Human Resource Management (HR)

 

 

Now a day’s, companies need qualified people.  Company wants skills of the employees to be upgraded.  They want direct communication and open doors for employees.  They want to retain and share knowledge between employees. Companies want attractive work conditions for employees. This is all to retain the best talents in the organization. And, this define the requirement of having Human Resource Management in a company.

So, in short Human Resource Management is a planned and controlled activity of a company to build and maintain the relations between employees and the company to meet both business objectives and employees expectations.  

Necessary strategies and planning to succed in human resource management in upcoming years will be:

    •    Talent Recruitments
        o    How to Hire people
        o    How to find right people
        o    How to represent company etc.

    •    Candidate Selection:
        o    Choosing the best application
        o    Conducting Interviews
        o    Tests etc.

    •    Handling Compensation and Benefits
        o    Determining individual’s salaries
        o    Commonly shared benefits.

    •    Learning
        o    Setup training
        o    Designing training
        o    Defining Informal trainings etc.

    •    Talent Development
    •    Work
    •    Retention
    •    Change Management

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What do you do ?

A "Human Resources Manager" is a crucially important position in an organization. In large organizations different HRs are hired for different specialized areas e.g. recruitments, trainings, compensation and benefits etc. But in a small organization you need to become Mr./Ms. fixit.

In a typical day a Human Resource Manager is to do the following tasks:

An HR Manager has to perform work from recruiting an employee, to giving farewell to an employee on retirement. Checking mails to find if there any mail from employees on any issue or concern and then reverting back to them with solutions after one-to-one discussion. Posting jobs for the employee requirements (raised by departments head) after having discussion with upper management peoples, if required. Sorting right candidates from the application received against raised job requirement, to conducting interviews and then hiring right candidates. Handling induction program for new hired persons, so that they can easily fit into the company environment. Finding ways to reallocate employees, instead of eliminating positions. Making employees understand company policies (e.g. remuneration policies, working hours policies, disciplinary policies etc.) to eliminate confusions within employees. Maintaining personal data of employees (like education qualification documents, past experience letters, health insurances etc.), discipline on work floor, organizing HR activities are some of the tasks an HR has to perform on regular basis.

Organizing meeting with department heads at the end of the day to discuss any prevailing or upcoming issue for alertness or for finding solution is an important task handled by HR Managers.

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How to get there

EDUCATION:

First step, to be an HR Manager is to get a Masters Degree in:
    
    •    Human Resource Management.
    •    General Management
    •    Human resource and organization development

OR

Post Graduate Diploma in:

    •    Business Management
    •    Human Resource Management

from a reputed institute. Some of the best institutes in India offering HRM programmes are:

    1.    XLRI – Xavier School of Management, Jamshedpur, Jharkhand.
    2.    Management Development Institute (MDI), Delhi
    3.    IGNOU, Delhi
    4.    SVKMs NMIMS (Narsee Monjee Institute of Management Studies, Mumbai, Maharashtra. 
    5.    FMS, Delhi
    6.    Tata Institute of Social Sciences, Mumbai, Maharashtra. 
    7.    International Management Institute (IMI)-Delhi, JHARKHAND
    8.    University Business School (UBS), Punjab University, Chandigarh
    9.    Marwadi University, Rajkot, Gujarat.
    10.   International School of Business and Media, Pune, Maharashtra. 
    11.   Indian Institute of Social Welfare and Business Management, Kolkata.

    The eligibility criteria for applying for Master’s and Post graduate diploma programme are graduation in any discipline. The master’s program will be of 2 years duration and PG diploma programme will be of 1 year duration. 

    Most of the institutes admit students on the basis of marks they obtain in Common Admission Test (CAT) held by Indian Institute of Management, Management Aptitude Test (MAT) organized by All India Management Association or Xaviar Aptitude Test (XAT) organized by Xavier institute etc.

    If a person cannot attend the regular college, then some of the best institutes in India offering distance education programmes are :

    1.    Institute of Management Studies (IMT)
    2.    Symbiosis Center for Distance Learning (SCDL)
    3.    Indira Gandhi National Open University (IGNOU)
    4.    ICFAI University
    5.    Sikkim Manipal University
    6.    Annamalai University etc.

SKILLS:

To be a HR manager a person should have following skill:


    1.    They should have strong communication, administrative, organizational, interpersonal, critical thinking, and time management skills. 
    2.    Additionally, they should have general computer skills.

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How do you excel in this career ?


HR Management strategies and planning to succeed are very closely linked with a company strategy to succeed in upcoming years.

