WHAT WOULD YOU EXPECT

FROM HR

BY NILMANI RUWANTHIKA MENIKGE 09/SEP/2016

WHAT IS HR?Answer depends on who you ask from…

Welfare Team“People” !!

“Most needed friend at office”!! “Drive the work force towards business

needs and make a win-win deal with staff and clients” !

Engineering Team “human resources”!!!

“A person who caring of employees”

QA Team “Intermediate between the company

and it's personnel”“they are the people or staff

employed in a company”“Managing Employee well being”

Finance/Admin Team“Skills & abilities a human being possess in order to

perform a task” CEO“The most

important aspect for company to

progress”

WHAT IS HR?Some definitions:- Effectively managing and utilizing people.

- Developing competencies that enhance individual and organizational performance.

- Increasing the innovation, creativity and flexibility necessary to enhance competitiveness.

- Applying new approaches to work process design, succession planning, career development and inter-organizational mobility.

WHAT IS HR?What all of these means:(My point of view)

For Employees:The division (team/person !) of a company that is focused on all activities pertaining to employee welfare/wellbeing, benefits, careers, issues/conflicts.

For Employer:HR is a function in organizations designed to maximize employee performance aliging with employer's strategic objectives. HR is primarily concerned with the management of people within organizations, focusing on policies and systems.

THINGS HR FOLKS DO... Employee welfare

Health & safety

Grievance handling

Recruitment & selection

Onboarding

Off boarding

EPF / ETF benefits

Training and development

Performance management

EMPLOYEE WELFARE Including various services, benefits and facilities offered to employees by the

employers.

Doesn’t need not be monetary but in any kind/forms.

• Allowances

• Housing Loan

• Transportation

• Medical insurance

• Food

EMPLOYEE WELFARE

Also includes monitoring:

Working conditions

Creation of industrial harmony through infrastructure

for health, industrial relations and insurance against

disease, accidents, etc.

TALK TO HR WHEN… (GRIEVANCE HANDLING)

A grievance is an employment related problem which you individually or as part of a group cannot resolve informally.

Examples: Terms and conditions of employment

Health and safety issues

Relationships at work

New working practices

Organizational change

Equal opportunities

If you are dissatisfied with an action your team lead has taken or proposes to take.

If you are unhappy about a lack of management action.

If you feel you are being harassed, victimized or the subject of discrimination.

GRIEVANCE HANDLINGWhat sort of problems are not covered by this procedure? If the raised matter constitutes a disciplinary concern or decision, however, it should be taken up in accordance with the

company’s disciplinary procedure.

Issues relating to grading, redeployment, the termination of your contract, or redundancy.

An issue outside of the company sphere of responsibility.

How to raise a grievance?You can raise a grievance formally or informally. After you raised your grievance, HR has to respond accordingly.

Important: Don’t silently suffer. Let appropriate parties know of your problem (e.g. Team lead, HR, Management).

HEALTH & SAFETY Organized efforts and procedures for identifying workplace hazards. Reducing accidents and exposure to harmful situations and substances.

Train of employees in

Accident prevention

Accident response

Emergency preparedness

And use of protective clothing and equipment

RECRUITMENT & SELECTIONRecruitment:- Identify organisational needs- Shortlist best candidates- Select the best candidate to fill the post

ProcessIdentify vacancy and

evaluate needDevelop Job/position

descriptionDevelop recruitment

planPost position and implement

recruitment plan

Review applicants and develop short list

Conduct Interviews

Select HireFinalize Recruitment

RECRUITMENT & SELECTIONOnboarding- Set of activities done when an new employee joins the company.- Typical process

Off-boarding- Tasks conducted when an employee resigns.

Introduction about the company and take them a round trip

Introduce them to the team

Fill EPF and ETF forms

Include their details to the payroll system

Ensure tasks/responsibilities are properly handed over ( - succession planning) Farewell arrangements

Providing the service letter and the B card

Conduct the exit interview

EPF / ETF Eligible for permanent employees and contract employees

EPF ETF

Contribution Jointly by both parties, employer and employeeEmployer- 12%Employee- 8%

Only by employerEmployer – 3%

Administration Dept. Of labour Employees’ trust fund board

Investments Govt. Securities only decided on by the monetary board

Govt. Securities, shares and any other prudent investments decided by the ETFB

Account keeping Central bank of sri lanka ETF board itself

EPF / ETF Withdrawal On reaching 55 years (or 50 for females)

only, other than in special casesOn termination of employment at any age including change of employment

Welfare schemes Housing loans from commercial banks by pledging the EPF balance

-Life insurance scheme-Disability insurance-Heart surgery-I.O.Lens implant- Scholarships for year 5 children-Financial assistance for hospitalization-Low interest housing Loan”viyana”-Financial assistance for kidney transplants

TRAINING AND DEVELOPMENT

Training is expensive. Without training it is more expensive.

-NEHRU-

● Training is a formal systematic modification of

behavior through learning which occurs as a result of

education, instruction, development planned

experience 

● Development is any learning activity, which directed

towards future, needs rather than present needs, and

which is concerned more with career growth than

immediate performance .

BENEFITS OF TRAINING & DEVELOPMENT

- Improving an employee’s performance.

- Developing the group and team skills needed to achieve organizational goals.

- Giving employees the needed skills and knowledge to complete assigned jobs, duties and tasks.

- Motivating employees to achieve higher standards.

- Increasing overall efficiency.

- Improving customer service, which leads to customer satisfaction.

- Preparing employees for promotional opportunities.

- Decreasing employee turnover.

- Enhancing employee morale, motivation, and creativity.

- Enabling managers to reach unit goals and objectives.

- Giving employees the tools needed to analyze interpersonal and situational factors that create obstacles to achieving high

performance.

PERFORMANCE MANAGEMENT- Manager and workers together

- Plan - Monitor - review Employee's work objectives and overall contribution to the organization.