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.