Essential HR Manager Skills and Competencies
Human resource management responsibilities require an overlapping set of The primary function of the typical HR professional's job involves facilitating HR professionals need to strategically cultivate an environment in which all Therefore, staying up to date on national news, trends, and laws is particularly important. Despite the industry's concern with human resources, however, the HR function is oddly disconnected from the line function. human-resources management, strategic planning, HR models. Disciplines .. professionals were responsible for recruiting and hiring . start date, conducting training, and determining whether to. Interested in the new roles of Human Resources professionals? Transformation Human Resources Management Careers This is because the initial HR functions needed, in many companies, came out of the administration or finance department areas. . Here's How You Can Do Human Resources Strategic Planning.
Over the next several decades, the role of personnel administration became more involved with overall business goals.
Human Resource Management: Scope, Analysis, and Significance
Companies began to recruit human resources leaders who were capable of strategic management. Personnel administration evolved into human resources management. Human resources managers are responsible for developing strategic solutions to employment-related matters that affect the organization's ability to meet its productivity and performance goals. Workplace Safety Creating a work environment free from unnecessary hazards is a strategic role of every human resources manager.
Strategic development for workplace safety entails risk management and mitigating potential losses from on-the-job injuries and fatalities.
Workers' compensation insurance is an area in which a strategic plan helps lower company expense for insurance coverage. According to article 39 d of the Indian Constitution, the state has to ensure that there is equal pay for equal work for both men and women.
Human Resource Management: Scope, Analysis, and Significance - Oxford Handbooks
Parliament has enacted the Equal Remuneration Act,to implement article 39 d. The act provides for payment of equal remuneration to men and women workers for the same work, or work of a similar nature and for the prevention of discrimination on grounds of sex.
The act also ensures that there will be no discrimination against recruitment of woman and provides for the setting up of a advisory committee to promote employment opportunities for women. It is the duty of HR department and Hr managers to see that there is no such violation which is unconstitutional, therefore it should be complied by the every organization. Working hours it is an employee right to not to work more than 9 hours in any day or 48 hours in any week in the factory.
There should be interval or break for rest for at least 30 minutes after five hours continuous work of an employee according to The Factories Act The same right is applicable to the employees working in the shops and establishments like hotels, movie theatres and amusement and entertainment establishments according to the concerned state shops and Establishment act.
Weekly holiday It is an employee right to have at least one holiday in a week in the factory or shops and establishments according to The Factories Act and shops and establishments act of the concerned state Salary or wages According to Minimum Wages Act, it is an employee right to claim for salary or wage for the work done to his employer.
It is the duty of the employer to pay remuneration according to the work extracted from his employee. Any deductions from the salary or wage of an employee should be made according to the employment laws only. If any employee levied fines or collected or deductions from the salary of an employee, it will be treated as illegal and such employer is liable for legal action.
Payment for overtime working According to The Factories Act Payment of gratuity It is an employee right who completes his five years of continuous service in an organisation having 10 or more employees, to claim for payment of gratuity at the rate of 15 days of his current salary for every year of service he or she completed in that organisation, according to The Payment of Gratuity Act, Payment of bonus According to the section of Payment of Bonus Act,it is an employee right drawing salary of Rs.
The procedure for payment of bonus to to employees irrespective of profits or losses to an organisation is mentioned under the Payment of Bonus Act, If an employer becomes unemployed for more than two months such employee can with the total amount from the provident fund.
Maternity leave According to the section 5 of the Maternity benefit Actit is woman employee right to claim for maternity leave for 26 weeks for 2. Such woman employee can apply maternity leave just eight weeks before the date of are expected delivery. It is the duty of employer to pay full salary for a woman employee during her maternity leave for 26 weeks. In case of miscarriage or medical termination of pregnancy, a woman is entitled to live with wage or salary for a period of six weeks immediately following that they offer miscarriage or her medical termination of pregnancy.
Paternity leave It is male employee right if he is working for the central government of India, he is having right as employee to claim for paternity leave for 15 days within six months from the date of delivery of his child. The central is also being followed in many reputed private organisations and companies in order to boost employee morale and employee satisfaction.
Compensation in case of accidents, injuries and death of an employee According to the Workmen's Compensation act it is an employee right to claim compensation in case of accidents or injuries occurred during the course of employment especially when worker was not under the influence of alcohol. In case of death of an employee in the course of employment and such employee is not under the influence of alcohol, his or her dependent is having right to claim compensation in accordance with the workers compensation act Workers participation in the management The article 43a of the Constitution of India, guarantees participation of workers in management of industries.
Protection against sexual harassment at workplace It is an employee right to be protected against sexual harassment at workplace according to the sexual harassment of women at workplace prevention, Prohibition and redressal act For this purpose the organisation with 10 or more employees should constitute internal complaints committee for helping the victims of sexual harassment.
