Balance between the Employer and the Employee Goals - Case Study Example

Running head: Duties of the human resource Management Duties of the human resource Management Duties of the human resource Management The human resource management is the team that is given the task to develop, plan, implement, manage recruits, select, train, and develop initiatives that occur within the organization. The main aim of the human resource management is to increase the productivity of the organization. They usually achieve this by optimizing the effectiveness of its employees. Aside from that, they are given the duty of improving the employees work life and to treat their employees as a valuable resource. To attain balance between the employer and the employee goals, the human resource department focuses on the planning, implementation and evaluation of the workforce. Additionally, it is the duty of the human resource management to promote employee satisfaction, personal development, as well as complying with laws that are related to employment. The following are the tasks that the human resource management team should indulge themselves in. Hiring One of the main tasks that the human resource manager is given is hiring. Finding a suitable person to take up the position that a human resource manager intents to be filled is a very hard task to do. If the human resource management intends to hire the most suitable candidate for the job, the first step to take is to analyze the terms of the job. Analyzing the terms of the jobs include understanding the skills and knowledge acquired for the job, understanding how the job works and the typical settings of the work (Walker,1998). After the human resource management has analyzed what the job entails, the next step that is required is writing down the job descriptions. Writing the job descriptions entails writing the minimum requirements of the job. The first step to do is to provide a simple and short synopsis of what the job entails. The next step is to write down the duties. In writing down the duties, the human resource management should divide the tasks into minor sub duties of the job requirement. The final thing to do is to write the degree of supervision entailed. This includes whether supervision is given or received. The technique used in recruiting should be able to attract a large pool of people. This will enable the human resource management to find the perfect candidate for the job. The current employees provide a suitable candidate for the job since they know the rules and the regulations of the job. This should be done through internal posting of the job perhaps through the notice job. The next step is usually to screen the right candidate through their application and resumes. If the application letters and resumes are too many, then a screening tool is used. This is used to find the most competitive candidate for the job. After screening the top most competent persons for the job, the task that follows after is the interview. A successful interview must include a panel of four to five persons. Score sheets are the most preferred method. The candidate with the highest score gets the job. After the candidate is already hired, performance evaluation tests can be done after every one job to determine whether the candidate was the perfect match for the job. Performance Evaluation/Appraisals The human recourse management team also has the task of evaluating the performance of the employees. Performance evaluation is an important management tool that with which the human recourse management uses to evaluate the employees. The Human recourse manager uses this to motivate the employee to improve or continue performing according to the companies standards. If the performance evaluation is properly planned, this can change the relationship between the employee and employer to be a worthwhile collaboration. The first step to do when preparing a performance evaluation is to understand the employees’ duties. Once the human resource understands the level of knowledge the employee is required to have, this can help a lot in evaluating the performance of the employee. Human resource management must understand that in scrutinizing their employee they must have told the employee what a good job entails. This will also help the employer in evaluating the performance of the employee since they are well acquitted with the nature of the job. Another task that can help the employer in evaluating the employees’ performance is by issuing a self-assessment evaluation. This helps the employee to determine his or her own weak points before the supervisor is to evaluate them. This helps the employee and employer to have a smooth sail when evaluating and helping the employee to work towards attaining the set goals of the company. After the performance evaluation task, the employer will determine which measures to take against the employee. If the employee has not met most of the goals set for the organization, then it means that the organization actually needs to replace that employee (Beer et al., 1985). Training The next task that the human resource management is required to do is to organize training for his or her employees. Training helps the employees in so many ways. One of the things that the employee gains in training is that the employee becomes innovative. Another added advantage is that the employee becomes quite conversant with new information and technology in the market. Training assists in reducing the number of employee turnover. It also assists in enhancing the image of the organization. Some of the activities that are included during the training of employees include determination, design, execution, and analysis of educational programs. Programs that are essential in acclimating new hires to the company are known as orientation programs. Depending on the type and the extent of a program, the Human Resource Training task might entail a wide variety of tasks. The human resource must design a program that is effective and one that benefits an individual together with the organization as a whole. Parts of the training that the Human resource might include are mentoring, internship, apprenticeship, job rotation, and new skills program. Training of the employees is an integral part of risk management. Including training about safety in the work place, sexual harassment, and diversity is an important part of the training task. In most countries, training employees in matters regarding to their safety in the work place is a fundamental requirement. Some of the regulations that are required to be taught to the employees include those that are related to hazardous chemicals, fire safety, personal protective equipment and emergency action plans. It is the work of the human resource management force to implement preventive and safety and training programs. They are also supposed to handle the task of creating detailed procedures that document and handle injuries (Ulrich, 1998). Compensation Compensation is another fundamental task that the human resource management team is required to do. Compensation is the paying of employees and providing incentives for them. The task of determining the wage and salary is the human resources’ task. They are responsible for developing payment systems that attain the specific objectives that are set for the company. This includes the employees’ quality, retention, motivation, and satisfaction. Their target is to come up with wages and salaries level that are compatible with the investment of the company in relation to the set goals. In designing the wage system of the company, the system should not be discriminative. The system should be in a position