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Career in Human Resources (HR) Part – 2

(H) Personality Traits

1.) Interested in human behaviour and the performance and development of people
2.) Good social skills, tact, patience, understanding and persuasiveness. HR managers are required to interact with all people in the organization with varied personalities
3.) Communication skills in writing and speaking to design and conduct interviews and training programs
4.) Ability to see things from both the employer’s as well as the employee’s perspective
5.) Basic quantitative skills for financial calculations and managing statistical data, e.g. labour turnover, absence rates and salary budgets
6.) Analytical and problem solving skills for developing training and appraisal policies, and for planning and forecasting future staffing needs
7.) Leadership qualities are required in senior managers and team leaders, as the HR department is very lean towards the top.

(I) Salary and Career Progression

1.) Most personnel people enter the industry as junior executives, with monthly salaries ranging from Rs. 6000 to Rs 25,000, depending on their individual qualifications and the company they are working for.
2.) Peak salaries for an HR Head of a large Indian company would be in the range of Rs 20 lacs to Rs 50 lacs per annum.
3.) An HR Head at a leading MNC could be drawing anywhere between Rs 40 lacs to Rs 1 crore per annum.
4.) Trainers who work independently could charge anywhere between Rs 20,000 to Rs 1 lac for a day’s training.

(J) Study Routes

Class XII. Any subject, commerce and humanities preferred.
After XII a graduate degree in any subject (preferred options are psychology / sociology / industrial relations / business administration /anthropology) followed by post graduation in personnel management / industrial and labour relations / public relations / industrial psychology / labour law.

(K) Places to Study

India:
Leading Post Graduate courses are offered by

1.) XLRI Jamshedpur
2.) All IIMs, FMS, Jamnalal Bajaj and other leading management schools
3.) Tata Institute of Social Sciences, Department of Personnel Management and Industrial Relations Personnel Management & Industrial Relations
4.) SCM HRD, Symbiosis Institute of Business Management, Senapati Bapat Marg, Pune
5.) Xaviers Instt. of Social Service, PB No. 4, Purulia Road, Ranchi 834001 Personnel Management

The following institutes also offer courses in human resource management

1.) IGNOU, Maidan Garhi, New Delhi
2.) All India Management Association, 14, Institutional Area, Lodhi Road, New Delhi
3.) TN Institute of Labour Studies, 5, Kamarajar Salai, Chennai
4.) Lal Bahadur Shastri Instt. of Management & Development Studies, Lucknow
5.) National Instt. of Personnel Management, 45, Jhowtala Road, PB 10275, Calcutta
6.) Devi Ahilya Vishwavidyalaya, Instt. of Management Studies, Takshila Campus, Indore
7.) MLB Arts & Commerce College, Department of Management Studies, Gwalior
8.) IPS Academy of School of Management, Indore-Mhow Road, Rajendra Nagar, Indore
9.) Awadesh Pratap Singh University, Institute of Business Administration, Rewa
10.) Ravishankar University, School of Studies in Management, Raipur)
11.) Motilal Nehru Regional Engineering College, School of Management Studies, Allahabad
12.) Guru Nanak Dev Univ., University Business School, Amritsar
13.) Punjab Univ., University Business School, Chandigarh
14.) University of Kashmir, Department of Management Studies, Hazratbal, Srinagar
15.) Manipur University, Manipur Institute of Management Studies, Canchipur Imphal
16.) Department of Personnel Management & Industrial Relations, Deonar, Mumbai
17.) Faculty of Commerce and Business, Delhi School of Economics, Univ. of Delhi
18.) IIPM, New Delhi
19.) Bharati Vidya Bhavan, Lucknow
20.) National Institute of Personnel Management, Kolkata

Overseas:

1.) Queen Mary, University of London, U.K.
2.) University of Leeds, U.K.
3.) University of Melbourne, Australia
4.) University of Wollongong, Australia
5.) University of Waikato, Hamilton, New Zealand
6.) University of Otago, Dunedi, New Zealand.

