Highereducation

Author :- Jaymala

Human Resource (HR) managers interpret the progressive needs of the methodicalness and direct individual potential towards a common goal.

A full fledged Human Resource Department is headed by a Director of Personnel, with managers taking tending of recruitments, training (staff/ management) and inventiveness development.

Occupational/ industrial psychologists haw also form part of the team. In a small organization, one person haw handle many, if not all aspects of HR work.

In contrast, in a super corporation, the top human inventiveness executive usually develops and coordinates organisation programs and policies.

(A) The Prospects
Since almost all corporate offices and MNCs hit a full fledged HR department, finding a job in the business is relatively easy. One could be employed with any business in the manufacturing, services or software sector managing human inventiveness issues specific to that industry. Large organizations like HLL, Pepsi, Nestle, Ranbaxy Laboratories, Dabur India etc are leading recruiters of HR Managers.

HR specialists also impact with HR consulting
/ training organizations like Hewitt Associates, producer (compensation surveys), Omam Consultant, Ernst & Young and Price Water House. Leading Placement and Head Hunting firms include Kornferry, Heidrick & Struggles, Egon Zhender, Boyden, Amrop International, Accord and ABC Consulting. HR Professionals also often impact as independent trainers and consultants.

(B) The JobHR Managers are responsible for all tasks involving the direction of people’s skills, positions and action within the organization. These tasks can be grouped as:
1.) Recruitment and positioning of people at all levels within the organization
2.) Appraisals, promotions and internal movements
3.) Training and Development of individual and team skills within the organisation
4.) Employee services like leave management, health, impact related facilities, welfare services, etc.
5.) Labour and Industrial Relations

(C) Recruitment and positioning involves:
1.) Preparing a plan indicating how much staff an methodicalness needs to recruit, retrain, designate or reduce at what levels
2.) Preparing job descriptions and organisation specifications



3.) Advertising, screening applications, interviewing and investigating applicants, obtaining references and selecting or rejecting candidates
4.) Traveling to college campuses to interview and enlist new people
5.) Networking with people, organizations, positioning agencies and head-hunters
6.) Keeping in touch with organisation policies to discuss wages, benefits and promotional policies with fresh candidates Some organizations lease occupational psychologists to carry out the investigating and evaluating procedures for recruiting candidates.

(D) Training involves:
1.) Induction training i.e. artful and developing training programs for fresh entrants on the organization, its culture, their role and responsibilities
2.) Assessing and identifying the training needs of people at all levels in the organization. Needs could be technical and skill based: selling skills, product knowledge, negotiation skills etc OR they could be behaviour oriented: motivational, team-based or self-based
3.) Researching and artful training programs
4.) Conducting training programs through exercises, models and discussions with small and super groups of people
5.) Constantly monitoring the power of training.
6.) Independent trainers also market and negotiate their services with client companies

(E) Managing Appraisals includes:
1.) Researching the appraisal needs of managers
2.) Designing a useful appraisal methodology and program that meets these needs
3.) Implementing the appraisal program
4.) Advising direction on individual assessments and internal movements

(F) Employee services include:
1.) Managing welfare services such as leave, upbeat services, facilities for sports, social facilities, staff counseling, accord assist initiatives etc.

(G) Industrial and Labour Relations tasks, in manufacturing and factory set-ups, include:
1.) Negotiating with trade organization representatives for pay, perks and other conditions.
2.) Labour Relations Officers as well as Labour lawyers are generally engaged in this function.
3.) Advising direction on related matters.