There is a significant role of HR in the industry, such as:
1) Recruiting manpower as per organizational requirements.
2) Providing proper resources, a good environment, safety, etc.
3) Enforcing discipline in the organization.
4) Implementing motivational schemes.
5) Overseeing housekeeping.
From Greenland
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1) Recruiting manpower as per organizational requirements.
2) Providing proper resources, a good environment, safety, etc.
3) Enforcing discipline in the organization.
4) Implementing motivational schemes.
5) Overseeing housekeeping.
From Greenland
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Dear all,
I am Dhaval Desai, an MBA (HR) professional with 1 year and 3 months of experience in an FMCG organization based in Daman. Please let me know if there are any job openings in Daman, Silvassa, or Vapi. I am eagerly waiting for your quick reply.
Regards,
Dhaval Desai
From India, Surat
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I am Dhaval Desai, an MBA (HR) professional with 1 year and 3 months of experience in an FMCG organization based in Daman. Please let me know if there are any job openings in Daman, Silvassa, or Vapi. I am eagerly waiting for your quick reply.
Regards,
Dhaval Desai
From India, Surat
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This is just a brief explanation about the roles and responsibilities of an HR rep.
Organizational Development:
To ensure its success, a company must establish a hierarchical reporting system. The funnel of responsibility is critical to the efficiency of a smoothly operating business entity in which there is a clearly defined understanding of who is responsible for what. They provide consultation to a company's management team to identify what the company's core business and culture are about, and proceed to plan and map the company's organizational infrastructure to support those needs.
Employee Recruitment and Selection Process:
There are many steps to recruiting and selecting qualified employees. First, a department head must inform the HR manager of an opening in their department. Then the HR manager must obtain the job description to formulate a Job Description Sheet for publication either internally, publicly, or both. Then HR must field the (many) responses to that job announcement to weed out the qualified from the unqualified applicants.
Employee Compensation Benefits:
This covers salaries, bonuses, vacation pay, sick leave pay, Workers' Compensation, and insurance policies such as medical.
Employee Relations:
With the increased rise in unethical practices and misbehaviors taking place in today's workplace such as age, gender, race, and religion discrimination and sexual harassment, there needs to be mandatory compliance with governing rules and regulations to ensure fair treatment of employees. In short, employees need to know they have a place to turn when a supervisor abuses his or her authority in any way.
Policy Formulation:
Regardless of the organization's size, company policies and procedures must be established to ensure order in the workplace. These policies and procedures are put in place to provide each employee with an understanding of what is expected of them.
Regards,
B
From Canada
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50Organizational Development:
To ensure its success, a company must establish a hierarchical reporting system. The funnel of responsibility is critical to the efficiency of a smoothly operating business entity in which there is a clearly defined understanding of who is responsible for what. They provide consultation to a company's management team to identify what the company's core business and culture are about, and proceed to plan and map the company's organizational infrastructure to support those needs.
Employee Recruitment and Selection Process:
There are many steps to recruiting and selecting qualified employees. First, a department head must inform the HR manager of an opening in their department. Then the HR manager must obtain the job description to formulate a Job Description Sheet for publication either internally, publicly, or both. Then HR must field the (many) responses to that job announcement to weed out the qualified from the unqualified applicants.
Employee Compensation Benefits:
This covers salaries, bonuses, vacation pay, sick leave pay, Workers' Compensation, and insurance policies such as medical.
Employee Relations:
With the increased rise in unethical practices and misbehaviors taking place in today's workplace such as age, gender, race, and religion discrimination and sexual harassment, there needs to be mandatory compliance with governing rules and regulations to ensure fair treatment of employees. In short, employees need to know they have a place to turn when a supervisor abuses his or her authority in any way.
Policy Formulation:
Regardless of the organization's size, company policies and procedures must be established to ensure order in the workplace. These policies and procedures are put in place to provide each employee with an understanding of what is expected of them.
Regards,
B
From Canada
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Mr Desai, Could you please go to reSEARCH as there are numbers of discussion available on the same topic and material provided by many seniors and professionals
From India, Gurgaon
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From India, Gurgaon
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The Indian Institute of Personnel management has specified the scope of HRM as under:
1. Personnel aspects: concerning with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay-offs and retrenchments, remuneration, incentives, productivity, etc
2. Welfare aspects: concerns with working conditions and amenities, such as canteens, water coolers, rest and lunch rooms, creche, housing, transport, health and safety, medical assistance, recreation facilities, etc
3. Industrial Relations aspects: concerns union – management relations, joint consultations, collective bargaining, grievance and disciplinary procedures, settlement of disputes etc.
HRM is a broad concept. Personnel management (PM), and Human Resource Development (HRD), are a part of HRM.
1. HRD: A planned way of developing individual employees, groups and the total organisation to achieve organisational goals, in an atmosphere of mutual trust and co-operation. HRD is concer
From India, Bangalore
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1. Personnel aspects: concerning with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay-offs and retrenchments, remuneration, incentives, productivity, etc
2. Welfare aspects: concerns with working conditions and amenities, such as canteens, water coolers, rest and lunch rooms, creche, housing, transport, health and safety, medical assistance, recreation facilities, etc
3. Industrial Relations aspects: concerns union – management relations, joint consultations, collective bargaining, grievance and disciplinary procedures, settlement of disputes etc.
HRM is a broad concept. Personnel management (PM), and Human Resource Development (HRD), are a part of HRM.
1. HRD: A planned way of developing individual employees, groups and the total organisation to achieve organisational goals, in an atmosphere of mutual trust and co-operation. HRD is concer
From India, Bangalore
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