Job Duties of HR

• Recruiters – searching for qualified applicants for the job position.
• Equal Employment Opportunity (EEO) Coordinators – Investigation and resolve EEO grievances, examine organizational practices for potential violations, compilation, and submission EEO reports.
• Job Analysts – Collecting and examining information about jobs to prepare job descriptions.
• Manager Compensation – Developing compensation plans and handling the employee benefits program.
• Training Specialists – Planning, organizing, and directing training activities.
• Labor Relations Specialists – Advising management on all aspects of union-management relations.

Line Manager and HR Management Cooperation

• Responsibility of Line Manager is to specify the qualifications of employees need to be filled for specific positions.
• Accordingly, the HR staff develops sources of qualified applicants and conduct initial screening interviews.
• HR manages the appropriate tests and refers the best applicants to the Line Manager, who interviews and selects the ones desired.

HR Changing Environment

The factors contributing to rapid change in the environment of HR are:

• Globalization
• Technological Advances
• The Nature of Work
• Workforce Demographics

Measuring the Contribution of HR

Strategy

• The long-term plan of a company for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage.
  • Today, Manager HR is more involved in partnering with their top management of the companies in both designing and implementing the strategies.
• Precisely, top management wants to see how the plans by manager HR will make the company more valuable.

Metrics of HR

• Absence Rate
  • [(Number of days absent in month) ÷ (Average number of employees during the month) × (number of workdays)] × 100
• Cost per Hire
  • (Advertising + Agency Fees + Employee Referrals + Travel cost of applicants and staff + Relocation costs + Recruiter pay and benefits) ÷ Number of Hires
• Health Care Costs per Employee
  • The total cost of health care ÷ Total Employees
• HR Expense Factor
  • HR expense ÷ Total operating expense
• Human Capital ROI
  • Revenue − (Operating Expense − [Compensation cost + Benefit cost]) ÷ (Compensation cost + Benefit-cost)
• Time to fill
  • Total days elapsed to fill requisitions ÷ Number hired
• Training Investment Factor
  • Total training cost ÷ Headcount
• Turnover Costs
  • Cost to terminate + Cost per hire + Vacancy Cost + Learning curve loss
• Turnover Rate
  • [Number of separations during month ÷ Average number of employees during month] × 100
• Workers’ Compensation Cost per Employee
  • Total WC cost for Year ÷ Average number of employees

Measuring the Contribution of HR

• The HR Scorecard used to measure
  • HR activities
  • The behaviors of employees resulting from these activities
  • It is a visual representation of key measures of HR department achievements, productivity and other factors important to the organization

High-Performance Work System (HPWS)

• Generate more job applicants
• Screen candidates more effectively
• Provide more and better training
• Link pay more explicitly to performance
• Provide a safer work environment
• Produce more qualified applicants per position
• More employees are hired based on validated selection tests
• Provide more hours of training for new employees
• Higher percentages of employees receiving regular performance appraisals

The Benefits to Hire New Manager HR

New Manager HR brings New Proficiency including:

• HR proficiencies
• Business proficiencies
• Leadership proficiencies
• Learning proficiencies

Professional Certification in HR

HR is becoming more professionalized due to which new software and certifications courses also becoming very important to be upgraded. Here some names of reputable HR Professional Certification are:

• Society for Human Resource Management (SHRM)
• SHRM’s Human Resource Certification Institute (HRCI)
• SPHR (senior professional in HR)
• PHR (Professional in HR) certificate

Technology and HR

Benefits of technological applications for HR:

• Employees can self-service HR transactions through Intranet-based employee portals.
• Availability of HR specialists on centralized call centers.
• The efficiency of HR operations increased.
• The development of data warehouses of HR-related information.
• HR activities outsource to specialist service providers.

Also, visit Human Resource Management – Part 1

Also, Visit Human Resource Management – Part 3