Managing an organization on its way to success has its own challenges, like dealing with economic factors that may or may not stand as obstacles. Ordinarily, one will claim that this is a Human Resource affair. However, some successful organizations have employed more workable techniques to succeed. This is the human resources of today.
The Traditional Role of Human Resources
Most people in an organization will identify the Human Resources Department to anything systematic, policy-related or administrative. Some automatically think that a Human Resources Program will proceed with psychology or endeavor to inculcate any of the three mentioned above.
This traditional method puts emphasis on leadership, cohesiveness and loyalty in an organization. It emphasized on collectivism.
There is nothing completely bad in such traditional view. However, it was criticized for focusing too much on the economic factors of an organization.
This had been confronted further by different aspects and needs. Thus, the field of human resources was also shaped as it adapted to the social or political environment.
Transitional Phase
Times are changing now. The traditional perception must be taken out of the picture. The modern trend now in Human Resources Management is to be more strategic, consultative and interactive.
Human Resources of the 21st Century
It is definitely a desirable change. However, this may not come easily to those who have gotten used to the 'old school.'
The social climate of the organization is now addressed, rather than being limited to the economic factors. This time the behavior of the individual is given as much importance as the economic structures.
This time around, Human Resources Department pushes even more the firm into performance as each member now is driven by the attention given.
What Should One Expect in the Human Resources Department Now?
1. The department must show that it contributes to fulfilling all the goals of the whole organization. It is not anymore limited to the department.
2. It should provide also bases and dimensions to measure the success of the human resources initiative and the processes applied.
3. All the members of the organization are to be treated and recognized as clients.
4. Finally, it will not hurt to also change the perception of the people with regard to the role of the Human Resources Department.
It is undeniable. It is necessary to further educate people and provide support to this practice.
What Are the Current Initiatives to Fulfill the Goal?
o Human Resources Outsourcing
Normally, people approach the Human Resources Department to consult on matters to regulate relations among members. However, this consultation could also be utilized to break away from the old shell.
Providing services to the other departments of an organization will make the HR Department a more dynamic entity. It could help in determining some processes to realize the vision of a particular department.
o Human Resources Education
The academe can make a big difference in changing the perception.
Improving and developing the literature and the present theories will be helpful in addressing the concerns and the needs of any organization. This is in light of the constantly changing society that concerns the human resources experts and people.
Further studies in the Human Resources can help shape and improve the theories. However, pursuing a career in the Human Resources is expected to contribute to the developments in practice and implementation.
There are initiatives also to spread the knowledge within the organization, down to the most ordinary members. The best way to empower them is to give out Human Resources software that provides an orientation and comprehensive discussion of organizational policies.
o Human Resources and the Law
There are Human Resources laws provided nowadays. This fact is beneficial to most people in the workplace. It establishes the foundations that must be present in any firm or organization. It also sets limits the extent of what human resources will cover, so as not to deprive any person of any basic right or privilege.
There are even some who now implement a Human Resources Program that allows active participation of the employees. They are made part of decision making and the HR Department is tasked to come up with methods and venues to make this endeavor feasible.
Leadership is undeniably important in any organization. It grounds the responsibility and accountability on a single source. However, for any whole to work, its parts must be recognized. That is why the developments in the field of Human Resources are very much welcomed. Human Resources Management must focus on its real strength, on its real resources, the human resources.
http://business-square.com/
Article Source: http://EzineArticles.com/149024
Thursday, July 7, 2011
Human Resource Courses and Trainings
There are significant points to remember in filling out entry-level jobs. Employers look for employees who may have majored in Human Resource courses.
Human Resource courses such as administration, industrial and labor relations are very much in demand in employment and in other related occupations.
Other employers may also want to seek for college graduates who may have experiences in technical or business related courses in order to compliment their Human Resource degree. For many specialized occupations, previous experiences are always an asset. This applies especially to those experienced managers, mediators and supervisors that can be essential factors in applying for a new position.
