Hello everybody
Good evening to all of you.
This is Vineet Gautam
Your coach your corporate trainer
And today I'm going to talk
to you professionals about
Roles in HR.
What are the roles of HR in the company, in the
organization?
What kind of work does the HR department do?
What kind of work do they do?
How sensitive and responsible is the work? I'm going to
discuss about these things
There are many things.
Mostly we know that HR department does recruitment
It's not like that
They don't just do recruitment, they do many other things
as well
But mainly recruitment is a major
Responsibility And they have to keep in mind
Which employee to recruit?
Which salary to recruit?
The company's or the organization's requirement
Which profile?
According to that suitable
Profile, are you getting the candidate or not?
If they find out that you are doing AME
No one is able to do that work.
And then after 2-3 months, you are being fired
This spoils the system
Because he is not able to do the work in 2-3 months, that's
why he is being fired
So The work was disturbed for 2-3 months
And now again, it is being done.
Again, the disturbance is going on
So in this situation
The HR department people start getting question marks
Means they are not doing their
Duties in a better way
So there are many such things, which are responsible.
The HR department
Required human resources
Which is required
They give the list of those
And they discuss with their higher management
And Give the hiring process
Advertisement is taken out, all these things happen
All this is the job of the HR department
So little bit I am going to give you the idea
About the HR
Roles in HR
I am going to talk about it
See, HR department
mainly An effective HR management, human resources
management
Department can help provide organizational structure and
The ability to meet business needs by managing your
business most valuable assets your employees
You have such a structure of employees
With which you can achieve your real target
Which is the system, you can achieve it.
You got a structure
And that structure
Is made from point of view
The business target that you have to achieve, they will do
their duties
So mainly this is the thing you are getting, there are many
things in it
Which they have to do, talent management
The talent management team in the HR department
Covers a lot of ground
What used to be distinct areas of the department have been
rolled up under one umbrella
Team is responsible for
recruiting, hiring, developing and
retaining employees
See, I was talking about recruitment
so In HR department, there is a talent management
In HR department, these things come under talent
management, because if we talk about HR department overall,
there are many more things
so a talent management is your recruiting, hiring,
developing and
Retaining the employing or someone is going to retire
So their right replacement, all these things come under
talent management
Now we will talk about it in detail
Conducting the initial interviews
You saw in this
What are the things they are doing, how the process works,
I will talk about it
Recruiters are the heavy lifters in building any company's
workforce
The talent management, the recruiters
They are your
Heavy lifters building any company's workforce
They are responsible for the total
hiring process including posting positions or
job boards
Postings, requirements or positions
They do all the things
Sourcing candidates through job fairs
and Sourcing candidates through social media
Serving as the first-line contacts for running background
checks to screen candidates
They use these things in different ways
Next is
Conducting the initial interviews
and coordinating with the hiring manager responsible for
making the final selection
and the HR managers to hire the recruiter
They are directly involved in the hiring process
A recruiter's success is determined by several key metrics
The recruiter's success is determined by several key metrics
The number of positions they fill each year where
candidates are coming from
Job postings, social media
career fairs
The time it takes to fill positions and
Reasons why an applicant wasn't hired
If you are having trouble
Attracting talent to your company.
It's time to evaluate why?
If you are having trouble attracting talent to your company.
It's time to evaluate why?
If you are having trouble attracting talent to your company.
It's time to evaluate why?
If you are having trouble attracting talent to your company.
It's time to evaluate why?
Take our recruiting quiz to see how you measure up
Many companies do their recruiting process in such a way
that
If there is a demand of 10, then more than 100 people come
for interviews
And talented people come.
If you are not having this, then why not?
This needs to be evaluated once
That is the need exactly
Employee relations or support is the area of the talent
management team that is concerned with strengthening the
employee
Employer and employee
Employee relations or support is the area of the talent
management
Employee relations or support is the area of talent
management
The bonding between the employer and employee
If there is someone in between, then that is the talent
management team
Which is connected to both the employer and employee
Employers do what they are told to do
So they are connected to both the employer and employee
Human resources managers in this role study job satisfaction
Human resources managers study job satisfaction,
employee engagement, organizational culture and resolving
workplace conflict
And The target to be achieved is job satisfaction,
employee engagement, where and how many roles
The job profile is given in such a way that the person is
involved all the time
And in that culture, the system of the organization
and if If there is any conflict in workplace, they are
involved in resolving it.
