Human resources is the set of individuals who make up the workforce of an organization, business sector, or an economy. But, apart from the workers, there is also one department who plays a major role in carrying out all the operations of a corporation, i. This task will involve assessment of abilities, skills and character evaluation of applicants. Compensation professionals participate in strategic planning by analyzing existing compensation plans, forecasting trends in compensation and determining how changes in the compensation field will affect the organization. Approaches towards recruitment of staff focused to geocentric from ethnocentric and polycentric which is more efficient because workforce will be selected based on talent regardless of nationality. Advised to Top Management Personnel manager advises the top management in formulation and evaluation of personnel programs, policies, and procedures.
Few examples of employee benefits are paid vacations, free food, dependent benefit, medical benefit, maternity benefit, paternity benefit, payment of bonus, payment of gratuity and provident fund. Tasks that are carried out under this function are described below. Recruitment and selection process is very important to every organization because it reduces the costs of mistakes such as engaging incompetent, unmotivated, and underqualified employees. Employee healthy measures: maintaining cleanliness at workplace, disposal of waste and its management, providing healthy working environment, washing and cleaning facilities with freshwater etc. Equal employment opportunity principle is not applicable where rule of reservation is applicable. Besides s should give opportunity to their employees to develop their skill set and knowledge for career development. Functions of human resource management A Human resource management department is responsible for the growth and development of a company.
Human resource management refers to the management of human capital—employees who contribute to the achievement of business goals. Excellent performance should be rewarded and poor ones should be punished. Building employers brand and reputation is a continuous process in which organisation should try to be best in all aspects compared to its competitors. These roles come with certain positive and negative aspects. After recruiters understand the type of person the company needs, they begin the process of informing their network of the opportunity. For that matter, any survey is, in a sense, research. However most of these principals only apply to large businesses.
According to principles of natural justice, and employer shall pay fair wages or equal pay for equal work which is constituted as fundamental right to an employee. From the employees point of view, career development is the lifelong process of learning, updating skills and knowledge to match current and future job requirements and to be prepared to occupy higher job positions in an organisation. The proper use of this resource could maximise production and achievement of organisational goals. On top of it such organisation will have to face legal action and penalty which is and cost for an organisation, consequently it causes damage to the reputation of organisation and employer branding which involves lot of effort to build it. Without maintaining proper labour relationships there was no organization that did its business smoothly.
Some companies have a dedicated human resources department, while other companies rely on one person to carry out these responsibilities. Major functions of are: Staffing emphasises the and for an organisation. Staffing correctly; obtaining the correct people with regards to their skill set, abilities, knowledge and experience. Orhan Karasakal Deniz Kuvvetleri K. Schuler Human resource planning is necessary to timely and properly manage the human resource to achieve the organizational needs. Even governmental organisations offer compassionate appointments to fill up vacancies especially at feeder cader or low level or low grade positions so as to support the affected family members affected employee. Human Resource Management is a management function concerned with hiring, motivating, and maintaining workforce in an organisation.
Some functions contain alternative methods or practices from which managers can choose. First of all the Company can conduct educational and psychological measurements. This involves an acute sense of perceptiveness while sifting through the hoards of applications that come a company's way. Interview is a formal conversation between the employers and the candidates, set in order to extract as much information as possible from the candidates. Training Training helps employees learn new information, reinforce existing knowledge and learn additional skills. For larger, more complex organizations with hundreds of departments and divisions, the task is much more demanding, taking on a life of its own.
The recruiter places a job advertisement that lists the duties and qualifications of the position, screens applications as they arrive and selects candidates to interview. Besides providing a basis for pay, promotion, and disciplinary action, performance appraisal information is essential for employee development since knowledge of results feedback is necessary to motivate and guide performance improvements. Training an development programs are organised for both new and existing employees. Provided by: Franklin Pierce University. Recruitment professionals also administer pre-employment tests, conduct background checks and make employment offers to selected candidates. Within the confines of the four functions — acquisition, developments motivation, and maintenance — many changes have occurred over the years. Moreover, the Barden Bearings Corporation has a problem with aging workers which is another reason for recruiting new employees.
In a small business it is also likely the employee will be taking on a wider variety of roles rather than a specify task, so this wide range of skills required would be difficult to test in a survey. If not, it takes actions to balance the need of the company as a consequence. It can be done through various ways such as counseling, on-site and off-site trainings, etc. Employee welfare promotes job satisfaction. Method of recruiting also changed towards efficient policies. Internal recruitment is the process of inviting or giving chance to people relating to concern organisation or giving chance to the existing employees. Moreover, the primary function of human resource management is concerned with the employees and their relationship with the company.
There are no hard and fast rules for maintaining labour relations since it is an art and should be managed according to the situations and circumstances. Research is not done to put out fires but to prevent them. Remuneration and salary can be used interchangeably when period of payment is monthly to an employee, whereas wage nomenclature is used when period of payment is daily to an employee. Safety and accident prevention concern managers for several reasons, one of which is the staggering number of work-related activities. Human resources planning and recruiting precede the actual selection of people for positions in an organisation. Selection The stages in selection include sourcing candidates by networking, advertising, or other methods. No employee wants to retain in same position in a job for a long time, he or she wants to move forward or higher-level in their career by taking promotions in-time, which makes any employee feel happy and motivated as taking promotion in a job is most happiest and memorable moment for any employee.