Human resource management is a shared function

With regard to labour relations, the personnel responsibility primarily involves negotiating with the unions regarding wages, service conditions, and resolving disputes and grievances.

4 Most Important Functions of Human Resource Management

You can contact either Matthias or Alyson at the following email addresses: HR audit is very much useful to achieve the organizational goal and also is a vital tool which helps to assess the effectiveness of HR functions of an organization.

In a good research approach, the object is to get facts and information about personnel specifics in order to develop and maintain a programme that works. Complete and up-to-date employee records are essential for most personnel functions.

Six Main Functions of a Human Resource Department

A comp and benefits specialist also may negotiate group health coverage rates with insurers and coordinate activities with the retirement savings fund administrator. The employees should know about their balance sheet, sales progress, diversification plans, restructuring plans, sharp price Human resource management is a shared function, turnover and all such details.

On selection, human resource functionaries are involved in developing and administering methods that enable managers to decide which applicants to select and which to reject for the given jobs. A brief description of usual human resource functions indetailed are given below: HRM is no way a one-way traffic.

Records which must be maintained include application forms, health and medical records, employment history jobs held, promotionstransferslay-offsseniority lists, earnings and hours of work, absences, turnover, tardiness, and other employee data.

For example, performance appraisal measures serve to stimulate and guide employee development as well as salary administration purposes.

For that matter, any survey is, in a sense, research.

Major Functions of Human Resource Management (287 Words)

Orientation is the first step toward helping a new employee adjust himself to the new job and the employer. A better way forward is to form consultative committees where line managers and their human resource counterparts explore ways of injecting harmonised new ideas including extending the range of discussion and methods of assessing the effectiveness of developed human resource policies.

Through a well-designed attitude survey, employee opinions can be g athered on wages, promotions, welfare services, working conditions, job security, leadership, industrial relations, and the like.

Training is the process of imparting to the employees the technical and operating skills and knowledge. It is particularly important that line managers get to understand developed human resource policies and procedures since this is the level where breaches of rules and procedures commonly occur.

This is the reason why some have termed human resource as the most vital asset in the organisation due to the assertion that human beings are the most unpredictable resource at the disposal of an organisation. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability.

Research is not the sole responsibility of any one particular group or department in an organisation. Matthias Ruziwa is an experienced and growing human resource practitioner. The initial responsibility is that of the human resource department, which however should be assisted by line supervisors and executives at all levels of management.

It is a method to acquaint new employees with particular aspects of their new job, including pay and benefit programmes, working hours, and company rules and expectations.

Professional development opportunities are for employees looking for promotional opportunities or employees who want to achieve personal goals such as finishing a college degree. However, due to lack of training, clearly defined job descriptions concerning their responsibilities and authority in respect to people management aspects, others have concluded that line managers are a source of labour relations problems whilst they are not.

Job analysis is the process of describing the nature of a job and specifying the human requirements, such as skills, and experience needed to perform it. Matters of common concern need to be identified. Acquisition process is concerned with securing and employing the people possessing required kind and level of skills necessary to achieve the organisational objectives.

Human resource personnel provide a rational method for determining how much employees should be paid for performing certain jobs. Effective utilisation of human resources; Desirable working relationships among all members of the organisation; and Maximum individual development.

Compensation and Benefits Like employee and labor relations, the compensation and benefits functions of HR often can be handled by one HR specialist with dual expertise. We anticipate that if the above recommendations are considered seriously, the human resource department can focus on developing and updating policies and procedures depending on the actors and forces emanating from the business environment and our companies can gain sustainable competitive advantage through management of resourceful humans.

Its major aim is to strike a balance between economic value of the organisation and organisational capability, which involve taking into account the well-being of individuals and working groups in order to achieve the highest levels of efficiency and productivity possible.

The motivation function begins with the recognition that individuals are unique and that motivation techniques must reflect the needs of each individual. It is that part of management which is concerned with the people at work and with their relationship within an enterprise.

Benefits are another form of compensation to employees other than direct pay for work performed. Personnel records provide the following: If these activities are performed effectively, we can expect to have competent employees who are committed to the organisation and are satisfied with their jobs.The major functional areas in human resource management are Planning,staffing, Employee development, and Employee maintenance.

As such, the human resource function of administering employee benefits shares many characteristics of the compensation function. Benefits include both the legally required items and those.

Human resource management is a shared function. Some of the related tasks are implemented by human resources specialist while others are undertaken by managers, especially heads of departments.

HR function is a shared responsibility

To avoid conflict between line managers and human resource specialist clear guidelines should be drawn up so that each party knows its. 4 Most Important Functions of Human Resource Management. Article shared by. HRM is a process consisting of four functions: The acquisition function begins with planning.

It also covers other functions such as job analysis, human resource planning, recruitment, selection, placement. The administrative functions of the HR department continue to need management and implementation.

These tasks are not going away anytime soon. In this role, employees regarded HR as the enemy and going to HR was the kiss of death for your ongoing relationship with your own manager. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

Jun 26,  · An efficiently run human resources department can provide your organization with structure and the ability to meet business needs through managing your company's most valuable resources -- its employees. There are six .

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Human resource management is a shared function
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