Functional Attributes Of A Human Resources Mba Pro’s Job Profile

The chapter of human resources sprawls over a vast area of management. Lessons on human resources focus on employee selection and recruitment, workforce management, and labor wealth maintenance. Despite the invention of various technological tools and advancement of the computing system, manual labor is critical to the integrated operation of an organization. Manual labor does not always mean physical labor. It refers also to mental labor that constitutes the delivery of service out of intelligence. The workforce of the human resources department in an organization is a source of intelligence investment in massive projects. Therefore, human resources MBA personnel are credited with reputable and honorable designation in both public and private sectors.

Human resources professionals have to maintain a responsible portfolio ranging from administration to coordination. The functional attributes of a human recourses MBA ob profile are as follows -

�Workforce maintenance and management is a great responsibility on the shoulders of human resources pros. Coordination and integration are the keys to proper workforce management. The task of integrating the working executives of different departments of the organization is one of the duties of a human resources MBA professional.

�A chain feels strong and rigid when its links are joined in a series. Similarly, coordination among the workers of different levels strengthens the foundation of an organization. Restoring and maintaining coordination among the executives holding different job profiles under the same roof is a responsibility to be shouldered by the human resources MBA pro.

�Team conflict is common in a large organization. Team conflict if not subdued timely might harm productivity and profitability of the organization. Moreover, it can put the public image of the organization at stake. Human resources MBA pro is accountable to remove any sort of team conflict from the very bottom level.

�Employees need encouragement to revive and keep up their working spirit. The more they are encouraged the better is their performance. Therefore, the human resources MBA pros need to be caring and inspirational in some cases to keep the employees on the go.

�Handling the problems of the employees is one of the functional highlights of the profile of a human resources MBA officer. He or she needs to be patient enough to listen to the individual workers and competent enough to turn up with solutions for their problems.

Fascinated by the responsible job profile of a human resources executive, the dynamic management aspirants opt for human resources management. For the same reason, distance learning MBA programs in human resources management are on a high.

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Human Resources Guide For Small To Medium Enterprises

Without HR outsourcing, SMEs face a number of human resources tasks and should take into account the following types of activities:

1. The human resources area should be segregated from the rest of the enterprise in order to maintain privacy and confidentiality. The HR function should report to a high level person within the enterprise who is authorized to make decisions.

2. The person or persons in charge of human resources should handle the payroll functions either in-house or in coordination with an outside vendor. The distribution of payroll checks should be handled by HR.

3. All input for salaries, bonuses, employee benefits as well as changes to payment conditions should be handled by human resources.

4. All changes to salaries, employee benefits, time sheets, and vacation schedules should be handled by HR.

5. Any and all employee complaints, counselling and issues of controversy should be coordinated by the head of human resources and the applicable department within the enterprise. The higher level person that the HR area reports to must be immediately informed of these types of issues.

6. The head of HR should provide executive management with budgets, forecasts and other statistical reports that are necessary in order to run the enterprise.

7. Whenever staff are needed, the head of human resources should coordinate the needs of the enterprise with the interview and hiring functions.

8. Another important task for human resources is the compilation of a formal employment manual that all new employees and existing employees can refer to. This manual will need to be updated as changes to laws and regulations take affect.

9. All legal and regulatory reports must be prepared by human resources in order to comply with local requirements on a timely basis.

10. Employee benefits and salaries need to be reviewed on a periodic basis in order to retain and maintain proper levels of compensation.

11. The job specific training of employees must be monitored and controlled by HR for purposes of economy and quality of work.

12. Vacation and sick days must be controlled by human resources in order to maintain the level of days agreed upon.

13. Employee travel should be controlled and maintained by human resources for purposes of consistency and proper control of costs. All approvals need to be obtained and all travel documentation must be authenticated.

14. All labour union relationships and communications should be maintained by HR. However, the executive manager directly in charge of human resources must be notified of such communication.

The above tasks represent the core functions that human resources should be in charge of. However, other responsibilities may arise since the handling of people may involve other issues such as injuries, disabilities and circumstances that change on a day to day basis.

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What Is Human Resources Consulting?

Human Resources: sounds depersonalizing, doesn’t it, to describe workers in this way? It smacks of older attitudes to the workforce which are now seen as increasingly outdated. Two key assumptions underpinned the old attitudes: first, employers are rational people who maximize profits by paying only what the productivity of each individual employee justified. Thus the potential of workers was ignored in this top-down approach to management. Second, employees were seen as isolated individuals intent solely on maximizing their income.

Today, however, both these assumptions have been superseded by a re-interpretation of the term. It is now better defined as the resources which human beings bring to their places of work, thereby profiting both themselves and their company. So, what seemed initially to be an unhappy marriage of incompatible ideas has instead turned out to be a marriage made in heaven! Opposites attract, they say.

Human Resources Consulting has, therefore, lost many pejorative associations with dehumanizing work practices, and has achieved its current status by helping to empower workers to realize their potential. The beauty of this approach is that, by recognizing the worth of each individual employee and raising the glass ceiling many workers encounter, they also help companies to raise their game, too. Higher productivity and bigger profits result from tapping into that wealth of potential.

Troubleshooting is, therefore, the hallmark, highlighting the areas where best practice is not being followed. Best practice, in management terms, has traditionally centered on technology-driven innovations, for example the production line in the early 20th. century. The employee’s contribution was relegated to that of a cog in the wheel. Companies today are no less driven by technology, always striving to increase the value-added”.

The modern counterpart of the production line are the Content and Document Management Systems, Workflow Automation Applications, etc., which are introduced to help companies achieve a greater use of their resources. Crucially, though, a growing number of companies are realizing that human resources are as key to profit optimization as is technology. Power is often defined as being soft” or hard”. Soft” power refers to what many believe to be the most effective type of power knowledge. Hard” power, by contrast, refers to technoloy and machinery. The trouble is that some companies still believe that soft” power is found exclusively in software. True soft” power lies in the expertise and experience of the workforce. Human Resources Consulting aims to get this message across loud and clear.

If the most effective exercise of power is soft” power, and soft” power is knowledge, then the increased importance given to mentoring can be readily understood. Mentoring can help reduce turnover in an organization by helping new workers to adjust more quickly to the company’s ethos. Middle managers can be taken under the wing of more senior colleagues to promote their advance up the corporate ladder. In line with the inclusiveness” ethos, women and minority workers will be encouraged to break through the glass ceiling.

Large companies increasingly recognise the need for their workforce to buy in to new processes. Small entrepreneurial setups are equally enthusiastic that any barriers ro success are removed. They have begun to appreciate that value added can only be maximised if the diversity of their workforce is taken into account so that negative practices are eliminated and positive practices encouraged. Social and cultural factors often contribute to a breakdown in workplace efficiency: as morale drops so does productivity.

Blindness” to issues of race and gender can equally extend to issues of lifestyle. To retain valuable employees with disabilities or family commitments represents sound business sense, but that will require more flexible work schedules and working from home, perhaps. Getting the best out of employees involves not just the removal of obstacles to greater efficiency, but also the implementation of strategies to promote employee ownership” of new work practices and systems. Worker feedback is essential too.

To sum up, best practice in Human Resources Consulting means, first, understanding that people and processes are interrelated and not polar opposites and, second, helping to implement work practices that combine the two. In our 21st. century, knowledge-based society, everyone is the poorer for failure to bridge the divide.

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