to offer equal pay to people regardless of their gender. Actually, there are acts that govern the wages of the employee. If an employee believes that they are underpaid, they can sue the management team. Therefore, it is actually wise to create a salary and wage system that favors all the workers in the organization. The human resource management is responsible for creating compensation rates that are fair to the employee. Work done overtime can be compensated in several manners. This includes compensating for any work overtime. A system that operates in the kind of manner in which an employee is compensated every hour done overtime is recommendable. This motivates the employee in to doing a perfect job. It is the role and task of the human resource management team to come up with a compensation scheme that is fair and one that does not demoralize the workers (Armstrong, 1999). Additionally, the human resource manager has the duty to design a program that rewards employees who have done a good job. This assists the workers to aim for high performance in the nearby future. This kind of system enables the employer to come up with a relationship that will motivate the employees to take ownership of the business plan. Designing a reward system also assists the human resource management to cater for the emotional need of its employee. Additionally, the employee should be well conversant with the rules that govern the workers union. It is forbidden to employee a minor. Maintenance Additionally, another principal function for the human resource is the maintenance of the employee. This usually includes activities that are related to safety and health issues, benefits of the employee and worker management relations. Employee benefits are very different from employee compensation. This usually includes activities such as free parking and health insurance. These benefits are usually a form of non-incentive compensation. The maintenance sector usually has three categories of benefits. The categories of benefits include employee services, vacations, and insurance. Employee services include things like purchasing plans, recreational activities, and legal services. Employee services should usually be included in the benefits. The human resource management can plan to take their employees for a recreation activity such as playing football. The vacation sector includes holidays, allowed absenteeism and not working during the public holidays. The insurance sector should include retirement and health benefits. The human resource management can decide to insure the employees under the same company. In order to administer the benefits program successfully, the human resource professionals ought to understand the retirement investment plans, tax incentives, and purchasing powers (Scarpello et al., 1995). The human resource must also create a maintenance that includes tasks that are related to worker management relations. This usually entails working with labor unions. It is the right of the employees to know which labor unions they are registered under. Issues such as sexual harassment are also the human resource management task. Human resource are also handled the responsibility of handling grievances that are related to misconduct such as theft. The human resource management should also be in a position to design a system that fosters cooperation. Activities that foster cooperation usually include designing contract negotiation and developing policies that accept and handle the grievances of the workers. Additionally, they should also administer programs that enhance cooperation and communication. Acquisition The acquisition tasks that the human resource management is supposed to do entail duties such as planning for employees. Planning for employees usually consist of activities, which are normally related to analyzing the needs of the employee. Additionally, the human resource management is given the duty of determining the necessary skills that are needed for a certain position. The human resource management is also assigned the duty to identify the latest trend that exists for a job and the industry in relation to the organization (Muller, 2009). Lastly, the human resource management is also responsible for forecasting the future skills that will be required and the employment levels. These tasks are usually accomplished using certain techniques and tools. Some of the tools and techniques that can be used include interviews, statistical analysis, questionnaires, designing career path charts, and building skill interventions. If the human resource management designs the tasks carefully, then they are likely to succeed. The human resource management team should have specific goals if they want to establish an effective human resource planning. The human resource management should be able to sustain a stable level of workforce during the high and down of the output. This is usually effective since it reduces any necessary employment cost and liabilities. Additionally, this also boosts the employees’ morale. If the employees’ morale is not boosted effectively, this can make the organization to suffer in case of any occurrence of lay-offs. The human resource management should also create a strategy that prevents a higher turnover rate among the younger recruits. It is also the duty of the human resource management to reduce any problem related with replacing the key decision makers in case of any unexpected absence. Lastly, the human resource management should also be able to make it possible for the financial resource managers to plan effectively for the departmental budgets. Conclusion The human resource management is an essential part of the organization. The human resource management is engaged in many duties. One of the main tasks that the human resource manager is given is hiring. Finding a suitable person to take up the position that human resource manager intents to be filled is a very hard task to do. If the human resource management intends to hire the most suitable candidate for the job, the first step to take is to analyze the terms of the job. Analyzing the terms of the jobs include understanding the skills and knowledge acquired for the job, understanding how the job works and the typical settings of the work. The human recourse management team also has the task of evaluating the performance of the employees. Performance evaluation is an important management tool that with which the human recourse management uses to evaluate the employees. The Human recourse manager uses this to motivate the employee to improve or continue performing according to the companies standards. If the performance evaluation is properly planned, this can change the relationship between the employee and employer to be a worthwhile collaboration. The human resource management team should have specific goals if they want to establish an effective human resource planning. The human resource management should be able to sustain a stable level of workforce during the high and down of the output. This is usually effective since it reduces any necessary employment cost and liabilities. References Armstrong, M. (1999). A Handbook of Human Resource Management Practice. UK: Kogan Page Limited. Beer, M, et al. (1985). Human Resource Management. New York: Free Press. Muller, M. (2009). The managers guide to HR. New York: Amacon Press. Scarpello, V, G., James L., and Thomas J. B. (1995). Human Resource Management. Cincinnati: South-Western. Ulrich, D. (1998). Delivering Results: A New Mandate for HR Professionals. Harvard Business School Press. Walker, J. W. (1998). Are We Using the Right Human Resource Measures? Human Resource Planning, 5(4). Read More