This action might not be possible to undo. Are you sure you want to continue?
Human resource (HR) department deals with wide range of activities from strategic planning level to the day to day operations level. Therefore defining roles and responsibilities of HR manager is a quite complex task but some of the functions carried are summarized below.
Involvement in the strategic planning process
HR manager gets involved in the strategic planning process of the organization and identifies HR as a core competency of the organization. When HR is assumed as a core competency HR becomes a competitive advantage for the organization and HR manager is responsible of developing the HR of organizations to bring the stated competitve advantage to the organization.
Forecasting the labour requirement
The HR manager holds the responsibility of forecasting the labour requirement of the organization in the future based on the future level of sales/production level of the organization. The labour forecast may identify the need for need for hiring or firing employees.
Recruitment Once the labour forecast is done organization can identify the need for more labour in the organization if the existing workforce is not sufficient to handle the future workload. In such a situation HR manager has to recruit new potential candidates to fill the vacancies. Recruitment is the process of creating a pool of potential candidates who can be employed to fill the vacancies.
Selection Selection is the process by which the most suitable candidate is selected from the recruited pool of candidates. Selection is done by carrying out various types of tests and interviews. HR department/manager is responsible of selecting the most suitable employees to fill existing vacancies.
Induction is the process by which new employees are made familiarized with the organizational environment. Once the employees are selected they need to be introduced to other staff of the organization and they should be given necessary guidelines about the organizational culture and the procedures.
Training Once the employees are done with the induction they become an employee of the organization but the skills they possess may not be adequate to carry out required tasks. The need for training arises when the there is a gap between expected level of skills and the current level of skills of an employee. If a there is a training need HR department has to design training programs and execute them.
Motivation HR manager is responsible of motivating employees to carry out their duties of a timely and accurate basis. Performance Appraisal
This is where the employees performance are evaluated based on expected level and the actual level of the performance. HR department needs to design performance appraisal systems to appraise the employee performance on a fairly manner.
PEOPLE AND HRM Strategic perspective Organisation design Change management Corporate Wellness management PEOPLE ACQUISITION AND DEVELOPMENT Staffing the organization Training & development Career Management Performance Management Industrial relations ADMINISTRATION OF POLICIES . The core roles of human resource management are PLANNING AND ORGANISING FOR WORK. Manpower Planning 2. HR department need to listen to grievance and should come up with solutions to solve problems. HR department has to manage this process. Managing employee grievance HR department needs to accept the grievance and complaints submitted by the employees about their problems.Once the employee performance evaluation is done HR department needs to design good employee rewarding packages to reward well performing employees. HR department needs to hear those complains and make necessary steps (advising/punishing employees) to solve those issues. bribery. Managing Carrier Growth of employees/Promotions HR department is responsible of managing the carrier growth of employees where they needs to promoted in the carrier ladder if they are suitable to fill existing vacancies in high ranks of the organizational structure. Managing redundancy When the organization decides that thy no longer need the service of certain employee they need to be sent to be given the redundancy notices and have to be paid the redundancy charges. These rewards could be of monetary or non monetary in nature. misbehavior and so on. PROGRAMMES & PRACTICES Compensation management Information management Administrative management Financial management 1. Managing complains about employees There can be complaints about employees regarding poor performance. Recruitment .
numbers of patents or on rates of peer-reviewed publications. Payroll & Timekeeping 10. R&D activities are conducted by specialized units or centers belonging to companies. public and reflect risk. Performance Management 9.9%). In the context of commerce. longer-term activities in science or technology. Statistics on organizations devoted to "R&D" may express the state of an industry.3. firms must continually revise their design and range of products. In an industry that is changing fast. In general. universities and state agencies. which establishes what is needed. safety-critical mechanisms (aircraft) or high technology military armaments. and networks to tap into the innovations of others. Market research is carried out. If the development is technology driven then it is a matter of selling what it is possible to make. Labor Relations & Disicipline Management 7. Generally such firms prosper only in markets whose customers have extreme needs. acquisitions. The extreme needs justify the high risk of failure and consequently high gross . Some common measures include: budgets.1%).. a typical ratio of research and development for an industrial company is about 3. Although Allergan (a biotech company) tops the spending table with 43. scientific instruments. This is necessary due to continuous technology change and development as well as other competitors and the changing preference of customers.4% investment. because they are continuously maintained.S. (14. such as medicine. and only produces goods that are known to sell.5% of revenues. Companies in this category include pharmaceutical companies such as Merck & Co. A system driven by marketing is one that puts the customer needs first. the degree of competition or the lure of progress. "research and development" normally refers to future-oriented. Personnel Movement 8. and engineering companies likeEricsson (24. Training & Career Development 6.1%) or Novartis (15. a firm must rely on strategic alliances. In the U. using similar techniques to scientific research without predetermined outcomes and with broad forecasts of commercial yield. hence possessing a natural advantage in the market place. The product range is developed so that production processes are as efficient as possible and the products are technically superior. Compensation & Salary Administration 4. A high technology company such as a computer manufacturer might spend 7%. Benefits Development & Administration 5. Without an R&D program. Such companies are often seen as credit risks because their spending ratios are so unusual. Organization Development Role of R&D Investment New product design and development is more often than not a crucial factor in the survival of a company. Bank ratios are one of the best measures. anything over 15% is remarkable and usually gains a reputation for being a high technology company.
. computer-aided design software. electronic designs and mechanical subsystems. gross profits will be as much as 90% of the sales cost. That is. high tech organizations explore ways to re-purpose and repackage advanced technologies as a way of amortizingthe high overhead. Research has shown that firms with a persistent R&D strategy outperform those with an irregular or no R&D investment programme. because so many individual projects yield no exploitable product. They often reuse advanced manufacturing processes. On a technical level. specialized embedded software. expensive safety certifications.margins from 60% to 90% of revenues. Most industrial companies get only 40% revenues. with manufacturing costing only 10% of the product price.
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue listening from where you left off, or restart the preview.