Tackyon Practical HR Work Shop on HR Functions - Oct 14, 2012

HR Functions

By Subba Raju Pericherla

Main Office :

Plot No.258, Sree Nivas

Road No.72, Prasashan Nagar

Jubilee Hills

Hyderabad – 500 033

India

Ph : +91 40 2360 9900

US Office:

2099 Gateway Place

Suite 340

San Jose

CA 95110

Ph : +1 408 694 3554

@ Tackyon HR Work Shop

Hyderabad

Oct 14, 2012

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Courtesy : Human Resource Planning 30.3


Courtesy : Human Resource Planning 30.3


Core Organizational

Development

Training Recruitments

Human

Resources

To Maximize the use of Human Resources and ensure their ongoing development To secure the production capacity required to support Organizational Objectives

To synchronize human resources activities with the organizational objectives To increase the organization’s productivity.


Core HR

• Human Resource Management System

• Employee Database

Organizational Development

• Employee Engagement

• Performance Management System

• Career growth opportunities

Training

• Increasing Employee knowledge and skills at every level of the Organization.

• Increasing the organization’s effectiveness and efficiency.

• Validating the potential of individuals.

Recruitments

• To increase the pool of knowledge and skills by adding new resources

• To increase company’s capacity to respond to demand


Usually HR is a major function in any organization. As its name suggests, its intervention in over all organizational functions where ever Human Resources are involved, it is from recruiting any resource till the exit. Human resource Department actually bridges the gap between Employee and Management in terms of expectations, revenue etc..


Manpower Planning It involves the planning for the future and finding out how many employees will be needed in the future by the business and what types of skills should they possess. It depends on the following factors

The number of people leaving the job The projected growth in sales of the business Technological changes Productivity level of the workers

Recruitment and Selection One of the most important jobs HR department is to recruit the best people for the organization. This is of crucial importance as the success of any organization depend on the quality of its workforce.



Job analysis and Job description HR Department is also involved in designing the Job analysis and Job description for the prospective vacancies. A Job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. Job descriptions are written statements that describe the: Duties, responsibilities, most important contributions and outcomes needed from a position, required qualifications of candidates, and reporting relationship and co-workers of a particular job.




A shift to a more challenging work has lots of meanings for the associate, who feels threatened by a thought if their shift is one step before a pink slip. Addressing this concern is a challenge. Founder, SME

Market Positioning of Brand or Company primarily influences in attracting Talent. Candidates decline offer after accepting( They don’t show up on joining date, without any intimation) HR Head, Mid-Level IT Org

Finding technically strong people managers is difficult as India is traditionally a Services led IT industry Very few people have true product building or management experience Sr. Product Director, Large Product Org





Determining wages and salaries HR Department is also involved in conducting market surveys and determining the wages and salaries for different position in an organization. These decisions may be taken in consultation with top management and the Finance department.

As per the analysis Job Switching Premium is High in India.. It is 24%



Performance Appraisal Once the employees are recruited , the HR Department has to review their performance on a regular basis through proper performance appraisals. Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does. On the basis of performance appraisal the HR Department will set up an action plan for each employee. If the employees needs any training then he provided that.






Associates feel that there is a lack of growth in the existing project because of which they are being shifted laterally. Size of the organization creates that perception issue Founder, SME

On boarding Day has to be a delighted experience so that it increases the synergy with the company Transparent System and Visibility on the growth or progression of the company so that the employees imbibes to be a part of the family… HR Head, Mid-Level IT Org

Expectation that I should be promoted every 18-24 months. Not devoting enough time to become a subject matter expert but wanting to see growth in terms of designation and compensation. Mid Level managers – not having enough experience to train/coach engineers leading to dis-satisfaction in teams Sr. Product Director, Large Product Org


GenY GenX

Control over work

Development Opportunities

Pay Satisfaction

Appreciation

Support from Supervisor

Flexibility

RETENTION

Analysis says Learning….

on Job is 70% Mentoring & Coaching is 20% Formal Learning is 10%




Successful businesses are those that attract, develop, motivate and retain the best

people. You will get the most benefit from your people if you have key strategies for

doing so.

Involving employees in the development of the business

Communicating with employees

Adopting flexible working and policies that encourage equality and diversity

Setting targets and rewarding achievement

Offering employee development and training



Case 1 - How to recruit a Key Position for a company which is not big enough. Case 2 - An Employee Absconded after the client specific training and the client work allocation How do you handle the client How do you handle the culture of the company Case 3 - An Organization which is having 700 employees as on date, out of which 600 has been recruited in last one year. How do you set the aggressive employee on boarding without proper HR team in place. Case 4 - An employee went down for tea was asked to be terminated due to a breach of conduct. How do you execute.


Courtesy from WFPMA


Courtesy from WFPMA


Courtesy from WFPMA

Research shows the growth of your organization depends 20% on the skills

and 80% on the attitude of your Human Resource.

Thought x Knowledge x Action = Attitude

People Join the Company and leave the Boss

The most significant aspects of 21st century manpower has been high rate

of attrition and burnout.


• Translate the vision of the organization into reality

• Aids in effective achievement of the mission

• Ensure that Core Values are protected at all costs


http://getentrepreneurial.com/images/effective-mission-statement.jpg

http://www.fbc-rantoul.com/images/what_we_believe.jpg



Networking Your Network is Your Net worth You have to give in order to get

Mentor / Coach

Create your own Value



Email : [email protected]

Blog : memyselfhr.wordpress.com


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Tackyon Practical HR Work Shop on HR Functions - Oct 14, 2012