Mr. Mohamad,
As we all know, the Human Resource Department is the foundation that helps organizations achieve their goals and objectives, providing the suitable workforce and ensuring smooth functioning.
Humans are an organization's greatest assets; without us, essential business functions such as managing cash flow, conducting transactions, communicating through various media, and interacting with customers would be impossible. The potential of individuals drives organizational success. In today's dynamic business environment, organizational changes affect both the business and its employees. To enhance organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed effectively. Human resource management plays a crucial role in ensuring that employees can meet the organization's objectives.
"Human resource management is responsible for how people are treated in organizations. It encompasses bringing individuals into the organization, assisting them in performing their duties, compensating them for their work, and addressing arising issues." There are seven key management functions of a human resources (HR) department that we will specifically discuss: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.
Roles & Responsibilities:-
Induction & Joining Formalities:
1) Plan, organize, and conduct induction programs, devise orientation plans for new joiners.
2) Complete joining formalities, i.e., collect the required documents, create login IDs for attendance, introduce and set Key Result Areas (KRAs) for new joiners, design reporting systems, and assign mentors based on respective departments.
Performance Appraisal:
- Participate in the Performance Review process, define roles, and develop role descriptions mapped against KRAs through a daily reporting tracker system.
- Manage the Appraisal process across levels and establish a framework to support the Performance Appraisal system linked to Reward Management.
Attendance, Payroll & Salary Administration:
- Maintain employee attendance in the Time Management System and generate attendance reports through the online system for salary processing.
- Coordinate with finance for the monthly payroll system, make necessary entries for new joiners, handle separation cases and unpaid leave.
- Follow up with the bank for timely salary crediting and issue salary slips.
HR Policies, Procedures, & Processes:
- Implement, review, redesign, and introduce HR policies.
- Maintain records of procedures, processes, and formats/forms aligned with organizational goals.
HR Administration & Welfare:
- Facilitate offer releases, coordinate bank account openings, manage ID card issuance, and provide details to support staff.
- Verify documents and conduct employment screenings/background verifications of new employees.
- Conduct employee satisfaction surveys, design reward and recognition schemes.
- Address employee grievances and resolve queries related to Leave policy and salary payments.
- Maintain the notice board with messages such as "Thought of the Day," Employee of the Month announcements, and articles on a weekly and fortnightly basis.
- Update Daily/Weekly/Monthly MIS reports, HR files, and employee information in various reports like employee databases and CVs, and prepare HR letters and certificates.
Full & Final Settlement and Exit Process:
- Conduct exit interviews for resigned, quit, or terminated employees.
- Manage Full & Final Settlement in coordination with the finance division and notify other departments upon an employee's departure.
- Analyze issues, provide warnings verbally or in writing, and take appropriate action up to termination for reasons such as continuous absenteeism, failure to meet targets, lack of ownership, etc.
Compensation:
- Coordinate manpower planning, induction, and cultural fit.
- Manage selection policies, attendance systems, exit interviews, transfers, and redeployments based on staffing projections.
- Handle salary negotiations, increments, and compensation administration.
Training & Development:
- Identify training needs, develop action plans for training, and measure effectiveness.
- Conduct managerial and technical training to enhance employees' skills.
- Organize customized training programs based on training needs analysis to improve manpower skills and efficiency.
I hope these details and definitions provide you with a clear understanding of the importance of HR in an organization.
Best of Luck
From India, Gurgaon
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671As we all know, the Human Resource Department is the foundation that helps organizations achieve their goals and objectives, providing the suitable workforce and ensuring smooth functioning.
Humans are an organization's greatest assets; without us, essential business functions such as managing cash flow, conducting transactions, communicating through various media, and interacting with customers would be impossible. The potential of individuals drives organizational success. In today's dynamic business environment, organizational changes affect both the business and its employees. To enhance organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed effectively. Human resource management plays a crucial role in ensuring that employees can meet the organization's objectives.
"Human resource management is responsible for how people are treated in organizations. It encompasses bringing individuals into the organization, assisting them in performing their duties, compensating them for their work, and addressing arising issues." There are seven key management functions of a human resources (HR) department that we will specifically discuss: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.
Roles & Responsibilities:-
Induction & Joining Formalities:
1) Plan, organize, and conduct induction programs, devise orientation plans for new joiners.
2) Complete joining formalities, i.e., collect the required documents, create login IDs for attendance, introduce and set Key Result Areas (KRAs) for new joiners, design reporting systems, and assign mentors based on respective departments.
Performance Appraisal:
- Participate in the Performance Review process, define roles, and develop role descriptions mapped against KRAs through a daily reporting tracker system.
- Manage the Appraisal process across levels and establish a framework to support the Performance Appraisal system linked to Reward Management.
Attendance, Payroll & Salary Administration:
- Maintain employee attendance in the Time Management System and generate attendance reports through the online system for salary processing.
- Coordinate with finance for the monthly payroll system, make necessary entries for new joiners, handle separation cases and unpaid leave.
- Follow up with the bank for timely salary crediting and issue salary slips.
HR Policies, Procedures, & Processes:
- Implement, review, redesign, and introduce HR policies.
- Maintain records of procedures, processes, and formats/forms aligned with organizational goals.
HR Administration & Welfare:
- Facilitate offer releases, coordinate bank account openings, manage ID card issuance, and provide details to support staff.
- Verify documents and conduct employment screenings/background verifications of new employees.
- Conduct employee satisfaction surveys, design reward and recognition schemes.
- Address employee grievances and resolve queries related to Leave policy and salary payments.
- Maintain the notice board with messages such as "Thought of the Day," Employee of the Month announcements, and articles on a weekly and fortnightly basis.
- Update Daily/Weekly/Monthly MIS reports, HR files, and employee information in various reports like employee databases and CVs, and prepare HR letters and certificates.
Full & Final Settlement and Exit Process:
- Conduct exit interviews for resigned, quit, or terminated employees.
- Manage Full & Final Settlement in coordination with the finance division and notify other departments upon an employee's departure.
- Analyze issues, provide warnings verbally or in writing, and take appropriate action up to termination for reasons such as continuous absenteeism, failure to meet targets, lack of ownership, etc.
Compensation:
- Coordinate manpower planning, induction, and cultural fit.
- Manage selection policies, attendance systems, exit interviews, transfers, and redeployments based on staffing projections.
- Handle salary negotiations, increments, and compensation administration.
Training & Development:
- Identify training needs, develop action plans for training, and measure effectiveness.
- Conduct managerial and technical training to enhance employees' skills.
- Organize customized training programs based on training needs analysis to improve manpower skills and efficiency.
I hope these details and definitions provide you with a clear understanding of the importance of HR in an organization.
Best of Luck
From India, Gurgaon
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