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Human Resources and Technology, Part II: New Hires

Of all the advances technology has brought to the workplace, human resources is one area that has benefited immensely. As discussed in a previous article “Human Resources and Technology, Part I: Recruiting”, advances in computer systems, networks and the internet have greatly improved a company’s ability to find the best talent. But finding that candidate is only one step in the long, involved process of hiring. To comply with hiring regulations, a great deal of man hours, resources and planning can be expended, which too often delays placement. With the advent of technology, however, this process has not only been shortened, but perfected.

The larger an organization, the more chaotic business processes can become unless procedures are adopted that ensure consistency. Paradoxically, it is those procedures that sometimes slow down progress. This is especially true with bringing on new employees, as the longer a position lies empty, the more activity stagnates and money is lost. And yet making an offer to job candidate can be a drawn out affair requiring approval at multiple levels, as well as a major amount of paperwork. Thanks to the development of both email, as well as Human Resources Information Systems (HRIS), the speed of this process has increased by leaps and bounds.

Prior to technology, paperwork was the Achilles heel of hiring. Just receiving approval to make a job offer meant the manual completion and delivering of large amounts of paperwork to hiring managers for their records and approving signatures. If corrections were needed, the process usually started all over again. And paperwork was easily overlooked and even lost. Today, with HRIS Sun servers this same process can now be a matter of a few mouse clicks. HRIS networks can almost immediately generate new hire requisitions that are automatically populated with candidate information, job description and offer details. By cross-referencing the original job listing with the department chain-of-command, candidate information and a job offer requisition is immediately electronically sent to the necessary departments and managers. Managers can give digital hiring approval by simply clicking a box. Whereas placing a candidate might previously have taken days and even weeks, risking the loss of that candidate to another job offer, now hiring approval can happen in a matter of hours from locations around the world.

HRIS systems not only expedite hiring, it can prevent human error that causes costly internal and government hiring violations. For instance, companies generally must comply with fair and equal pay laws. But creating a set of salary pay grades for individual positions and experience is only one step. A HRIS system will not only store and check these guidelines against salary offers, but can also audit all new hire offers against the salaries and demographics of current employees in similar positions. Doing this helps to ensure equal pay regulations are not violated. Additionally, the required completion of paperwork such as benefits election, I-9 and W-4′s are ensured as the HRIS system will not only offer reminders to complete but even disallow a hire until these requirements are met. Even better, all of this information can be immediately and effortlessly repopulated to payroll systems, decreasing the use of man hours as well as the risk of human error.

Even the best business can be bogged down by ineffective procedures in hiring. And a gap in an organizational chart can be the hole through which profits and resources drain. By utilizing HRIS hp hardware and software, organizations can keep their focus on business rather than red-tape.

The director of Israels’ candidate for Oscar 2010, Erin Riklis, talks about his film and the balance of politics and art in the Middle East.

Career in Human Resources (HR) Part – 1

Human Resource (HR) managers interpret the progressive needs of the organisation and direct individual potential towards a common goal. A full fledged Human Resource Department is headed by a Director of Personnel, with managers taking care of recruitments, training (staff/ management) and resource development. Occupational/ industrial psychologists may also form part of the team.

In a small organization, one person may handle many, if not all aspects of HR work. In contrast, in a large corporation, the top human resource executive usually develops and coordinates personnel programs and policies.

(A) The Prospects

Since almost all corporate offices and MNCs have a full fledged HR department, finding a job in the industry is relatively easy. One could be employed with any industry in the manufacturing, services or software sector managing human resource issues specific to that industry. Large organizations like HLL, Pepsi, Nestle, Ranbaxy Laboratories, Dabur India etc are leading recruiters of HR Managers.

HR specialists also work with HR consulting / training organizations like Hewitt Associates, Mercer (compensation surveys), Omam Consultant, Ernst & Young and Price Water House. Leading Placement and Head Hunting firms include Kornferry, Heidrick & Struggles, Egon Zhender, Boyden, Amrop International, Accord and ABC Consulting.

