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Sunday - 19 Jan 2020 on LinkedIn
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What do human resource professionals do ?

The role of the Human resource professional is something that is continually changing due to the fast-changing work environment. Modern challenging environments make it imperative that the workers on the job are equipped and well trained. Their actions and performance are under constant scrutiny. In this situation, it becomes doubly important that the people who do the scrutiny and assessment are themselves well scrutinized and monitored. It would be ideal if the job profile of the Human resource professional is examined from a ‘managerial’ perspective as the job involves management of the job roles of the other employees in the organization.

The workplace has undergone a sea change due to the forces of globalization. This has resulted in a multicultural workforce where communication of organizational objectives and motivation are more important. The degree of professionalism expected out of the worker has increased as the economy changes itself from a manufacturing economy into a services economy. It has become clear that to survive in this situation, the organization has to be adaptable and extremely dynamic.

The fundamental functions of the human resource management professional have been recruitment, training, performance appraisal, compensation management etc.

The HR professional is the first person, the employee sees in the organization. The suitability of the employee for the company is determined by the human resource professional in coordination with others in the concerned department. Once the selection process is through, the consequent stages of salary negotiation, induction programs are taken care of.

Once the new employee is “on board” the next responsibility is training him in line with organizational requirements in consultation with his superior.

A function that is increasingly becoming critical is performance management. Performance management involves measuring and rewarding performance within the organization. This involves rewarding performers, nudging non-performers to perform and to ensure that all the employees are aware of their goals and responsibilities. The aim is to make sure that the functioning of the workers is in tandem with the company’s expectations. The design of the rewarding system must be something that appears fair and equitable. An asymmetric rewarding system that is perceived to be unfair breeds resentment and bitterness.

The compensation management process is another critical area where the human resource professional’s involvement is crucial. The compensation system must draw on the results of the performance system and motivate the employee to contribute more by rewarding performance. The compensation system should be competitive and be in line with current trends in the market.

Another important area where the HR professional can play a pivotal role is the resolution of employee grievance. The sources of disaffection and dissatisfaction can be many; unfriendly working environment, bosses who do not understand, verbal and sexual harassment, etc. Unless these issues are resolved the general atmosphere in the workplace can be poisoned. The employee must feel that his grievances are genuinely being considered. The human resource professional has a vital role to play in this regard. Suitable mechanisms whereby the grievances can be collected and redressed need to be set up.

The morale of the employee and pride in the organization can be powerful advantages that a company can have in this competitive work environment. The human resource professional has a very important role to play in this regard. Conscious of this fact, companies today invest resources and effort in ensuring the professionalism of their human resource department.

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