Human Resources – Management POC

Human Resources Management, also referred to as HRM, performs a tracheophyte of divergent functions and activities to ply the staffing needs of a smallest acting or bigger corp. Various diametrical areas of staffing and employee development are thoughtful in HRM. Apiece judgment made is meshed to the advance of the reserves piece no effervescent reaction active and expense costs. An Earthborn Inventiveness Direction Department testament is sacred to hiring the physiologist candidates, paying employees and providing benefits collection, grooming employees full performing employees. Apiece of these functions plays a noteworthy personating in the knowledge of any job no entity the filler. In Weak Imagination Direction, exploit the incomparable employees is solon than honorable conducting interviews. The direction section instrument pauperism is to change a plan by determining how more employees are needed and which positions pauperism to be filled. They module also be responsible for specifying job titles and responsibilities and recruiting individuals with participate who may prove to be a plus to accompany. Formerly candidate’s bed been elect, they present also perform display and screen checks as required by the companion. HRM handles correction and benefits for employees. The HRM department decides all retirement plans, aliveness contract, eudemonia shelter, disablement shelter, employee flower control, salary, bonuses and commissions. When issues with pay or benefits hap employees are told to research a benefits or HR employee to treat the concerns or errors. HR Management Roles and Responsibilities: Nowadays, the HRM has to deliver even more. The HR Roles and Responsibilities have to take the high level recognition of the organization and they need to be adjusted to make a full fit. The Human Resources Management Roles have to be adjusted to: keep HRM Function focused on tracking and implementing new trends in the industry keep HRM Function focused on helping the line management to implement improvements keep HRM Function focused on operational excellence keep HRM Function responsible for developing the Human Capital potential in the organization The HR Management Responsibilities have to be adjusted to: demonstrate the Line Management the will to keep the responsibility for the Human Capital costs Keep the competitive advantage on the market. demonstrate the will to drive the main HR Processes to keep the organization in the excellent health keep HRM Function supporting the Business Strategy to reach the business initiatives keep HRM responsible for the tasks resulting from the Business Strategy The new definition of the HR Roles and Responsibilities is important for the success of Human Resources in the modern organization, but many HRM Function fail to implement good ideas. For the support, you can download the following presentation on HR Roles and Responsibilities.

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For nearly three decades, the quality management philosophy known as Six Sigma has brought competitive advantage to organizations implementing it. The typical approach, however, has been to have leaders from operations, engineering, quality, and marketing manage this strategic initiative. Human resource’s role has been to default to the administrative tasks of organizing the required training, keeping records, and assisting in the selection of candidates for the program. Yet for the past two decades human resources has also been struggling to gain a seat at the executive table (Fazzari & Levitt, 2008, p.171).

HR is a service department with various services to provide, customers to satisfy, government regulations to comply with, production schedules to keep, budgets to meet, and a bottom line to protect and enhance. With these issues in mind, Six Sigma can be just as appropriate in HR as it would be in any other organizational department. These functions were the very reasons that Six Sigma was developed Application of Six Sigma to the HR functions could help improve quality of hire including training, reduce time and cost to hire, develop job description, reduce turn over and have faster response time to internal documentation (HR Focus, 2007. p.5-6). Demands for greater efficiency and competitiveness continue to force companies to improve levels of-quality in everything they do. As a result, human resources professionals are finding new and rewarding responsibilities. The value of the new HR function is increasing particularly in organizations that are committed to the advanced form of a revolutionary quality concept called Six Sigma (Defeo, 2000. p. 1). Committing to a Six Sigma initiative can be an expensive and complex action on the part of management, but its record of success makes exploring the option worthwhile (HR Focus, 2007. p.8)

Given that the HR department can set the tone for success by both the employees and the company, it is essential that HR managers understand their role in attaining the company’s quality objectives with regard to both products and all forms of customer Services. Six sigma increases HR participation in employee, company, and customer development by integrating its function into management decisions, company strategy, as well as employee development. For employees, the quality concept opens up career options never before possible and the satisfaction of being part of a winning team. The HR function is in a position to help everyone understand the potential in Six Sigma and to find the right people to build and maintain the critical mass of talent needed to implement the methodology and ensure the company is successful. In addition, the HR function’s traditional responsibilities of recruitment, skill development, career growth, rewards, and retention can be met and significantly improved by Six Sigma((Defeo, 2000. p. 1-3).

In conclusion, it would be beneficial to the organization if HR personnel seek to improve themselves in Six Sigma and then use the methodology learned to improve the HR process of the organization. It could help improve any bureaucracies that may be in the internal system. The experience is worthwhile and so is the overall financial payoff. As at 2012, the average salary of a holder of the Lean Six Sigma Black Belts was $83,107 per year, not including bonuses. This amount is also a factor of experience, the number of projects undertaken and the success level.

References

DeFeo, J. A. (2000). SIX SIGMA: NEW OPPORTUNITIES FOR HR, NEW CAREER GROWTH FOR EMPLOYEES. Employment Relations Today (Wiley), 27(2), 1-3.

Fazzari, A. J., & Levitt, K. (2008). Human resources as a strategic partner: Sitting at the table with Six Sigma. Human Resource Development Quarterly, 19(2), 171

How Six Sigma May Help HR to Improve Processes and Services. (2007). HR Focus, 84(12), 5-7

Tag: Human Resources

Roles and Responsibilities for Human Resource Management

Strategic Human Resource Management The role of Six Sigma in the Human Resources field.