human resource industry and the stand of recruitment consultancies
TRANSCRIPT
8/14/2019 Human Resource Industry and the Stand of Recruitment consultancies
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Human resource industry and
the stand of recruitment
By_ Rahul Tiwari
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HUMAN RESOURCEMANA EMENT?
human resource management is theplanning, organizing, directing andcontrolling of the procurement,
development, compensation,integration, maintenance, andseparation of human resources to the
end, that individual, Organizationaland social objectives areaccomplished
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During the past half century, there has
been an evolution from PersonnelManagement to Employee/IndustrialRelations to Human Resource
Management.
he head of a company's HRdepartment has moved from atransaction-based role, reporting to anadministrative manager, to being amember of senior management,
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CON T……….Despite that progress, Human
Resources is often a low-influencefunction in senior management. Inmany cases, HR does not exert theinfluence in people managementdecisions its role and reportingrelationship suggest it should.
In some cases, the senior HR role hasbeen used to showcase female orminority selections at the senior
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CON T………
• Unfortunately, too many senior lineexecutives view the HR function as commonsense applied to people managementdecisions. Moreover, some HR functions
may be headed by executives without deepexpertise in the HR area. That situation isnot likely to be the case in other keyfunctional staff at the executive level. Inareas like finance, marketing, IT, law, etc.,
there is a perceived body of expertise thatthe senior staff leader should possess. Thatexpertise has decision influence with othersenior executives and credibility with the
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BOTTOMLINEHuman resource professionals act asmediators between an organization’smanagement and its workers. Thisrequires wearing many hats: It’s an HR
administrator’s job to make sure thatemployees are working in a safeenvironment ,that disputes are settled,
and that benefits are understood andadministered properly. At the sametime, HR is charged with recruiting newemployees who will not only fit in
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DIVERSIFICATION IN HRM
Interesting to see what hrds dealwith now a days in the organizations-
• hiring and firing employees
• creating organizational charts
• shaping corporate culture after amerger or acquisition
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•managing employee
communications•settling employee disputes
•creating benefits programs
•navigating government regulations•dealing with legal issues such assexual harassment and occupational
safety•setting up policy and programs formeasuring performance
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THE JD OF VARIOUS HRs
Human Resources Assistant This position is a support role in thehuman resources department. An
assistant has to have a good grasp of the concepts, practices, and procedureswithin a particular field, all whileworking within the guidelines set by a
manager.
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CON T…..
HR Manager
• A middle management position thatmay require overseeing specialistsresponsible for several distinct areasin a division of a company. Strategicwork may be involved—such as
planning human resource policy andsetting procedures. Usually reports toa VP of human resources.
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CON T…..
Benefits Administrator
• Administers, processes, andmaintains company benefitsprograms.
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CON T…..
Benefits Analyst
Qualifications can vary greatly
depending on the company’s needsand the person’s experience. At thebottom of the scale, it can be entrylevel, involving carrying out benefits
programs and possibly researchingnew ones. At the top of the scale.
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CON T……
Compensation Analyst
• Evaluates and conducts surveys andanalyzes salary data to decide on thefull package offered to employees,including salary, bonuses, and perks,such as stock options
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CON T……
Labor Relations Manager
• Works primarily in manufacturing orservice industries and deals withlabor unions. The labor relationsmanager prepares information formanagement touse when a contract
is up for renewal.
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CON T…..
Recruiter
• Screens, interviews, andrecommends prospective employees,and extend offers to successfulcandidates. A good recruiter isfamiliar with the job requirements of
specific fields in the company.
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CON T……
VP of Human Resources
• A very strategic position in largecorporations, the VP of HR helps setthe to one of the company’scorporate culture. He or she bringsinformation about the workforce to
executive management so that it canset policies after mergers,acquisitions, closures, layoffs, and
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CON T……..
HR SPECIALIST
Here are a range of activities thespecialist might be involved in:
• Designing and implementing a payprogram that rewards employeeseffectively, efficiently, and fairly
•
Working with a team to ensure thatemployees are paid the rightamount of money and on time
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FUTURE JOBS IN HR
Though the job picture is stilldeveloping, experts see severalpossible critical roles on the horizon for
HR professionals. Among them:
The CFO for HR.
This number cruncher can apply themetrics to demonstrate the inherenteconomic value of HR and to analyze
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CON T……….
The internal consultant.
This person helps spread HRcompetencies through the organization,
empowering line managers to recruit,interview, hire and retain the talent
The talent manager.
This person is responsible for finding,developing and keeping the best andthe brightest workers to meet theneeds of the organization. He or she will
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CON T……..
The vendor manager.
He or she determines which functions canbe handled better and less expensivelyoutside the organization.
The self-service leader.
This person works with internal and outside
information technology specialists toestablish and run web-based portals formany automated functions, such as benefitsand pension administration, that employees
THE RISING SUN OF
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THE RISING SUN OF
The service sector contributes to more than
50% of India's economy.In the last decade Human Resource Consultinghas emerged from management consulting, asan organization's needs have become more
complex and specialized, widening the gapbetween HR needs and work force capabilities.
HR consultancies have evolved the classic'personnel administration' function to one thatenables business growth through plannedtalent acquisition, development and retention.
These consultancies link with an organization'sservice excellence teams in driving projects
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CON T…..
• Now as new sectors are comingup, there is a problem of hugetalent crunch that subsequentlywill give rise to otherconsequential problems - trainingof staff, retaining people,providing competitivecompensation and other
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CON T…..
• HR consultants have been proved arescue to management problemsarising due to sudden developments
like mergers & acquisitions, changemanagement, organizationmalfunctioning, improving
performance, and maintainingperipheral departments of theorganization, like pay-rolls, etc., to
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CON T……..
• BASIC ROOTS OF THE ORIGIN OFCONSULTANCIES
• When multi-nationals started their
set-up in India, they realized that themenial yet tedious work like pay-rolls, recruitment, and performancerecords, etc., were taking a lot of
time, due to which organizationswere unable to devote the time withother strategic aspects of the
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CON T……
Now in that scenario, neither docompanies want to put efforts andresources in any activity not strategic
in nature nor do they want to leaveit, as even a small activity can be anattention-seeker if not managedproperly. So to stay ahead and keep
moving forward in their strategy,organizations now need someone tohelp them out with all requisite skills
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CONCLUSION