Respected Seniors,
I am working for a small start up coming but greater responsibililties. I am working on a document where every aspect of HR is invloved. Here are two areas where I am stuck. I request all you Senior HR folks to help me in accomplish my task and it would be a great support and contribution towards my carreer growth.
Regards,
Vinitha
From India, Bangalore
9I am working for a small start up coming but greater responsibililties. I am working on a document where every aspect of HR is invloved. Here are two areas where I am stuck. I request all you Senior HR folks to help me in accomplish my task and it would be a great support and contribution towards my carreer growth.
- What values can an HR add for the current situation of our company (start up company with a small team of 25 employees) and how would it be accomplished?
- What role can an HR play in giving a cost advantage to the management?
Regards,
Vinitha
From India, Bangalore
This is start up company and you have to focus on the acquisition of the best talent in the market if company has to do well and expand its market in comming years. Human Resources will be the foundation of success for your organization. What mattes in your case is to measure constant performance and quality of out put by employees that will ensure retaintion of best and seperation of worst or training & development needs etc to upgrade skills of those worst performers.
Altimately what matters is performance of employees results in overall business results..Gradually this will automatically add value because it will enhance your role in organization. Simulteniously you have to improve in HR services to th employees with timely action on employees grievances as well as some issues of administrative nature relating to employees benefits etc...
Rashid
From Saudi Arabia
Altimately what matters is performance of employees results in overall business results..Gradually this will automatically add value because it will enhance your role in organization. Simulteniously you have to improve in HR services to th employees with timely action on employees grievances as well as some issues of administrative nature relating to employees benefits etc...
Rashid
From Saudi Arabia
Dear Seniors, 19 views.... but no reply.... kindly help me with this. we juniors log-in to this section thinking seniors would help us when need their guidance.... so plz help
From India, Bangalore
From India, Bangalore
Can u tell some incidences of ur life where as a Human you have behaved humanly and helped anyone?
first answer my question, then we will come whether there would be any point in discussing what values CAN an HR ADD.
HR is now only big paper work, but till now not a single person I have met who has really done something,, :icon5:
From India, Pune
first answer my question, then we will come whether there would be any point in discussing what values CAN an HR ADD.
HR is now only big paper work, but till now not a single person I have met who has really done something,, :icon5:
From India, Pune
hi vinitha,
since its a startup organization so try to recruit best talents in the company in best possible cost. this is a cost saving part also.
try to recruit some multipurpose employees also who can handle multi profiles also.
From India, Delhi
since its a startup organization so try to recruit best talents in the company in best possible cost. this is a cost saving part also.
try to recruit some multipurpose employees also who can handle multi profiles also.
From India, Delhi
Hi Vinitha
HR can add tremendous value for a start up firm. Here are my thoughts on the questions asked by you:
For a HR team to be successful it is very important that it gets support from the top management
Having right vision
HR being the backbone of any organization it lays down the foundation for a better future. All required policies (employee friendly) and processes needs to be in place. Having said that since the team is small avoid making policy (e.g. travel) which will allow employees to take the advantage.
HR team can help in inculcating right culture within the team members; have better bonding which in turn will help in increasing the productivity.
Hiring right talent, training them, and ensuring that there is a good career path for them will be critical
Regular open sessions, transparency, open culture, and having right people on board will help HR in inculcating right values
Being responsive and sensitive to people issue will be key
How HR team can be Cost Effective?
Hiring right people is one of the best way how can HR can be cost effective for an organization. In order to make this happen HR should have sound recruiting process in place.
Avoid hiring through consultants
Conducting better salary negotiation while making new offers to ensure low payroll cost and
Ensuring that regular performance feedback is provided to employees to identify non performers
Having proper manpower planning to avoid any wrong hiring OR adding fat in the system
I hope this helps!!
Thanks
Rahul
From India, Vadodara
HR can add tremendous value for a start up firm. Here are my thoughts on the questions asked by you:
For a HR team to be successful it is very important that it gets support from the top management
Having right vision
HR being the backbone of any organization it lays down the foundation for a better future. All required policies (employee friendly) and processes needs to be in place. Having said that since the team is small avoid making policy (e.g. travel) which will allow employees to take the advantage.
