Posts Tagged ‘manager’

This is a sample scene from the CIPD Training DVD Selection Interviewing Skills. Visit www.cipd.co.uk/dvd

Question: Should a letter be addressed “Human Resource Mananger” or “Human Resources Manager”?
I don’t know the name of the person who is going to be hiring for this position. It was a blind ad that did not list the company name, the contact person, and used an anonymous e-mail (it was posted on Craigslist). Should I use the term ‘Human Resource Manager’ or is it “Human Resources”?
As I said it was a blind ad, the company name, number, and address were not listed and an anonymous e-mail was used. There is no way for me to find out the name of the person to address it to.

Answer:

Answer by squirrellymom2
I use Dear Sir or Madam.

I memo would be addressed to the Human Resources Manager…not a letter.

Staying Legal – the Guide that Every Human Resources Manager Needs

The Human Resources Department is an important aspect of any organisation. Businesses need to employ knowledgeable HR staff in order to keep the work force updated of any applicable legal changes. This will ensure that the business will avoid many common HR problems.

Employment law is frequently changing and it is every employer’s responsibility to stay abreast of these changes but finding time to ‘keep up’ can often be an overwhelming challenge.

Employment law in the UK is vast and incredibly expansive therefore, Companies who fail to implement and inform their employees of up to date employment law could be leaving themselves open to legal action. A HR department should be knowledgeable regarding employment law and be able to provide this information to all employees.

One really good way to keep employees updated and abreast of the latest employment law is an employee handbook. An employee handbook should outline the policies and procedures of the business so employees know exactly what their legal rights and responsibilities are. This document should be reviewed an updated on a regular basis to ensure any changes to the law are incorporated.

It is also important for HR professionals to regularly attend employment law updates and training courses to ensure that their knowledge of the law is accurate. For example over the past twelve months there have been changes to employment law in the areas of the ACAS Code, increases in holiday entitlement and immigration changes to be aware of when recruiting. Following recent proposals it is also anticipated there will soon be changes to both maternity and paternity entitlement.

This is precisely why it is so incredibly important to make sure your HR documentation is up to date and that employees have the most up to date employment law data at their disposal. Also from a Company perspective it’s incredibly important to remember that the Company does have a responsibility to ensure they are updating such documentation on a regular basis.

 

It is also important for both a business and for the employees of the Company that the most up to date employment information is presented to them in a manner which is easily accessible, whether this is an employee handbook or the Company website/intranet where policies and procedures are held so employees can readily access the information.

The most important thing to remember is employment law is constantly being updated, amended and new laws brought in so it is important to ensure you do not forget to keep abreast of employment law updates, communicate these in a clear manner and circulate these to employees so they can access them at any time.

Recent Human Resources graduates tell why they chose to come work for Deutsche Bank.

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Five Tips On Developing Your Skills As A Human Resource Manager

The role of HR Manager is vital in any organisation, since finding the right employees and keeping them, is key to the success of every business. Yet HR Managers are frequently and often expectantly, tasked to assume responsibility for a huge number of functions, including recruitment, training, communication, payroll, employee relations, health and safety and performance management to name just a few.

 

Little wonder then that the HR Manager needs to take time out to look at their own personal development in order to climb the career ladder. Here are some of the key areas that all HR Managers should consider in their development.

 

Firstly, understand the business in which you are working. HR Managers must have a core set of skills that are transferable across any business type but by understanding the key objectives specific to their current employer, the HR Manager can more accurately aid development of employees. Taking time to understand the type of skills employees need in your company means you can keep up to speed with the relevant courses and training aids available for that specific skill set. In certain trades, there may also be skills and qualifications that employees must attain before they can progress further or even operate legally.

 

One key skill to develop is that of time management. It is vital that the HR Manager keeps up to date with their workload, particularly when it involves compliance and health and safety issues. Many find that compiling a daily to-do list and then placing the tasks in order of priority, is a helpful exercise.

 

Being pro-active and acting as an agent for change is another key skill. Start within your own function, looking at how things could be improved, both for the benefit of your department and for the workforce as a whole. Produce a plan and a set of key recommendations which can be simply implemented. Where possible, become involved in any business change initiatives, offering practical and proactive advice on any human resource issues that may arise.

 

Paramount is the need to invest in Human Resources training – for your self as well as other employees. In the first instance, you may need to look at training for the core requirements of your HR Manager role and thereafter, for refresher courses, particularly relating to changes in legislation and compliance issues. There is also a wealth of courses available to assist in gaining the skills; to build relationships with other employees, improve interview and selection techniques, develop coaching and mentoring skills and effectively build and maintain an ongoing HR strategy for your business.

 

Finally, establish professional credibility with other employees. Learning more about their specific roles and understanding their needs is vital and can prevent the illusion of seeming detached or aloof. Where appropriate, participate in training courses which other employees are enrolled on, so that you can speak from experience. Take time to listen to the views and ideas of employees, many of whom will often be best placed to suggest valuable improvements.

Human Resources Manager

HUMAN RESOURCES MANAGER VIS-À-VIS MOTIVATIONAL

CLIMATE BY PROF. M.SRINIVASA RAO

Now-a-days, there is a growing significance attached to Human Resources(HR) manager due to the opening up of economy, due to the growing liberalization, uncontrolled economy and also due to the fast changing global business environment. In the past, he was mostly treated as an executive involved in conducting picnics and parties in the organization, apart from the traditional role of dealing with all aspects of employees from recruitment to retirement. From the last two decades, there was gradually more emphasis of HR manager involving in the institution building. He is considered as an integral part of the institution and he participates in the formulation of the organization strategy and policy on par with any other line manager. He plays a pivotal role in meeting the organizational goals and objectives.

