PRAMUKH GROUP

1. WHY THE SYSTEM IS SO IMPORTANT?

2. WHY NEED HUMAN RESOURCE DEPARTMENT?
3. WHY THE HUMAN RESOURCE DEPARTMENT IS SO IMPORTANT?

PRESENTED BY:
HUMAN RESOURCE DEPARTMENT
DATE: 06.07.2021
PLACE: SILVASSA
 Business System: Needs to develop &
follow them
What exactly is a Business System?
A system is a procedure, process, method, or course of action designed to achieve a specific result. Its
component parts and interrelated steps work together for the good of the whole. Creating effective
business systems is the only way to attain results that are consistent, measurable, and ultimately benefit
customers.
Systems are the essential building blocks of your company, whether you realize it or not. Every facet of
your business—in the store, the workshop, or the office—is part of a system that can be managed or
improved by applying correct principles and each producing the daily results you need to be successful.
Having effective business systems is the only practical way to manage the important details of your
operation. These details are found in lower-level subsystems. For example, your marketing system may
have a subsystem called lead generation. The lead generation system could have subsystems such as
direct mail, telemarketing, or radio advertising. Systems and subsystems are the workhorses that deliver
consistent results, even when you’re not around.
 The “Magic Formula” for Success
 Good systems take waste and inefficiency out of your business and help you give
customers what they want every single time. They are the solution to weak sales growth, low
profit margins, customer dissatisfaction, poor performance, excessive costs, inadequate
cash flow, employee turnover, and daily frustration.
 A systems approach to building an organization eliminates generalized solutions, seat-of-
the-pants operations, employee discretion, and everything else left to chance. These
hindrances are replaced with detailed procedures, performance standards, and
accountability. You are saying to your employees, “This is how we do it here!”
 “Organize around business functions, not people. Build systems within each business
function. Let systems run the business and people run the systems. People come and go but
the systems remain constant” .
 Remarkable Systems are Everywhere
 Our natural world is a great example of systems at work—solar systems, ecosystems, weather systems, bodily
systems, and so forth. Man has wisely followed this pattern to solve problems and make extraordinary
advancements.
 Companies have built their fortunes on one or more remarkable systems that serve customers better than anyone
else in their target market.
 If an employee is absent, another member of staff will be able to follow the system relating to the absent employee’s
job role, ensuring your business will continue to run smoothly
 Having systems in place will aid staff training and/or new starter training
 Having systems in place will ensure a role is always carried out to a precise standard
 Customers or Clients will receive the same level of service, time and time again
 You will be able to manage your employees more effectively and monitor that all tasks are being performed
 EFFECTIVE BUSINESS SYSTEM & VALUE

Effective business systems can be created for all kinds of work performance that occur in organization. As we
formalize our systems, the time we spend focusing on the details of a job become invaluable; as we critically
examine each step of a process, we are also determining whether certain areas need to improvement. This is a key
component of the process because business systems need to be reviewed and improved as the ways of doing
business change.

Reasons that effective business systems provide value:

