FUNCTIONS OF HRD :
Compensation and benefits issues, such as insurance administration, wage & salary administration, unemployment, compensation, pension plans, vacation/ leave processing and flexible Benefits accounts.
Employee services such as outplacement services, employee assistance plans, health and wellness programs, savings plans 7 relocation services.
Affirmative action and Equal employment opportunity.
Job analysis programs.
Pre-employment testing.
Attitude surveys (research)
In addition, the HR department is likely to carry out some activities jointly with other departments in the organization including
Interviewing
Productivity/motivation programs.
Training and development
Career planning , Disciplinary procedures and Performance appraisals.
The functions of HRD otherwise classified as,
1. Supportive role
a) Strengthening operating and executives levels
The HRD should not become a rival to the operating functions generally done by personnel department but should help them to manage their functions in a better way. Likewise the industrial relation matters have to be handled by linemen who have to face the problems in every day life.
b)Consolidating existing strengths.
The HRD tries to find out that strengths exist in an organization, and consolidates and strengthens them. Every organization has its own strengths. Even traditional organization may have easy accessibility which can be a hidden strength such strength should not be lost while formalizing the organization.
2. Role of systems Development and Research
The HRD is responsible for developing various systems which deal with people, their problems, organizational dynamics and various related matters.
3. Managerial Role
a)Planning for future manpower needs
The organization needs various kinds of skills and competencies, and it is necessary to develop a man power planning system to ensure that proper personnel are procured for the organization when they are required.
b) Getting the best people available
This relates to procurement of and selection of people in the organization.
c) Utilizing people selected
d)Retaining, Motivating and integrating people
4. Role of developing competence
a)Technical competence
People require necessary technical skills which contribute their competence.
b)Managerial competence
` All people who join the organization in due course take some managerial roles.
c) Process competence
People have to face many conflicts problems of commitments and co-operation. The competencies to deal with such problems are called process competence.
d) Helping competence
People at various levels are required to help their subordinates in their work if required.
e) Coping competence
People face frustration when they find that they cannot advance beyond a certain stage in the organization. They should have competence to cope with such problems.
5. Process Role
a)Creating the necessary culture and values in the organization.
A culture of trust openness, mutuality in the sense of establishing relationship, risk taking and goal setting process involving people at different levels is necessary . Enough attention should be paid to the process with respect and steps for their growth and development.
b)Diagnosis
To identify the process problems and to undertake studies to locate hidden problems. In some departments, motivation may be very low, in others , team-work may be lacking.
c) Intervention
To solve the process problems, it may be necessary to introduce intervention, helping the organization to choose from amongst several available interventions to meet a particular situation.
PERSONNEL FUNCTIONS OF HRD
Analysis of the Role , Key performance areas , Critical attributes
Job evaluation , Matching the role and the person , Selection/ Recruitment
Placement , Promotion , Developing the person in the Role , Performance Appraisal
Feed back and counselling , Potential appraisal , Career development and career planning
Training , Developing the role of the person , Job rotation , Job enrichment
Job design / job redesign , Role effectiveness , Developing Equitability
Management of salary and Amenities , Management of incentives and Rewards
Standardizing and administering rules , Developing self- renewing capability
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