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More organizations need to create more flexible work hours and telecommuting options for all employees.
HR is more of being proactive than reactive, it always have contingency plan in matters that affects employment relationship
The role of HRM Manager is very significant
The Human Resource Management (HRM) function includes a variety of activities, and key among them is responsibility for human resources -- for deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. Some people distinguish a difference between HRM and Human Resource Development (HRD), a profession. Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, e.g., career development, training, organization development
HR is like the peace keepers of any company.
HR managers are what keeps a company intact. Making sure that they enxhance the performance of the company.
what is the role of the hr business partner?
How are the changes for the procedures decided?
Similar to other department managers, a human resource manager has two basic functions: overseeing department functions and managing employees.
In most organisations, the role of planning, organising, leading, controlling, creating, communicating, and motivating employees has become the sole responsibility of the Human Resources Manager.
The role of the formerly titled Personnel Manager has been extended and has moved beyond basic data collection relating to such things as payroll, sick day entitlements and holidays taken.
The role of the HR Manager involves every aspect of the employment cycle of each individual employee and it involves the implementation of policies and practices designed to enhance the performance of these employees.
HR Managers are mainly responsible for implementing change in workplace procedures and for ensuring that employees are fully informed of the changes and are willing and able to accept the changes being implemented.
In many organisations, this role is outsourced to external change agents or facilitators.
Management of organisations can see that their relationship with employees is capable of giving them a competitive edge over their competitors and, hence, an increase in their market share, if the relationship is managed effectively.
Human Resource Managers of large-scale organisations need to be aware of the factors that influence both the size and the quality of the workforce available to supply their services for employment:
• The demographics of the local population
• The diversity of the workforce
• The skill level of the workforce
• The education level of the workforce
• The training made available to workers
• The motivation of the workforce to work full-time
• The provision of child-care facilities
• The working conditions
• The security associated with the employment contract
• The level of remuneration associated with the job
• General employment trends e.g. job sharing, telecommuting etc.
• The role of technology in the workplace