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HR and Payroll

Top Abilities That Should Be Present In Every Human Resource Manager

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A Human Resource manager tackles numerous management and leadership facets within an organization. Therefore, it is very difficult to pinpoint the number of areas that a human resource manager should work on. However, there are some qualities, which are important in every manager in order to be successful at their job.

The biggest challenge in management success is the fact that a manager should be the kind of an individual everyone must love to follow and admire. Every action taken by a manager decides whether other people would like to follow him/her or not.

Following are some of the traits of successful Human Resource managers:

1- Ability to build interpersonal relationships

An effective manager should always be able to build responsive and effective interpersonal relationships with people in a business organization. Therefore, a manager in the true essence is the “people’s person”. Giving respect to executives, colleagues, and staff members is a quintessential in building interpersonal relationships.

Apart from that, a good manager also cares about people and tries to offer them support and assistance whenever required. Attentiveness is a key quality of a good manager as he tries to collaborate with the staff members, enabling them to reach their true potential.

2- Ability to communicate

Let it be in person, email or print, a good Human Resource manager knows how to communicate well and effectively with everyone present in a business organization. Ability to listen to people is also an important characteristic of good communication and must be practiced in a well-settled organization.

 A manager will not be able to get his message across or motivate his team until he listens to their problems and then effectively communicates the solutions to them.

3- Team building

The ability to build a team, motivate it, and lead it are all prime characteristics of a successful Human Resource manager. Under such a manager, the staff tends to be more productive, creative, and effective at their work. Inducing motivation in the staff is the fundamental job of the manager as this is the only thing that can work towards increasing their productivity levels.

4- Financial management

Financial management is an important aspect of a HR manager’s job and hence he/she is responsible to measure and set financial goals for a business organization. Analyzing and documenting the success and progress of the employees is also extremely important in human resource management.

5- Positivity

It is absolutely normal for business organization to sometimes fall into the pits of negativity and hence the role of a successful human resource manager is to foster recognition and positive morale in employees to keep them motivated so that an organization can reach its desired goals. If the workforce is recognized for their hard work, it will automatically be motivated to perform better for the business.

6- Promoting growth

An effective human resource manager is more interested in polishing out skills and natural talents present in the employees rather than giving them strict commands.

Financial Planning, HR and Payroll

Human Resources Are the Driving Force of Any Business

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Human Resources are the group of individuals who specializes in forming, binding and maintaining the workforce of a firm, business sector or an industry. They play a vital part in any organization to get things done the right way. Therefore, it is imperative to setup an efficient human resource department because without it, businesses cannot carry out their day-to-day functions optimally.

An organization cannot build a great team of professionals without adequate human resources. Most of the small business owners do not have HR departments because they are the sole owner and operator of their business. The owners themselves take care of the hiring and firing of the employees and analyze the performance of each of the employees, and provide them with adequate benefits and compensations.

On the other hand, when we talk about large organizations, the HR department plays an important role in the success of the organization. What good would be a business without professionally trained employees who are ready to infuse their skills into the business? The main purpose of a HR department is to seek out individuals with potential and skills relevant to the business and motivate them to unleash their potential for the benefit of the organization.

Functions of a HR Department

The prominent functions of a Human Resource department include:

  • Recruiting people
  • Selection and Screening process
  • Training new employees
  • Compensation
  • Performance appraisals
  • Informing about the company policies on workplace safety
  • Motivating employees
  • Workplace communication
  • Organizational hierarchy

The basic function that the HR department performs before hiring an employee is participating in a decision-making process, where it outlines the staffing needs, the personal qualities of an individual, his/her abilities and skills necessary to be an asset to the business. HR compensation specialists scrutinize and conduct right compensation measures according to the duties of the new employee.

Another important role of the HR Department is to reduce the potential liability to the firm after a new recruitment and maintaining the company atmosphere. Through an effective selection and screening process, HR manages to lower the allegations of unfair practices in employment. They identify and resolve workplace issues that are unattended and could spiral out of control. They help keep the company safe from legal issues that can hold on for long periods.

Maintaining workplace atmosphere is essential to create a positive environment for employees that come every day and perform their duties with honesty and professionalism. The HR department makes sure that compliance is at every level of the organization from top to bottom.

Employee compensation is an important part of the HR management. Employees tend to get de-motivated when they are compensated inadequately. This breaks the sense of trust and responsibility in the employee, and the business may suffer due to poor performance. Payroll of employees should be according to the quality of work they deliver and each employee is to be treated differently rather than compensating everyone on the same level.

Therefore, HR plays a crucial role in binding the whole business together physically and mentally. It recognizes the need for human resources and the quality of work expected, and delivers individuals that are confident and motivated.

Financial Planning

Motivating Employees for More Productivity

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Motivating employees is one of the key tasks of the human resource department of any business. What most business owners and human resource managers fail to realize is that the aim is not to motivate people but to create an environment which instills motivation in all employees.

Letting Employees Use their Own Creativity

The traditional methods of financial rewards and extreme control by HR managers are likely to fail in today’s environment, where innovation and creativity are extreme necessities. What managers need to do to motivate people is allow them to use their strengths the way they think is best and make them genuinely interested in their work. One of the best ways of doing it is structuring the task at hand in a way that each employee can work using his personal style, without having to adapt much or fear punishment in case of failure.

For example, if you think that a particular employee is more of a follower than a leader, then, assign him tasks with set guidelines, where little or no innovation is required. If you feel that a particular employee will excel more as a leader, giving him a task with restrictions will most likely cause friction and result in failure. Instead, give him a more managerial task, where result is more important than the journey to the result and where he or she can innovate and put his or her ideas to test.

Hygiene and Motivational Factors

Furthermore, there are many other factors that help motivate employees. These can be divided in two groups: hygiene factors and motivational factors. The hygiene factors are important in a way that if they are not present, the employee will feel demotivated but on their own, they result in little motivation. This means that in spite of the presence of all the hygiene factors, there are likely to be situations where the motivation is below expected levels. These hygiene factors include salary, benefits, physical working environment, job status and job security.

These hygiene factors are all superficial and cannot contribute so much in motivating employees. What really makes the employees truly dedicated is work itself. If the work has little or no value, the employee will feel demotivated. The employees need to feel that his or her work is important to the organization and their contribution matters. They should feel that they are being given responsibility and acknowledged for all work done.

Let the Employees Grow

Furthermore, employees expect growth, not only in terms of financial salary and job status, but also in terms of work assigned. For example, if an employee has always been given a low level, basic task, he or she should gradually be assigned to a more difficult task that requires more skills and effort. This will make the employee feel important and recognized. It makes them feel productive and motivates them to work harder.

Materialistic factors like job status and salary can motivate employees to only an extent. What will really drive and motivate them to work harder and be more productive is their genuine love for the work that they do. Assign employees the work that they enjoy doing and reward them with growth prospects and acknowledgments. These motivational factors will go a long way in encouraging employees than the traditional hygiene factors.