It is a common perception that Human Resource Management of an organisation is a non productive seat in terms of financial gains. They argue: organisation gets monetary profit from Engineering, Computer applications, marketing and financial experts.So they under estimate Human Resource Management Experts. Reality is that Human Resource Management is key to success of any organisation
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Human Resource Management is key to s success Organisation |
Human resources Experts are the most important
component of a successful business —The role of human resource management in
organizations is to organize people so that they can effectively perform work
activities.
Human Resource
Managers , professionals are consultants, not workers. They advise managers on
many issues related to employees and how they help the organization achieve its
goals.
Human Resource Managers oversee people as human
assets, not costs to the organization. Looking at people as assets is part of
contemporary human resource management and human capital management.
Today,
smart companies do have a place at the table for Human Resource Managers.The
challenge for Human Resource Management , now is in living up to the high
expectations that come with the seat – expectations of high impact. It is not
easy…
·
Strategic
Management
Human Resource Mangers
improve the company's bottom line with its knowledge of how the human capital
affects organizational success. Leaders with expertise in Human Resource
strategic management participate in corporate decision-making that underlies
current staffing assessments and projections for future workforce needs based
on business demand.
·
Employee
Satisfaction
Employee relations
specialists in HR help the organization achieve high performance, morale and
satisfaction levels throughout the workforce, by creating ways to strengthen
the employer-employee relationship. They administer employee opinion surveys, conduct focus groups
and seek employee input regarding job satisfaction and ways the employer can
sustain good working relationships.
·
Wages
and Salaries
HR specialists develop
realistic compensation structures that set company wages competitive with other
businesses in the area, in the same industry or companies competing for employees
with similar skills. They conduct extensive wage and salary surveys to
maintain compensation costs in line with the organization's current financial
status and projected revenue.
· ·
Analyzing
Benefits
HR Experts have the
skills and expertise necessary to negotiate group benefit packages for
employees, within the organization's budget and consistent with economic
conditions. They are also familiar with employee benefits most likely to
attract and retain workers. This can reduce the company’s costs associated with
turnover, attrition and hiring replacement workers.
·
Liability
Issues
HR employee relations
specialists minimize the organization's exposure and liability related to
allegations of unfair employment practices. They identify, investigate and
resolve workplace issues that, left unattended, could spiral out of control and
embroil the organization in legal matters pertaining to anti-discrimination and
harassment laws.
·
Training
and Development
The training and
development area of HR provides training that supports the company's fair
employment practices and employee development to prepare aspiring leaders for
supervisory and management roles.
·
Recruitment
and Onboarding
Human Resource
recruiters manage the employment process from screening resumes to scheduling
interviews to processing new employees. Typically, they determine the most
effective methods for recruiting applicants, including assessing which
applicant tracking systems are best suited for the organization's needs.
·
Working
Together
At all levels of the
organization, managers and HR professionals work together in developing
employees' skills. HR professionals advise managers and supervisors how to
assign employees to different roles in the organization, thereby helping the
organization adapt successfully to its environment. In a flexible organization,
employees are shifted around to different business functions based on business
priorities and employee preferences.
·
Building
Capacity
To build effective
human resources, private companies compete with each other in a "war for
talent." It's not just about hiring talent; this game is about keeping
people and helping them grow and stay committed over the long term.
