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Retraining employees to upgrade their skills or to prepare workers for sweeping organizational changes (like the introduction of a new computer system) may also fall under HR's outreach. For managerial positions, performance appraisals are a routine part of organizational evaluations, and HR departments determine how these reviews will take place and the weight they will be given in promotions. HR may also determine the extent to which employees can interact with their reviewers and the forms used for reviewing (Pierce College, 2010, p.1920). Performance reviews are an important aspect of nurturing and promoting top talent at the company, and the method of review must match the needs and overall philosophy of the organization.
Employee counseling is often a component of many HR departments. Employees may be reluctant to discuss problems with their immediate supervisor because of job repercussions. HR departments can provide trained staff members to deal with issues such as harassment, difficulties the employee may be having at home, or the need to strike an effective work-life balance. Ideally, problems in the workplace should be handled as soon as possible, to prevent them from spiraling into legal issues. If a female employee feels that she is being harassed to the point that she is unable to do her job, it is in the interest of the organization that HR find a way to mediate between her and her supervisor, and discipline the supervisor if her complaint is valid -- otherwise the employee may feel justified in pursuing the case in court.
The HR departments must also...
For example, it is illegal to discriminate against someone based upon their race, gender, or differently-abled status, so long as these characteristics do not interfere with their ability to perform their job (Overview, 2011, EEOC). HR must structure hiring procedures so there is compliance with the law, yet employees are still fully functional at their tasks. It must also ensure that the workplace is compliant with all occupational requirements legally demanded for worker safety.
The function of HR in organizations is so vitally necessary that many HR departments are split into various components. But even small organizations require an HR department to be fully aware of the needs of the modern workplace: finding the right people, molding new employees to the organization, nurturing current through mentorship, and trouble-shooting worker needs through training, retraining, and counseling. These are all part of the functions of HR. HR creates the building-blocks of the organization -- its people.
References
Chapter 19: Human resource management. (2010). Pierce College. Retrieved January 10, 2011 at http://faculty.piercecollege.edu/rskidmore/Ghost/library/Chapters/CHPT19.pdf
McNamara, Carter. (2010). All about human resources and talent management. Management Help. Retrieved January 10, 2011 at http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm
Overview. (2011). Equal Employment Opportunity Commission (EEOC).
Retrieved January 10, 2011 at http://www.eeoc.gov/eeoc/index.cfm
Thomas states that she never forgets 'where she came from.' She serves on numerous community boards including the Charlotte Mecklenburg Housing Partnership and the Women's Intercultural Exchange. As a golden life member of Delta Sigma Theta Sorority, Incorporated, Thomas says that the need to be a member of something 'greater than herself' has always been an integral part of her character. She strives to better the community and to better
Employee development and training is an alternate zone. In the IT business, training is not simply about recognizing training needs and giving the presupposed training, but anticipating and reckoning the necessities and advancing suitable training to equip employees so that they can handle the challenges. Another serious challenge is the way businesses have the ability to fuse all the sub-systems in HR and help them in accomplishing a definitive objective:
I would have preferred to continue with the initial plans. 5. It is difficult to develop international careers in the case of dual careers couples. I think it depends mostly on the type of careers of the people in the couple. Technical jobs are the most flexible types of careers. Technicians can adapt professionally in any country. But jobs that depend on countries' cultures are less flexible. These can be
These practices include: selective hiring, employment security, self-managed team, extensive training, sharing information, diminution of status differences, and stipulation of high pay contingent on organizational performance. Other authors analyzed by Chang and Huang sustain that SHRM benefits company both directly and indirectly as it modifies passivity into initiative by clearly communicating organizational goals and encouraging the participation of line-managers. In addition, by generating structural cohesion, defined as "an employee-generated synergy
Human Resources Management - Maintaining a Competitive Edge in the Corporate Marketplace Change continues to reshape the workplace. Today's HR professional is called upon to help the organization retain its competitive edge in the marketplace. Along with representing the best interests of employees, HR professionals assume the role of strategic partner, administrative expert, and change agent. HR assumes a critical role in promoting the vision and shaping the focus of the
Human Resources as Critical Investments IN AN ORGANIZATION'S FUTURE The purpose of this paper is to explore whether or not the human resources (HR) within an organization should be used as critical investments. To support this exploration, the terms "human capital," "human assets" and "intellectual capital" will be discussed, on the merits of each specific term as well as in relation to one another. Finally a conclusion will be drawn that determines