Business Manager Role in Hr Activities

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Business Line Managers Role In HR
Group 6:
Executive Summary
The word HR was always associated with “HIRING and FIRING”
With the evolvement of management HR role is not limited to only processing of salaries and giving offer
letters and terminations but it has evolved as both art and science.
If we assess the function of HE a decade ago it was only considered as a cost center which was used a
communication medium for management to communicate to employees.
However now role of HR function as being more important as its helps to achieve the organizational goal
and objective. Since

HR manages change, organizational development, creativity and innovation in the

work force. The primitive area of HR is now undertaken or replaced by line mangers since they work
closely with the team mmbers.
New avenue of performance development and management has evolved during the years. The
assessment helps in meeting training, learning best practices and meting the ultimate organizational
development and creating leader sin long run, this is possible because we have changed the mind set by
viewing training as an investment rather than a cost.
Thereby now the role of HR is:
1.
2.
3.
4.
5.

HR management & develpment
Talent acquisition and competencies
Work force planning
Building leaders
Skill development

Thereby we can see that traditional role of HR is replaced by more proactive department which works on
company’s vision and mission statement. Approach of HR is now more versatile and broad.

Nature of the Industry Studied

1.
2.
3.
4.

Consulting :Ernst & Young
Construction suppliers- Kinetic Noise Control
Scientific Equipment’s- Gulf Scientific Corportaion
Schools- GEMS Education

Broad role of HR in Companies studied: From the above companies studied the core function of HR
can be classified as below, we can see that the function would is not what HR was a decade back but
ideally it is must futuristic and moving towards achieving the organizational goal and objectives
a.
b.
c.
d.
e.
f.
g.
h.
i.

Work force planning, training & inductions of staff
Analyzing training needs with review of line managers
Leadership development by immediate and long-term organizational objectives
Implementation of consistent HR policies like working conditions, performance management etc.
Dealing with grievances and employee satisfaction
Employees welfare, team building
Skill development
Maintaining work culture and diversities
Rewards and incentives

Practice and Commentary
  Organizational Hierarchy:








Associate Executive/Executive
Assistant manager
Manager
Senior Manager
Associate Director/Executive Director
Partner

    Performance Management and Development Program
Each subordinate is assigned his primary counselor who happens to be his line manager. At start



of the each year end a PMDP program is started which has few key area:
1.
Personal Development
2.
Training/Professional Development
3.
Work related
Goals are assigned based on these two criteria:
a. Personal Development will include how many softskills seminars will be attended during
the year, presentation to be given to colleagues
b. Professional Development includes new academic courses undertaken, any professional
seminars attended or deliberations given.
Work related criteria will assess the performance of each individual of the area of work assigned
to him, how well the person perform to compliance related work, tax related, IFRS compliance,
complexities of work handled. The assessment of the person is also done on the basis of
feedback from serviced clients.

  Goal Setting and Approvals
The immediate manager reviews the goals set by each individual and gives his feedback for any
suggested improvements or additions so that it adds value to the team member in long term.
Thereafter the goals are approved for yearend assessments.
  Half Yearly Reviews:
After a span of six months all these goals are reviewed and reassessed do see that all individuals
are heading towards desired goals assigned to them.
Feedback and suggestion are given by line managers so that year end career development is
achieved.
  Year End Appraisals

Based on these three criteria goals are set and year end assessment is done. Achievement in
each criteria set is evaluated and assessed by the reporting manager. Individual who outperforms
is promoted/appraisals are done, however reassessment/ rework is also suggested.
  Appeals
In case an individual is not satisfied with the appraisal, there is an option to escalate to next line
managers with all the credentials, this will enable easement of that individual and a revised
appraisal can be done.
  Role of HR:
a.
b.
c.
d.

Work force planning with the help of requirement forecasted by Managers/Top Management
Training and development schedules and planning (Soft skills and Technical)
Scheduling for best faculty for seminars
Improving cost of engagements
e. “CONSISTENT DEVELOPMENT AND IMPLEMENTATION OF HR POLICY THROUGH
OUT THE COMPANY”

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