Human rights is one factor that is much more instrumental than it is thought to be for the growth and development of a country. In the times when most of the countries in the world are democratic, human rights is a fundamental factor that needs to be addressed to. These rights are not to be decided and written down in the constitution alone but they are to be equally implemented and practiced as they are the determinant and underlying factor behind another very important factor namely human development. Human resource is the aspect that is one of the most important in the overall condition of the concerned country. Human resource development should be and in fact is the most primary concern of most of the countries of the world. In some other countries democracy is just there for name, a decorative element to ordain the constitution. Some surveys conducted by the UN has showed that most of the countries that are low on human development and human rights are Muslim countries.
The interesting fact is however that this is not exclusive to the Muslim countries. Be it the Muslim countries or the non Muslim ones human development is imperative for the overall growth and development of any country.
Human resource training and development is a career option for many people who want to take up management as a career. There are many programs one can choose from as almost every university and college in the world offers a program in the field of human resource management. Human resource training and development is just one of the fields that the entire training program encompasses. HR management as it is commonly called these days is a very lucrative career with many career advancement opportunities. The skill set required by a successful HR training and development manager is communication, leadership, administration and computer skills, the better the skills the better the chances of climbing the ladder in the field of human resource training and development.
Human resources is by far the most important department an organization can have. It is the HR manager that recruits and trains the new employee so if an employee turns out to be more of a liability for the company it is the HR manager that needs to take the rap. It is the HR department that needs to recruit employees who actually turn out to be assets for the company and then it is the HR department that needs to retain the employee. It is not only the recruiting, training and retaining process the HR department is involved in but also the dismissal process as well – but that is another story.
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Individuals operating as experts in the human resources department have numerous job prospects in the industry. They are either hired as full time employees by firms and industries or they can freelance and be contracted by firms and industries.
Freelance human resource professionals have the freedom to select their work, industry type and the fees they wish to charge. However, the onus of promoting their services and managing their business rests squarely on their shoulders. Thus, these individuals who work as self-employed professionals, not only work for the organization that hires their services, but also work to ensure that their services are always in demand.
The human resources job is a challenging one irrespective of the professional being an organization’s employee or a self-employed professional. The development and execution of human resources & labor policies and adherence to them is their responsibility. Drafting these labor policies is an extremely intricate one and it requires specialized education that teaches one the method and ways of writing policies. To counsel employers and managers on personnel matters is also the normal job of the human resources professional.
The particular work requirements may vary based on the enterprise or corporation. Every business or corporation usually details the type of work and its related expectations. It is critical that the professional in the area of human resources completely comprehends the nature of business since he will be developing guidelines and policies for that industry.
The processes of recruitment and selection are not as easy as they may seem. Any person who works for the human resource department of any company can certainly attest to this. This is because there is no definitive means of distinguishing which of the applicants for a particular position would be efficient on the job from the ones who would not be as efficient. If there were some sort of definitive system of discerning such, maybe companies all over the world would not experience such high turnover rates! This is why human resource departments of companies worldwide recognize the need to come up with human resource metrics, or HR metrics.
The term HR metrics, when you put it as simply as possible, refer to guidelines. These guidelines are measurable and are used by companies to come up with cost-effective strategies that are primarily aimed at the ensuring high-end performance of the workforce. The operative concept in HR metrics is employee assessment.
This is precisely why HR metrics are very much needed by any personnel working for the HR department of a company. With the proper HR metrics system, the HR department of the company can determine which of the applicants would be worth investing on.Gathering and creating a system of human resource metrics for any company is something that can be done easily; that is, as long as you have the proper guidelines to back you up.
There exists a great deal of misunderstandings as to what the duties of a human resources department entail. Most people assume that HR deals with hiring, firing and employee complaints. Actually, human resources general involves far more than that.
Human resources can include payroll, accounting, health benefits processing, labor-management relations, union issues, pensions and many, many other details. For many years, HR departments remained a major component of businesses in the United States and, following the trend of other facets that comprise companies and corporations, HR departments have routinely been shut down and their duties outsourced to other companies that specialize in human resources management.
Many years ago, there simply were no standards as to what was considered fair in the world of labor — at least in the United States. Under Franklin D. Roosevelt, many labor related issues were stabilized and instituted by the New Deal program designed to get the United States out of the depression. Laws against child labor and exploitation were instituted.
A legitimate and serious issue facing the middle class in the United States, HR outsourcing is routinely ignored in the media as if it did not exist. Quite to the contrary, in the United States, HR outsourcing usually means higher profits for business owners and lower wages for laborers, as people in human resources departments must now compete on an international wage scale, rather than a domestic one.
STRATEGIES TO RETAIN HUMAN RESOURCES
INTRODUCTION
The Indian economy has been going through a massive transition and transformation process. Restructuring and the process of mergers and acquisitions that had taken a toll of the employment are now giving way to expansion of employment. Finally companies are increasing their advertising budgets and there is a steady growth in employment. The appointment columns are now getting thick and the Internet sites are wooing people to put in their resumes to try their luck for new careers. While this is indeed a welcome development for the HR professionals, moving to different locations to interview prospective candidates, it has also brought in its sweep the problem of employee turnovers.
In all industries, the problem of employee turnover has always been an issue.
Human capital is one of the most critical components of strategic success for many companies.
EMPLOYEE TURNOVER
Employee turnover has been defined as, “the rate of change in the working staff of a concern during a definite period” in other word sit signifies the shifting of the workforce into and out of an organization.
