lakshitha MBA22 Esoft

  Responsibilities of HR Professionals Figure 1  Duties and Responsibility Human Resources departments are often misunderstood and unfairly categorized, especially in TV shows and other stereotypical portrayals, as team members that should be feared and are primarily responsible for cutting costs and firing employees. The reality is, Human Resources departments have many valuable responsibilities, and they’re often caught in the middle of power struggles in a company. More importantly, they’re a critical asset when it comes to hiring, managing staff, and addressing disputes within a company. The human employee is the greatest resource most companies have. The value of a single good employee to an organization is growing year over year and has been since the ’90s. Thus, establishing a solid team of people to manage that human resource has been a growing fixture of companies for decades.   HR Enforces Company Regulations Figure 2 Policies Compliance with policies, both internal a

The Role of HRM in Conflict Resolution at Workplace Figure 1: Work Conflict Any disagreement or action involving HR that disrupts the flow of work, hampers collaboration, or stifles creativity is considered workplace conflict.   (Luca, 2019) When personnel from differing backgrounds and work styles are brought together for a common business goal, workplace conflict is unavoidable. Conflict can be controlled and resolved, and it should be. The likelihood of workplace conflict has increased, with tensions and concerns at an all-time high as a result of the current political division and racial injustice conversations at work. This toolbox looks at the origins and repercussions of workplace conflict, as well as why managers should intervene. Human resource professionals are frequently faced with workplace conflict resolution, and how they handle conflict has an impact not just on the persons involved, but also on how other employees perceive the firm. Common problems can usually be

  HUMAN RESOURCE CHALLENGES Issues such as cash flow, competition, and revenue growth are top of mind for small business owners and their teams. Along with these challenges comes another area many companies struggle with: human resource management. Human resource management (HRM) includes: ·          Job design and analysis ·          Workforce planning ·          Training and development ·          Performance management ·          Compensation and benefits ·          Legal issues HRM can be a challenge for small businesses especially, which typically don’t have an HR department to rely on. They may be limited to one HR person, or this responsibility may still belong to the CEO. Regardless, small business owners need to understand the challenges facing them so they’re prepared to tackle HR issues as their company, and workforce, grows (Ashley, 2020). #1 COMPLIANCE WITH LAWS AND REGULATION FIgure 1. COMPLIANCE WITH LAWS AND REGULATION Keeping up with changing empl

Human Resource Management Basics Every HR Professional Should Know People are critical to every company's success. Employee performance can be a burden or an advantage for a corporation. For firms of all sizes, effective human resource management (HRM) is critical. I'll break down the foundations of human resource management in this blog.   What is a Human Resource? T he practice of managing people to improve performance is known as human resource management, or HRM. HR provides expertise, tools, training, legal counsel, administration, and talent management, all of which are critical to a company's survival and advancement.     The seven HR basics Several aspects are considered pillars for good HRM policies when we talk about Human Resource Management. These are the cornerstones: Figure  1 7 HRM Basics   1 Recruiting and hiring A significant HR role is to recruit applicants and select the best ones to come work for the organization. HR can utilize a variety of selection to

Leadership Development in Successful Companies T he previous articles have discussed how the HRM function is now seen as a critical and crucial component of the organizational support functions. In particular, we have analyzed how effective people management goes a long way in ensuring better economic performance. Among the components of people, management that the HRM function does is the aspect related to leadership development. Research into the HRM practices of successful companies has shown that these companies significantly outperform their peers in terms of economic profitability by following the leadership development practices discussed in this article. By successful companies, we mean those companies on the Fortune 100 list that have managed to retain their position in the firms for over a decade. To put this in perspective, it needs to be remembered that many companies that were on the Fortune 100 list for a few years failed to retain their positions in subsequent y