Many HR people won't have a certain technical knowledge on the companies they are working on, the HR role is to check the candidate performance in the interview round for that he/she needs the basic information of the position to be closed and clear knowledge on JD given, information from the technical or functional lead about what type and experience need for the position, etc. the HR wont involved in the functionalities or technical knowledge of all the positions in an organisation, his job is to check the candidate performance in his round and credentials, reports from other departments whether the candidate is eligible for the position or not and he need to speak on salary, time, experience, company information, candidate information, etc which are not into technically
but at the same hand, he/she need to know at least the JD before interviewing the candidate and the main roles and responsibilities whether the candidate is work for that or not or he/she needs some training on the subject, etc.
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If HR professional does not have knowledge of the manufacturing processes then basics of the processes can be learnt by involving with the staff on shop floor. HR can very well attend the morning briefing. HR can very well attend meetings where quality related or safety related issues are discussed. Above all, HR can very well read the books on operations management and production management.
Please note that persons working in other departments may know only about their departments but HR needs to have knowledge across the board.
As far as training is concerned, HR can find out what are the quality issues, whether excess scrap generated etc. Based on this, the training programmes can be designed. Objective of the training is to reduce the costs. Therefore, HR can conduct the training programmes to reduce the following costs:
a) Inventory carrying cost of the raw materials
b) Cost of WIP inventory
c) Inventory carrying cost of the finished goods
d) Distribution cost to distribute the finished goods to the wholesalers and retailers (if applicable)
e) Rejection cost
f) Cost of stock out
g) Capacity costs
h) Set up costs
i) Inspection cost
j) Rework cost
HR can very well study the significance of the causes of the above costs and organise the training programmes accordingly. The training effectiveness will be cost before the training and cost after the training.
HR people are not supposed to have technical knowledge. Selection of technical hands cannot also be made single-handedly only by HR people. At the time of selection HR has to associate one or two senior technical experts, may be in the shape of a selection committee to make selection of right persons for the right jobs.Other HR related issues have to be looked after by the HR personnel.
Here it is important to say that HR Manager himself is not alone on the process,All Have to contribute towards getting right team members and employees on board for the betterment of the company.That is why it is said Team work is paramount of success in any business.