Keen competition in searching for new jobs is expected since there are a plentiful number of fresh graduates and experienced employees. To attract the most competent and qualified employees, you should pay attention in connecting to a credible Human Resource training course for your new employee.
Human Resource courses and programs provides top of the line training in improving employees satisfaction with their jobs with different working conditions. However, some jobs in the Human Resources field require minimal and limited interaction to individuals outside the workplace. Knowing the fact that dealing with individuals outside is an important aspect of the job.
In small businesses, a Human Resource generalist may manage all aspects of Human Resource tasks. This requires an extensive range of knowledge to Human Resource management courses and trainings. The responsibilities may vary widely depending on the business needs and goals.
For large corporations, the top position for the Human Resource department should develop and manage Human Resource policies correctly.
These policies are generally implemented by the supervisor of the Human Resource department and to some cases the head of the industrial relations department. Here are some added information on the responsibilities and tasks you will need to learn in a Human Resource course and training programs.
1. As the director of the Human Resource of a company, you should learn on how to supervise several departments. Headed by the department manager that will only specialize in one Human Resource activity that will involve employment, benefits, training and development, compensation, and employee interaction.
2. For courses that includes employment and placement managers, you should learn on how to supervise hiring and transferring employees. Supervising various employees requires equal employment opportunity to new recruits.
3. Employer relation representative are usually hired in government offices. They maintain working relationship with the local employers and endorse the implementation of public employment.
4. As recruiting managers, Human Resource trainings allow you to learn on how to maintain contact in the local area community and also require you travel in different locations. Searching for promising and qualified workers is performed by recruiters. Recruiters main tasks involve, interviewing, screening, and occasionally test prospect applicants.
Factors that are involved in determining an applicant's Human Resource background is very important. The course taken and the training are complex necessities for a particular working environment.
Due to the rapid and continues changes of businesses, it is very important to generate added knowledge. Human Resource courses and trainings can provide you new insights for a more organized and efficient working environment.
http://business-square.com/
Article Source: http://EzineArticles.com/318603
Human Resource courses such as administration, industrial and labor relations are very much in demand in employment and in other related occupations.
Other employers may also want to seek for college graduates who may have experiences in technical or business related courses in order to compliment their Human Resource degree. For many specialized occupations, previous experiences are always an asset. This applies especially to those experienced managers, mediators and supervisors that can be essential factors in applying for a new position.
Keen competition in searching for new jobs is expected since there are a plentiful number of fresh graduates and experienced employees. To attract the most competent and qualified employees, you should pay attention in connecting to a credible Human Resource training course for your new employee.
Human Resource courses and programs provides top of the line training in improving employees satisfaction with their jobs with different working conditions. However, some jobs in the Human Resources field require minimal and limited interaction to individuals outside the workplace. Knowing the fact that dealing with individuals outside is an important aspect of the job.
In small businesses, a Human Resource generalist may manage all aspects of Human Resource tasks. This requires an extensive range of knowledge to Human Resource management courses and trainings. The responsibilities may vary widely depending on the business needs and goals.
For large corporations, the top position for the Human Resource department should develop and manage Human Resource policies correctly.
These policies are generally implemented by the supervisor of the Human Resource department and to some cases the head of the industrial relations department. Here are some added information on the responsibilities and tasks you will need to learn in a Human Resource course and training programs.
1. As the director of the Human Resource of a company, you should learn on how to supervise several departments. Headed by the department manager that will only specialize in one Human Resource activity that will involve employment, benefits, training and development, compensation, and employee interaction.
2. For courses that includes employment and placement managers, you should learn on how to supervise hiring and transferring employees. Supervising various employees requires equal employment opportunity to new recruits.
3. Employer relation representative are usually hired in government offices. They maintain working relationship with the local employers and endorse the implementation of public employment.
