Tag Archives: human resources manager

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.

Benefit Plans, HR and Payroll

HR Audit – Paving Way for Your Business’s Success

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Businesses today are realizing the important role an HR department can play in determining a business’s success through deployment of a top class workforce. This realization has led HR to emerge as a strategic business partner as compared to being only a support function as it was in the old times.

A business is dependent not only on the quality of its products, but also on the quality of its people, especially if it is involved in providing services. Regardless of how proficient your processes are, if the people working for you are not performing for your business, your success will be limited.

The rule for success is quite simple, an engaged workforce can lead your business to success. The rules and regulations of the system that your HR has defined, determine how engaged your workforce is and whether that engaged workforce is doing the right things at the right time in the right way to achieve the right results.

So how would you know whether your HR is doing their job correctly or not? Just like you evaluate the performance of other departments in your business, you need to evaluate your HR department through an HR audit.

The HR Audit

HR audit allows businesses to evaluate how well the HR department is operating within the business. It makes visible the strengths and weaknesses of your HR function and allow you to identify areas for improvement. It allows you to determine whether your HR department is:

  • Effectively utilizing the available human resources with the business
  • Following the set policies, rules and regulations concerning human resources
  • Streamlining business goals with the goals of the human resources

By doing an HR audit, you are able to identify exactly where your HR department is currently standing. Divide the existing issues with the HR department into different categories including:

  • Whether the issue is critical and has a substantive impact on your business’s success or is a minor procedural issue that can be easily resolved without having much impact on existing processes;
  • Whether the issue is strategic in nature or more relevant to day-to-day operations of your business.

Once you have divided the identified issues, you can conduct the following analysis:

  • Those HR issues that are strategic in nature and also have a substantive impact on your business’s success are policy issues and thus require you to redesign your HR policies;
  • Those HR issues that are minor procedural issues but are strategic in nature require you to redefine your business’s culture because the culture is a strategic element that is inculcated in all your procedures;
  • Those HR issues that are inherent in the day-to-day operations of your business and are substantive in nature are efficiency issues and have a direct impact on how efficient your business is in the long term;
  • Those HR issues that are inherent in the day-to-day operations of your business but are minor can be fixed by improving the climatic or the working environment of your business.

Resolving issues identified during the HR audit can lead to creation of user friend HR systems that automatically help in engaging the workforce towards taking your business on the road to success!

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.