HR team can help in inculcating right culture within the team members; have better bonding which in turn will help in increasing the productivity.
Hiring right talent, training them, and ensuring that there is a good career path for them will be critical
Regular open sessions, transparency, open culture, and having right people on board will help HR in inculcating right values
Being responsive and sensitive to people issue will be key
How HR team can be Cost Effective?
Hiring right people is one of the best way how can HR can be cost effective for an organization. In order to make this happen HR should have sound recruiting process in place.
Avoid hiring through consultants
Conducting better salary negotiation while making new offers to ensure low payroll cost and
Ensuring that regular performance feedback is provided to employees to identify non performers
Having proper manpower planning to avoid any wrong hiring OR adding fat in the system
I hope this helps!!
Thanks
Rahul
From India, Vadodara
Dear all,
Pls remember that, always take any action from management side and in the favour of organisation. minimise the cost and hire low salaried and excellent employees from market. make a master plan for the same and work on it. decide a minimum target date and try to complete within the time period. more things like these, but write later
thanks,
majibul-Gurgaon
From India, Gurgaon
Pls remember that, always take any action from management side and in the favour of organisation. minimise the cost and hire low salaried and excellent employees from market. make a master plan for the same and work on it. decide a minimum target date and try to complete within the time period. more things like these, but write later
thanks,
majibul-Gurgaon
From India, Gurgaon
Dear Ms.Vinitha,
As a HR person we have to have outsized mind & heart to love people with intention not for the sake of our benefit.
Every one should feel some one is there to take care of me i.e. you/me. And rest will happen voluntarily.
Same time we have to have that on our organization also. Then you will learn to do things what is right for the organization.
As per you since it is a small start of firm you can slowly study and implement things which suits to your organization.
Regards
ARD
From India, Mumbai
As a HR person we have to have outsized mind & heart to love people with intention not for the sake of our benefit.
Every one should feel some one is there to take care of me i.e. you/me. And rest will happen voluntarily.
Same time we have to have that on our organization also. Then you will learn to do things what is right for the organization.
As per you since it is a small start of firm you can slowly study and implement things which suits to your organization.
Regards
ARD
From India, Mumbai
answer:
This article provides jobseekers with an understanding of how human resources (HR) is the hub of an organization and how it is structured. It will also help you to appreciate the job screening process as well as each area of HR if you are considering human resources as your chosen field of occupation.
Human Resources is just what it says: resources for humans – within the workplace! Its main objective is to meet the organizational needs of the company it represents and the needs of the people hired by that company. In short, it is the hub of the organization serving as a liaison between all concerned. Depending on the size of the company, the HR Department might be called Personnel with a manageable workforce that can be handled by a personnel manager and a small staff. For larger, more complex organizations with hundreds of departments and divisions, the task is much more demanding, taking on a life of its own.
Some companies have more than one HR Department - Corporate and Union. For example, a food service industry might have a Corporate HR Department that oversees “white collared” employees and an HR Department that oversees the “blue collar” workforce with an emphasis on labor relations. With such diverse needs, the organization will institute these two HR Departments to manage the unique needs of both union and non-union employees. Some of the many core functions of the Human Resources function involves the following: Organizational Development: To ensure its success, a company must establish a hierarchal reporting system. Picture an organizational chart with boxes representing each position starting at the top with the first and single-most important being the highest-ranking role. Following the lines, more boxes are branched off to define each department head and their direct reports. As the company expands, so will this chart. 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. This is what HR does for a company. They provide consultation to a company’s management team to identify what the company’s core business and culture is about, and proceeds 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. Once that is completed, the interview process must be coordinated. This is a full time job! If one job ad generates 80 responses, there’s a good chance that only 10 applicants are highly qualified for the position. If the department’s hiring manager were to interview the other 70 less-than-qualified applicants, their department would come to a complete standstill because there would be no time for anything else! That’s where HR, a.k.a. Fort Knox, comes in. They prepare the job description, contact the newspaper, run the ad, field the calls, faxes, and emails, compile a list of potential candidates from dozens of in-coming resumes, submit their list of potential candidates to the department’s hiring manager for approval and selection, contact the chosen candidates