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The past two decades have been a time of radical technology-driven changes, but the coming 20 years are going to be even more transformative. The best is yet to come and it is expected to come from Human Resource Management function. Gone are the days when the human resources department in companies was seen as a support function for strategic initiatives aimed at reducing cost or increasing efficiency. Today it plays a far more significant and wider role. They are responsible for formulating strategies that focus on recruiting. Employee retention is one of the key focuses of companies today and retaining the top brass is also a function of the HR. Many HR departments control the overall operations of a business.
The following are some of the key features of Human Resource Management System which helpe the companies to achive their long and short term goals:
Training and Development
Every organisation has training and development needs from time to time. It strengthens the quality of work and keeps people updated with newer innovations. Employee enhancing skills can increase individual and organisational performance and results in achieving definite goals. An effective HR department has to assess training needs from time to time, create training manuals, facilitate instruction and ensure that the training objectives are met.
According to new HR concepts, a company’s key asset is knowledge creation, and that this competitive capability is embodied in the talents of employees and their ability to be creative.
Employee Acquisition and Retention
Talent acquisition is the core strength of any organisation and hiring the right person for the job in not as easy as cracking a peanut. It involves recruitment planning, advertising, sourcing, screening and short listing, resume data base management, evaluating candidates, organizing interviews, post interview communications and also reference checks. And mind it, this is a Herculean task.
It is the Human Resource department which is responsible for many aspects of hiring and developing employees.
After acquisition, comes the task of retaining your employees for a long time. There is dearth of oppurtunities for a talented person. If a person is not satisfied with his job, he has all the options to switch over. The organisations which are at the top know how to value their employees and keep them glued to them. This function is also performed by the HR. Employee acquisition and retention strategies are vital to the success of a company. Human resources managers implement these strategies to reduce turnover, improve employee skills and increase overall company production.
Project management is a critical tool for the HR organization in meeting strategic goals. Human resources involvement in project management helps companies remain organized by outlining project goals, identifying costs and benefits and assessing the risks of the project.
Maintaining labour relations is a critical aspect of many businesses. Many a times the dispute between labourers can lead to strikes hence it is the duty of HR to also perform the function of dispute resolution. They also have to ensure that their organization is familiar and complies with government rules and regulations in matters of wages, labour and equal pay for equal work. There has to be strict compliance of rules and regulations to avoid law suits and liabilities at times of dispute between employees and employers.
Cost and Quality Control
Human resource specialists help businesses conserve costs when developing compensation packages, benefit materials and employee assistance programs. HR managers are also responsible for quality control, which is directly related to the successful accomplishment of company goals.
Human Relations pertains to motivating people in organizations in order to develop teamwork which effectively fulfils their needs and leads to achieving organizational goals. A demotivated staff is difficult to manage and cannot give its 100%. It is an HR function to know what motivates its employees. It can be organising small picnics or office get togethers. Distributing gifts during festival season is also one of the easiest way to motivating people.
Maintaining Organizational culture and traditions
Organizational culture means organizational traditions customs, policies and method of working. Organizational culture has an impact on employee performance learning and productivity. The organizations which expose their employees to new experiences and try to capitalize on employee strengths are creating a human resource asset which will benefit the entire society. Such organizations and their management deserve recognition from society and incentive from government. A good organizational culture creates a positive work environment where the people enjoy their work. They are self disciplined, committed towards their work, innovative and dedicated to their job.
Human factors have been neglected in favor of more visible targets for information technology till now. But this is about to change. Although the practice of using technology to maximize human assets is still in its infancy, it is about to increase dramatically. The convergence of increased awareness of the factors that help and hinder change, improved HR practices and processes, and new technology tools will shift the focus of HR from backroom operations to core processes, from the tactical to the strategic use of information, and from methods for eliminating work and jobs to methods for maximizing the performance of every employee.