Tag: Human Resource Planning

Posted on by Wifi Attendance Super Admin

Human resource is the corner stone of every company and they have many roles and responsibilities to bear on the shoulder. HR decisions and practices have a great influence in improving the organizational performance.

Many companies have underestimated the role and responsibilities of an HR in their firm in the first place but later paid for it in the long run.

roles and responsibilities of hr

HR department adds a lot of value to a company in terms of time and money management and of course employee management which is the key to productivity.The roles and responsibilities of HR are not just limited to a particular domain but it is spread over the overall functionality of a company.

Their role will slightly differ depending on the size of the company and type of industry but it is more than just administrative responsibilities which is a common misconception. It ranges from human resource planning, recruitment and selection, employee support and welfare to ensuring personal well being, health and safety of employees and a lot more.

Here let us have a look at some of the key roles and responsibilities of HR in a company’s day to day function and for the ultimate success and productivity in the long run.

Table of Contents

1. Proactive human resource planning

human resource planning

  • This is one of the key roles of HR department that requires a very good understanding about the future requisites of the company.
  • This is all about strategically planning the type of employees needed for the firm as well as the number of employees needed to get things done smoothly in the short run and long run.
  • Understanding what the organization needs today and what it will need tomorrow and planning accordingly is the key and this in fact lays the foundation for all other HR functions.

2. Recruiting the right candidates

Recruiting the right candidates

  • This is a crucial function of HR professionals which may determine the future of project success and organization productivity. Setting up the right sourcing strategies and building a strong employer brand is the key to attract more qualified employees to the company.
  • However, devising optimal strategies to filter and choose the right candidates with best potential gives the actual results.
  • They have to make use of mass communication mediums to reach out to potential candidates and later aggregate, filter and coordinate the applications to find the relevant ones. Moreover, they should play the role of a mediator between a candidate/employee and company and bring in harmony.

3. Flawless performance management

performance management

  • Making sure that the employers are engaged and staying productive comes within the key roles and responsibilities of HR Creating opportunities for open feedback, good leadership as well as setting the goals clearly matters a lot to assure flawless performance management.
  • This includes comprehensive annual performance review by managers and 360 degree feedback from subordinates, peers and even customers that rates where an employee stand and what improvement is needed to excel further.
  • HR department can consider these values while choosing the right candidates for the firm in the next recruitment which makes things easy.

4. Training and development

Training and development - roles and responsibilities of hr

  • Just like choosing the best candidates, giving them proper training and development in order to make them fit with essential skills for the changing needs of the organization is important.
  • It is the role of HR to rightly use the budget kept apart for learning and development and distribute it optimally among the employees.
  • Investing the money for the right employees and for the right skills is the key and HR professionals should be able to lead it in the right direction.

5. Effective and timely career guidance

timely career guidance

  • HR department is expected to work on the proper career planning and guidance in a timely manner to get the best out of the employees.
  • They have to engage and retain the right employees by helping them understand how their personal ambitions can work in line with the organization’s future.
  • This is also important in building a stronger employer brand, higher productivity and better succession planning.
  • Unlike in the initial times when they grade employees based on checklist performances, they are actively participating in their career growth by helping them to identify their areas of improvement and recommending specific action steps to see results.

hr app

6. Resolve conflicts

Resolve conflicts - roles and responsibilities of hr

  • This is one of the major areas that need the attention of HR people. Conflicts can occur at any time within an organization as people with different mindsets and diverse culture are working together as a team.
  • If not resolved in a timely and efficient manner, such small conflicts can affect the harmony within the company which in turn can affect the productivity.
  • It is the role of the HR manager to intervene at the right time and map out a solution before things get worse. Being judgmental is not advised and a proper investigation needs to be performed before coming up with a practical and unbiased decision.
  • Strict actions have to be made against the defaulter and reimbursement can be asked for in case of any loss so that no one would dare to do the mistakes again.

7. Handling rewards framework

rewards framework

  • Motivating the employees for the excellence in works gear them up to perform at their best every time. Rewards are not just about giving hike in salary but it is also about providing a good status and recognition and ensuring awesome growth and career opportunities.
  • The roles and responsibilities of HR include assuring job satisfaction of employees in return of their hard work in terms of assuring a satisfying work-life balance and letting them know that they are valued.