to set up preliminary interviews, and interview the candidates! Yes, that’s right. Preliminary interviews! Although most interviews are with the hiring manager or their associates, not all applicants get to meet with the department’s hiring manager right away. It is not uncommon for a company to filter out those who fail to impress the HR manager first. For those select few who make it through, the HR manager schedules interviews between the department’s hiring manager and potential candidates, and follows up with the hiring process to establish the new hire with the company. Not unlike the screening process for American Idol, a job seeker needs to perform their best to impress the “judges.” Employee Training & Development: As a company and the requirements of a position evolve, a company needs to take certain measures to ensure a highly skilled workforce is in place. The Human Resources Department oversees the skills development of company’s workforce, acting as an in-house training center to coordinate training programs either on-site, off-site, or in the field. This might include on-going company training, outside training seminars, or even college, in which case an employee will receive tuition reimbursement upon earning a passing grade. :icon1::icon1::icon1::icon1::icon1::icon1::icon1:;-);-);-);-);-);-);-)
From India, Lucknow
This article provides jobseekers with an understanding of how human resources (HR) is the hub of an organization and how it is structured. It will also help you to appreciate the job screening process as well as each area of HR if you are considering human resources as your chosen field of occupation.
Human Resources is just what it says: resources for humans – within the workplace! Its main objective is to meet the organizational needs of the company it represents and the needs of the people hired by that company. In short, it is the hub of the organization serving as a liaison between all concerned. Depending on the size of the company, the HR Department might be called Personnel with a manageable workforce that can be handled by a personnel manager and a small staff. For larger, more complex organizations with hundreds of departments and divisions, the task is much more demanding, taking on a life of its own.
Some companies have more than one HR Department - Corporate and Union. For example, a food service industry might have a Corporate HR Department that oversees “white collared” employees and an HR Department that oversees the “blue collar” workforce with an emphasis on labor relations. With such diverse needs, the organization will institute these two HR Departments to manage the unique needs of both union and non-union employees. Some of the many core functions of the Human Resources function involves the following: Organizational Development: To ensure its success, a company must establish a hierarchal reporting system. Picture an organizational chart with boxes representing each position starting at the top with the first and single-most important being the highest-ranking role. Following the lines, more boxes are branched off to define each department head and their direct reports. As the company expands, so will this chart. 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. This is what HR does for a company. They provide consultation to a company’s management team to identify what the company’s core business and culture is about, and proceeds 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. Once that is completed, the interview process must be coordinated. This is a full time job! If one job ad generates 80 responses, there’s a good chance that only 10 applicants are highly qualified for the position. If the department’s hiring manager were to interview the other 70 less-than-qualified applicants, their department would come to a complete standstill because there would be no time for anything else! That’s where HR, a.k.a. Fort Knox, comes in. They prepare the job description, contact the newspaper, run the ad, field the calls, faxes, and emails, compile a list of potential candidates from dozens of in-coming resumes, submit their list of potential candidates to the department’s hiring manager for approval and selection, contact the chosen candidates to set up preliminary interviews, and interview the candidates! Yes, that’s right. Preliminary interviews! Although most interviews are with the hiring manager or their associates, not all applicants get to meet with the department’s hiring manager right away. It is not uncommon for a company to filter out those who fail to impress the HR manager first. For those select few who make it through, the HR manager schedules interviews between the department’s hiring manager and potential candidates, and follows up with the hiring process to establish the new hire with the company. Not unlike the screening process for American Idol, a job seeker needs to perform their best to impress the “judges.” Employee Training & Development: As a company and the requirements of a position evolve, a company needs to take certain measures to ensure a highly skilled workforce is in place. The Human Resources Department oversees the skills development of company’s workforce, acting as an in-house training center to coordinate training programs either on-site, off-site, or in the field. This might include on-going company training, outside training seminars, or even college, in which case an employee will receive tuition reimbursement upon earning a passing grade. :icon1::icon1::icon1::icon1::icon1::icon1::icon1:;-);-);-);-);-);-);-)
From India, Lucknow
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Role of hr.zip
Changing role of HR.ppt