Gallup estimates that disengaged employees cost US business
a whopping billion each year in lost productivity.
So this role is integral to the success of your business.
If you don't hire the right employee and have to replace
them in a month or two, then a lot of money is wasted in
this process.
So you have to sincerely do this work.
Managing the system properly is a big responsibility.
You must have made a reservation in a train.
Do you feel that you get all the seats as you say?
No, this is not the case.
Exactly, when there is a reservation process in a train,
then you have to fill up all the compartments from the
front to the back.
Not that you fill up S1, S2, S3 completely and leave the
rest of the compartments empty.
So when the train is running and there is a turn, there is
a problem.
Because one compartment is loaded and the other is empty,
there is a chance of getting off the track.
So the system is that after making the balance, the entire
compartment is filled up with seats from the front to the
back.
After that, it will slowly go up.
Not that you fill up 2-3 compartments completely and leave
the rest of the compartments empty.
So the things that look smooth from the top, they are not.
Technically, it has to be managed very well.
This is how the HR department is.
The money that is being spent, whether it is being used
properly or not, has to be seen.
If the company has compensation and benefits.
I will tell you the points later.
We will talk about it in detail further.
I have just started this topic.
So, compensation and benefits.
Do you know what is compensation?
Whatever salary you are getting against your work.
Whatever you do is called compensation.
In smaller companies, the compensation and benefits roles
can often be overseen by one or two human resource
professionals.
In small companies, the compensation and benefits roles can
often be overseen by one or two human resource
professionals.
In big companies, it is given to a separate department.
HR functions and compensation include
Invalidating the pay practices of the competitors and
establishing the compensation.
We will study this in detail further.
Working with the talent management on successions of
planning.
On the benefits side, HR practitioners are typically
responsible for functions such as negotiating group health
coverage rates with insurance.
HR professionals negotiate group health coverage rates with
the insurance companies.
The role of the HR department is to negotiate the coverage
rates.
You must have heard of it.
Many companies provide insurance to employees through the
HR department.
So, it is very important to get the right deal so that the
company benefits.
Personal and professional development and management
training.
Training and development section.
How do you get it done?
Training and development.
You have hired a sound and talented employee.
The existing team of employees is run by the HR department.
They are given training in their field.
Internals and seniors can also be trained.
Training institutes can be hired from outside.
Training can be done in collaboration with them and by
hiring trainers.
So that the employees are updated.
Upgrade and learn new skills.
Every company wants to see its employees thrive.
Which means providing them with all the tools they need to
succeed.
All the tools are given to all the employees so that they
get success.
The tools are not necessarily physical such as laptops, job
related software or tools for a particular trade.
They can include new employee orientation, leadership,
training program also.
Tool does not mean that you have been given instruments,
laptops and other things.
I told you to update, upgrade and learn new skills.
All these are also a tool.
Which is managed by the HR department.
Other than this, what else did you see in the HR department?
Labor law that is also coming under the Labor Standards Act.
Employment laws and all these things are there.
And the work to deal with them.
It is a very sincere and serious department.
You can say that the HR department is the department which
has a system around it.
From starting to end, to retirement.
If there is any problem of compensation benefits, if
anything happens accidentally.
They have to develop it.
What to give or take on retirement, how to do it.
Everything is managed by the HR department.
What are the laws that apply to it?
One more thing came, most important, workplace safety.
Of course, every company wants to provide a safe place to
work for its employees.
Every company wants to provide its employees a safe
workplace where work can be done.
And the Occupational Safety and Health Act of 1970.
The Occupational Safety and Health Act of 1970.
Actually mandates that employers provide a safe working
environment for their workers.
That the employer has to provide a safe environment for its
employees.
This is a right in this Act.
It is the right of the employees.
A large focus area for HR is developing and supporting
safety training and maintaining.
Federally mandated laws in the event of injuries or.
See, if there is any problem in any way, regarding their
safety.
In companies, for this, it has to be arranged, managed.
And if something is going to happen.
Then how to tackle it, handle it in that situation.
That is the job of the HR department.
If something goes wrong.
Then for the workers of the company, the compensation
filings.
That too, as you said, if someone becomes handicapped.
