Role of HR Executives Human Resource Management

What do roles and responsibilities depend on

Depends on Nature and Size of the Enterprise Philosophy of the Top Management towards employees and personnel management The environmental and social factors A sole trader undertakes the responsibility himself In partnerships, the HR function may be entrusted to any of the partners In companies the HR executive is better known as HR manager and performs managerial as well as operative functions

The Role play

The roles of a HR executive:

Help top management in formulating 4Ps Undertake personnel research that helps taking decisions in personnel areas .E.g. Manpower Planning Develop an effective system for recruitment, selection, training, placement, appraisal, promotion and transfers Undertake responsibility for designing various incentive schemes and welfare programmes Help top management in establishing effective communication system and motivation inputs Advise top management in negotiating with Trade Unions Facilitate the process of establishing cordial work relationships in the organization

Classifying Functions

Service Provider Facilitator

Consultant Functions
Auditory Functions

HR executive as a Service Provider

Lays down personnel procedures and services as an aid to operating officers in getting effective results Maintaining Employee Records Following are a few provisions:
Recruitment Interviews Selections Training Merit Rating Discipline Compliance with other statutory requirements Promotions

HR executive as a Facilitator

Employee Procurement

Employee Compensation
Employee Development Employee Relations

Employee Welfare

HR executive as a Consultant

Suggest measures for safety to the employees and the management Suggest methods to improve employee efficiency and productivity Suggest practices to correct any psychological imbalances in employees Help out the management in manpower planning Maintaining employee Services

HR executive as an Auditor

Maintain a record of employee performance Drawing Up Job Specification

Wage Administration

Qualities of an Executive

Professional Expertise

Friendly Approach

Sense of Social responsibility

Dynamic Personality Personal Integrity Sympathy and Considerate concern for employee welfare Advisor Problem Solver Mediator

Understanding the Employees Psychology

Communication Skill Just and Fair Knowledge of labour , constitution, Govt Policies, Acts, economic conditions at a prevailing given time. Communication skill

Qualities of hr exce

Fair and Firm - in matters of promotions, demotions, transfers, layoffs, enforcing discipline. Sense of vocation To create a finer social and industrial order in the organisation. Tact and Resourceful in dealing difficult situations, have a open mind, objectivity and adjustability Personal integrity man who can be trusted allowing fellow members to confide in him Sense of social responsibilities social obligations to various groups like shareholders, customers, workers, suppliers, Govt etc.

Challenges to HR Professionals

Quality Improvement The changing attitude of workforce The impact of the Government Quality of Work Life Technology and training Changing mix of the work force Changing personal values of the work force Changing expectation of citizen-employees Changing levels of productivity Changing demands of government

Changing mix of the work force

Increased no. of minorities entering occupations requiring greater skills

Are they equipped with required levels of skills & education

Increasing levels of formal education for the entire work force

Jobs dont match with the personnel Frustration, absenteeism, grievances, turnover Is it better? Increased consumer spending Adaptability to unemployment Overall rise in productivity Increased tendency to acquire professional education & training

More female employees

Changing mix of the work force

More married female employees More working mothers

How best to help them Flexi hours Job sharing Child care
White collar employees do not tend to form unions Have greater expectation in terms of individual treatment Difficult of evaluate performances Leads to participative appraisal systems like management by objectives

Blue collar to white collar shift

Surprise greetings

As a working mother with an office in my home, I pride myself on maintaining a professional image. One key to that image is my answering-machine greeting, which is often the first contact clients have with me. I worked on making it sound upbeat and enthusiastic, and thought I had succeeded until a friend left this message: "Judy, this is Pam. I love your greeting, but do you know that you can hear your little boy in the background saying, 'Mommy, I gotta go potty'?"

Changing personal values : Earlier days

Work ethic

effectiveness

Honesty

Work
Efficiency frugality

Productivity

Changing personal values : Now

Family

Quality of life

leisure

Existential view
Self expression vacations

Meaning of life

How to tackle changing personal views

Assign repetitive, less challenging jobs to those willing Pay for the skills possessed than skills demanded by job Fringe benefits Flexi time

Flexible starting time usually a band Core working time where all are present Flexible leaving time Issues : no of hours worked, monitoring, customer confusion Benefits

Enhanced productivity Reduced employee tardiness & absenteeism Improved moral & reduced turn over

Changing expectation of citizen employees

External rights of citizenship penetrating business enterprises Freedom of speech

Whistle blowing When is it acceptable

Proven desire to improve organization or protecting public

Right to privacy

How much to divulge while joining an organization? Organizations are prying on employees life Employee perceives invasion of privacy when

personal info distributed without permission Personality info rather than productivity data is disclosed Personal info distributed to outsiders

Changing levels of productivity

Productivity changes because of

Laws & regulations regarding environmental protection, health & safety .. Have increased cost of doing business New employees into business increased because of laws Influx of female & minorities makes productivity dive in the initial periods Mangers having short term goals tend to concentrate more on marketing and ignore vital research, development & new plant investments Maturing economies shift from manufacturing to service and achieving higher productivity levels in a service economy becomes difficult Adverse relationships with labor unions Employee alienation & poor employee attitudes

Changing demands of government

Government rules keep on changing regarding the operative functions of HRM HR needs to keep himself updating and reacting proactively Balancing organization objective and government legislations becomes a challenge

HR Management Challenges

Globalization of Business

The threat of terrorism- How does this impact what we do? Occupational shifts from manufacturing and agriculture to service industries and telecommunications. Pressures of global competition causing firms to adapt by lowering costs and increasing productivity.

Economic and Technological Changes

Technological Shifts and the Internet

Growth of information technology

Changing demographics

Fastest Growing Jobs to 2010

Source: U.S. Bureau of Labor Statistics, www.bls.gov.

HR Management Challenges

Workforce Availability and Quality Concerns

Inadequate supply of workers with needed skills for knowledge jobs

80% of manufacturing jobs report shortage of qualified workers Not enough specific skills, not enough technology skills

Education of workers in basic skills

Growth in Contingent Workforce

Represents 20% of the workforce Increases in temporary workers, independent contractors, leased employees, and part-timers caused by:

Need for flexibility in staffing levels Increased difficulty in firing regular employees. Reduced legal liability from contract employees Boeing Strategy- manage employment cycles in suppliers and partners

Quality of work life

QWL is the level at which the members of an org. can satisfy their personal requirements through their experience in the org. Its main obj. is to focus on creating a good working environment as a result of which employees work together in a cooperative way and contribute their best in achieving the organizational goals Employee expectations are Fair & reasonable Pay Safer Environment Employee Benefits Job Security Job satisfaction Empowerment Career Opportunities

Limitations of An Executive

It is purely a staff oriented work, not a line authoritative work Do not take vital decisions regarding the business, can only give suggestions and recommendations Play a mediators role in reconciling the differences in opinion of the employees and management Can be effectively appointed in following circumstances
Size of the organization is very large The organization employs large number of people Decentralized Authority and cooperation and coordination of different departments A need of improving staff morale