There are many definitions by management scholars of the stages in the managerial process. Based on these two factors, the contract of an employee with the company is prepared. These reviews will also provide a platform for the employees to voice any concerns or queries. Simple stated, the process through which these qualitative requirements standards are determined is known as Job analysis. Recruitment is the process of attracting, screening, and selecting employees for an organization. If employees want and have the legal right to conclude an agreement, employees of the t department usually also act as a direct intermediary between the organization and representatives of the workforce usually a trade union. The Department must ensure that staff members are not too many because if they exceed this amount, then the organisation stands too lose.
Labour Relations Maintaining labour relation is an art and one of the most important functions of in order to maintain peace and harmony in an organization for avoiding conflicts and smooth running of an organisation. What this essentially means is that human resources departments, in addition to their other responsibilities of job design, hiring, training, and employee interaction, are also tasked with helping others improve their career opportunities. The involves and to demonstrate their value. Besides s should give opportunity to their employees to develop their skill set and knowledge for career development. A friendly atmosphere gives the staff members job satisfaction as well. The assessment is conducted to understand the relevant skills, knowledge, aptitude, qualifications, and educational or job-related experience of potential employees. Organisations that have a clear direction are always more effective; those members of staff will be more result oriented rather than just working for the sake of it.
Human resource mangers are usually responsible for developing and administering performance appraisal systems, although the actual appraisal of employee performance is the responsibility of supervisors and managers. What do I mean by this? The Company notifies the public about vacancies. Compensation affects staffing in that people are generally attracted to organisations offering a higher level of pay in exchange for the work performed. For this purpose, certain activities including performance appraisals are performed that identifies the needs for of the specified employees. The recruitment process can be very costly. 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.
Without maintaining proper labour relationships there was no organization that did its business smoothly. Long-term goals and objectives may, however, be easily modified as additional information is received without a great loss of career efforts, because experience and knowledge transfer from one career to another. Further, the number of functional areas also varies from company to company according to nature, size and merchandise offering. Both intermediate and long-term goals are more difficult to formulate than short-term goals because there are so many unknowns about the future. A selection system should depend on job analysis. The human resources manager may then provide orientation or training programs as required.
Selection is the process of choosing a qualified person for specific role who can successfully deliver valuable contributions to the organization. But these efforts, attitudes and skills have to be sharpened from time to time optimize the effectiveness of human resources and to enable them to meet greater challenges. This is normally characterised by attendance of workshops and other forms of talks. It is related to employee development in that it provides an important incentive in to higher levels of job performance and to higher paying jobs in the organisation. One important aspect of this is planning for employees in the organisation. Another function of the human resource manager is to gain the trust and confidence of employees--the best way to establish trust and confidence is through daily interaction with the workforce.
Building employers brand and reputation is a continuous process in which organisation should try to be best in all aspects compared to its competitors. On top of it such organisation will have to face legal action and penalty which is and cost for an organisation, consequently it causes damage to the reputation of organisation and employer branding which involves lot of effort to build it. This goal is supported by a variety of functions within the human resources department and throughout the organization. Employee development helps organizations succeed through helping employees grow. Employee Benefits The human resources department manages all aspects of employee benefits, including health and dental insurance, long-term care or disability programs as well as employee assistance and wellness programs.
It is generally acknowledged that orientation strategies generate positive outcomes and returns on investment. This is especially crucial in increasing stability within the organisation. Job descriptions are a vital source of information to employees, managers, and personnel people because job content has a great influence on personnel programmes and practices. Career development or career growth is one of the top 10 motivating factors for employees. Human resource management ensures satisfaction of employees and maximum contribution of employees to the achievement of organisational objectives. This Company has an employee Compensation policy that requires that one should be rewarded for the time they have served the Company. In short, it is the hub of the organization serving as a liaison between all concerned.