Human Resource management

   GINED

   HUMAN RESOURCE    

Business function According to Dave Ulrich, the HR function is:

re-engineering organization processes; listening to and responding to employees; managing transformation and change; aligning HR strategy with business strategy.

HR is in charge of organizational leadership and culture at the macro level. Health, safety, and security are frequently overseen by HR, which also ensures compliance with employment and labor laws, which vary depending on the location. Different laws may apply depending on where you are. HR managers need to be familiar with a number of federal laws in order to safeguard their business and employees in federal jurisdictions. The Fair Labor Standards Act of 1938, which established a minimum wage and safeguarded certain workers' entitlement to overtime pay, is one important federal law in the United States. The 1964 Federal Civil Rights Act prohibits hiring or firing based on race, age, sex, or gender. This law protects against discrimination. Employees who meet the requirements for the Family and Medical Leave Act are entitled to up to twelve weeks of unpaid leave for medical or family reasons. One important part of HR is making sure the company complies with all laws and regulations. This will keep the company from being held "legally liable." HR will typically also serve as the company's primary liaison with the employee's representatives, typically a labor union, in situations where employees desire and are legally authorized to hold a collective bargaining agreement. As a result, HR often works with representatives to lobby government agencies (like the National Labor Relations Board and the Department of Labor in the United States) to advance its priorities. 

There are four main functions of human resource management: staffing, motivation, maintenance, and training and development Through interviews, applications, networking, etc., potential employees are recruited and selected for staffing. Staffing has two main components: recruiting resources and talented recruits who meet the organization's needs. HR Supervisors should think up nitty gritty enrollment procedures and have a strategy to advance while selecting. Next, managers can implement strategies by hiring resources and looking beyond themselves to find the best team members. Because every company wants the best candidates, recruiting is very competitive. Utilizing strategies like mass media can attract potential employees' attention. The subsequent step is training and development, which entails a continuous process of training and developing employees who are adaptable and competent. In this setting, employees' continued high levels of productivity are seen as dependent on their motivation. This includes rewards, performance reviews, and benefits for employees. Rewards, evaluations, and employee benefits all encourage hiring the best workers. Keeping employees' commitment and loyalty to the company is the final function, maintenance. Strategic measures to maintain employees' motivation and focus so that they choose to remain employed and fully productive for the organization's benefit are part of managing for employee retention. Some companies go global and form teams with more different backgrounds. It is the responsibility of HR departments to ensure that these teams can function and that individuals can communicate across cultures and borders. Management of expatriates' mobility may also be part of the discipline; and it frequently participates in mergers and acquisitions. Most of the time, HR is seen as a business support function that helps cut costs and lower risk.

Careers There are 500,000 HR professionals in the United States and millions more around the world. In most businesses, the highest-ranking HR executive is the Chief Human Resources Officer or HR Director. He or she collaborates with the Board of Directors on CEO succession and typically reports directly to the CEO.

HR positions typically fall into one of two categories within businesses: specialist and generalist Generalists support representatives straightforwardly with their inquiries, complaints, and work on a scope of ventures inside the association. They "may manage all aspects of human resources work, requiring a broad range of knowledge." Human resources generalists' duties can be very different from one company to the next. Specialists, on the other hand, focus on a specific HR function. Some practitioners will work as either a generalist or a specialist for the entirety of their careers, while others will gain experience in each and decide on a career path later. Due to its pay, personal satisfaction, job security, future growth, and benefit to society, the HR manager position has been chosen as one of the best jobs in the United States, receiving a ranking of #4 from CNN Money in 2006 and a ranking of #20 from the same organization in 2009. Human resource consulting is a related career path in which individuals may work as advisers to businesses and complete tasks that are outsourced from those businesses. There were 950 HR consultancies worldwide in 2007, representing a market worth US$18.4 billion in 2007. Mercer, Ernst & Young, Deloitte, Watson Wyatt (now a part of Towers Watson), Aon (now a part of Hewitt), and PwC consulting made the most money. CNN Money ranked HR consulting as the 43rd best job in the United States for 2010.

Some people who teach HR principles at colleges and universities have PhDs in HR and related fields like industrial and organizational psychology and management. They typically work in HR or Management departments in business colleges. Financial compensation, recruitment, and training are just a few of the HR-related subjects that many professors investigate in their research.