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Human resource Management functions

Hiring
Recruitment and selection
Induction/ Orientations
E Recruiting
Promotions
Reassignments
Salary determination
Performance appraisal
Policy development
Work Permitting Immigration Visa Program
Work life balance
Performance management
Employee assistance referral
Workers' compensation
Compensation and Benefits
Training and development
Human resource information system
Industrial relations
Employee Retention
Quality of work life
Career planning
Safety and security
Planning
Staffing
Controlling
Directing
Why Human Resource Issues do arrive?

Globalization
Merger and acquisition
Digitalization
Demonetization
Privatization
Recession
Liberalization
De-Merge
Changing in government policies
The impact of the economy
Global political Reasons
Demographic changes

What kind of HR issues can arrives at work place?

1. Recruitment
2. Retention
3. Training and compliance
4. Productivity
5. Payroll
6. Health And Safety
7. Outsourcing
8. Discrimination and Diversity
9. Discipline

How will you resolve those HR Issues at Work place?

1. Recruitment
Whether to complement the existing workforce or to replace staff lost through natural attrition,
the second major challenge facing the Human Resources department is recruitment of talent.
Finding staff with the correct blend of skills, personality and motivation is difficult, even when
the pool of available candidates is relatively large.

Whether recruitment is handled solely by the internal HR department, or with the assistance of a
third party, it is essential that the process is managed centrally and effectively. Where there are
dozens of applications, the details of each will need to be recorded for review and comparison.

As an added benefit, having the details of a selection of suitable candidates available for easy
consideration cuts future recruitment costs and shortens the time taken to plug a skills gap.
Speeding the recruitment process in this way prevents drops in productivity and morale.

2. Retention

Many people think that the main task of Human Resources is to source and employ new talent.
However, the truth is that most HR activities revolve around retaining existing talent.

Employees are the lifeblood of every company, providing the skills and experience required to
keep productivity levels up. Your business will also have invested significant time and money
into ensuring maximum productivity wherever possible. And the key HR responsibility is to
protect this valuable asset.

Employee retention is a fine balancing act between company culture, remuneration and
incentives.

3. Training and Compliance

Training is an essential aspect of employee development, both for their own education but also to
ensure you continue to get the best from your workforce. Certain roles demand official training
and certification, such as CORGI registration for gas installers, many of which also have a
lifespan for renewal.

Even where training takes place in-house, recording course attendance in a central HR system
allows for at-a-glance assessment of workforce skills and regulatory compliance.

4. Productivity

With the workforce headcount issues sorted, the Human Resources team must next look at
productivity levels to ensure that the business is operating efficiently. Where productivity is low,
HR needs to know whether the problem is caused by poor working practices or lack of resources.

Using an integrated HR software platform, senior management and the HR team can store and
analyse the T&M data collaboratively. The HR system can also retain this data to provide
historical context for later studies to provide a benchmark and to accurately measure
improvements made.

5. Payroll

Responsibility for payroll falls between the remits of the accounts and HR departments, often
leading to problems with accurate payments to staff. HR maintains records about salary, benefits,
bonuses and attachments of earnings, whilst accounts are tasked with actually making the
payments. This creates a potential disconnect that can lead to the payroll being run late or
employees receiving the wrong sums in their wage packet.

Dedicated payroll software helps ensure staff gets paid what they are entitled to, when they
expect it. Your HR department will also benefit from a reduction in queries, helping to better
spread the workload throughout the rest of the month.

6. Health and Safety


Your company is required to record details of health and safety information for legal reasons,
similar to maintaining records about professional qualifications and membership of trade bodies.
Health and safety records help keep your employees safe at work and ensure that the company is
meeting its legal obligations towards both them and the public.

Whenever a health and safety issue arises, HR is called upon to demonstrate that the business has
done all that is expected of it. Where proof cannot be shown, the business is at risk of legal
ramifications and fines.

7. Outsourcing

Freelancers and contracts provide an attractive way to augment your company workforce skills
and abilities, without the need to permanently hire new staff. This is particularly relevant to
projects and contracts that require specialist knowledge, but which are unlikely to become a
routine part of your company requirements.

In the same way that you record the employment details of permanent staff, it is essential to keep
the same information about contractors, consultants and outsourced employees. Your ideal HR
system should let you maintain clearly labelled records of temporary staff for easy retrieval in the
event of a future dispute. Or even just to make it easier to re-hire the same people in future.

8. Discrimination and Diversity

If your business has any involvement with public sectors, or has a company policy regarding
diversity, you will need to be able to demonstrate your commitments with hard facts from time to
time. Where a company advertises commitments to diversity and a desire to reduce
discrimination, they will be required to demonstrate their progress towards these goals.

To avoid these requests turning into a rushed census of the workforce, it makes sense to record
demographics data when a new recruit is hired. As part of the employment contract, a simple set
of tick-boxes can be added to record demographic and diversity data, which should be stored
with employee records in the HR system.
9. Discipline

Discipline is always one of the least popular issues to tackle in the workplace, and also the point
at which the HR department can help resolve incidents satisfactorily for employer and
employees. The disciplinary process requires plenty of evidence, and the HR department will
often need to obtain statements, records and other supporting data to resolve issues legally and
ethically, all of which is time consuming.

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