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Role, objectives and activities of human resources department (HRD) in an organization

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  1. Introduction
  2. Mission of the Human Resource Department (HRD)
    1. Strategic objectives and priorities
    2. Knowledge management
    3. Organizational development
    4. Manpower inventory
    5. Training and development
    6. Performance management
    7. Employee potential development
    8. HR Initiatives
    9. HR policies in various fields
  3. Important HR sub-systems
  4. Conclusion

In the face of enormous changes in the business environment of the world backed up by liberalization of economy, globalization of business, modernization of technology, changing lifestyles, global competitive pressures and large scale employment, a need exist for a fresh look at the Human Resource.

Human Resource Management is a philosophy of people management based on the belief that Human Resources are uniquely important to sustained business success. An organization gains competitive advantage by using its people effectively, drawing all their expertise and ingenuity to meet clearly defined objective. HRM aims at recruiting capable, flexible, and committed people, managing and rewarding their performance and developing key competencies.

[...] Develop achievement oriented culture KNOWLEDGE MANAGEMENT Improve co-ordination with user departments in identification of development needs Follow-up of Training inputs Training Effectiveness Application of inputs at work place Greater focus on younger age profile ORGANIZATIONAL DEVELOPMENT Develop information bank for advertising on design of department structure for maximum effectiveness Study on employees satisfaction Benchmarking studies on HR policies/practices MANPOWER INVENTORY Career plan for high potential Succession plan Quality improvement in selection/recruitment Improve present HRIS to create skill inventory database Introduce mentoring culture Train Group 7 promotees Developing systems for building high performance work teams Introduction of SAP-HR TRAINING AND DEVELOPMENT Attitude and in-house faculty development Improve functional knowledge, job related skills/perspective development Inter- cultural training Outbound exercises to develop team spirit Share information, experiences, success stories with other colleagues PERFORMANCE MANAGEMENT Install system to enable objection goal setting Develop reward systems to distinguish high performers Development of junior associates as an important objective Develop systems for correction/separation of poor performers Evaluate possibility of introducing peer review and metrics for internal customer service EMPLOYEE POTENTIAL DEVELOPMENT Focus on "Development Discussion" component of PRED Potential development to take higher responsibilities Promote greater cross-functional mobility(Job Rotation) HR INITIATIVES Training and Development PRED(Performance Review and Employee Development Discussion) E-HR International Assignments Job Rotation Employee Survey HR POLICIES IN Medical Annual Master Health Check-up Hospitalization Insurance Hospital Scheme Medical Reimbursement Scheme House Related Furniture Guidelines Refundable House Deposit Minor / Assets Maintenance Educational Educational Reimbursement Scheme Policy on German Language Course Policy on External Training Membership to Professional Institutions Policy on Business Magazine Subscription Loans Consumer Durable Loan Guidelines Housing Loan Guidelines Vehicle Loan Guidelines Other Benefits Telephone Guidelines Holiday Homes Timeshare Holidays Vehicle Expense Reimbursement Death Relief Scheme Miscellaneous Rules & Regulations of Service & Conduct PRED Leave Rules Transfer Rules Reimbursement of Conveyance Expenses The most important HR sub-systems are Organizational Planning and Development : The process of planning and developing an appropriate organizational structure which will ensure effective work performance, fruitful interpersonal relations and formation of homogeneous, cohesive and interacting informal groups. [...]

[...] Employee Records: In employee records complete and up to date information is maintained about employees, so that these records may be utilized, if need be, at the time of making transfers / promotions, giving merit pay, or sanctioning leave and at the time of termination of service. Such records include information relating to personal qualifications, special interests, aptitudes, results of tests and interviews, job performance, leave promotions, rewards and penalties. Personnel Research and Personnel Audit: Process of evaluating the effectiveness of personnel programmer's policies and procedures and developing more appropriate ones. [...]

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