Large organisations often have development programmes which prepare employees for higher level responsibilities within the organisation. Thus, the staff members get the opportunity to sharpen their existing skills or develop specialised skills which in turn, will help them to take up some new roles. Simple stated, the process through which these qualitative requirements standards are determined is known as Job analysis. Orientation is a reasonably broad process, generally carried out by the human resources department, that may incorporate lectures, videos, meetings, computer-based programs, team-building exercises, and mentoring. Judgmental evaluations are the most commonly used with a large variety of evaluation methods. Managerial relations These seven human resource areas and their associated functions share the common objectives of an adequate number of competent employees with the abilities, experience, knowledge and skills required for fulfilling organizational goals.
Lack of both life experience and knowledge about potential opportunities and pitfalls makes the formulation of long-term goals and objectives very difficult. It is that part of management which is concerned with the people at work and with their relationship within an enterprise. Internal recruitment is the process of inviting or giving chance to people relating to concern organisation or giving chance to the existing employees. The controlling function ends the cycle and again prompts for planning. In order to assess the performance of employees, have to establish performance standards, communicating established performance standards to their employees, measuring the actual performance of employees by using various methods of performance appraisal and finally comparing actual performance of employees with the established performance standards so as to identify the gaps in the performance of employees. In addition to providing training for new or inexperienced employees, organisations often provide training programmes for experienced employees whose jobs are undergoing change.
According to a study, employees who are motivated or feel motivated are tend to work more when compared to unmotivated to employees. Few organisations may feel overcome and uncertain about where to start making enhancements. Employee welfare promotes job satisfaction. A comp and benefits specialist also may negotiate group health coverage rates with insurers and coordinate activities with the retirement savings fund administrator. Recruitment is a very first step in the employment process, which aim at obtaining and maintaining an efficient store staff floor employees as a means of achieving sales targets. Compliance with such laws is very much required for the existence of an organization. Even in the manufacturing and the traditional sectors, the need to remain competitive has meant that firms in these sectors deploy strategies that make effective use of their resources.
Typically, this consists of monetary rewards, also referred to as wage or salary, and complementary benefits including healthcare, pension plans, and stock options. The quality of the service is mainly influenced by recruitment and service of the organisation. Employee safety: looking after safety of employees so as to avoid workplace injuries accidents to employees , since employer shall be made liable for such incidents at workplace or during the course of employment. Having job security in a job will make an employee to overlook all other benefits. The term selection can be applied to many aspects of the process, such as recruitment, hiring, and acculturation.
A lot of attention and resources are required to draw, employ and hold the prospective employees. When it comes to planning the first thing is to foresee vacancies, set the job requirements and decide the recruitment sources. Career development does not guarantee success but without it, employees would not be ready for a job when the opportunity arises. Labour relations describe the price for a particular shift a set of number of hours but managerial relations determine how much work is performed in that time, at what specific task or tasks, who has the right to define the tasks and change a particular mix of tasks and what penalties will be deployed for any failure to meet these obligations Clegg 1979:1. Employee orientation, also commonly referred to as onboarding or organizational socialization, is the process by which an employee acquires the necessary skills, knowledge, behaviors, and contacts to effectively transition into a new organization or role within the organization. Empowerment of the organization, to successfully meet strategic goals by managing staff effectively. Senior management invests in employees in a top-down manner, hoping to develop talent internally to reduce turnover, increase efficiency, and acquire human resource value.
To Know more, click on. Focus on employee strengths: Companies must make every effort to understand what candidates and employees do best and put them into roles where they can play to their strengths as much as possible. They organise business meetings, seminars and various official gatherings on behalf of the company in order to build up relationships with other business sectors. Thus, it is a tool in the hands of the management to differentiate the suitable and unsuitable applicants by applying various techniques such as group discussions, personal interviews, game tests etc. Compensation or remuneration is the basic motivating factor for any employee, it also acts as primary factor for retention of employees in an organisation which is the frenetic task for any human resource manager.
Training and Development - This function of human resource management helps the employees to acquire skills and knowledge to perform their jobs effectively. As a human resource management team, we should ensure that the employees meet the goals and objectives of an organization through the above discussed functions. The Human Resources is called so because its major responsibility is dealing with the human part of the organization and this involves having great interpersonal skills. Performance appraisal as an on-going thing rather than an annual thing. They can thus, work better towards improving their performance and achieving targets.
The aim is to improve the skills and performance of the employee. Hence any deviation can be corrected on the next cycle. Management should Organize activities which will help to know an employee at the personal and professional level. Human resource personnel provide a rational method for determining how much employees should be paid for performing certain jobs. Conclusion The functions of human resource management system in an organization are ideally aimed to ensure there is recruitment of employees, compensation for their services, helping them perform their tasks and solving different problems that arise during work in order to optimize business profitability through their performance.
Without an adequate strategy to develop the human resources available and attract high calibre staff, monitoring programmes rapidly stagnate. They must perform a balancing act to serve all of an organization's stakeholders: customers, executives, owners, managers, employees, and stockholders. Regular absenteeism managers should do a counselling with staff and find out if the employee has any grievances or job dissatisfaction which is causing the absenteeism. 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. But the retailers throughout the globe believe that performance management is a broader term that may include performance appraisal too.