Some of the functions in rewards management include:

  • Formal performance appraisal
  • Fair compensation and contingent pay
  • Employee benefit management

8. Ensure health and safety in workplace

roles and responsibilities of hr

  • Creating health and safety guidelines for employees and implementing it as part of company culture is a main function of HRM. Their role ranges from ensuring no cyber bullying at work to providing support for domestic violence victims.
  • Moreover, they can even set up policies to foresee the personal well being of employees which offer a helping hand when things won’t go as planned for them.

9. Maintaining a good work culture

Maintaining a good work culture

  • This is a very important role of HR to assure utmost comfort for employees by ensuring a safe, healthy and fun working atmosphere.
  • It would be good to have an open door policy where employees can communicate freely in a friendly ambiance and the working atmosphere is sure to enhance their performance to a great extent.
  • Building a good rapport with the employees is important and policies should be developed to ensure that all employees are treated equal irrespective of caste and gender.

To ensure a good work culture, they have to do the following:

  • Proper information sharing policies
  • Developing job rotation policies
  • Performing attitude surveys
  • Building strategies for effective employee relations

10. Administrative responsibilities

Administrative responsibilities - roles and responsibilities of hr

  • Apart from the creative and strategic functions, HRM should also handle the administrative responsibilities which are very important for a smooth functioning of a firm.
  • This includes everything from handling of relocation, promotions, performance improvement to ensuring discipline. The HR department has to work in unison to develop policies and procedures to handle the administrative functions without fail.

Some of the key responsibilities include:

  • Development of workplace policies
  • Compensation and benefits administration
  • Setting rules for promotion
  • Dealing with laws affecting employment
  • Being aware of external factors

Read Also: 10 Benefits of Studying Human Resource Management in 2020

11. Roles and Responsibilities of HR Executive

Roles and Responsibilities of HR ExecutiveThe following are the roles and responsibilities of a HR executive in a company.

  • Direct all hiring and training procedures for new employees
  • Administer or change benefits, health plans, retirement plans, etc.
  • Work with company CEO and/or Director to plan HR initiatives
  • Monitor employee progress and stay up-to-date with company climate and culture
  • Educate, train, monitor, problem-solve, and ensure that the company HR policy is followed across all employees, managers, and executives

12. Roles and Responsibilities of HR Recruiter

Roles and Responsibilities of HR RecruiterHere are some of the roles and responsibilities of a HR recruiter

Roles

  • Finding potential candidates
  • Candidate screening
  • Interviewing
  • Conducting reference and background checks

Responsibilities

  • Partner with hiring managers to determine staffing needs
  • Screen resumes
  • Perform in-person and phone interviews with candidates
  • Administer appropriate company assessments
  • Maintain relationships with both internal and external clients to ensure that staffing goals are achieved

13. Roles and Responsibilities of HR Manager

Roles and Responsibilities of HR ManagerThe following are the roles and responsibilities of a HR manager in a company

Roles

  • Recruitment
  • Training
  • Resolve conflict
  • Maintain work culture
  • Design and implement performance appraisals

Responsibilities

  • Set objectives for the HR team and track progress
  • Design and implement company policies
  • Develop compensation and benefits plans
  • Support and suggest improvements to the entire recruitment process
  • Host in-house recruitment events
  • Coordinate and supervise the work of specialists and support staff

Conclusion

If you are looking to become a great HR professional, you need to understand that there are no set guidelines for the roles and responsibilities of HR in a company. Even when the job description demands a few, the role is not just limited to it.

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It needs more creativity, strategic planning and more importantly doing what is actually needed in an optimal way at the right time.

Some of the key skills quality HR professional includes:

  • Teamwork and collaboration
  • Decision-making skills
  • Leadership and interpersonal skills
  • Organizational skills

Unlike past days, modern HR professionals are considered as pillars or leaders of an organization and they are recognized for what they do.

The success of various initiatives within a company has unseen hands of HR specialists who adjust and monitor organizational activities in a timely manner. The mission, values, vision, and goals of a firm are not just framed in one day but as a result of constant and continuous effort and dedication of the HR team.

Posted on by Wifi Attendance Super Admin

Employee retention is one of the key concerns for HR in every company. While some percentage of attrition is unavoidable and even healthy, nobody wants to lose high performers. After all it can cost upto 200% of annual salary to replace a high skilled employee.

