Business Manager Role in Hr Activities

 

Business Line Managers Role In HR Group 6: Executive Summary The or! HR as alays associate! ith "HIRI#G an! $IRI#G% 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 crea creativity tivity and innovation innovation in the

wor! force. "he primitive area of HR is now underta!en or replaced by line mangers since they wor! closely with the team mmbers. #ew avenue avenue of perfor performan mance ce develo developme pment nt and manage managemen mentt has evo evolv lved ed dur during ing the yea years. rs. "h "he e 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. "hereby now the role of HR is$ %. '. ). *.

HR m man anag agem emen entt & de deve velp lpme ment nt "alen lentt ac(u ac(uisi isiti tion on and compet competenc encies ies Wo Worr! for force ce p pla lann nnin ing g +u +uil ildi ding ng lead leader ers s

,. S! S!il illl d dev evel elop opme ment nt "hereby we can see that traditional role of HR is replaced by more proactive department which wor!s on company-s vision and mission statement. pproach of HR is now more versatile and broad.

 

#ature o& the In!ustry Stu!ie!

'( )o )onsu nsulti lting ng :Er :Ernst nst * + +ou oung ng ,( )on )onstru structio ction n sup suppli pliersers- . .inet inetic ic #o #oise ise ) )ont ontrol rol /( Scien Scienti&i ti&ic c E0uipmen E0uipment1s t1s-- Gul& Scient Scienti&ic i&ic )o )orpo rportaio rtaion n 2( Scho School olss- GE GEMS MS E!u E!uca cati tion on Broa! role o& HR in )ompanies stu!ie!: /rom 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 bac! but ideally it is must futuristic and moving towards achieving the organizational goal and objectives a. b. c. d. e. f. g. h. i.

Wor! force planning planning training training & inducti inductions ons o off st staff  aff  naly nalyzing zing train training ing ne needs eds w with ith rreview eview of line line managers managers 0eader 0eadership ship developm development ent by imm immediat ediate e and long1term long1term org organiza anizationa tionall objectives objectives Impl Implement ementatio ation n of consi consistent stent HR policies policies li!e wor!ing wor!ing condi condition tions s performance performance managemen managementt etc. 2eali 2ealing ng w with ith griev grievances ances and emplo employee yee satisfact satisfaction ion Empl Employ oyees ees w wel elfa fare re te team am bu buil ildi ding ng S! S!il illl deve develo lopm pmen entt 3ai 3ainta ntaini ining ng wo wor! r! cultur culture e and diver diversit sities ies Re Rew war ards ds an and d in ince cent ntiv ives es

3ractice an! )ommentary  

4rgani5ational Hierarchy:

 

     

 

 ssociate E4ecutive5E4ecutive E4ecutive5E4ecutive  ssistant manager  3anager  Senior 3anager   ssociate 2irector5E4ecutive 2irector5E4ecutive 2irector  2irector  6artner 

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

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of the each year end a 6326 program is started started which has few !ey area$ %. 6ersonal 2evelopment '. "raining56rofessional 2 2ev eve elopme pment ). Wor! related 7oals are assigned based on these two criteria$ a. 6ers 6ersonal onal 2evelopm 2evelopment ent wil willl include include how many softs!il softs!ills ls seminars seminars will be attende attended d during the year presentation to be given to colleagues b. 6rofe 6rofession ssional al 2evelopment 2evelopment in include cludes s new acade academic mic cours courses es underta!en underta!en any pr profess ofessional ional seminars attended or deliberations given. Wor! related criteria will assess the performance of each individual of the area of wor! assigned to him how well the person perform to compliance related wor! ta4 related I/RS compliance comple4ities of wor! handled. "he assessment of the person is also done on the basis of  feedbac! from serviced clients.

 

Goal Setting an! pprovals "he immediate manager reviews the goals set by each individual and gives his feedbac! for any suggested improvements or additions so that it adds value to the team member in long term. "hereafter the goals are approved for yearend assessments.

 

Hal& +early Revies:  fter a span of si4 months months all these goals are reviewed reviewed and reassessed do see that all individuals individuals are heading towards desired goals assigned to them. /eedbac! and suggestion are given by line managers so that year end career development is achieved.

 

 +ear En! ppraisals ppraisals

 

+ased on these three criteria goals are set and year end assessment is done. chievement in each criteria set is evaluated and assessed by the reporting manager. Individual Individual who outperforms is promoted5appraisals are done however reassessment5 rewor! is also suggested.  

ppeals

In case an individual is not satisfied with the appraisal there is an option to escalate to ne4t line managers with all the credentials this will enable easement of that individual and a revised appraisal can be done.  

Role o& HR: a. b. c. d. e.

Wor! fo force rce planning planning wit with h the help of re(uirement re(uirement forecast forecasted ed by 3anager 3anagers5" s5"op op 3anageme 3anagement nt "r "rainin aining g and develop development ment sche schedules dules and planning planning 8Soft 8Soft s!il s!ills ls and "ec "echnica hnical9 l9 Sch Schedu edulin ling g for best best ffacu acult lty y for s semi eminar nars s Impro Improvin ving g cost cost of eng engage agemen ments ts ")4#SISTE#T ")4#SIST E#T 7E8EL4 7E8EL43ME#T 3ME#T #7 IM3LEME IM3LEME#T #TTI4# TI4# 4$ HR 34LI)+ THR49GH 49T THE )4M3#+%