Or sometimes, God forbid, sometimes death also happens in
the working procedure.
So what are the compensations for them? This is the HR laws.
Steps to strategic plan creation Determine human resource
needs
Were enough people hired?
What skills do current employees need to gain to keep up
technology?
Assess the needs of HR department
Are there enough employees?
Did you have scramble to hire?
Do you have to do this?
What are the skills of current employees?
What skills do current employees need to gain to keep up
technology?
Who is retiring soon?
Do you have someone to replace them?
What are the skills of HR department?
Diversity and Multiculturalism
Diversity and Multiculturalism are the most important
topics in contemporary education.
Diversity and Multiculturalism are the most important
topics in contemporary education.
Recruitment refers to the process of identifying,
attracting, interviewing, selecting, hiring and boarding
employees.
Recruitment refers to the process of identifying,
attracting, interviewing, selecting, hiring and boarding
employees.
Internal Recruiting involves filing vacancies with existing
employees from within an organization.
Internal Recruiting involves filing vacancies with existing
employees from within an organization.
Internal Recruiting involves filing vacancies with existing
employees from within an organization.
Retained Recruiting involves filing vacancies with existing
employees from within an organization.
Selection is the process of choosing the most suitable
candidate for the vacant positions in the organization.
Selection is the process of choosing the most suitable
candidate for the vacant positions in the organization.
The selection process is comprised of several steps.
Employment test
Then you did interview 1,2,3,4 So many steps before
interview
Did you check the reference
Mostly it is asked that what is your reference
Which is working here
Medical examination process
And then final selection
Then you talk about salary
HR round
Which we call HR round
In which your
Monetary talks
So this process was
Preliminary interview
Receiving applications
Screening of applications
You checked once
Resume Employment test
Then you did interview
Reference checking
And then medical examination
And then finally selection process
So in this process
Your selection was done
Now we were talking about
Compensation and benefits
This is the same topic
Which I have already discussed in HR department
Compensation The salary you take against work
That is also a part of the compensation
Apart from that
There are many other benefits
Which you are given
Health allowance
Lodging Food And many other benefits
Food Education Children allowance
And many other benefits
So all these benefits are given by HR department
How much to give
How to do
HR department works
So apart from this
If there is any mishap
With any employee
What compensation to be given
If the employee is handicapped
This is also done by HR department
I have already told you
Now we come to Retention and motivation Employee retention
and motivation
Are Interrelated with one another
These two things Are connected with each other
The role of motivation
In employee retention Is the key to keeping
Your employees productive And committed to the work
Retaining your employees Is the key to
Keeping your employees Energetic And productive
For this
Motivation is a very important part
To keep them Committed to the work
To be productive And to retain Moreover It will also bring
Professionalism and commitment To the work force
Which will
Motivation Brings professionalism and commitment
To the work force
Motivation Professionalism and commitment To the work force
Something Is happening
That is
Professionalism and commitment Shinks all the employees
To grow and build your business
To increase the productivity
Of your employees motivation and recognition can be One of
the most
Significant ways of doing it. Motivation and recognition is
very important part to develop the productivity of
employees.
Roles of motivation in employees retention.
Motivation in employees retention.
Appreciate their accomplishments.
Lack of proper management.
Non adjustable corporate culture.
Lack of motivation.
Lack of proper management.
Non adjustable corporate culture.
Lack of motivation.
Lack of opportunities.
Encourage employees to stay committed to your company.
Establish a clear pathway for them to grow and promise
advanced opportunities.
Care for their growth.
Give them a platform to express their ideas.
Encourage them to be more committed and effective with
their work.
Give them a platform to express their ideas.
Appreciate their accomplishments.
Constructive criticism is essential for an employee.
Company culture and community matters.
Your employees spend a lot of time on the job.
Around 2000 hours are spent each year only in the workplace.
work atmosphere, culture importance, you cannot deny it, so
motivating and encouraging them with a positive work
culture is important to make them valued, they are cared
for, they are valued, they are cared for, they should be
aware of this, they should
be motivated, they should be cared for.
If you are treating them like employees, you are behaving
with them, in the position of use and throw, you are
setting their conditions, so you can take benefit for a
short while.