Average attrition rates differ from industry to industry. Government organizations typically have low attrition rate whereas industries like staffing and hospitality can have attrition as high as 300%. Attrition also changes along the hierarchy. Positions at lower end typically have higher attrition than mid and top-level management positions.

Here are some ideas to consider if you want to keep attrition at your company under control.

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  1. Frequent Appraisals

According to Glassdoor, 35% of employees surveyed said they would look for a job if they did not receive a raise within the next year.

We all know that the months post appraisal, are when employees are most likely to leave. If they think that appraisals do not match their expectation they had, they will start looking for jobs in the market. For this reason it is important that managers and HR manage expectations throughout the year and not just during appraisal month.

Hold regular performance discussions so that there are no unwanted surprises at the end of appraisal cycle. Quantify as many KRA as possible.  Employees are less likely to be disappointed when their numbers have been discussed with them regularly.

If your company policy permits, its also a good idea to have appraisals semi-annually or quarterly. This keeps employees motivated and they are less likely to leave.

  1. Team Building Activities

People are less likely to leave if they are having fun at work and feel attached to their co-workers. Everyone loves to work with in a close knit team and would not want to give up friendships they have built in office.

Outbound trips, employee engagement activities and corporate events are good ways to forge friendships at workplace. Games, dance events and competitions infuse fun in your culture and improve employee engagement.

  1. Stock Options

This is a good way to retain employees if your company is in start-up or growth phase. ESOP or employee stock options give employees a sense of ownership and belongingness. They are the engines driving your growth so it is also a just compensation for small and mid-size businesses that cannot afford big paychecks.

Stock option of company with growth potential will retain employees. They are more likely to stick around till the company has made it big and their stock is worth a significant amount.

  1. Work Environment

Company culture is another factor that affects retention.  Although most people think of Google offices when it comes to good culture not every company can allow pets and bean bags at office.

The idea here is not to copy the cultures of other companies but to have a strong culture of your own. By strong we mean that the environment is positive and your core values are clearly reflected in everything that you do.

Some values that contribute to positivity at workplace are transparency, safety of workers, credibility and integrity. There is no ‘culture formula’ that fits all companies but one should avoid culture that lead to office politics, inefficiency, jealousy, harassment.

A toxic environment is the quickest way to send away your best employees.

  1. Referral System

Referral system is a great way to encourage employee bonding and maintain your company culture. Because your employees know the culture of the company they are likely to invite only those friends who fit within your organizational culture. What’s more is, the person hired is more likely to stay because he is now working with his friend.

  1. Job Role Change

Another reason why people quit their job is monotony. Doing the same job for years together, can get boring and uninspiring. People tend to think of career or role change in such a scenario.

What if you could give them this opportunity within the organization? Start an internal job postings portal for employees looking for a change. Not only will you stop employee attrition but you will also fill another position without having to spend on recruitment, training and orientation.

Some companies also have a policy of job rotation every few years. This keeps the work fresh for employees and brings in new ideas into each department.

  1. Learning & Development

According to Udemy, 46% of employees said that learning & development is the most important benefit when deciding where to work. People want to get better and learn more skills in order to advance their career. In-fact self-actualization is the highest of needs in Maslow’s pyramid of human needs.  So once you have taken care of financial and belonging needs of your workforce this is the next obvious step.

Employees are more likely to stick around if your company takes care of learning and development by regularly investing in people. This lets the employees know that you care for them and are committed to keeping skilled people in the organization.

  1. Managerial Training

Nearly half of employees said they’ve quit a job because of a bad manager, 56% think managers are promoted prematurely and 60% think managers need managerial training (Udemy).

Managers are the face of the company for your employees. They are the ones who interact with them day to day and have to get the work done. Incompetent managers increase stress for everyone and struggle at motivating their team.

Incompatibility with managers is one of the common reasons for employees to leave their job. Every team member requires a different kind of approach by managers and you must invest in training your manager if exiting employees are citing their reporting manager as a reason for resignation.

  1. Flexible Work Options

Expectations about work-life balance are changing as younger generation enters the workforce. 86% of employees between the ages 18-34 said they’d sooner sign a contract with remote work options.

There are plenty of freelancing opportunities and digital business options now available. People do not see the need to go to an office for a strict 9 to 5 job. Incidentally, this is profitable even for companies as it cuts office premise cost and conveyance time.

You must work on flexible work options if you are to remain competitive in market today. Work from home, flexible working hours and remote working are soon going to be a norm in many industries.

