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Status of HR Manager in Current Global Scenario

Status of HR In The Current Global Scenario

 

A company thrives because of its employees. Various departments across the organization, such as the development team, customer support, marketing, and sales, just to name a few, makes it possible for you to run the business successfully. At the same time, the roles and responsibilities of HR managers cannot be ignored. They help manage various departments across the organization, improve their productivity, and retain employees. However, given the evolving landscape of the working environment, legal obligations, and strategic management of businesses, the roles and responsibilities of HR managers are widening.

1. Training and Development: Hiring the best candidates is just half the job. HR managers need to train and upskill them to maximize their return on investment.  The type of training and development new employees require depends on their experience. For example, if they are fresher’s, managers might need to arrange for skill-development training programs to ensure their work meets the industry standards.

2. Attraction and selection: When hiring an external candidate, attracting and selecting the right people is crucial. It is HR’s role to maintain a good selection ratio. The selection ratio is a recruitment metric that refers to the number of hired candidates divided by the total number of candidates. It is up to HR to make sure that sufficient candidates are attracted and eventually the right people are hired.

3. Formal performance appraisal: Employees are tested to make sure that they will perform to the best of their ability in their new role. Performance appraisal also called performance review or evaluation is a method to evaluate the job performance of the employee. In most companies, this is an annual or bi-annual event. These appraisals facilitate communication between employee and manager, enhance the employee’s focus, help in setting professional and personal goals, improves performance, and help in determining training needs.

4. Employee Benefit Management: Employees work for more than just pay. Creating the right benefits for employees is crucial in retaining key talent. We know from the literature that at a certain point extra pay doesn’t make employees happier. However, the right benefits might. Common benefits are extra holidays, a learning and development budget, extra paternity leave, a childcare budget, et cetera.

The easiest way to select the right benefits for your employees is to just ask them. Some employee’s value learning and development, others look for extra pension plans, and a third group may want company-organized childcare.

5. Employee Relations: The lifeblood of any organization is its people. As we’ve written multiple times, engaged employees are more productive and can make a positive impact on a business’ bottom line. To that end, the HR department is there as a liaison between the organization and employees, to make sure that employees are kept abreast of relevant information and that they, in turn, are represented by the HR team in any decisions that may impact them. A simple way of keeping staff up to date is a regular HR newsletter which details pertinent news and developments, as well as providing a forum for employees to engage.   

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