          In most of the cases company’s strategies covers upcoming challenges, their priority, Business objective, today’s competitive world, Company vision (where they want to be in next 10 years) etc. To make the company strategy successful, company required competent employees e.g. if a service company want to provide quality services, then employees should have good product knowledge, friendliness, compassion etc. This quality of employees is looked after by HR by recruiting, training and developing employees. So, the foremost qualities that a HR person should possess are to have tact’s of Talent recruitment, then managing trainings and talent development of employees.
Recruitments: To achieve, what company had planned different departments like R&D, Marketing, Production, IT, Design, Production planning etc are created. Now, it is a job of the HRM to understand that which area of work is more important for the success of companies strategy e.g. 1) if a company want to bring innovative product in market then surely R&D area will be more important 2) If a company already have a good product, then marketing department will be important to sell that product etc. So, it is a job of HRM to look after the talent availability in labor market for those areas. It is an important work because finding best talent for strategically critical work areas is not easy and can take much time, as some time much talented people are not available in labor market or are in very much in demand by many companies.
          HR also has to define the no. of employee’s requirement of company in future. Some parameters that can be used are:
Leading Indicators: Determine the ratio between performance and required number of employees based on programmatic assumption.
Trend Analysis: Applying statistical models that predict labour demand for the future, given objective statistics from the previous years.
Task Analysis: Tasks are identified and quantified in terms of appearance and workload etc.
          After defining no. of employee’s requirements, HRM has to define active search strategies to find and approach passive candidates. In approach they have to ensure the following areas: a) internal hiring or external hiring’s, b) posting advertisements (career websites, newspapers etc.), c) advertisement content (should be like that it shows company as employer brand, so that good employees try for the job), d) Identify target company (that can have employees with the required knowledge) etc.
          Choosing the suitable candidates from the application received is the next very important activity an HRM has to perform. Once it is done having interview of the candidates, checking references of most suitable candidates, Negotiating job related conditions (e.g. salary, bonus) and the coaching new person for first 100 days of employment is some of the activities an HR person has to do to have an employee that can fit in company strategies and planning’s.

Compensation and Benefits;    The second thing which is important for success in HRM is to look after compensation and benefits for employees.

Companies compensate employees to motivate them. Company expect the employees to work on something and get paid for that . So, the pay is considered as motivator. Contribution people make in the success of the company and the rewards they get should have some balance. If an employee feels that what he is getting somehow relates with what he do, he will be a happy employee. If, an employee see that a colleague who is not working as much as he is doing, that can make him/her a frustrated employee.

So, HRM has to think about all the aspects before defining the compensation and benefits. They have to do Job evolution, pay surveys etc. Once it is done, define pay policies, pay structures, individual pays, implementation policies, communication criteria’s and monitoring systems.

Employee Retention: Even after giving good salaries, the major challenge the companies are facing is to retain the employees. Loosing best people is a mess for companies strategic planning. All efforts put in preparing a good employee goes in trash. Important aspects that need to be understood by HRM are:

-         First, how can the risk of voluntary resigns be estimated?

-         Second, how and why employee will leave voluntary?

-         Third, what are the major components of retention strategy?

-         Fourth, what measures help to effectively retain the employee?

          HR need to perform individual employees risk analysis for 1) what is the likelihood 2) Is there any incident happened 3) what will be the impact etc. After it HRM has to bring all the reason on one page and then finding solutions. HRM have to maintain a record of solution that worked most effectively. Finding a permanent solution of biggest reason of leaving employee is another area that is important for HRM.

Change Management: People like changes, but not like to be changed. Employee also sometimes resists changes required by company (like organization structure change, cultural change, re-engineering, merger etc.) for fulfillment of vision or strategy. So, the question arise, how can a company come out of this dysfunctional employee’s reaction. Here HRM skills of handling change management through establishing a sense of change requirement, developing a vision and strategy, communicating the change vision effectively, generating the short wins to make employees excite works.

HR Controlling: In this HRM has to define and implement some indicator system. An indicator on first sight looks like just a number. But, defining indicators can be much difficult than it looks e.g. what has to do to define an indicator that can give an overview of added value provided by the employees to the estimate return investment for a defined period. This is to check how much we get back. There should be a control loop with an indicator to be set like:

 

These types of loop helps in HRM to achieve their targets related to satisfaction in employees, competence of people, internal placements or resource management etc. Through this HRM can check where are they and to adjust activities to achieve what they want.

Some of the indicators that can be set by HRM are:

Recruitment:

1.       Employee ranking

2.       No. of applications

3.       Cost per hire

4.       Time to fill

Retention:

1.       Turn-over rate.

2.       Tenure

3.       Reason for leaving

Compensation & Benefits

1.       Labor costs

2.       Compensation Structure

Performance

1.       Human capital value added.

2.       Leaves etc.

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Career Hierarchy

Hierarchy in HRM Department

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