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Human resources functions deal with the management and organization of employees.

Human resources management is responsible for recruiting, hiring, firing, and training employees. It also develops and implements company policy. In many cases, developing the ideal human resources strategy requires assistance from outside the company. By making use of human resources consulting services like HGS, it is often possible to discover key elements that only an outsider would notice. The purpose of Human Resource Management (HRM) is to hire, train and develop staff and where necessary to discipline or dismiss them. Through effective training and development, employees at Enterprise achieve promotion within the company and reach their full potential. This reduces the need for external recruitment and makes maximum use of existing talent. This is a cost-effective

way for a business to manage its people.

employees get the appropriate training.

Due to the fluctuating economy as well as local and global advancements, there are many changes occurring rapidly that affect HR in a wide range of issues. In the Survey of

The human resources department oversees most aspects of an organization's employee relation responsibilities including recruitment, hiring and termination. The department makes sure the employer has complied with employment and labor laws in making the decision to fire an employee. It also ensures worker's rights are protected during the termination process. The human resources or human relations department oversees a number of functions within the organization, including hiring, training, monitoring certain policies and even handling disputes. In addition, the human resources department must keep company employees updated on certain laws, such as safety and discrimination. Therefore, it is essential that all human resource managers and

Global HR Challenges: Yesterday, Today and Tomorrow, conducted by

PricewaterhouseCoopers on behalf of the World Federation of Personnel Management Associations (WFPMA), several challenges for human resource management were revealed. This survey, which concluded that "despite national and regional differences, there was remarkable unanimity," disclosed the following top 10 human resource management challenges: Challenges 1. Change management 2. Leadership development 3. HR effectiveness measurement 4. Organizational effectiveness 5. Compensation 6. Staffing: Recruitment and availability of skilled local labor 7. Succession planning 8. Learning and development 9. Staffing: Retention 10. Benefits costs: Health & welfare % of Companies 48%




24% 24%




Human Resources core competencies Excerpts 1. Understand the business HR people need to deeply understand the market their organization operates in. They have to intimately know their products and services, their cost structure and the customers and their needs. On top of these data, it helps, if they know their customers from first-hand experience. 2. Assessment skills This is the core competence of successful HR managers. Still today, many hiring experts have not had a formal

training in this field. At Targobank we trained all HR Generalists to be able to design relevant job specifications, to build rapport with the candidate in the interview, to use a proven interview structure, to build hypotheses about the candidates and verify them and to evaluate all candidates in a fact based, professional manner. After the training we set a process in place in which the participants were later certified based on real live interviews they conducted. 3. Talent Management Who do we want to develop, for which roles, in what time frame and through which interventions - these are some of the key

questions HR professionals have to be able to answer as they manage the talent in their organization. The most successful learning experience is provided when potentials are given an opportunity to manage an important project, take on a leadershipo role or are involved in a turnaround situation. The definition used for potentials is according to Wildenmann the ability to process complexity, the motivation to solve the unsolved, the desire to influence social systems and the ability to learn. 4. Influencing HR professionals will not be able to contribute, if they are ineffective influencers. Most of them, however,

have never learned how to influence others. We worked with an organization from the U.S. called Vital Smarts to help our HR population to be able to define the results they want to achieve, to describe the vital behavior it takes to get there and to understand and to influence the personal, social and structural motivations in a change process. 5. Emotional Intelligence Since Daniel Goleman developed his concept of EI, it has been proven in different studies that managers and employees who have the abilty to apply the different elements of EI are more successful than others. The five competencies are: self

reflection knowing ourselves, self regulation controlling ourselves, motivation being responsible for ourselves, empathy relating to others, social skills building relationships with people on different levels.