Sunday, July 27, 2014
This human resource manager sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.
Description: Human Resource Manager
Human Resource Manager Job Purpose: Maintains and enhances the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.
Human Resource Manager Job Purpose: Maintains and enhances the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.
Human Resource Manager Job Duties:
- Maintains the work structure by updating job requirements and job descriptions for all positions.
- Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
- Prepares employees for assignments by establishing and conducting orientation and training programs.
- Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
- Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.
- Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.
- Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
- Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
- Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
- Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
- Completes human resource operational requirements by scheduling and assigning employees; following up on work results.
- Maintains human resource staff by recruiting, selecting, orienting, and training employees.
- Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
- Contributes to team effort by accomplishing related results as needed.
Skills/Qualifications: Hiring, Human Resources Management, Benefits Administration, Performance Management, Communication Processes, Compensation and Wage Structure, Supports Diversity, Classifying Employees, Employment Law, Laws Against Sexual Harassment, Organization
Motivational Speech For Employees
Director HR - Motivational Speech For Employees
Dear ladies and gentlemen, very warm welcome to all of u.
On behalf of Patni computer I Neeraj Chadawar Director HR addressing you. As u all know patni computer is one of the well known IT Company in India. We are the leading exporter of IT services in India. Our brand has recognised by top notch client, as we provide them unique technical as well as the various strategic solutions in all the verticals. We become a 1 billion company in the year 2007, by this we create a benchmark in Indian IT industry. In the year 2008 we also got IT excellence award. This is possible only due to pool of talented, energetic, and dedicated workforce in our organization
Coming to main the point of discussion, as you all know last year we somehow lost one of our big client from our basket of clients, because he got bankrupt, who was a generator of more than 30% revenue for our organization. This situation occurs due to recession. We all know that this is economic factor which we cannot control. Due to this most of the businesses are in dark. Due to our large client base and talented people like you we able to survive.
At present we are in talk with 2/3 top clients and I hope we will get them very soon, we are also going to start new project at the end of this month. We all know that Failure is the foundation of success; success is the lurking place of failure. Very soon we will come on the previous trek and definitely we will achieve bigger success in the near future.
So all of my team members pull up your socks, assemble your team , assemble your thoughts and try to put efferts in the vision of the company because I know that Talent wins games, but teamwork and intelligence wins championships. We have to touch so many benchmark in future.
Now company has set some short term goal to achieve success, if company grows u people will automatically grow with organization, now company has linked some incentive plans with this short term goals for the benefit of employees
At last I end with that We cannot exhaust the creative power of our minds, If your mind can accept that something is achievable, it will find a way to attain that thing.
Thank u
Andrea B. Smith
Global Head of Human Resources, Bank of America
Andrea B. Smith is Bank of America’s global head of Human Resources and a member of the company’s executive management team. Smith leads a global team of human resources professionals responsible for recruiting, leadership development, learning, compensation, benefits, diversity and inclusion, and employee relations for employees in more than 40 countries. She is also responsible for the company’s Corporate Aviation, Corporate Security and Executive Protection functions.
Smith joined Bank of America in 1988 and has held a range of leadership positions in Global Human Resources. She served most recently as the Senior Human Resources executive for Global Banking and Markets, Global Commercial Banking, Global Wealth and Investment Management, Global Technology and Operations, and the Chief Administrative Officer group. She was also responsible for Global Staffing and Global Learning for the company.
Smith actively promotes the company’s commitment to diversity and inclusion internally and externally, including serving as a member of the company’s Global Diversity and Inclusion Council. Smith is also active in the Charlotte community, serving on the executive committee of the Charlotte Chamber, and the boards of trustees for Discovery Place and Thompson Child & Family Focus.
What Is the Future of HR?
Robert Browning’s poem “Andrea del Sarto” describes the 16th-century painter’s love for his wife but laments that del Sarto is limited by the mundane duties of earning money and supporting her, while his more famous (and unmarried) contemporaries Leonardo da Vinci, Michelangelo and Raphael live for their work with greater passion and spirit.
Despite being published in 1855, the Victorian Age poet’s work is relevant to the challenges facing human resources leaders today. The demands of day-to-day HR may be crowding out the focus, passion and spirit that are necessary if practitioners are to take a leading role in helping organizations capitalize on opportunities offered by emerging trends such as big data and gamification. This could hinder an organization’s quest to maximize productivity and be competitive.
