A human resource manager is a senior member of the leadership team of any company or organization. Responsible for payroll, benefits and conflict resolution, a human resource manager works closely with employees and employers to ensure the organization runs smoothly. A substantial paycheck makes this position an attractive career choice.
Possible travel expenses for new hire or recruiter Possible relocation expenses for new hire Additional bookkeeping, payroll, kand so forth Additional record keeping for government agencies Increased unemployment insurance costs Costs related to lack of productivity while new employee gets up to speed Because it is so expensive to hire, it is important to do it right.
Many organizations perform phone interviews first so they can further narrow the field. The HR manager is generally responsible for setting up the interviews and determining the interview schedule for a particular candidate.
Usually, the more senior the position is, the longer the interview process takes, even up to eight weeks Crant, After the interviews are conducted, there may be reference checks, background checks, or testing that will need to be performed before an offer is made to the new employee.
HR managers are generally responsible for this aspect. Once the applicant has met all criteria, the HR manager will offer the selected person the position. At this point, salary, benefits, and vacation time may be negotiated.
Compensation is the next step in HR management. Determine Compensation What you decide to pay people is much more difficult than it seems. Pay systems must be developed that motivate employees and embody fairness to everyone working at the organization. However, organizations cannot offer every benefit and perk because budgets always have constraints.
Even governmental agencies need to be concerned with compensation as part of their HR plan. For example, inIllinois State University gave salary increases of 3 percent to all faculty, despite state budget cuts in other areas.
They reasoned that the pay increase was needed because of the competitive nature of hiring and retaining faculty and staff.
Compensation should be high enough to motivate current employees and attract new ones but not so high that it breaks the budget.
The process in determining the right pay for the right job can have many variables, in addition to keeping morale high.
First, as we have already discussed, the organization life cycle can determine the pay strategy for the organization.
The supply and demand of those skills in the market, economy, region, or area in which the business is located is a determining factor in compensation strategy.
For example, a company operating in Seattle may pay higher for the same job than their division in Missoula, Montana, because the cost of living is higher in Seattle.
The HR manager is always researching to ensure the pay is fair and at market value. For many organizations, training is a perk.
Employees can develop their skills while getting paid for it. Training is the next step in the HR planning process. Develop Training Once we have planned our staffing, recruited people, selected employees, and then compensated them, we want to make sure our new employees are successful.
Training is covered in more detail in Chapter 8. One way we can ensure success is by training our employees in three main areas: Every company does things a bit differently, and by understanding the corporate culture, the employee will be set up for success.
Usually this type of training is performed at an orientation, when an employee is first hired. Topics might include how to request time off, dress codes, and processes. Skills needed for the job. If you work for a retail store, your employees need to know how to use the register.
If you have sales staff, they need to have product knowledge to do the job. If your company uses particular software, training is needed in this area.
These are non-job-specific skills your employees need not only to do their jobs but also to make them all-around successful employees. Skills needed include communication skills and interviewing potential employees.
Perform a Performance Appraisal The last thing an HR manager should plan is the performance appraisal. A performance appraisal is a method by which job performance is measured. The performance appraisal can be called many different things, such as the following: Employee appraisal review Career development review No matter what the name, these appraisals can be very beneficial in motivating and rewarding employees.Start studying Lifespan Development - Definition and Stages - PSYCH EXAM.
Learn vocabulary, terms, and more with flashcards, games, and other study tools. (d) The integration of human resources development into comprehensive and well-conceived, gender-sensitive strategies for human development, including supportive measures in vital and related areas such as population, health.
Established as an authoritative, highly cited voice on early human development, Early Human Development provides a unique opportunity for researchers. Human Development Indices and Indicators: Statistical update is being released to ensure consistency in reporting on key human development indices and statistics.
It includes an analysis of the state of human development—snapshots of current conditions as well as long-term trends in human development indicators.
A human resource manager is a key leader of personnel matters in any organization. The role of a human resource manager is not confined to compensation and benefits. This position also manages employee concerns and maintains a positive workplace. Refer to the Scanning the Brain Answer Key, as needed.
even undergoing an examination of his own brain. Highlights from the Human Spark; Web-Exclusive Video: Human Spark = Spite?.