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Ch5- Staff Role of the Human Resource Department

Ch5- Staff Role of the Human Resource Department

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Published by Naheed Wazir
ASIF JAMIL MARWAT MBA(HRM), IMS, UST BANNU, PTCL BANNU REPORT 2010
ASIF JAMIL MARWAT MBA(HRM), IMS, UST BANNU, PTCL BANNU REPORT 2010

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Categories:Types, Business/Law
Published by: Naheed Wazir on Nov 04, 2010
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08/12/2011

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Internship Report On Pakistan Telecommunication Company Limited
 
Chapter #05STAFF ROLE OF THE HUMAN RESOURCE DEPARTMENT
The Human Resource department of the company operates in an auxiliary,advisory, or facilitative relationship to other departments in the organization. Any staff unit, whether it be personnel or otherwise, exists to help the line effectively. It has beencreated in the first place to take advantage of specialized talent and knowledge.The H.R department of the company generally performs the following roles:
Policy Initiation and formulation
Advice
Service
Control
POLICY INITIATION AND FORMULATION
The SEVP of the H.R. Department is the individual most actively involved in policy revision to cover recurring problem or to prevent anticipated problems. Ordinarilythese are proposed to the president of the company, and it is up on the latter’s authoritythat the policy is actually issued. When proposing a new or revised policy the personneldirector must analyze problem that have occurred in the past, survey other companies todetermine how they handle similar situations, discuss the matter with colleagues andsubordinates and give due consideration to the prevailing philosophy in the organization.
ADVICE
A major portion of the activities of those engaged in staff personnel work is in thenature of counsel and advice to line manager. Countless examples can be given. A shopforeman may be confronted with a grievance over distribution of overtime. Another foreman may have the problem employee who he feels should be disciplined or evensuspended. At the time of the annual review of all salaried personnel for possible payincreases, the operating manager plays a key role in advising operating manager on theIMS, UST BANNU24
 
Internship Report On Pakistan Telecommunication Company Limitedadministration of the program. An apparent concerted slow down may occur in theassembly department. It may have been instituted by the union in retaliation for thecutting of piece rates the week before. How should production supervision handle thissituation?The H.R. Managers and their staffs are expected to be fully familiar with H.R. policy, the labor agreement, past experience and the needs and welfare of both thecompany and the employees in order to develop a sound solution. Successful personnelspecialist must be people centered. They must be feeling sensitive, wants, and motives of other people. At the same time they must continually be cognizant of their obligation to preserve the structure and functioning of the organization. In fact, this really is theessence of H.R. management. Management must seek to so direct and coordinate theefforts of the people that the goals of the organization are achieved while at the same time providing need satisfactions for the members of that organization.
SERVICE
The service responsibilities of the H.R. department are apparent when oneexamines such things are as the employment, training, and benefits functions. The tasksof recruiting, interviewing and testing job applicants are performed in the H.R. Dept.Training programs are planned, Organized and often staffed through the H.R. Dept. H.R.Dept must see that adequate instructional materials and facilities are available. Once pension and insurance programs have been setup, all claims must be through the H.R.Dept. The maintenance of adequate employee records is a service function that permeatesall functional specialties within the personnel field.
Control
The H.R. Dept carries out important control functions. It monitors the performance of line department and other staff departments to ensure that they conformto established personnel policy, procedures, and practices. The control function of the personnel department is quite comparable to the activities of a quality control group thatmeasures product variables to ensure conformance to engineering specifications or to theIMS, UST BANNU25
 
Internship Report On Pakistan Telecommunication Company Limitedactivities of the auditing staff that inspects accounting records to ascertain conformancewith prescribed standards.
HUMAN RESOURCE DEPARTMENT FUNCTIONS
H.R. Management activities are carried on both by the staff H.R. Dept and byoperating management in the course of directing the activities of the work force.Variation from the pattern described may occur in particular companies because of special circumstances.This function includes recruitment, selection, and induction into the organization. Theinitial decision to add someone to the payroll is made by line management. It is also itsresponsibility to determine the content of the job to be performed and the employeequalifications necessary to perform the job satisfactorily. Very commonly, statements of  job content and employee qualification have been previously worked out jointly betweenline management and the H.R. Dept. These are recorded in the form of job descriptionsand job specification. The H.R. Dept must develop and maintain adequate sources of labor. It must set up and operate the employee selection system, which may includeinterviews, selection tests, a medical examination, and reference checks. Quite commonlythe role of the H.R. Dept is one of screening with the final decision to hire or reject beingmade by the supervisor who requested the new employee. However, in the case of large-scale hiring program of unskilled or skilled workers, the H.R. Dept is commonly grantedfull and final authority to make the hiring decision. The new employee’s supervisor bearsimportant responsibilities for introducing his/her to the new work environment. This isoften called orientation.IMS, UST BANNU26

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