Composition of Hr Department
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Transcript of Composition of Hr Department
COMPOSITION OF HR DEPARTMENT
Chairman & Managing Director
Vice President (Personnel & HR)
Manager (Personnel) Manager (Admn) Manager(HRD) Manager(IR)
ASST MGRAsst Mgr
Asst MgrAsst Mgr
EXEEXE
EXEEXE
1. Human Resource Planning
2. Recruitment & Selection
3. Grievance Handling
4. Compensation Management
Manager (Personnel)
1. Public Relation
2. Canteen
3. Medical
4. Welfare
5. Transport
6. Legal
Manager (Admn)
• Performance Appraisal• Training & Development• Competency Mapping• Human Resource Accounting• Employee Counseling• Managing Assessment Centers
Manager(HRD)
• Union Interaction• Handling Negotiation, Dealing with Conciliation authority • Statutory Compliance ( Liasoning with statutory
authorities like P.F,Factory inspectorate)• To monitor all preventive actions & introduce requisite
measures for health, safety.• Contract labour administration
Manager(IR)
Human Resource Planning
1. Manpower Analysis
2. Assessing current human resources
3. Determining the Demand for Labor
4. Predicting the Future Labor Supply
5. Matching Labor Demand and Supply
6. Calculation of Manpower cost & Contract labour cost
Manager(Personnel)
Recruitment & SelectionPersonnelplanning
Job vacancies
Job analysis
RP -numbers
-types
Strategy development-Where
-how & when
Employee requisition
Searching activation
Applicant population
Applicant pool
Screening
Potentialhire
selection
Scientific selection systemJob description
Identification of criterionvariables
Identification of predictorvariables
PM on criteria PM on predictors
Correlation betn Predictor & criterion
Insg.relationship review the process
Sig. Relationship acceptthe process
Try different predictor and criterion variables
Periodic review
Grievance Handling
• Handling employee grievances• Managing conflicts related to employee issues
Compensation Management
1. Develop a program outline.2. Designate an individual to oversee designing the
compensation program. 3. Develop a compensation philosophy. 4. Conduct a job analysis of all positions.
Evaluate jobs. Determine grades. Establish grade pricing and salary range.
5. Determine an appropriate salary structure.6. Develop a salary administration policy. 7. Obtain top executives' approval of the basic salary
program. 8. Communicate the final program to employees and
managers. 9. Monitor the program.
Public Relation• Products - involves creating a good image of the
product before it is launched to ensure that consumers, retailers, distributors are enticed by it
• Public Personalities - This is probably the most glamorous of all the PR jobs since it deals with building and enhancing an image of well-known people such as politicians, sports people, musicians, actors/ actresses, writers etc.
Manager (Admn)
• Public Sector - aims to show and prove to the policy-makers and common person that the public money is being spent in a worthwhile manner
• Schemes/ Projects - this involves informing the community being catered to or the organisation's employees about new schemes to reduce their apprehension towards change, answer any queries and show the overall benefit of these projects
Canteen
• Dealing with canteen contractors.• Ensuring quality of items provides in the canteen.• Ensuring maintenance of the canteen.• Housekeeping • Negotiation
Medical
• Conducting Medical examination for employees• Appointment of Medical practitioners.• Providing medical facilities as per Factory Act• Ensuring Medical Policies as per the rules of the
organization.
Transport
• Dealing with transport contractors• Ensuring daily transport facilities for the employees • Payment of transport contractors
Legal
Handling all labour legislation matters & compliances and report to Human Resources Dept.
- To manage all statutory compliances and liason with Govt. authorities - To address employee grievances on PF, ESI etc
Performance Appraisal
Manager(HRD)
IdentificationIdentification MeasurementMeasurement
ManagementManagement
PerformanceAppraisalElements
PerformanceAppraisalElements
Training & Development
• Setting objectives• Identification of training needs organization analysis, task analysis, man analysis• Designing training programme• Scheduling facilities, faculty,content method• Programme budget & cost effectiveness• Implement training programme• Evaluate results
Competency Mapping
• Identifying key competencies for a particular position in an organisation
• Using it for job-evaluation, recruitment, training and development, performance management, succession planning, etc
• Creating Competency dictionary
Human Resource Accounting
• Accounting for investment in people and their replacement costs.
• Cost-based Analysis and Value-based Analysis
Employee Counseling
• Counselling employees upon job related/Family related issues.
• Establish counselling centres for empoyees
Managing Assessment Centers
• Selecting employees, identifying potential , measuring development needs, succession planning.
• Group exercises • Presentations • Group discussions • Aptitude or psychometric tests • Problem solving projects • Physical activities • Panel interviews
• Union Interaction• Handling Negotiation, Dealing with Conciliation
authority • Statutory Compliance ( Liasoning with statutory
authorities like P.F,Factory inspectorate)• To monitor all preventive actions & introduce
requisite measures for health, safety.• Contract labour administration
Manager(IR)