·
Formulation
of HR policies and practices.
Among
others this will include things like emoluments, promotion, transfer,
discipline, and training. This will include advising and assisting the
management in industrial relations work including negotiations with labour
unions.
·
Recruitment
and separation of personnel.
This
work has some overlaps with the work of taking decisions on transfer and
promotion of people. Usually designing of the Organization structure is a top
management function, for which HR department may provide major support and
information and advice. The work of manpower planning is also a part of this
activity.
·
Wage
and salary administration.
This
includes, among others, keeping record of attendance, and leave. Usually this
also involves providing support for formal performance evaluation, which forms
the basis for decisions like incentive payment, increments, promotions and
transfers.
·
Handling
of disciplinary cases,
That need
intervention of persons other than direct supervisors. This usually involves
use of formal disciplinary procedures defined by law, agreements with trade
unions, and company policies.
·
Training
of personnel
This can
include organizing in-house training program as well as facilitating nomination
of people for outside training programs.
·
Staffing
HR Functions
Not all businesses have a dedicated
human resources department; even companies that have a separate HR department
may not have several specialists in each area. Employees may perform many of
these HR activities whose jobs include other responsibilities in addition to HR
tasks, such as an office manager or administrative assistant whose job duties
include processing payroll. In smaller-staffed companies, employees who have HR
experience, knowledge or expertise may even volunteer for tasks that an HR
specialist would typically perform. Still, other employers choose to outsource
many of the operational duties to free up time for HR staff to focus on
strategic planning rather than tactical functions.
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