The Human Resource Department plays a role in managing people within the organization

The Human Resource Department plays a role in managing people within the organization. This department has to deal with a number of responsibilities. It is responsible for an organization of people in the entire Company and plans for future ventures and objectives involving people in the Company (Handy, 1999).
” Recent years have seen a dramatic increase in the prevalence of flexible work practices (FWP), which are practices that afford employees control over when, where, or how much they work” (Kelly & Moen, 2007). Earlier when the employees were asked about the job hours, the answer given by the baby-boomers was 9 to 5. In many industrial organizations, there are flexible shift hours or more than 2 shifts, so the 9-5 timing disappeared.
This industrial age gave rise to 5 days week so that the employee can get off on Saturdays and Sundays. According to Coupland (2017), as quoted in the Guardian, “the future will not have the nine to five.” Instead of working the whole day, now the employees will be having free time for the employees (Bibby,2017). Now, the companies are offering flexible work, for instance, work from home, part-time hours and telecommunication which gives an opportunity to students also to work while studying (Barry,2017). Due to flexible timings, the employees can have healthier work-life balance and can be more result oriented. They can better concentrate on their work according to deadlines, thereby increasing work quality and productivity. The tradition of doing one job for the whole life is over now and employers are expecting more soft skills as well as high-value qualifications as compared to 9 to 5 (Bibby,2017).
One of the vital aspects of Human Resource Management is employee retention strategies or policies that are adopted by the organization to achieve success within the rapidly growing corporate society. These employee retention policies should demonstrate the holding capacity of the entity that can be influenced by effectively managing HRM (Human Resources Management) practices in the circle of training and improvement, execution evaluations, acknowledgment, rewards or appraisals and promotion opportunities. It is considered as an intentional procedure by any association to profit a domain which urges and persuades individuals to stay with the organization for the most extreme timeframe. Moreover, a high turnover rate of an organization which is usually associated with high costs of recruiting, selecting and training new employees. According to Al Emadi & Schwabenland (2015), exorbitant rise in the amount of money related with loss of skilled workers has strengthened the requirement for contemporary associations to recognize and actualize HRM approaches that help employee retention.
Basically, the employee’s skills and performance may indicate the employer’s choice for increments or reductions in the benefits and bonuses that motivates the employees to stay in the organization. It is always difficult for an employer to hire skilled and knowledgeable workers, however, retention is more critical than hiring, hence there is a need for the organizations to develop creative and effective employee retention management
practices. The strategies that help in successful and effective retention of highly skilled employees are effective hiring/determination of new representatives; creating an ideal workplace; top-management bolster ; sympathetic treatment of representatives through uplifting statements; building up organizations with workers; preparing and vocation improvement; budgetary motivators and benefits ; work improvement activities; promotion opportunities; flexible work schedules; performance appraisals ; job evaluation and family-accommodating advantage. It is the duty of the HR to sit with the employee and discuss the various issues face to face (Juneja, 2018). Understand his problems and listen to his side of the story as well. Remember the HR should not only focus on conducting exit interviews, rather more emphasis should be laid on retaining the employees. All these policies are helpful in retention of the employees in organizations resulting in achievement of goals with success.
Self-knowledge is the greatest weapon to achieve goals and reach maximum potential. It helps in reducing the blind spots because there is a difference how we see ourselves and how others see us.There are few methods by which workers can increase their potential such as getting feedback from their colleagues, seniors, and juniors, coaching classes to know their strengths and weaknesses. Employees who receive regular, scheduled feedback together with training, coupled with increased expectations always have a higher level of worker output (Shields, 2007). Feedback can be obtained in the form of writing, face to face or verbal from those with whom one works. Sometimes it becomes difficult to obtain positive feedback face to face so other ways can be tried. Positive feedback helps in knowing the areas one needs to improve or is doing well thus increasing the quality of work.
Once you have the grip on your strengths and weaknesses, your next challenge is to figure out what you truly enjoy doing (Kaplan, 2008). Following your passion and listening to your gut helps in maintaining a good balance. However, some people get biased while choosing their profession, they rely on others for decisions and ignore their passion which prevents them from reaching their potential.
In Human Resource Management techniques it is explained that in the shared business methodologies that how it can offer advantages to the associations. By investing money in shared services, the United administrations focus will give great administrations to their clients requiring little to no effort. It relies upon various actualities, for example, giving the enhanced administration, great administrations, minimal effort and last yet not the minimum they should remember about the consumer loyalty that will prompt better outcomes. Shared services can be anticipated on various inquiries, for example, with respect to substantial work constraint in topography, work environment broadly appropriated and on the cost of work high and if reply to every one of these comes in yes then the mutual administrations merit doing though if answer is no then there will be less benefit. By and large, the principle convergence of shared services is to acquire more by giving quality services to the clients at diminishes cost that will profit to the organizations (Horan and Vernon,2013, p. 48).
On the other hand, there will be the effect on the corporate structure. Multinational organizations have both inward and outer components to investigate administration demonstrate. This network result will reflect about business administration in light of the fact that corporate segments effectively bolster a common administration’s approach. To prevail in shared services, there is need of HR work that will have an abnormal state of process consistency and the administrative responsibility. Efficient existing business can execute shared services in a powerful way. For corporate structure, there are three levels, where consistency is distinctive for everything except for shared administrations the association must be at least of level 2 or level 3 with the goal that services can be acquainted and that will help with accomplishing decreased cost and client services (Horan and Vernon, 2013).
