizational principles. Then HR should try to eliminate all inhibitions in staff member’s minds. It is possible that some may claim that they tried one or two strategies before and it did not succeed.
Functions of HRD[/b][/b]
Understanding and relating to employees as individuals, thus identifying individual needs and career goals
Developing positive interactions between workers, to ensure collated and constructive enterprise productivity and development of a uniform organizational culture
Identify areas that suffer lack of knowledge and insufficient training, and accordingly provide remedial measures in the form of workshops and seminars.
Generate a rostrum for all employees to express their goals and provide the necessary resources to accomplish professional and personal agendas, essentially in that order.
Innovate new operating practices to minimize risk and generate an overall sense of belonging and accountability.
Recruiting the required workforce and making provisions for expressed and promised payroll and benefits.
Implementing resource strategies to subsequently create and sustain competitive advantage.
Empowerment of the organization, to successfully meet strategic goals by managing staff effectively
Responsibilities of Human Resource Departments[/b][/b]
Job Analysis
The process of getting detailed information about jobs.
Job Design
The process of defining the way work will be performed and the tasks that a given job requires.
Recruitment
The process through which the organization seeks applicants for potential employment
Selection
The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
Training
A planned effort to enable employees to learn job-related knowledge, skills, and behavior
Development
The acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands.
Performance Management
The process of ensuring that employees’ activities and outputs match the organization’s goals
Some other benefits includes,
Planning an Administering Pay and Benefits
Maintaining Positive Employee Relations
Establishing and Administering Personnel Policies
Ensuring Compliance with Labor Laws
Human Resource Planning
Identifying the numbers and types of employees the organization will require in order to meet its objectives.
Determine staffing needs. Recruit, hire, develop, review and reward staffers. Advertise positions, screen and interview applicants, test, check references, facilitate offers and present contracts. Manage orientation, retention and termination, whether by resignation, retirement or dismissal.
Monitor, measure, evaluate and document performance against expectations. Identify performance problems, propose solutions, facilitate feedback, and coordinate and document disciplinary action. Develop and facilitate non-financial motivational programs. Implement bonuses, gain-sharing, flexible benefits, pensions and living allowances.
Provide career development, training and coaching. Facilitate management succession. Monitor the learning process and its results, and evaluate teaching approaches.
Establish fair pay systems and other financial rewards, such as profit sharing or pay based on incentives, performance, contributions, teamwork or competency.
There are certain functions performed by Human Resources Department and some of the core functions are hereunder:
The well functioned HRD always plans for upcoming situations gap by analyzing the current market jobs since employees switching-over rate differs from sector to sector. The staff at HRD always gets ready to cop up and placement of substitutes whenever some gap occurs. For these purposes contingency plans are prepared and backups are assessed within the hierarchy already maintained.
HR Department is responsible to form a defined system to assess unbiased appraisals at some specific period of time for award of increase in salary within parameters. Sometimes fixed increments are awarded, defining slabs for each level and rating.
In competitive environment organizations try to provide best of their services to capture market of certain product or service.
Service Rules & Acknowledgement: It includes the nature of business or other activities a staff can perform while in service. In this respect certain undertakings may also be acknowledged from staff like ethics & business practices etc.
Departments are said to be the entities organizations form to organize people, reporting relationships, and work in a way that best supports the accomplishment of the organization's goals. Departments are usually organized by functions such as human resources, marketing, administration, and sales. The HR department is also bestowed with the responsibility of planning future organizational goal in relation to people or clarifying these same goals to staff members. This function of the department ensures that people in the organization have a general direction which they are working towards. Sometimes the HR Department can employ people who may not contribute towards organizational principles. Then HR should try to eliminate all inhibitions in staff member’s minds. It is possible that some may claim that they tried one or two strategies before and it did not succeed.
Functions of HRD[/b][/b]
Understanding and relating to employees as individuals, thus identifying individual needs and career goals
Developing positive interactions between workers, to ensure collated and constructive enterprise productivity and development of a uniform organizational culture
Identify areas that suffer lack of knowledge and insufficient training, and accordingly provide remedial measures in the form of workshops and seminars.
Generate a rostrum for all employees to express their goals and provide the necessary resources to accomplish professional and personal agendas, essentially in that order.
Innovate new operating practices to minimize risk and generate an overall sense of belonging and accountability.
Recruiting the required workforce and making provisions for expressed and promised payroll and benefits.
Implementing resource strategies to subsequently create and sustain competitive advantage.
Empowerment of the organization, to successfully meet strategic goals by managing staff effectively
Responsibilities of Human Resource Departments[/b][/b]
Job Analysis
The process of getting detailed information about jobs.
Job Design
The process of defining the way work will be performed and the tasks that a given job requires.
Recruitment
The process through which the organization seeks applicants for potential employment
Selection
The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
Training
A planned effort to enable employees to learn job-related knowledge, skills, and behavior
Development
The acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands.
Performance Management
The process of ensuring that employees’ activities and outputs match the organization’s goals
Some other benefits includes,
Planning an Administering Pay and Benefits
Maintaining Positive Employee Relations
Establishing and Administering Personnel Policies
Ensuring Compliance with Labor Laws
Human Resource Planning
Identifying the numbers and types of employees the organization will require in order to meet its objectives.
Determine staffing needs. Recruit, hire, develop, review and reward staffers. Advertise positions, screen and interview applicants, test, check references, facilitate offers and present contracts. Manage orientation, retention and termination, whether by resignation, retirement or dismissal.
Monitor, measure, evaluate and document performance against expectations. Identify performance problems, propose solutions, facilitate feedback, and coordinate and document disciplinary action. Develop and facilitate non-financial motivational programs. Implement bonuses, gain-sharing, flexible benefits, pensions and living allowances.
Provide career development, training and coaching. Facilitate management succession. Monitor the learning process and its results, and evaluate teaching approaches.
Establish fair pay systems and other financial rewards, such as profit sharing or pay based on incentives, performance, contributions, teamwork or competency.
There are certain functions performed by Human Resources Department and some of the core functions are hereunder:
The well functioned HRD always plans for upcoming situations gap by analyzing the current market jobs since employees switching-over rate differs from sector to sector. The staff at HRD always gets ready to cop up and placement of substitutes whenever some gap occurs. For these purposes contingency plans are prepared and backups are assessed within the hierarchy already maintained.
HR Department is responsible to form a defined system to assess unbiased appraisals at some specific period of time for award of increase in salary within parameters. Sometimes fixed increments are awarded, defining slabs for each level and rating.
In competitive environment organizations try to provide best of their services to capture market of certain product or service.
Service Rules & Acknowledgement: It includes the nature of business or other activities a staff can perform while in service. In this respect certain undertakings may also be acknowledged from staff like ethics & business practices etc.