4. As recruiting managers, Human Resource trainings allow you to learn on how to maintain contact in the local area community and also require you travel in different locations. Searching for promising and qualified workers is performed by recruiters. Recruiters main tasks involve, interviewing, screening, and occasionally test prospect applicants.
Factors that are involved in determining an applicant's Human Resource background is very important. The course taken and the training are complex necessities for a particular working environment.
Due to the rapid and continues changes of businesses, it is very important to generate added knowledge. Human Resource courses and trainings can provide you new insights for a more organized and efficient working environment.
http://business-square.com/
Article Source: http://EzineArticles.com/318603
Human Resources Jobs - Are You Interested in Becoming a Human Resources Manager?
Human resources managers are responsible for finding the most talented employees for corporate positions and matching them with jobs for which they will be best suited. These professionals will question potential employees through interviews, trying to hire individuals who will increase productivity and morale, in addition to decreasing job turnover.
Directors of human resources are responsible for managing various departments which can include employment and placement, benefits, training, and labor relations. Placement managers are responsible for hiring employees and screening applicants, while employee recruiters are responsible for traveling within a community and attempting to screen and interview the best applicants.
Employment interviewers are responsible for helping employers find qualified job applicants and employee relations representatives are responsible for working within governments in order to maintain positive relationships between government management and employees.
Benefits managers are responsible for supervising the companies benefits program, which can include health insurance and retirement programs. These individuals will need to be familiar with various company policies on health coverage and reimbursement in emergency situations or those that are caused by parental leave.
Employee welfare managers are responsible for managing a number of programs which can include carpooling, food service, child care, first aid, and elder care, in addition to providing counseling to individuals who are experiencing financial problems or emotional disorders. Welfare managers can also provide career counseling to employees within a company.
The working environment of these human resources professionals will usually include a standard 40 hour work week, although longer hours may be necessary in the professions of labor arbitration in order to negotiate contracts with union employees. The educational requirements to become a human resources director will vary in depend on the responsibilities that they will have. Most employers prefer individuals with a bachelor's degree in management or a liberal arts education.
In 2006, human resources managers held over 850,000 jobs in America, with the lion's share of these positions being held by training and developmental specialists. Only about 17,000 human resources managers are self-employed, usually working as consultants in corporations. Job prospects overall for these professionals are expected to be good, growing much faster than the average rate of population growth.
http://business-square.com/
Article Source: http://EzineArticles.com/1830827
Directors of human resources are responsible for managing various departments which can include employment and placement, benefits, training, and labor relations. Placement managers are responsible for hiring employees and screening applicants, while employee recruiters are responsible for traveling within a community and attempting to screen and interview the best applicants.
Employment interviewers are responsible for helping employers find qualified job applicants and employee relations representatives are responsible for working within governments in order to maintain positive relationships between government management and employees.
Benefits managers are responsible for supervising the companies benefits program, which can include health insurance and retirement programs. These individuals will need to be familiar with various company policies on health coverage and reimbursement in emergency situations or those that are caused by parental leave.
Employee welfare managers are responsible for managing a number of programs which can include carpooling, food service, child care, first aid, and elder care, in addition to providing counseling to individuals who are experiencing financial problems or emotional disorders. Welfare managers can also provide career counseling to employees within a company.
The working environment of these human resources professionals will usually include a standard 40 hour work week, although longer hours may be necessary in the professions of labor arbitration in order to negotiate contracts with union employees. The educational requirements to become a human resources director will vary in depend on the responsibilities that they will have. Most employers prefer individuals with a bachelor's degree in management or a liberal arts education.
In 2006, human resources managers held over 850,000 jobs in America, with the lion's share of these positions being held by training and developmental specialists. Only about 17,000 human resources managers are self-employed, usually working as consultants in corporations. Job prospects overall for these professionals are expected to be good, growing much faster than the average rate of population growth.
http://business-square.com/
Article Source: http://EzineArticles.com/1830827
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