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Jobs, Activities & Policies in HRM

Guest post by: Devang Jhaveri

Article Overview: Human resource management is a management function that helps managers plan, recruit, select, train develop, remunerate and maintain members for an organization. Human resource Management jobs, activities and policies in the industry. How to run organizational program for employees and development information about HR Management.

Jobs, Activities & Policies in HRM

Human resource management is a management function that helps managers plan, recruit, select, train develop, remunerate and maintain members for an organization.

Jobs in HRM

There are three major categories in which HR Management persons working in the industry.

1. HR specialist

* Entry-level positions for an HRM career.

* Include roles as interviewer, compensation analyst, benefits co coordinator, job analyst and trainer.

* In consulting firm provides HR services.

* Run an orientation program for new employees, interview applicants, and develop information for contract negotiations, or look for information on wage structures.

2. HR Manager

* Generalist who administers and co ordinates programs cutting across functional areas.

* Implementation of HR polices

3. HR Executive

* The top level HR executive, usually the vice president of an organization of an organization.

* Linking the firm's corporate policy and strategy with HRM.

* To feed inputs to the organizational goals.

Main HRM activities

1. Resource acquisition:

* Advising on the kind of organization structure required to deliver the strategy, i.e. how activities should be grouped together, who should report to whom, how decisions should made and communicated etc. planning and advising on the number, levels and types of jobs required for the organization to meets its objectives in the most cost effective way.

* Design the job in terms of duties and responsibilities Managing or advising on the selection process

2. Resource management

* Designing performance management process

* Designing and running training programs designing and running development program

* Consulting and negotiating with trade unions and employee representatives on terms and conditions of employee

* Advising on the administration of disciplinary and grievance issue

* Advising on the most effective means of communicating with employee.

* Advising on staff changes, eg in terms of revised duties, relocation

* Advising on staff welfare and health issues

* Formulating and recommending employment policies on issues

* Advising line managers on all employment policies and on employment law.

3. Resource disposal

* Conduct or advise on the conduct of termination interviews to ascertain the reasons behind any resignation and to tie up any loose ends.

* In the event of redundancy, advise on possible alternatives and on the consultation and communication required

* Design a redundancy and severance policy and advise in its application and on the termination payments.

* Provide or advise on the provision of out placement counseling

* Organize any necessary pre retirement courses and provide advice as required

* In event of any appeal on dismissal, advice managers of the actions to be taken.

Policies:

1. Policy is a plan of actions

2. Statement of intention committing the management to great course of action.

3. Contain an expression of philosophy and principle as well.

Why adopt policies?



Organization should have personnel policies as they ensure the following benefits.

1. Established policies ensure consistent treatment of all personnel through organization.

2. Continuity of action is assured even though top management personnel change.

3. Police serve as standard of performance

4. Sound policies help build employee motivation and loyalty.

5. Sound policy helps resolve intra personal, inter personal and inter group conflict.

Principle sources

1. Past practice in the organization

2. Prevailing practice in rival companies

3. Attitude and philosophy of founders of the company as also its directors and the top management.

4. Attitude and philosophy of middle and lower management

5. The knowledge and experience gained from handling countless personnel problem day to day basis

Policy must be stable because stability creates a climate of security and removes uncertainty from the minds of employees

Policy should not rigid; flexibility as pointed above, in interpretation is necessary to meet the changing condition.

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Article Tags: HR Manager, HR Mangement policy, HR principles, HRM activities, HRM jobs, HRManagement, Human Resource Management



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