Hr roles and responsibilities in india pdf

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hr roles and responsibilities in india pdf

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Human resource management HRM or HR is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives.

The 5 Main Roles in HR

In order to achieve the objectives as stated above, HRM must perform certain functions. Generally, it is said that to achieve the organizational objectives, retailers must set up a proper correlation between the objectives and the functions.

Usually a particular set of functions helps realize specific objectives. All the employees of that shop report to him or her. Be it strategic decision or day-to-day operations of the establishment are taken by the proprietor. Further, the number of functional areas also varies from company to company according to nature, size and merchandise offering.

Following are the common human resource functions, any typical retail organization will be having:. These seven human resource areas and their associated functions share the common objectives of an adequate number of competent employees with the abilities, experience, knowledge and skills required for fulfilling organizational goals. Though a human resource function can be assigned to one of the seven areas of human responsibility, some functions serve a variety of objectives.

Similarly, compensation and benefits function facilitates retention, training and development and also serves to have cordial labor and managerial relations. Job analysis is the process of describing the operations, duties and responsibilities of the job. In order to recruit retail employees on a scientific and rational basis, it becomes necessary to determine in advance a standard of personnel with which interested candidate can be compared.

This standard must establish the minimum acceptable qualities necessary for the accomplishment of tasks by retail employees. Simple stated, the process through which these qualitative requirements standards are determined is known as Job analysis. In the words of Edwin B. In the words of John A. According to Michael J. The process provides information about what the job involves and what human features are essential to carry out these activities.

This information becomes vital to decide what sort of people to recruit and hire. The data derived from job analysis process is beneficial for estimating the value and appropriate compensation for each job. This ultimately provides the base for determining the relative worth of each job so that each job should be properly classified. Hence, job analysis is a data collection function performed by the HR department that includes the following steps:.

The first step of job analysis process includes collecting factual information relating to the job. After collecting the information, job analysis puts such information in a standard job description form as a comprehensive draft which shows full details of the activities of the retailing job.

As per the nature and format of the retail organization, separate forms may be used for various activities in the job and may be compiled later on. In actual, the whole task of job analysis depends upon these forms, which are regularly consulted as reference guide for the future planning tasks. Job specifications are also prepared on the basis of information collected through data collecting techniques.

Job description basically refers to a statement of minimum acceptable qualities of a candidate whose selection should be made. This report indicates various activities to be performed by the retail staff and expectations from them.

It is prepared by the job analyst on the basis of information collected. The report is then submitted to the HR department for its suggestions and amendments. The report submitted by the analyst and reviewed by the HR department may now be revised by the top executives for:. In some organizations, such drafts are usually approved by the HR manager while in some organizations by the top executive, who has the ultimate responsibility to finalize it. But it has been seen that in most of the cases, job design is drafted by the HR department may be in consultation with the store manager.

The success of a retail organization largely depends upon the team of efficient store employees who are chosen out of a number of applicants for the job. Recruitment is a very first step in the employment process, which aim at obtaining and maintaining an efficient store staff floor employees as a means of achieving sales targets. According to Werther and K. The process begins when new recruits are sought and ends when their applications are submitted.

Theoretically, recruitment is the positive process of employment aiming at searching for the prospective employee and inspiring them to apply for jobs in the organization.

In short, it increases the number of applicants and number of posts vacant and thus provides an opportunity to the management to select the suitable person. Thus, it is a tool in the hands of the management to differentiate the suitable and unsuitable applicants by applying various techniques such as group discussions, personal interviews, game tests etc. Selection is a long process beginning with receipt of applicants and ending with the final placement.

The selection process varies from organization to organization and also between two different positions. For example, in a retail company, when they are looking for entry level sales personnel, they tend to reply on educational institutions, advertisements and employee recommendations.

Moreover, when a retail company is looking for middle-management positions, they are likely to use employment agencies, competitors, advertisements and current employees. The recruitment process can be very costly. It takes a great deal of time to set up an effective recruitment process. Therefore, the company has to carry this job out in a systematic way. For instance, selection procedure for store accountants, store supervisors, store managers will be long drawn and rigorous as compared to those applicants who apply for floor staff position.

The various steps in the selection of desirable employee in the organization should be decided by the top management. Note: The applicants are screened out at each step of selection process and those who are found suitable and fit for the job, ultimately are selected. At any stage, any unfavorable criteria like unfavorable test scores or physically unfit will simply lead to rejection of employees. After selecting the most suitable and eligible candidates in the organization, the next step of HR department are to arrange for their training.

All types of jobs require some type of training for their efficient performance and therefore, all employees, new or old should be trained or re-trained from time to time. Further, the way new and new retail formats are emerging, new developments are taking place throughout the globe, it becomes imperative for any retail organization to systematically plan for the training program aiming at increasing the knowledge, skills, abilities and aptitude of employees to perform the new competitive tasks.

After selected, training and motivation, the next task, a HR manager has to perform is to evaluate the personality and performance of each employee by quantitative factors such as targets achieved.