Is the HR profession moving fast enough to capture the opportunities in emerging trends? Much of the work addressing this issue has defined the future of HR in terms of competencies, workforce demographics, or professional techniques or practices.
Here we take a different departure point by starting with prominent emerging general trends and examining their potential effect on HR, now and in the future, and HR’s desired and actual role in addressing them. What we found was that while HR leaders generally feel their ideal role is one of broad leadership, their assessment of the current role often is far less than that.
Our research at the Center for Effective Organizations was conducted with a consortium of 11 large companies: Citrix Systems Inc.; Electronic Arts Inc.; Gap Inc.; Lockheed Martin Corp.; Mattel Inc.; Rockwell Automation; Royal Bank of Canada; Sony Pictures Entertainment; Unilever; UPS Inc.; and The Walt Disney Co. Twenty to 30 HR professionals within each company participated in the consortium. We examined the trends of globalization, generational diversity, sustainability, social media, personal technology, mass customization, open innovation, big data and gamification.
HR SKILLS
Right skilling
Right skilling, or matching jobs with a particular level of training rather than hiring overskilled workers, is gaining currency. Companies use this strategy to tide over a manpower supply crunch and to broaden their talent baseApart from IT and ITeS firms, organizations in the banking and financial services sector, too, have been increasingly hiring graduates and training them. The upside? Lower attrition rates and wage costs. Pai explains that when you have an over-qualified employee, it is very difficult to meet her aspiration levels and, therefore, the chances of the employee moving on to something more challenging are higher.
Managing ‘solid citizens
Organizations which neglect their solid citizens are doing this at their own peril, say experts. Unlike star performers who are potential leaders, and therefore more likely to move out of an organization faster, this group provides stability and bench strength to an organization. Experts say companies need to take a fresh look at solid citizens and invest time and resources in managing and developing this group.
Instant rewards
Recognizing and rewarding performers is one of the most effective tools to attract and retain the right talent. Companies in India are looking at rewards systems more seriously, and are adopting total rewards practices that include compensation in both cash and kind.
Apart from lifestyle perquisites such as a house, a car or a club membership, profit-linked incentives, deferred gratuity, and wealth-building programmes in the form of stock options and soft loans, companies are also including work-life balance programmes; competency pay packages where niche skills are compensated; and career opportunities, such as overseas assignments, new projects, etc., to reward staff. These rewards can be tailored to suit the top performers’ aspirations to achieve maximum effect.
Measuring human capital: Evaluation of performance plays a key role, not just in rewarding an individual employee, but also in setting performance benchmarks. And hence, the need for a fair and transparent performance management system. A strong performance analysis helps make human resources both efficient and effective.
Managing aspirations
As aspirations of organizations grow, so do those of employees. And, with the changing lifestyles and profiles of the workforce, personal and professional aspirations of employees are not just varied, but are increasingly on the rise. Experts say people as well as organizations have aspirations, and when the two get aligned, achieving business goals becomes easier. Companies should be clear about goals of individuals as well as of the organization, and the role each needs to play. The firm should also communicate the goals, and have robust and reliable processes to execute them.
Right skilling
Right skilling, or matching jobs with a particular level of training rather than hiring overskilled workers, is gaining currency. Companies use this strategy to tide over a manpower supply crunch and to broaden their talent baseApart from IT and ITeS firms, organizations in the banking and financial services sector, too, have been increasingly hiring graduates and training them. The upside? Lower attrition rates and wage costs. Pai explains that when you have an over-qualified employee, it is very difficult to meet her aspiration levels and, therefore, the chances of the employee moving on to something more challenging are higher.
Managing ‘solid citizens
Organizations which neglect their solid citizens are doing this at their own peril, say experts. Unlike star performers who are potential leaders, and therefore more likely to move out of an organization faster, this group provides stability and bench strength to an organization. Experts say companies need to take a fresh look at solid citizens and invest time and resources in managing and developing this group.
Instant rewards
Recognizing and rewarding performers is one of the most effective tools to attract and retain the right talent. Companies in India are looking at rewards systems more seriously, and are adopting total rewards practices that include compensation in both cash and kind.
