Compensation And Health Benefits Department Of Human Resource Management: Fill & Download for Free

Here we have explained in detail about the responsibilities of the HR manager. To know more, google search “ Zoe Talent Solutions ”.Like other department heads, a human resources manager has two basic functions: supervising department functions and managing employees.For this reason, a human resources manager must be well versed in each of the disciplines of human resources, compensation and benefits, training and development, labor relations, and recruitment and selection.The basic skills that HR managers have are solid communication skills and decision-making capacity based on analytical skills and critical thinking processes.General responsibilitiesHuman resource managers have strategic and functional responsibilities for all human resources disciplines.The human resources director has the experience of an HR generalist combined with business skills and management skills in general.In large organizations, a human resources manager reports to the director of human resources or a level C human resources executive.In small businesses, some human resources managers perform all the functions of the department or work with a human resources assistant or generalist who is responsible for administrative matters.Regardless of the size of the department or company, a human resources manager must have the skills to carry out all human resources functions, if necessary.Compensation & BenefitsHuman resource managers provide guidance and direction to the compensation and benefits specialists.Within this discipline, HR managers develop strategic compensation plans, align performance management systems with a compensation structure and monitor negotiations for the group's medical benefits.Some examples of the responsibilities of the human resources manager include monitoring and compliance with the Medical Leave Act and adherence to the confidentiality provisions of the medical records of employees.Human resource managers for small businesses can also perform open enrollment for annual employee elections related to health coverage.Training and developmentTraining and employee development includes orientation for new employees, leadership training and professional development seminars and workshops.HR managers monitor needs assessments to determine when training is needed and the type of training needed to improve performance and productivity.The human resource managers responsible for conducting the needs assessment have a practical role in evaluating overall employee performance to decide if the workforce would benefit from training and guidance.They examine employee performance records to identify areas where employees can improve through job training or employee development,such as seminars or workshops on leadership techniques.They also play an integral role in the implementation of the strategy for employee development and succession planning based on professional development and training.The human resources managers responsible for succession planning use their knowledge of employee development, business training and the company's future needs to design career paths for employees that demonstrate the ability and desire for social advancement.Relations with employeesAlthough the employee relations specialist is responsible for investigating and resolving labor issues, the human resources manager has the final responsibility for the preservation of the employer-employee relationship by designing an effective employee relations strategy.An effective employee relations strategy contains specific steps to ensure employees' overall well-being.It also ensures that employees have a safe work environment, free of discrimination and harassment.Human resource managers for small businesses conduct workplace investigations and resolve employee complaints.Human resources managers can also be the main contact for legal advice in risk mitigation and litigation activities related to employee relations matters.An example of risk reduction by a human resources manager is the examination of current workplace policies and the training of employees and managers in policies to reduce the frequency of employee complaints due to misinterpretation or misunderstanding of the company's policies.Recruitment and selectionHuman resource managers develop strategic solutions to meet labor demand and labor force trends.An employment manager actually oversees recruitment and selection, however, a human resources manager is primarily responsible for decisions regarding the corporate brand when it comes to hiring and retaining talented employees.For example, a human resources manager in a health care company could use his or her knowledge about the nursing shortage to develop a strategy for employee retention or to maintain current staff levels.The strategy could include the development of an incentive program for nurses or equip nurses with cross training so that they can obtain certification in different specialties to be more valuable to the organization.The corporate brand in relation to recruitment and retention means the promotion of the company as an employer of choice.Human resource managers responsible for this often look at the recruitment and selection process, as well as the compensation and benefits to find ways to attract highly qualified candidates.

Bonsoir cher Amis 😊The scope of HRM refers to all the activities that come under the banner of HRM. The activities are as followsHuman resources planning: – Human resource planning is a process by which the company to identify the number of jobs vacant, whether the company has excess staff or shortage of staff and to deal with this excess or shortage.Job analysis design: – Another important area of HRM is job analysis. Job analysis gives a detailed explanation about each and every job in the company. Based on this job analysis the company prepares advertisements.Recruitment and selection: – Based on information collected from job analysis the company prepares advertisements and publishes them in the news papers. A number of applications are received after the advertisement is published, interviews are conducted and the right employee is selected thus recruitment and selection are yet another important areas of HRM.Orientation and induction: – Once the employees have been selected an induction or orientation program is conducted. The employees are informed about the background of the company. They are told about the organizational culture and values and work ethics and introduce to the other employees.Training and development: – Every employee goes under training program which helps him to put up a better performance on the job. Training program is also conducted for existing staff that have a lot of experience. This is called refresher training. Training and development is one area were the company spends a huge amount.Performance appraisal: – Once the employee has put in around 1 year of service, performance appraisal is conducted i.e. the HR department checks the performance of the employee. Based on these appraisal future promotions, incentives, increments in salary are decided.Compensation planning and remuneration: – There are various rules regarding compensation and other benefits. It is the job of the HR department to look into remuneration and compensation planning.Motivation, welfare, health and safety: – Motivation becomes important to sustain the number of employees in the company. It is the job of the HR department to look into the different methods of motivation. Apart from this certain health and safety regulations have to be followed for the benefits of the employees.Industrial relations: – Another important area of HRM is maintaining co-ordinal relations with the union members. This will help the organization to prevent strikes lockouts and ensure smooth working in the company.Merci beaucoup 😊

Here I’ve explored the solution on your question and for more details about management online courses, Find them by google search as "Zoe Talent Solutions"The six main function of HR are recruitment, workplace safety, employee relations, compensation planning, labor law compliance and training.Recruiting the Right People for the Right JobThe success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions. Recruiters who work in-house – as opposed to companies that provide recruiting and staffing services – play a key role in developing the employer's workforce. They advertise job postings, source candidates, screen applicants, conduct preliminary interviews and coordinate hiring efforts with managers responsible for making the final selection of candidates.Maintaining a Safe EnvironmentWorkplace safety is an important factor. Under the Occupational Safety and Health Act of 1970, employers have an obligation to provide a safe working environment for employees. One of the main functions of HR is to support workplace safety training and maintain federally mandated logs for workplace injury and fatality reporting. In addition, HR safety and risk specialists often work closely with HR benefits specialists to manage the company's workers compensation issues.Employer-Employee RelationsIn a unionized work environment, the employee and labor relations functions of HR may be combined and handled by one specialist or be entirely separate functions managed by two HR specialists with specific expertise in each area. Employee relations is the HR discipline concerned with strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict. Labor relations functions may include developing management response to union organizing campaigns, negotiating collective bargaining agreements and rendering interpretations of labor union contract issues.Compensation and BenefitsLike employee and labor relations, the compensation and benefits functions of HR often can be handled by one HR specialist with dual expertise. On the compensation side, the HR functions include setting compensation structures and evaluating competitive pay practices. A comp and benefits specialist also may negotiate group health coverage rates with insurers and coordinate activities with the retirement savings fund administrator. Payroll can be a component of the compensation and benefits section of HR; however, in many cases, employers outsource such administrative functions as payroll.Labor Law ComplianceCompliance with labor and employment laws is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability. HR staff must be aware of federal and state employment laws such as Title VII of the Civil Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and many other rules and regulations.Training and DevelopmentEmployers must provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture. Many HR departments also provide leadership training and professional development. Leadership training may be required of newly hired and promoted supervisors and managers on topics such as performance management and how to handle employee relations matters at the department level.