Such victims are also protected under the section of the Indian penal code, by punishing culprit with imprisonment. An incident of sexual harassment of a female at a place of work, amounts to violation of her fundamental right to gender equality under the article 16 2 of the Indian Constitution.
Such violation of fundamental rights can be filed before High Court of the concern state under article of Constitution of India for seeking justice and for punishing such violators. Any person who is deprived of his rights which are mentioned above, such illegality can be challenged before the court of law and employee whoever commits violation of such rights shall be punishable according to law by the court of law.
Poor planning results in failure and effects overall system. Therefore HR Mangers should be aware of when is right time to do things, when things should be done and when things should not be done in order to achieve goals and objectives of the organization.
Developing rules and procedures which has to be followed by the employees in order to avoid any sort of discrimination among the employees in any of their functions, to enable fair and transparent treatment among employees, to avoid conflict starting from recruitment to the separation of employees, inculcate discipline among the employees, to drive performance of employees and ultimately to avoid conflict and contravenes with statutes and employment laws of the land, ultimately for smooth running of the organization.
Determining plans and forecasting techniques as a part of Human resource planning to avoid any shortfall of workforce so as to avoid impact on the output of the organisation, to draw the estimation of workforce exactly needed for the organisation and to plan for attracting talented candidates.
The following are the most outsourced HR activities; legal advice and support, employee payroll, pensions, training and development, recruitment, employee assistance, compensation and benefits, outplacement is, human resource information systems, employee relations, policy-making, strategic partnerships, appraisal of employees and resource planning. Most small to medium-sized business owners know the frustration of spending more time than they want on non-revenue generating activities from payroll to human resource management to benefits and compensation.
Giving each member a specific tasks to finish overall objectives of the job given to an employee is the duty of the Human Resource Manager, besides it also to the duty of Human resource manager to define task clearly before entrusting job to an employee. HR managers should keep in mind that task entrusted to employees should be matched with their skill set and abilities and It is also lookout of HR managers to give training to employees in the area or subject which is going to be entrusted to employees, otherwise the task entrusted to employees gets failed and defeated.
Establishing departments and divisions according to the nature of jobs and works in order to improve the efficiency, expertise and speedup the work. Establishment of separate divisions and departments would give easy and effective control over employees by the management which would give better results and improve overall performance of the organisation. Delegating authority to the members for a good cause and to make employees more responsible towards their job and organisation is a part of employee development.
Delegating authority to employees makes them to be more responsible towards organisation as there is a principle called authority equals to responsibility,vice versa when you load an employee with responsibilities, he should be given authority so as to fulfill the responsibilities casted upon employee. Authority without responsibility and responsibility without authority defeats its purpose. Therefore when employees feels responsible and accepts responsibilities, it is a good sign as it makes employees to be engaged in the job.
Establishing channels of authority and communication is the primary responsibility of any human resource manager which would enable managers to effectively communicate desired goals and objectives of the organisation.
Having effective communication will avoid conflicts, make staff to understand what exactly they are expected to and also enable the manager to get the things done in time.
Creating a system to coordinate the works of the members so as to make the employees to work properly and not to cause any conflict in the allocation of the work to the employees.
Essential HR Manager Skills and Competencies
Improper and discriminating allotment of the work we will make one or the other employee feel overburden, burnout and can create conflicts among employees among members which is not good for the organisational health.
STAFFING - HR Staffing is one of the key functions of human resource management as staffing is the process of employing right people, providing suitable training and placing them in the right job by paying them accordingly and satisfactorily.
- User Contributions:
- 2. A Commitment to Ongoing HR Learning
- 1. Human Resources Knowledge
Determining the type of people to be hired should be emphasised as they are the fundamental resource and investment for any organisation. Every organisation wants right people with them but they come at a price. Employee compensation is a key factor in primary motivating factor to attract talented and retain them in the organisation for a long period of time. Compensating the employees is one of the core functions of the human resource management.
Among all the motivating factors money is the very important primary motivating factor for any employee. Setting performance standards, measuring and evaluating the employees: Both oral and written skill are required to effectively relay information.
One aspect of communication that gives people an edge is a strong ability for conflict resolution. Even in the most agreeable workplaces, problems arise that need a diplomatic ear, an eye for assessment, and a hand for getting the problem settled. This particular skill is invaluable when negotiating solutions and keeping things on track. HR professionals, in particular, frequently need to balance complex situations and take their time to think with a combination set-in-stone processes and outside-the-box thinking.
Employees come from a breadth and depth of backgrounds and experiences. HR professionals need to strategically cultivate an environment in which all can work together toward the improvement of the business.