Apart from lifestyle perquisites such as a house, a car or a club membership, profit-linked incentives, deferred gratuity, and wealth-building programmes in the form of stock options and soft loans, companies are also including work-life balance programmes; competency pay packages where niche skills are compensated; and career opportunities, such as overseas assignments, new projects, etc., to reward staff. These rewards can be tailored to suit the top performers’ aspirations to achieve maximum effect.
Measuring human capital: Evaluation of performance plays a key role, not just in rewarding an individual employee, but also in setting performance benchmarks. And hence, the need for a fair and transparent performance management system. A strong performance analysis helps make human resources both efficient and effective.
Managing aspirations
As aspirations of organizations grow, so do those of employees. And, with the changing lifestyles and profiles of the workforce, personal and professional aspirations of employees are not just varied, but are increasingly on the rise. Experts say people as well as organizations have aspirations, and when the two get aligned, achieving business goals becomes easier. Companies should be clear about goals of individuals as well as of the organization, and the role each needs to play. The firm should also communicate the goals, and have robust and reliable processes to execute them.
Recent trends in critical HR management practices
Nobel Prize-winning economist Gary S. Becker, who coined the term “human capital,” says that”the basic resource in any company is the people. The most successful companies will be those that manage human capital in the most effective and efficient manner.”
The present day economy has been titled as “Knowledge economy”. In such an economy, it is people who make all the difference. In political economy capital or market was important. Talent occupies centre stage in the Indian workplace. In view of this, managing and retaining manpower is becoming crucial to an organization’s success. To achieve this, companies across sectors are focusing on some of the more critical HR practices. Some of the trends that have been noticed are:
Leadership development
Creating a pipeline of leadership talent is key to a business’ future growth. It is imperative for the top level of an organization to make leadership talent management a priority, and put its money into long-term plans, as opposed to short-term ones. If companies are worried about their talent pipeline, they have to develop their people.
The present day economy has been titled as “Knowledge economy”. In such an economy, it is people who make all the difference. In political economy capital or market was important. Talent occupies centre stage in the Indian workplace. In view of this, managing and retaining manpower is becoming crucial to an organization’s success. To achieve this, companies across sectors are focusing on some of the more critical HR practices. Some of the trends that have been noticed are:
Leadership development
Creating a pipeline of leadership talent is key to a business’ future growth. It is imperative for the top level of an organization to make leadership talent management a priority, and put its money into long-term plans, as opposed to short-term ones. If companies are worried about their talent pipeline, they have to develop their people.
Work-life balance
No company or employee has found the Holy Grail of balancing work and life, but that is a work in progress. However, multinationals, information technology (IT) and IT enabled services (ITeS) companies have been able to promote the balance between career, family and leisure-time better. Other sectors have also been increasingly promoting a work-life balance.
Interestingly, most companies in India use benefits such as flexible timings, telecommuting, crèche facilities and concierge services as an attraction and retention strategy. Experts say companies should see the work-life balance as a business proposition since progressive companies carry business forward with employees and families.
Inclusion and diversity
With higher numbers of Gen Yers joining the workforce in India at a time when companies across the world have an ageing workforce on their rolls, conflicts are to be expected. Therefore, companies are investing both time and resources in ensuring that all age groups are comfortable working together.
Organisations in India have also been focusing on making workplaces more representative. For companies such as ICICI Bank Ltd, Hindustan Unilever Ltd, Vedanta Resources, PepsiCo India, Shell Companies in India and Bharti Airtel Ltd, gender diversity has become a critical area of focus.
Health and wellness
The work culture at globalized workplaces involves long working hours, frequent travel, multitasking and tight deadlines - and all this often leaves employees mentally and physically stressed. Companies have begun to realize that healthy employees contribute to higher efficiency and productivity. Apart from medical benefits, companies are also offering yoga classes and health camps and have doctors on campus.HCL Technologies Ltd, for instance, like many other IT companies, has 24/7 medical facilities in all its centres. DuPont has an Intranet-based tool, which assesses an employee’s health through a questionnaire and makes recommendations based on the scores.
No company or employee has found the Holy Grail of balancing work and life, but that is a work in progress. However, multinationals, information technology (IT) and IT enabled services (ITeS) companies have been able to promote the balance between career, family and leisure-time better. Other sectors have also been increasingly promoting a work-life balance.