 Systems provide consistency: With business systems, we can produce the same products and services
with the same level of consistency. Once we have created our systems and written down the sequential steps,
our employees can follow the proper procedures consistently. We can monitor these processes and improve
when necessary. The people who benefit the most from having systems in place are our customers who know
what to expect from your business.
 Change is easier to accomplish: Systems make a business predictable. So when change impacts our
business–which may often occur–then knowing what business systems need to be modified becomes easier. We
will know the current work process and can predict how change should be handled while still maintaining
our systems.
 Training new employees becomes easier: New hires can be quickly integrated into our business when
there is a written set of procedures for them to follow and they know exactly what is expected from them. It
becomes easier to gauge the effectiveness of an employee when we have a measurable set of guidelines to review.
 Allow staff to focus on what they do best: Allowing people with specific skills, knowledge, and abilities
to be responsible for those parts of the business allows for better quality of work; everyone then can focus on what
they do best. Once business systems are established and implemented, activities can be performed on “autopilot.”
Repetitive activities in our business become routine, and we can focus on activities with higher payoffs.
 Create value: Systems are what make businesses grow, flow, endure, and sell. This makes a business purchase
more enticing and more valuable because the systems become tangible assets. Businesses that effectively follow
systems find themselves winning against their competition.
By systemising our business, we will obtain a comprehensive insight of how every aspect of our
business works enabling us to manage our teams more effectively, and by implementing systems, our
business will continue to evolve and grow.
 Why need human resources (HR)
Department?
 The HR (Human Resources) department is a group who is responsible for managing the employee life
cycle (i.e., recruiting, hiring, on boarding, training, and firing employees) and administering employee
benefits.
 People are greatest resource. Treating employees fairly and providing them with opportunities to grow will
help achieve ideas and hit  business goals. This is something that HR is well-placed to help with.
 Human resources (HR) is the umbrella term used to describe the management and development of employees
in an organisation. Ultimately, it’s all about increasing employee performance. HR plays a significant role in
developing positive Organizational culture  and improving employee engagement and productivity.
 Consider the consequences of poor HR. When employees don’t feel supported, aren’t being given
opportunities, work long hours, and so on, their motivation to perform is impacted.
 Under deliver on effective HR and you’ll see a knock-on effect on your bottom line. People, culture and
business success go hand-in-hand.
 Reputation as an employer is influential in attracting talent. It also impacts on customers. E.g. Uber.
 Why is human resources (HR) Department
important?

HR might be the most confusing department in your whole organization—everyone knows they’re
important, but very few employees know why.
 How does HR support employees?
 Providing career growth
 Offering continuing education
 Training and supporting managers
 Supporting health and wellness
 When you (or a co-worker) experience harassment or discrimination
 When you have questions about benefits or rights guaranteed by labour law
 When your personal circumstances change
 When you have questions about advancing at the company.
 When you need an objective third-party to work through a work-related issue.
 Key Objective of Human Resources
Department

Sr.No. HRM OBJECTIVES SUPPORTING FUNCTIONS

1 Social Objectives Legal compliance, Benefits, Union Management
relations,

2 Organizational Objectives HR Planning, Employee relations, Selection, T & D,

Appraisal, Placement, Assessment.

3 Functional Objectives Appraisal, Placement, Assessment.

4 Personal Objectives T & D. Appraisal, Placement, Compensation,

Assessment.
Key Functions of Human Resources
Department

Managerial Functions Operative Functions

1. Planning 1. Integration: Motivation, Job Satisfaction, Grievances,
Collective Bargaining, Conflict Management, Discipline,
Participation of employees.
2. Organizing 2. Procurement: Job Analysis, HR Planning, Recruitment
& Selection, Placement, Induction, Transfer, Promotion
Separation.
3. Directing 3. Development: Performance appraisal, Training,
Executive Development, Career planning & Development.
4. Controlling 4. Maintenance: Health & Safety, Social Security, Welfare
schemes, Personal records, Personal research and audit.
  5. Compensation & Benefits: Job evaluation. Wages &
Salary, Bonus & Incentive, Payroll.
 HRM: CONCEPT OF ROLE FUNCTION

 Core HR  IR/ER  WELFARE  ADMINISTRATION

(HR Manager) (Fire Fighter) (Care Taker) (Administrator)
 Manpower Planning  Statutory Compliance  Canteen Management  Transport facilities
 Organizational  Relationship with Unions,  Hospital/ First Aid  Establishment
Structures employees, Government  Transport  Accommodation
 Compensation agencies, local bodies.  Welfare schemes  Security
Package  Negotiation  Schools  Miscellaneous work
 Training  Labour Laws Implementation  Functions of
 Appraisal  Court Proceeds Organizations
 Organizational  Discipline
Development  Time office Management
 Personal Records
 Management
Representative
 
 
 
 Roles & Responsibility of HR Manager

SR.NO. ROLES RESPONSIBILTY

1 Assistance To Top Management

2 Advice To the Line Managers to dealing with Personal matters of staffs

3 Counsellor Attends problems & Grievances of employees and guide them

4 Mediator Between Management and Worker

5 Spokesman Representative of Organization
 “If you don’t like
something, change It. If
you can’t change It, change
your attitude.”