You can see the benefit of closeness, but in the long run,
you are going to be at loss and you give a little extra,
this is a small thing for you, so that there is a little
more and you give little extra on it, it is a small thing
for you, but you don't
know how much extra he will do for you, sometimes what
happens, he is demanding a little from you and you are not
fulfilling his demand, he has some idea which he is not
giving you and he will not give and then what will he do,
he will take those ideas
and go to someone else because he wants to take advantage
of them and of course your competitor respects his ideas
and of course they will leave, they will leave you, as soon
as they get that option, they will leave you and go, so
what do you want, that
your employee leaves you and goes or carries you, if you
want him to carry you, then you should create such an
atmosphere there and ask for all kinds of feedbacks,
whether it be a new recruit or an old employee, it is
necessary that you ask for feedback
from each and every one of them, if you are new or old, I
told you that if you are bored with the system, you are not
seeing any opportunity, you are not seeing any growth,
there is a plan to leave you in his mind, he is looking for
you somewhere, you
keep taking feedback, listen to him, if you don't listen to
him, then you understand that immediately, if you think
that it is okay, many employers take this approach, that if
one goes, then ten will come, it is not so easy to get the
right candidate
for you out of ten, and if ten come, then ten will come
with their own ideas, I don't know if they will be able to
adjust in your system, you will not be able to adjust with
them, he is not a slave for you, he is not your slave, if
you have this mentality,
then remove it, otherwise you are going to have a problem,
it is going to be a very serious
problem.
So, from time to time, whether you are a new employee or an
old employee, keep taking feedback from them, asking for
feedback doesn't mean you will only take reports of their
performance and task, feedback doesn't mean that you are
taking reports only
for their performance and task, make sure that you know how
they are feeling, feedback means that in today's
date, how is your employee feeling in your organization, if
you don't know that how is your employee feeling today in
your system, then this is not called feedback, whether they
are too stressed or not, or any other issues, when you take
this feedback,
your employees will feel more connected with you, and this
would also motivate them to be more productive, and
committed to your company, and your company's commitment
also increases,
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He came back with just one question, that how is your
father's health, and he joined and said that Mr.
Jain has contributed a lot in developing Ambani Groups.
So, there are so many examples, bonding is always based on
emotions, and you treat your employees like employees, and
you are showing them a favor, that I have hired you, you
are Australian, you will die of starvation.
Some people even say such dialogues, that I had left you,
you will die of starvation.
No one dies, brother.
Since when did you start considering yourself as God?
That you are feeding him, no, no, no, no.
Think about yourself, think about yourself, forget him.
Forget him.
Anyway, they say that if you respect, you will get respect.
If you don't, no one will.
This is not the era of slaves.
It is not, Baba.
So, you will keep taking feedback from time to time.
Be transparent with your employees.
You will be transparent with your employees.
You will be transparent.
The majority of employees prefer to share news about their
work or regular life.
Most of the employees want to share news about their
regular life or work with you.
However, if you ignore and don't let them open up to you,
If you ignore them, don't let them open up to you, don't
listen to them,
you will never be able to understand your employees.
If you listen to your employees, you will be better
connected with your employees.
And who will do this work? You will do it.
And this is one of the most effective motivational
strategies in the workplace.
In the workplace, maintain transparency with employees
regarding business decisions like strategy, growth, target,
commission rates and many more things. However, when you
make decisions on your own, it will only result in
dissatisfaction and disengagement.
So, an open door policy increases your workforces,
collective motivation and keeps people dedicated to your
business direction.
So, when you involve your employees, whether you are there
or not, they will take care of your work from behind.
They will present themselves as your dedicated soldiers.
They will feel proud that their boss is with them.
So, this is a very important thing.
You know better how these bondings are created.
Now comes the main important topic.
I am going to talk about this thing.
I think you have understood the important things of HR
department.
HR department is a branch of HR department.
If this branch becomes weak, then problems will start
arising in the rest of the system.
So, the employees of HR department should be very sincere,
caring, alert and motivated.
When you are not motivated, you cannot motivate others.
When you are not self-trained, you cannot train others.
Whatever you are expecting from others, very first you must
have those all things in you.
Whatever change you are expecting from others, very first
you must be that change.
You have to become that change first.
You have to develop that change in yourself.
You have to do that first.
What is it? How is it done in HR department?
What is it about?
That sounds interesting.
Count me in. I will make sure to spread the word to all my
friends.