CAUSES OF EMPLOYEE TURNOVER
Employee turnover is the outcome of resignations and dismissals. Resignations may be due to such causes as dissatisfaction with working conditions, insufficient wages, bad health, sickens, old age, and family circumstances and so on. Dismissals on the other hand, may occur due to participation in strike or union activities, misconduct, insubordinate and inefficiency. But dismay is a lesser cause of employee turnover.
Human Resources is THE topic in today’s world. There are downsizings, union negotiations, pay issues, telecommuting, health insurance, retirement issues and how to save the historic memory in talent. The networking today is social media and that involves people. So, why is the HR department still talking about “getting a seat at the table?” This is the boardroom or executive table where the decision makers are doing what they do best. Why is the HR department is not THE RESOURCE?
It is easy to understand when HR keeps asking the question. They are can be like 5- years-olds who think that asking the question over and over will have their mom change their mind. Instead they should be asking what should be doing to prepare people for the upcoming changes to our workforce and to our world. How do we retain the retirees; how do we communicate best with learners from all aspects and how do we keep (restore?) respect in the workforce. How do help the business make a profit? True professionals understand that is done through productivity (a future article). The communication of the business is the responsibility of all of management but is key for HR Leaders. Business communication means the why, the how and the ability to answer the questions. How can we focus on organizational development when we don’t know what the future of the organization holds?
Sound human resource planning needs to be based on the principles and actions highlighted in the article below. In the practical world, an external human resource consultant or employment agency plays an important role in planning the basic requirements for human resource.
1. Human Resource Planning has to be finally integrated into the other areas of the organizations strategy and planning.
2. Senior management must give a lead in stressing its importance throughout the organization.
3. In larger organizations a central human resource planning unit responsible to senior management needs to be established . The main objectives of this are to co-ordinate ans reconcile the demands for human resources from different departments, to standardize and supervise departmental assessments of requirements and to produce a comprehensive organizational plan.
4. The time span to be covered by the plan needs to be defined. Because of the abiding problem of making forecasts involving imponderable factors, a compromise is often adopted in which a general human resource plan is produced to cover a period of several years.
5. The scope and details of the plan have to be determined. For large organizations separate human resource plans and forecasts may well be needed for various subsidiary units and functions. In smaller organizations one comprehensive plan will probably suffice for all employees. Where particular skills or occupations may pose future problems in recruitment or training, special provisions will be required in human resource planning.
6. Human resource planning must be based on the most comprehensive and accurate information that is possible. Such personal information is essential in any case for the effective management of the organization.
The key personnel of the team of human resources of any organization is the Administrator of human resources. He would almost always be surrounded by telephones, files and records, employees as well as customers. His base responsibility is as administrator. As such, he would be at the beck and call of higher-ups to handle all sorts of communication and administrative problems. At the same time, to handle these problems successfully, he also needs the midas touch in relation of personal relations with the employees of the business house. Such a high-profile position demands that he be presentable, multifaceted and capable enough to undertake multitasking. He has to be able to co-ordinate the various clerical and managerial activities that make up such an important and responsible position. Such a position is next only to the manager of human resources and its job description entails several tasks like office organization, public relations, administration of contracts and packages of employment benefits as well as compensation and maintaining personnel records. He is responsible for organising and updating of employee records and devise an efficient filing system. Of course, the job content of the administrator would vary across different businesses and it should be outlined very clearly at the time of hiring him.
This responsible position demands a multi-talented amicable personality as he will have to deal with employees and business customers in a very skilful way so as to establish and maintain the company’s reputation.
Creating a cost-effective benefit package that will also make your employees happy takes time, time that you could be devoting to making sure your company’s day-to-day operations are running smoothly. At CPActuaries, we know how precious your time is, which is why we are pleased to offer comprehensive human resource consulting services to our clients. By utilizing our human resource services to streamline everything from hiring procedures to company payroll to retirement and insurance benefits, you can single-handedly improve your company’s overall effectiveness while saving time and money.
Whether you want an alternative to an in-house human resource department or you are looking for consulting services and support for your existing department, CPActuaries has what you need. We will work one-on-one with you to develop a plan that will best fit the infrastructure you already have in place. Once a new plan has been implemented, we help you maintain those human resource services. Our organization employs a team of dedicated experts in the field of human resource consulting. Any question you may have regarding human resources, we can answer. Best of all, our professionals are on-call for you 24-hours a day, 7 days a week. Helping you take care of your employees is our priority.
Why waste time trying to master a new set of rules? Let CPActuaries, the leader in human resource consulting services, take care of all of those needs. That way you can put your time and energy back where it needs to be: on running your business.
Unlike many years ago, today the business organizations are under immense pressure because of the umpredictable, turbulent and competitive environment. If the businesses are to keep up with the ever increasing competition, then they obviously have to manage their resources effectively. Managing the resources have to be done with careful consideration. Managing the human aspect of the organization is very vital as the the success of the entire organization depends on it’s workforce. In other words, managing the workforce in an organization is indeed not an easy task as people basically have different feelings, aspirations thoughts and needs. However, when it comes to managing the human resources effectively, it is rather important to plan how to utilize the humen resources better, in order to get the most out of the workforce, while fulfillling their needs. This is where the human resource planning comes into action thsu taking into consideration both the orgainzation and the employees.
Human resources planning is the process by which the management ensures that the right number of people with the right skills are available at the right time, in the right job, in order to help the organization achieve it’s objectives. In other words, human resource planning is all about finding out in advance how many workers are needed to perform the tasks, how many employees with the required skills are avilable within and outside the organization and how is it possible to fulfil the staffing needs of the organization when needed.
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