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The manager represents the organization in legal issues. The management is also obliged to recruitment of employees. This is usually done by interviewing (Henderson, 2005). The human resources section schedules interviews and shortlists the applicants to be interviewed. It is then involved in the interviewing process and the final recruitment of qualified applicants. They then conduct the orientation process of the new recruits. Another task that is performed by the human resources manager is the employee motivation. The human resources section designs ways of motivating its employees. These ways include improving the working environment and increasing the employees’ wedges and salaries. The manager also maintains professionalism in the organization. This is achieved by organizing educational workshops and professional conferences to be attended by the employees (Henderson, 2005). The manager evaluates employees’ performance and recommends necessary actions to be taken. The manager also receives the grievances of employees’ and comes up with relevant solutions for them. The human resources manager ensures a good internal relationship between employees and the managerial sector. The manager also ensures that human resource records are efficiently filed for effective retrieval of data.
There are vital skills, knowledge and abilities that a human resources manager must possess. He/she must have a good problem analyzing and solving ability. This is because employees’ often report their problems to them. They, therefore have to acquire the ability to analyze the problems and come up with wise solutions. The manager should also develop a good judgment skill. This is often applied to make decisions when faced with elusive options or problems (Henderson, 2005). Good communication skill is another quality necessary for the job .The manager must
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This is only possible if proper candidates are recruited as organizational employees. Quality employees are highly required to handle the different tasks of the company with capability, motivation and enhanced performance (Longenecker et al 2009). The case study has been focused on the issue of effective recruitment that companies encounter, considering a particular organization, and the methodology that can be utilized for solving such issues in order to achieve quality in human resource management.
The major cause behind this has been that most of the smaller firms have been considered as an important source of employment generation. In addition to this, the method of managing the personnel can be regarded as important for maintaining the competitive position of the firm as well as the industries.
Effective monitoring is possible only when the information provided by different departments, is clear, relevant and continuous. The accounting department plays a crucial role in providing crucial information regarding the details of the employees and their particulars.
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Today, large corporations are run by the force of capable men and women.
Also, such radical transformations are persistently increasing at a quickening rate, simultaneously pressurizing organizational workers and management teams to deliver enhanced and competitive performance in a quicker, smarter and cost effective manner. These turbulent
The succession of a new leader in the position of CEO is required to be viewed positively by all the stakeholders so that the chances of adverse effects on the organization are reduced. The CEO succession and leadership
It covers eight behaviors, ten professional areas, and four bands of professional competence in a single diagram. In the map, the core professional areas are placed in the center along with other professional areas