Posted in Human Resources Articles, Total Reads: 1609
, Published on 30 September 2013
In today’s scenario, when we are now coming out from the long phase of recession; we see HR as a most competent tool, which helps in establishing a concrete relationship of organization with its employees.
In any organization, it is very necessary to have a harmony between employees and the Management so that the combined effect of achieving goals of both will ultimately results in making the profit for both employees as well as for organization. In this situation, HR has to play a very big role of mediocre to bring and maintain that cordial relation by meeting the goals and needs of both employees and the Management. There are various theories and hypotheses are being taken in account to solve the purpose of HR; like by opting some of modern theories to improvise the quality working environment; to give space, autonomy, security to the employees so that their creative and innovative ideas can improve the work style and performance of their own; simultaneously it would lead into generation of the feeling of belongingness into the employees, which would ultimately solve the problem of retention of skilled employees in the organization.
To meet the goals of employees and the Management, it is very important to mark out their respective needs. There are some basic and fundamental theories of needs which have always been helpful in categorizing the employees; after segregating the employees as per their needs, it would be easier to motivate them to enhance their performance and output accordingly. For segregation of employees, it is very necessary to map them as per their need and this is not at all an easy task to interview & ask each n every employee about their needs and measure their satisfaction level. To solve this hypothetical situation, training sessions at frequent interval is required and regular monitoring of development occurred after those sessions are very important to identify needs of employees and helping them to meet them up. It is not that afterward attrition rate will reduce exponentially but it would definitely lead the generation of belongingness in employees like having such personal treatment will connect them to organization and motivate them to improve their output and contribute more in their organization’s growth. Thus, decrease in rate of attrition can be noticed. But all such consequences will only depend upon the quality of training sessions and how efficiently employees are inculcating those in themselves for their personal as well as professional development.
Since few months, because of recession, many organizations had taken some very harsh decision with respect to employees, like reducing their salaries, ceasing the benefits provided, retrenchment, lay off, and so on. The long phase of slow down, and its subsequent aftermaths had directly hit the employees, who were once fixed asset, now have lost their faith from their organizations, and attracted only to those who will provide much security to them and their family.
As Job Hopping had always been a big problem for the corporate world, but now it will be a big mess to deal with. Various strategies, principles, concepts; are now going to be in action to get their employees stuck to the organization. At this site, the role of HR has become more sensitive and crucial to hold their potential employees and to increase their efficiency. So there are so many concepts are now being introduced considering employee–security schemes, conceiving employee-holding programs, with employee welfare plans and at the same time goals of organization has to withstand in executing all mentioned schemes and programs. And in this new era of emerging opportunities & technologies, this task of mediocre is not that easy for HR.
Besides following the traditional principles of job as in Recruitment, Performance Appraisal, Wages Administrations, now responsibilities of HR has become very vast, which starts from Procurement, which includes Job Design, Organizational Structure, Man Power Planning, Recruitment & Selection; then Development as in training programs, Performance Appraisal & Career Counseling of employees; followed by Compensation, comprising Wages Administrations, Fringe Benefits, Perquisites & Incentives; after which is Integration, which includes Motivation, Quality of Work Life, Quality Circles, TQM, Status of Labor Union & Grievances Handling; followed by Maintenance as in Communication & Counseling, safety & Health and Absenteeism and at last is Separation, which includes full procedure followed by Exit Interviews.
It has been observed that attrition rate is higher in phase of Compensation and Integration. So HR’s job becomes more composed and focused in these phases.
From recruiting right person at right place, motivate them to enhance their performance after training them and providing opportunities of development and by resolving their grievances and counseling them for their career as well as for quality work life, HR acts as a strong pillar for an organization to stand upon by looking after its valuable asset that is its employees.
In addition to their mentioned job responsibilities, now days HR is also contributing in Business Development, Business Expansion, and Business Operations & Managing internal as well as external customers.
Today HR is also involved in Planning, Formation of Strategies, Business acquisition and so many others executing projects. HR is also contributing as Managing Director, CEO, in Board of Directors, as Stake Holders and other Decision Making Top Management’s Job.
So we can see that HR is now playing versatile & diversified role in each n every aspect and contributing in each phase of development of an organization.
The article has been authored by Rahul Verma, SCIT, Pune.
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