HR Professionals also often work as independent trainers and consultants. (B) The Job

HR Managers are responsible for all tasks involving the management of people’s skills, positions and performance within the organization. These tasks can be grouped as:
1.) Recruitment and placement of people at all levels within the organization
2.) Appraisals, promotions and internal movements
3.) Training and Development of individual and team skills within the organisation
4.) Employee services like leave management, health, work related facilities, welfare services, etc.
5.) Labour and Industrial Relations

(C) Recruitment and placement involves:
1.) Preparing a plan indicating how much staff an organisation needs to recruit, retrain, transfer or reduce at what levels
2.) Preparing job descriptions and personnel specifications
3.) Advertising, screening applications, interviewing and testing applicants, obtaining references and selecting or rejecting candidates
4.) Traveling to college campuses to interview and recruit new people
5.) Networking with people, organizations, placement agencies and head-hunters
6.) Keeping in touch with personnel policies to discuss wages, benefits and promotional policies with fresh candidates

Some organizations hire occupational psychologists to carry out the testing and evaluating procedures for recruiting candidates.
(D) Training involves:

1.) Induction training i.e. designing and developing training programs for fresh entrants on the organization, its culture, their role and responsibilities
2.) Assessing and identifying the training needs of people at all levels in the organization. Needs could be technical and skill based: selling skills, product knowledge, negotiation skills etc OR they could be behaviour oriented: motivational, team-based or self-based
3.) Researching and designing training programs
4.) Conducting training programs through exercises, models and discussions with small and large groups of people
5.) Constantly monitoring the effectiveness of training.
6.) Independent trainers also market and negotiate their services with client companies

(E) Managing Appraisals includes:

1.) Researching the appraisal needs of managers
2.) Designing a useful appraisal methodology and program that meets these needs
3.) Implementing the appraisal program
4.) Advising management on individual assessments and internal movements

(F) Employee services include:

1.) Managing welfare services such as leave, health services, facilities for sports, social facilities, staff counseling, community service initiatives etc.

(G) Industrial and Labour Relations tasks, in manufacturing and factory set-ups, include:

1.) Negotiating with trade union representatives for pay, perks and other conditions.
2.) Labour Relations Officers as well as Labour lawyers are generally engaged in this function.
3.) Advising management on related matters.

To know more about other relevant information about Career in Human Resource, read the Second Part (2) of this article.

Find More Human Resources Articles

Human Resource Management: An Integral Part of Human Resource Development

A wide variety of activities are included in human resource management . Key factors among them are to decide the staffing that is required for smoothly running the enterprise. Entrepreneurs can use independent contractors to hire the employees or recruit such employees directly on their own efforts.

Besides recruitment and finding the best talents, another aspect of the HRM is appropriate training. Quality training can render even the insipid people skillful and they can turn out to be assets for the enterprise. At the same time training the best employees will ensure very high performance level.

Entrepreneurs and employers have to deal with the performance issues. Ensuring such personnel and management practices would conform to various regulations. Management of approach to employee’s benefits as well compensation paid to them is a vital aspect of human resource management process.

While small enterprises have to carry out these tasks on their own, larger enterprises usually have full fledged HRM wings to deal with such issues. Thus the options before an entrepreneur are to either obtain full time experts services or do it themselves recruiting specialists as their employees.

An important aspect of H R management is also formulation of effective human resource management policy. Such policies will not only encompass necessary rules and regulations but also various other aspects like the welfare of the employees. Very often the code of conduct and benefits provided are supplied to employees in form of employee’s manuals. 
It is also expedient understanding the basic differences between the human resource development and its management. Resource development is basically a profession.

Resource management is often the integral part of such development process. A range of activities are taken up by enterprises to develop personnel in the organization. Such activities include career development, training, and organizational development.

Major conceptual changes have taken place in the field of HRM and HRD during the past two three decades. In the past HRM involved management of paper works for recruitment and engagement of personnel. Today the respective human resources departments not only look after recruitment but many others. These other aspects include staffing, training as well as helping personnel management.

Objective of the entire process is to achieve skill and competence development of the employees in the organization so as to derive benefit for the enterprise in the highly competitive commercial world.

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