Documentos de Académico
Documentos de Profesional
Documentos de Cultura
Depends on Nature and Size of the Enterprise Philosophy of the Top Management towards employees and personnel management The environmental and social factors A sole trader undertakes the responsibility himself In partnerships, the HR function may be entrusted to any of the partners In companies the HR executive is better known as HR manager and performs managerial as well as operative functions
Classifying Functions
Consultant Functions
Auditory Functions
Lays down personnel procedures and services as an aid to operating officers in getting effective results Maintaining Employee Records Following are a few provisions:
Recruitment Interviews Selections Training Merit Rating Discipline Compliance with other statutory requirements Promotions
HR executive as a Facilitator
Employee Procurement
Employee Compensation
Employee Development Employee Relations
Employee Welfare
HR executive as a Consultant
Suggest measures for safety to the employees and the management Suggest methods to improve employee efficiency and productivity Suggest practices to correct any psychological imbalances in employees Help out the management in manpower planning Maintaining employee Services
HR executive as an Auditor
Wage Administration
Qualities of an Executive
Professional Expertise
Friendly Approach
Qualities of hr exce
Fair and Firm - in matters of promotions, demotions, transfers, layoffs, enforcing discipline. Sense of vocation To create a finer social and industrial order in the organisation. Tact and Resourceful in dealing difficult situations, have a open mind, objectivity and adjustability Personal integrity man who can be trusted allowing fellow members to confide in him Sense of social responsibilities social obligations to various groups like shareholders, customers, workers, suppliers, Govt etc.
Challenges to HR Professionals
Quality Improvement The changing attitude of workforce The impact of the Government Quality of Work Life Technology and training Changing mix of the work force Changing personal values of the work force Changing expectation of citizen-employees Changing levels of productivity Changing demands of government
Jobs dont match with the personnel Frustration, absenteeism, grievances, turnover Is it better? Increased consumer spending Adaptability to unemployment Overall rise in productivity Increased tendency to acquire professional education & training
How best to help them Flexi hours Job sharing Child care
White collar employees do not tend to form unions Have greater expectation in terms of individual treatment Difficult of evaluate performances Leads to participative appraisal systems like management by objectives
Surprise greetings
As a working mother with an office in my home, I pride myself on maintaining a professional image. One key to that image is my answering-machine greeting, which is often the first contact clients have with me. I worked on making it sound upbeat and enthusiastic, and thought I had succeeded until a friend left this message: "Judy, this is Pam. I love your greeting, but do you know that you can hear your little boy in the background saying, 'Mommy, I gotta go potty'?"
effectiveness
Honesty
Work
Efficiency frugality
Productivity
Quality of life
leisure
Existential view
Self expression vacations
Meaning of life
Assign repetitive, less challenging jobs to those willing Pay for the skills possessed than skills demanded by job Fringe benefits Flexi time
Flexible starting time usually a band Core working time where all are present Flexible leaving time Issues : no of hours worked, monitoring, customer confusion Benefits
Enhanced productivity Reduced employee tardiness & absenteeism Improved moral & reduced turn over
Right to privacy
How much to divulge while joining an organization? Organizations are prying on employees life Employee perceives invasion of privacy when
personal info distributed without permission Personality info rather than productivity data is disclosed Personal info distributed to outsiders
Laws & regulations regarding environmental protection, health & safety .. Have increased cost of doing business New employees into business increased because of laws Influx of female & minorities makes productivity dive in the initial periods Mangers having short term goals tend to concentrate more on marketing and ignore vital research, development & new plant investments Maturing economies shift from manufacturing to service and achieving higher productivity levels in a service economy becomes difficult Adverse relationships with labor unions Employee alienation & poor employee attitudes
Government rules keep on changing regarding the operative functions of HRM HR needs to keep himself updating and reacting proactively Balancing organization objective and government legislations becomes a challenge
HR Management Challenges
Globalization of Business
The threat of terrorism- How does this impact what we do? Occupational shifts from manufacturing and agriculture to service industries and telecommunications. Pressures of global competition causing firms to adapt by lowering costs and increasing productivity.
Changing demographics
HR Management Challenges
80% of manufacturing jobs report shortage of qualified workers Not enough specific skills, not enough technology skills
Represents 20% of the workforce Increases in temporary workers, independent contractors, leased employees, and part-timers caused by:
Need for flexibility in staffing levels Increased difficulty in firing regular employees. Reduced legal liability from contract employees Boeing Strategy- manage employment cycles in suppliers and partners
QWL is the level at which the members of an org. can satisfy their personal requirements through their experience in the org. Its main obj. is to focus on creating a good working environment as a result of which employees work together in a cooperative way and contribute their best in achieving the organizational goals Employee expectations are Fair & reasonable Pay Safer Environment Employee Benefits Job Security Job satisfaction Empowerment Career Opportunities
Limitations of An Executive
It is purely a staff oriented work, not a line authoritative work Do not take vital decisions regarding the business, can only give suggestions and recommendations Play a mediators role in reconciling the differences in opinion of the employees and management Can be effectively appointed in following circumstances
Size of the organization is very large The organization employs large number of people Decentralized Authority and cooperation and coordination of different departments A need of improving staff morale