Another important aspect human resources administration is the conduct of moral behavior of the employers which ultimately impact on the employee working abilities and desires. Morals/Ethics is a societal discourse of what should be considered for general human prosperity, including the more extensive ideas of decency, equity, and bad form, what rights and duties are operable under specific circumstances, and what temperance’s a general public appreciates (Sah, 2015). Ethics is the bedrock on which each and every connection are fabricated; it’s about how managers, representatives, associates, clients, groups, and providers are bonded with each other. Human administration managers continually are called upon to settle on troublesome choices with respect to benefit the organization, staff bolster, asset obtaining, and program improvement. At the core of numerous choices are essential conflicts in values: openness versus productivity, social change versus security, or sympathy versus consistency. Such clashes constitute ethical dilemmas, the determination of which frequently includes organizing and after that choosing from an arrangement of contending qualities and orderly activities. HR managers should resolve ethical issues in the truest sense of the definition – that of competing and equally compelling values within a situation that has no perfect resolution (Hyde, 2012). Human administration supervisors likewise require bolster in fighting with the different difficulties, dangers, and commands of outside performing artists.
With the current trends of changing and challenging workplaces, the organizations are looking for the ideas to improve performance and satisfaction towards the growing demands. This involves bringing the change in the workplace environment. It is very important for the employees to know the reviews about their work which is the base of the 360-degree feedback. It helps the employee to know the required change to formulate the future development plans, to understand the behaviour to improve the organizational and personal effectiveness, improve the skills and competencies required in the workplace, increased involvement of the people in the firm, and increased individual ownership for self-development and self-learning (Mukhopadhyay, 2016). 360-degree feedback success depends on the employees and management and on how the management is using it. Some employees think that it is a waste of time but it indirectly affects the organization’s success (Neeshu, 2016).
360-degree feedback is also known as multilevel, multisource feedback which is a sensitive and effective process which is managed professionally. It is very harmful to the organization that the employer or employee working wrong, so 360 feedbacks provide a chance for self-improvement (Mukhopadhyay, 2016).
Occupational Health and Safety (OHS) is defined as the exercises covering the security of representatives from any mischief emerging from the work environment and any mishaps and work-related sickness, and in addition, enhancing working conditions for the employees. OHS points not exclusively to avoid working environment mishaps and work-related sickness, yet additionally to guarantee working environment safety and production. Occupational Health and Safety Management Systems (OHSMS) developed so as to rehearse OHS exercises more methodically and adequately. OHSMS is an encompassing administrative approach that coordinates different program exercises, including objective setting, arranging, sorting out, driving, organizing and inspecting, keeping in mind the end goal to enhance well being furthermore, wellbeing execution deliberately. Additionally, OHSMS is an administration framework created for limiting conceivable dangers and the dangers surrounding the execution of an assignment/project and guaranteeing powerful and effective utilization of an association’s assets to accomplish this objective (Karakavuz ; Gerede, 2017). According to the Occupational Health and Safety Act (OHSA), health and safety members must incorporate administration and laborer agents to conduct working environment inspections periodically to reassess all the dangerous equipment or chemicals that can affect the health of the employees or can harm their well-being. The human resources administration agents are qualified for and ought to take an interest in work environment assessments for the safety of their employees.
In this continuously changing world, the financial status of the organizations also does not stay same for each year. In the time of good profit, the employees would receive attractive incentives, but during hard times it is not possible. In the recession time, when the organization is struggling to manage the economic crisis, then it becomes very hard to manage for both, the employees and the employers.
Reward plays an important role in attachment and loyalty of employees towards the organization because rewards give security of job which affects the performance of the employees. The organizations always concentrate on the incentives more because that is the main factor which determines the conflicts of the workplace is also indirectly aroused due to incentives. The appropriate response will generate flexible and dynamic system having talented employees working hard to achieve success for the organization (Lupton, Rowe, ; Whittle,2015). The incentives and such things include several issues such as fear of losing the job, unfair pay and reductions in the rate. To avoid these things, the management should provide fair wages, transparency to tell that how much they are earning, maintaining fair standards of the pay, by hiring fewer but talented employees, provide regular performance feedbacks, giving breaks and vacations and other encouraging benefits. Instead of giving incentives, there are other ways to engage employees during recession times. For instance, unemployment insurance or workers’ compensation, non-mandatory benefits such as housing, an increment in wage or vacation time or seldom surprising rewards, pay based on working time (Billikopf, 2006). For the Millennials, non-financial and intangible rewards like recognition, praise, awards are more attractive ( Lupton et al., 2015). The incentives are not important that much, but yes the understanding between management and employee definitely the most important in the business world.
There are ethical issues related to the salaries, the annual incentive plans, and executive bonuses. The HR manager is often under pressurized to elevate the basic salaries. Besides, HR is also expected to provide more perks to the senior staff of the company and at the same time, they are asked for an explanation for the same. Adding on, ethical conflicts arise when incentive plans and a huge amount of compensations are formed in consultation with the superiors. At the time of decision-making, HR is forced to choose the top management over the other stakeholders and workers of the company (Juneja, n.d.).
HR managers have to justify a higher level of basic salaries or higher level of percentage increase than the competitors to retain some employees. In some situations, where the increase is larger than normal they have to elevate some positions to higher grades. Annual increment/incentive Plans. This situation is particularly true in case of top management executives. The fear of losing some outstanding executives, the HR managers are forced to give higher incentives to them than what the individuals actually deserve (Sinha, n.d.).