In actual, with the help of performance management, the management through HR department would like to find out how effective it has been hiring and placing employees. Performance management allows retailers gain access to the reliable, timely information that drives better decisions. But the retailers throughout the globe believe that performance management is a broader term that may include performance appraisal too.

Compensation and benefits represent a substantial part of total cost in most of the organizations. Compensation is not only the concern of the organization but is equally important for the workers and employees to maintain their social image.

The main objective of such compensation and benefits are to control the costs, to establish a fair and equitable remuneration to all, to utilize the compensation and benefits device as an incentive for greater employee productivity and to establish a satisfactory public image. For effective implementation of compensation plans, HR department should be aware about the benefits given to the employees in similar kind of organizations.

It is also the best way to satisfy the employee at the lower and middle level of management. In modern days, retailing is carried on a large scale where hundreds of employees work together. The HR manager is basically responsible for the control of labor workers and employees through human relation approaches. Employees differ in nature and therefore, it is but natural that due to any communication gap, labor relations may spoil within the organization. Therefore, the HR department should know the proper policies, rules and regulations with regard to labor relations.

Harmonial relationships are necessary for both retailers and employees. It not only results in industrial peace but also leads to better and higher sales targets. Most of the retail organizations these days besides having HR department also take the services of legal experts practitioners for consultation from time to time.

Further, hiring legal experts within the organization has become necessary considering that each state has its different set of rules for managing HR with some standard rules. The employment relationship, irrespective of nature of organization, usually has two parts: labour relations and managerial relations. The former which covers the price of labour is more obvious. The managerial relations on the other side are the relationships that define how the process takes place.

Labour relations describe the price for a particular shift a set of number of hours but managerial relations determine how much work is performed in that time, at what specific task or tasks, who has the right to define the tasks and change a particular mix of tasks and what penalties will be deployed for any failure to meet these obligations Clegg

HRM Functions: 7 Major Functions of HRM (With Diagram)

Human resource departments are responsible for a wide variety of activities across a number of core organizational functions. Human resources HR professionals conduct a wide variety of tasks within an organizational structure. A brief review of the core functions of human resource departments will be useful in framing the more common activities a human resource professional will conduct. The core functions can be summarized as:. This includes the activities of hiring new full-time or part-time employees, hiring contractors, and terminating employee contracts. On-boarding new employees and providing resources for continued development is a key investment for organizations, and HR is charged with maintaining a developmental approach to existing human resources.

Skip to main content. Search form Search. Hr practices of amazon in india. Then, as your business grows and your needs evolve, select these HR solutions to tackle your specific HR management challenges. We strongly suggest you to go through these questions and write down your answers and compare with others.

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In this article, we will go over the basics of Human Resource Management. The 7 HR Basics. Conclusion FAQ.

Members may download one copy of our sample forms and templates for your personal use within your organization. Neither members nor non-members may reproduce such samples in any other way e. You may be trying to access this site from a secured browser on the server.

HR roles and responsibilities are a crucial part of management in an organization. Roles and responsibilities of human resource department include maintaining and development of policies and workplace rules and regulations for a better working environment and productivity. Role of HR manager has two primary functions first one overseeing the work of employee and managing the employee issues role of HR manager in an organization is crucial for the organization because of HR manager mages and all the HR disciplines. Human resource manager reports the director or the HR senior level executive.

Human Resources (HR) Manager job description

In order to achieve the objectives as stated above, HRM must perform certain functions. Generally, it is said that to achieve the organizational objectives, retailers must set up a proper correlation between the objectives and the functions. Usually a particular set of functions helps realize specific objectives.

Human resources is the set of the people who make up the workforce of an organization , business sector , industry, or economy. A narrower concept is human capital , the knowledge which the individuals embody. Similar terms include manpower, labor, personnel, associates or simply people.

Filter the list by using the following fields. This partnership allows joint Saba and Workday customers to look at integrations that allow the people processes to be tied together and will mean that both vendors have better outcomes in competitive deals. Our guide to contract terms, written by an entertainment lawyer, explains what it all means and what the implications are for the artist. This is explained in the next step. Enter Workday and click on Search. Once you click on the New Project option, Visual Studio will then give you another dialog box for choosing the type of project and to give the necessary details of the project. I take my wife to her computer school and than I go to my studio.

Sales Manager responsibilities include:

Show all documents Health workers have a major role for giving health services which are needed for smooth running of the health system. The human resources management HRM plays an important role in raising people health standards and providing sufficient health care needed to lead a healthy life. The standards of health can be improved by increasing the number of health work force. The government should plan policies and programs based on these system of medicines.

What are the duties and responsibilities of HR manager pdf?

Several disciplines make up the HR department, but HR practitioners might perform more than one of the six main duties: talent management, compensation and benefits, training and development, compliance and workplace safety. As you can see, there can be a lot of cross-over among the five main areas of the HR department and it can be tough to cover all of those moving parts.


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