Interestingly, most companies in India use benefits such as flexible timings, telecommuting, crèche facilities and concierge services as an attraction and retention strategy. Experts say companies should see the work-life balance as a business proposition since progressive companies carry business forward with employees and families.
Inclusion and diversity
With higher numbers of Gen Yers joining the workforce in India at a time when companies across the world have an ageing workforce on their rolls, conflicts are to be expected. Therefore, companies are investing both time and resources in ensuring that all age groups are comfortable working together.
Organisations in India have also been focusing on making workplaces more representative. For companies such as ICICI Bank Ltd, Hindustan Unilever Ltd, Vedanta Resources, PepsiCo India, Shell Companies in India and Bharti Airtel Ltd, gender diversity has become a critical area of focus.
Health and wellness
The work culture at globalized workplaces involves long working hours, frequent travel, multitasking and tight deadlines - and all this often leaves employees mentally and physically stressed. Companies have begun to realize that healthy employees contribute to higher efficiency and productivity. Apart from medical benefits, companies are also offering yoga classes and health camps and have doctors on campus.HCL Technologies Ltd, for instance, like many other IT companies, has 24/7 medical facilities in all its centres. DuPont has an Intranet-based tool, which assesses an employee’s health through a questionnaire and makes recommendations based on the scores.
Mobile hone.
The world’s gone mobile and it’s pretty awesome. Now your talent lives and breathes in real time portable connectivity. To reach this talent, you’ve got to go where they are. Mobile-ize your search-and-employ efforts. Make applying for a job possible while people are riding the subway, eating lunch, or listening to Lorde (or even doing all three at once).
Sweeten the deal.
Organizations are cutting back on employee benefits, especially healthcare. To make up for this unfortunate fact, it’s imperative to make employment attractive through secondary benefits such as childcare, flex time, gyms and exercise classes, healthy food offerings, gamification prizes and extras like free-lunch Fridays. You want your people to feel cared for and cared about, morale stays high, and a healthy workforce performs at a much higher level.
I know, relief from this weather is right around the corner. But from where I’m sitting, looking out my window at unmovable mountains of slushy snow, it seems like a mighty long corner. Then I think about the potential of the exciting HR trends, tools and technologies, and suddenly spring is in the air!
Real time talent analytics and big data management.
In the bad old days, employees got annual or maybe six-month assessments. Which translated into a lot of squandered time and opportunity to learn, grow and improve (or terminate if need be). Today technology enables a continuous real-time assessment of performance. Employees can made aware of their shortcomings and get work on improving them, and people who are doing great work can get the kind of support and encouragement that will inspire and allow them to soar to new heights.
In the bad old days, employees got annual or maybe six-month assessments. Which translated into a lot of squandered time and opportunity to learn, grow and improve (or terminate if need be). Today technology enables a continuous real-time assessment of performance. Employees can made aware of their shortcomings and get work on improving them, and people who are doing great work can get the kind of support and encouragement that will inspire and allow them to soar to new heights.
Technology-technology-technology.
The number and kinds of data-mining, talent search and hiring technologies that are out there can be daunting. But they are crucial, exciting tools that every organization should make themselves aware of. Whether it’s video interviewing or a pinpoint search for a highly-specific skill set, technology can make HR easier, faster and more effective. Don’t get overwhelmed by your options. Use the technology that works for you. Be wary of too many bells and whistles, and overly-aggressive salespeople. Focus on what you want to accomplish and ignore the rest.
The number and kinds of data-mining, talent search and hiring technologies that are out there can be daunting. But they are crucial, exciting tools that every organization should make themselves aware of. Whether it’s video interviewing or a pinpoint search for a highly-specific skill set, technology can make HR easier, faster and more effective. Don’t get overwhelmed by your options. Use the technology that works for you. Be wary of too many bells and whistles, and overly-aggressive salespeople. Focus on what you want to accomplish and ignore the rest.
5 Trends Driving HR Technology In 2014
Let’s take a look at the top five:
1) The world is your oyster (and your talent pool). Real talent knows no geographic borders — no country has a monopoly on the must sought after, up-to-the-second skills that are needed in IT, social media, software programming, science and math. You want the best, no matter where he or she lives. The trick is to find them. This means taking your search global byincreasing your presence on networks that have worldwide reach. Aggressively seek out talent sites and forums around the globe. Hire outside help if needed to accomplish this.
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