HR Assistance

1. Putting policies ahead of people. The smaller the organization, the larger the mistake this is. Policies are made to be followed, within reason. Some flexibility with employees, particularly in a small company, is important. An even bigger mistake is standing behind policies at the expense of losing loyal customers. Weigh the significance of standing behind your policy in each situation. If it is a matter of physical safety or security, policies must be upheld. However, in many other instances, there are reasonable solutions that will not alienate the customer or create a strained relationship with your employee(s). 2. Lack of communication. In any industry, at any level, communication is key to being a successful manager. Employees need to know what is expected of them and when specific projects or tasks need to be completed. Communication needs to be clear, and any questions that arise need to be answered. 3. Failing to hear what your employees have to say. Managers make the mi...

Competency Mapping is a process to identify key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. To ensure we are both on the same page, we would define a competency as a behavior (i.e. communication, leadership) rather than a skill or abi lity. The steps involved in competency mapping with an end result of job evaluation include the following: 1) Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ). This can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs. 2) Using the results of the job analysis, you are ready to develop a competency based job description. A sample of a competency based job description generated from the PIQ m...

Employee Engagement posted below

On 27th October, 2007 the President has promulgated the Payment of Bonus (Amendment) ordinance, 2007 containing the following amendments:- i) Amendment to clause (13) of Section 2 of the Payment of Bonus Act, 1965 to raise the eligibility limit for payment of bonus from the salary or wage of Rs. 3500/- per month to Rs. 10000/- per month. ii) Amendment to section 12 of the Payment of Bonus Act, 1965 to raise the ceiling for calculation purpose from the salary or wage of Rs. 2500/- per month to Rs. 3500/- per month; iii) Deletion of clause (vi) of section 32 of the Payment of Bonus Act, 1965 so as to cover the employees employed through contractors on building operations. Thus the employees, including those employed through contractors on building operations will be entitled to receive bonus as per the revised ceilings, for the year 2006-07 and onwards. The Ordinance shall be deemed to have come into force on 1st April, 2006.

Industrial Relations HR Managers Responsibilities The HR Manager's involvement in the system of industrial relations varies from organization to organization, but normally he or she is required to provide seven identifiable functions, thus: 1. To keep abreast of industrial law 2. To conduct (or assist in the conduct) of either local negotiations (within the plant) or similarly to act as the employer's representative in national negotiations. 3. To ensure that agreements reached are interpreted so as to make sense to those who must operate them at the appropriate level within the organization. 4. To monitor the observance of agreements and to produce policies that ensure that agreements are followed within the organization. 5. To correct the situations which go wrong. 6. To provide the impetus (and often devise the machinery) for the introduction of joint consultation and worker participation in decision-making in the organization. 7. To provide statistics and information about...

Ten Best HR Practices I have read the following best HR Practices and I would like to share with the HR Professionals: Master the art of Metrics: Metrics are a critical business component in many parts of a company. 2: Delight Employees with the Unexpected: When it comes to measuring employee satisfaction, statistics show (and you probably know) that happy employees stay longer and are more productive. So what makes employees happy? Benefits, compensation, and work/life balance are the most important factors in overall job satisfaction. 3 Keep the Lid on Healthcare Costs: You know what a challenge it can be to balance healthcare that both your company and employees can afford and appreciate. Disease management is another area that engages employees and ultimately benefits the company by reducing costs and preventing catastrophic claims. Prevent Healthcare Fraud and Related Costs Dental benefits Wellness programs Audit Coverage: make sure the healthcare policy is only covering thos...

I have learnt managing Human Resources through my work experience and I value the following as the core requirement to a HR Professional High communication skills Interpersonal skills Commitment towards job Knowlege on the Policies and Procedures of the organisation Aggresive drive towards completion of taks Analytical skills Ethical and moral values Assertiveness

What is engagement? A clear view of the behaviours demonstrated by the engaged employee emerged: • belief in the organisation • desire to work to make things better • understanding of business context and the ‘bigger picture’ • respectful of, and helpful to colleagues • willingness to ‘go the extra mile’ • keeping up to date with developments in the field. Measuring engagement Positive responses to the engagement statements indicate: • a positive attitude towards, and pride in, the organisation • belief in the organisation’s products/services • a perception that the organisation enables the employee to perform well • a willingness to behave altruistically and be a good team player • an understanding of the bigger picture and a willingness to go beyond the requirements of the job. What drives engagement? Research shows that committed employees perform better. If we accept that engagement, as many believe, is ‘one step up’ from commitment, it is clearly in the organisation’s interests to...