  1. Feedback Loops

Nobody wants to leave their well paying job if there was a way to work around problems of a job. Many companies don’t have any feedback mechanism and loose employees because they have no way to resolve their issue.

By collecting regular feedback on employee engagement you can avoid the employee drain that is coming in the future. Give you employees a change to voice their concerns so that they do not have to take the extreme step of quitting their job.

Establishment of employee redressal cell, anonymous feedback, harassment cells helps to solve problems early and retain your best performers

Conclusion

Employee retention is getting increasingly difficult in today’s competitive market. Employee retention and engagement is an important department within HR for this very reason. Based on your industry, size of company and workplace culture, you may pick up the most suitable ideas from the mentioned.

Posted on by Wifi Attendance Super Admin

Any business owner understands and appreciates the importance of a Human Resources (HR) business plan. While a good strategic vision and an overall business plan are important, the HR plan is also essential for securing success in business.

In the absence of a human resource plan, your staff will not be prepared and will not work in accordance with the goals of the organization. When the need arises, hiring new employees will be a challenge and you won’t be ready for turnover and succession planning to manage your company.

The following five steps help you plan your human resource in style and ensure that your company is ready to tackle all sorts of staffing and management issues:

1. Know the Abilities of your Employees

Before you prepare your human resource plan and set out to hire new employees in the future, it is essential that you evaluate the skills and abilities of your current workforce.

The data you collected at the time of hiring will have most of the information available, such as educational qualifications, past experience, skills, projects they have administered to you etc.

This can act as a stepping stone in knowing what your employees are capable of. Additionally, a lot of employees you would be working with currently will have skills and talents that you are unaware of and haven’t been used to your advantage.

How to get information about such skills? Just ask! Have a conversation with your employees and identify their strengths. Employees appreciate such dialogue when you take interest in their potential. Record this information and use it in a manner that it can easily be accessed later.

2. Prepare a Succession Plan

Every business organization undergoes changes in management. This is something that cannot be avoided. Managers will join and leave, positions will be open, and new employees will be hired as you continue to expand and grow.

In order to be able to tackle these changes, preparing a succession plan in advance is advisable. You can choose to include or not include your employees in this succession plan.

Nevertheless, remember to keep their career goals and future plan in mind so that all such changes can be adapted by both you and the employees. Keep them informed of the changes.

A succession plan helps you easily identify who has the skills to fill the important positions of your organization and where there is a need for a new hire.

3. Focus on Employee Development

If your workforce is strong enough to take you forward and help you grow, you are now ready to figure out how their potential can be maximized. Of course, this does not mean that you lose focus on your business goals.

Once your company requirements have been clearly highlighted, it is time for you to match your employees’ goals with the goals of your company. Understand what their goals are and weigh them with their current abilities.

This way, you will be able to decide on what skills your workforce needs to develop in order to stay in-sync with your goals.

Moving on, frame an employee development plan and apply the strategies to help your employees enhance their skills.

According to studies, if the employees are included in the growth of the company, they tend to stay motivated and dedicatedly work towards the betterment of the organization.

4. Perform a Gap Analysis

A gap analysis basically compares the workforce you have currently with the workforce you will require as you expand and grow in the future. This study will clearly identify if your HR services are outdated and need improvements to keep the company going strong.

The process of a gap analysis will require a check of the job descriptions you use for hiring. Are they up to date as per employee expectations or do they need some kind of modifications?

Your employee handbook will also require an evaluation to ensure that all employment laws are timely updated and there is no policy that can be questioned.

The training policies must also be looked at so that changes with respect to the health benefits and sick leave have been taken into consideration appropriately.

The performance of your existing employees will have a significant impact on the future of your business and therefore, a relook at all of these documents as well as the employees’ rewards package is crucial for an increase in revenue.

5. Expand your Workforce as Business Expands

Your workforce must not feel burdened. You must carefully evaluate when you need to hire new employees and take action against the same.

Make sure that the reward schemes you set in place match the expectations of the employees you intend to hire. Also, keep your work culture strong so that employees are motivated to continue working and do not face any kind of challenges.

With the above-mentioned steps in mind, you will be able to manage your hiring and recruiting processes efficiently and only have qualified individuals working with you.

Your human resource planning will be performed in a manner that it does not result in any kind of obstacles and challenges.