One of the challenging areas for an HR manager is to maintain a motivational climate within the organization so as to ensure better productivity and performance. He needs to ensure a healthy, positive, vibrant, constructive, creative climate so that the employees get motivated and in turn deliver best possible results. Earlier, organizations laid stress on technology only and neglected the most precious capital i.e. human resources. It is a well admitted fact that there is always a man behind the machine. Whatever the inventions made by man leading to technological revolution, brought drastic changes in the day to day quality of work, life styles etc., It proves beyond doubt that it is the man who calls the shots everywhere despite marvelous growth in technology as the technology is again in the hands of the man.

Several ways and means are adopted to keep the employees moving in the right direction so as to meet organizational goals and objectives. Different people get motivated by different ways depending upon their needs. The HR manager must be able to find out the basic needs and wants of the employees so that right ambience can be ensured for effective output. Apart from the regular pay and perks, the employees expect incentives which are both monetary and non-monetary from time to time from the organization.

The financial incentives basically offered in the industry are, compensation based on performance, compensation based on competence, stock options, rewards, group bonus etc., When an employee delivers better results within a stipulated time frame by exceeding the given standards it can be termed as compensation based on performance. For instance, when an employee is expected to produce 90 units, with in the allotted working hours and if he produces 100 units, then the employee is compensated with the amount for 10 units by way of monetary benefit. Similarly, when an employee delivers better, he can also be compensated by way of additional bonus. In the case of a small scale industry, when an employee contributes his best with his hard work, determination and dedication and enhances the profits of the company, then the management takes notice of his sincere efforts and motivates him by giving either a stake in the company or give away a percentage of their annual profits.

When the employee at the higher level management demonstrates his extraordinary leadership qualities by resolving the conflicts either amongst the employees or between the management and employee, he can be offered monetary incentives and this concept is known as compensation based on competency. The word competency itself indicates extraordinary qualities like leadership or trouble shooting, problem solving, conflict management etc.

The software companies, now-a-days, are offering Employee Stock Options (ESOPs) to its employees who stick to the organization loyally and who contributes their best. The employees think that they are an integral part of the company and are motivated to work harder. They try to be more loyal and do not intend to quit to other institutions for better pastures as they are already getting best from the present company. The stocks that are offered will have a lock-in period to prevent the employees from selling and going out of the company. It minimizes attrition rate too. These days, the non IT companies like Reliance are also resorting to ESOPs to their employees in order to retain the experienced staff.

The process of providing individual incentives by way of commissions, time saving bonus, merit pay etc., is known as rewards. It is also a strong motivational monetary incentive. When the nature of work demands its employees to work in teams in co-operation especially when the tasks are interdependent, the company offers group bonus as a financial incentive.

‘Man can not live by bread alone’, goes the saying. Man has many needs to accomplish and money is the major source of motivation. When people are motivated by non-monetary factors, it can be termed as non-financial incentive. The process of consulting, team work, quality circles, job security, job enrichment, job rotation, flexi time etc., fall in the fold of non-financial incentives.

When the management encourages the employees to take part in major strategic plans and encourages them to actively involve in formulating strategies and policies for the organization, the employee draws a great pleasure and feels a sense of great achievement and contributes his best. Rather he unconsciously delivers his best and he is closely associated with the goals and objectives of the organization. This is known as consultation. And we can say that consultation is the key to motivation.

The process of forming various teams from the staff with similar backgrounds of trade will encourage them to work harder as no team wants to loose. All human beings have competitive spirit and all teams put their best efforts and energies in order to ensure their team to win from the rest. This concept is popularly known as team work which is again a non-monetary one.

When the group of employees led by a higher official takes the lead in order to improve the quality of the products and services it is known as quality circles. Forming small groups under the leadership of an individual not only ensures accountability but also motivates the body of employees and also the official to give out his best. In a nut shell, quality circle as a concept ensures quality of products and services and also pins responsibility and motivates employees to contribute their best.

When a temporary employee is converted as a permanent one, it is known as providing job security. The Govt. institutions provide job security while is not so in the private enterprises. Employee feels more safe and secure when his job is made permanent. Or else, he will be always under the constant pressure and fear of getting fired.

With increased responsibilities and duties at the higher level, can boost the morale of the employees as they get enriched with their jobs and it known as job enrichment. For instance, when the vice-principal of an educational institution is offered the role of principal, he feels more important with the pride and status attached to the designation and delivers his best.

In the present days, there is growing importance to the results not the presence of the employees. The organizations are providing the opportunity to work in flexible timings and laying more stress on results. The BPO and call centers are also fast adopting this concept of flexi time as the timings are different in different places in the world. Flexi time will also encourage the employees to choose their convenient times to work so that the rest of the day can be allocated for other constructive activities creatively and judiciously.

When an employee works in a particular job for a long time, he gets boredom and monotony. Everyone wants change whether in his life or work. Continuously doing the same task for long time kills the creativity of an individual. For instance, if we take the same type of food every day we lose interest to eat, yet we eat as we have to survive. But, it will not please our taste buds. That is why it is said aptly ‘Variety is the spice of life’. When an employee is changed from one task to another different task of his same field continuously it is known as job rotation. It is like rotating the job continuously to generate new energy and enthusiasm amongst the employees. It also helps the employees to know all aspects related to his profession and when he is promoted to higher level he will be in a position to execute his tasks at ease and comfort.

To sum up, the HR manager played a pivotal role in the past, is presently playing complex roles and will continue to play more challenging, constructive and creative role in future especially in ensuring a positive motivational climate with in the organization.

T H E E N D

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