Today, HR plays a role of the important business partner, which has a significant impact on the business performance.
Human Resources does not support business functions, but it takes over the ownership and leadership of change management projects
HR introduces policies and practices focused on the increase of the performance of employees, maintaining the high level of employees’ satisfaction, and designing the unique corporate culture
HR leads and manages projects resulting in building the competitive advantage
Roles of HR in an Organization
Recruiting: Finds, hires, and onboards new employees.
Training and development: Teaches new and current employees how to do their job better and learn new skills to become future leaders.
Union Negotiations and Labor Relations: Instead of taking the CEO away from leading the company, HR will represent the executive team and deal with any complaints unions have about the enterprise.
Compensation and Benefits: Besides making sure your pay check gets to your mailbox every month, they also find companies that will offer competitive benefit programs. Additionally, they determine how much your role is worth in relation to the overall company strategy.
Employee Relations: Baby sitting adults, unfortunately this is needed in companies.
Organizational Development : It usually determines who reports to who and why. They also determine if problems in the company are coming from, people, rewards, processes structure or strategy.
Legal Compliance: Making sure that a company is doing everything the government says a company is supposed to be doing. I-9’s, W-4’s, Affirmative Action Plans, etc.
Employee Engagement: Figuring out how to make employees work more hours while being paid less money and having them be happy about it.
Human Resources Information Systems (HRIS): They run the computer system that keeps track of all the people records.
Health and Safety: Creating and maintaining a working environment that humans can function and thrive in.
Welfare Activities: Additional benefits given to the employees in addition to their normal wages or salaries ie., facilities and amenities provided to employee for thier betterment.
We train professionals / Graduates who want to pursue the career in HR Domain.
We provide practical training on the following modules :
1.Introduction to HR.
2.Roles of HR in a company
3.Types of Recruitment
4.Difference between Recruitment and Selection
5.How to post advertisement with Job Description?
6.How to prepare Offer / Appointment / Termination / Relieving letter formats.
7.How to conduct Induction Training & Exit Interview
8.Payroll Processing for Employee
9. Administration Activities and Petty Cash Handling
10.How to create HR Policy for company.
11.How to retain Employee by Welfare Activities
12.Employee Appraisals and Reviews.
13.Employee Grievance handling procedure
14.Employee Soft skills Training
15.Welfare Activities to retain Employee
16.How to source profiles from Online Job sites
17.How to conduct interview and questions that need to be asked
18.How to prepare Job Description for any job.
19.Do and Don’t Qualities for Good HR
20.Reference sites for HR Community
Qualification for HR
The position of HR analyst is usually an entry-level position.
Most companies require a four-year degree, but no previous experience.
Generally He/She should be qualified in BBA/MBA in HR or MSW .
Should have strong interpersonal skills.
Should have strong knowledge in MS Excel and Powerpoint.
SKILLS need for HR
Communication : If you can’t communicate effectively in HR, you should find another line of work.
Organizational Skills : A HR staffer has to make sure things get done.
Problem Solving : Not all problems end up in HR-but many do
Research :Any HR office needs people who can do the digging on Compliance, Compensation ,benefits and more
Building Effective Relationship : If HR isn’t working well with others , what is ?
Planning : HR is a strategic function, so looking ashead is critical.
Detailed Oriented : When dealing with employee files and compliance measures,it’s all in the details.
Multi tasking : HR is a field with varied responsibilities and ability to manage time wisely are often important to performance.
Discretion : HR need to have discretion to keep the personal information of employee private and out of public knowledge.
Conflict Management : Addressing grievances between employees and managers, or perhaps between different employees, is another one of the core responsibilities of HR professionals.
Training an HR
While an HR analyst needs no prior experience, there are many things that an HR analyst must be knowledgeable about before being set free to do the job alone. HR analysts must be educated on the labor laws, civil laws, and the basic policies of the company. HR analysts should also receive more specialized training in people management, so that the company culture is thoroughly understood and is reflected in those that are hired.