human resource industry and the stand of recruitment consultancies

8/14/2019 Human Resource Industry and the Stand of Recruitment consultancies

http://slidepdf.com/reader/full/human-resource-industry-and-the-stand-of-recruitment-consultancies 1/30

Human resource industry and

the stand of recruitment

By_ Rahul Tiwari



HUMAN RESOURCEMANA EMENT?

human resource management is theplanning, organizing, directing andcontrolling of the procurement,

development, compensation,integration, maintenance, andseparation of human resources to the

end, that individual, Organizationaland social objectives areaccomplished



During the past half century, there has

been an evolution from PersonnelManagement to Employee/IndustrialRelations to Human Resource

Management.

he head of a company's HRdepartment has moved from atransaction-based role, reporting to anadministrative manager, to being amember of senior management,



CON T……….Despite that progress, Human

Resources is often a low-influencefunction in senior management. Inmany cases, HR does not exert theinfluence in people managementdecisions its role and reportingrelationship suggest it should.

In some cases, the senior HR role hasbeen used to showcase female orminority selections at the senior



CON T………

• Unfortunately, too many senior lineexecutives view the HR function as commonsense applied to people managementdecisions. Moreover, some HR functions

may be headed by executives without deepexpertise in the HR area. That situation isnot likely to be the case in other keyfunctional staff at the executive level. Inareas like finance, marketing, IT, law, etc.,

there is a perceived body of expertise thatthe senior staff leader should possess. Thatexpertise has decision influence with othersenior executives and credibility with the



BOTTOMLINEHuman resource professionals act asmediators between an organization’smanagement and its workers. Thisrequires wearing many hats: It’s an HR

administrator’s job to make sure thatemployees are working in a safeenvironment ,that disputes are settled,

and that benefits are understood andadministered properly. At the sametime, HR is charged with recruiting newemployees who will not only fit in



DIVERSIFICATION IN HRM

Interesting to see what hrds dealwith now a days in the organizations-

• hiring and firing employees

• creating organizational charts

• shaping corporate culture after amerger or acquisition



•managing employee

communications•settling employee disputes

•creating benefits programs

•navigating government regulations•dealing with legal issues such assexual harassment and occupational

safety•setting up policy and programs formeasuring performance



THE JD OF VARIOUS HRs

Human Resources Assistant This position is a support role in thehuman resources department. An

assistant has to have a good grasp of the concepts, practices, and procedureswithin a particular field, all whileworking within the guidelines set by a

manager.



CON T…..

HR Manager

• A middle management position thatmay require overseeing specialistsresponsible for several distinct areasin a division of a company. Strategicwork may be involved—such as

planning human resource policy andsetting procedures. Usually reports toa VP of human resources.



CON T…..

Benefits Administrator

• Administers, processes, andmaintains company benefitsprograms.



CON T…..

Benefits Analyst

Qualifications can vary greatly

depending on the company’s needsand the person’s experience. At thebottom of the scale, it can be entrylevel, involving carrying out benefits

programs and possibly researchingnew ones. At the top of the scale.



CON T……

Compensation Analyst

• Evaluates and conducts surveys andanalyzes salary data to decide on thefull package offered to employees,including salary, bonuses, and perks,such as stock options



CON T……

Labor Relations Manager

• Works primarily in manufacturing orservice industries and deals withlabor unions. The labor relationsmanager prepares information formanagement touse when a contract

is up for renewal.



CON T…..

Recruiter

• Screens, interviews, andrecommends prospective employees,and extend offers to successfulcandidates. A good recruiter isfamiliar with the job requirements of

specific fields in the company.



CON T……

VP of Human Resources

• A very strategic position in largecorporations, the VP of HR helps setthe to one of the company’scorporate culture. He or she bringsinformation about the workforce to

executive management so that it canset policies after mergers,acquisitions, closures, layoffs, and



CON T……..

HR SPECIALIST

Here are a range of activities thespecialist might be involved in:

• Designing and implementing a payprogram that rewards employeeseffectively, efficiently, and fairly

•

Working with a team to ensure thatemployees are paid the rightamount of money and on time



FUTURE JOBS IN HR

Though the job picture is stilldeveloping, experts see severalpossible critical roles on the horizon for

HR professionals. Among them:

The CFO for HR.

This number cruncher can apply themetrics to demonstrate the inherenteconomic value of HR and to analyze



CON T……….

The internal consultant.

This person helps spread HRcompetencies through the organization,

empowering line managers to recruit,interview, hire and retain the talent

The talent manager.

This person is responsible for finding,developing and keeping the best andthe brightest workers to meet theneeds of the organization. He or she will



CON T……..

The vendor manager.

He or she determines which functions canbe handled better and less expensivelyoutside the organization.

The self-service leader.

This person works with internal and outside

information technology specialists toestablish and run web-based portals formany automated functions, such as benefitsand pension administration, that employees

THE RISING SUN OF



THE RISING SUN OF

The service sector contributes to more than

50% of India's economy.In the last decade Human Resource Consultinghas emerged from management consulting, asan organization's needs have become more

complex and specialized, widening the gapbetween HR needs and work force capabilities.

HR consultancies have evolved the classic'personnel administration' function to one thatenables business growth through plannedtalent acquisition, development and retention.

These consultancies link with an organization'sservice excellence teams in driving projects



CON T…..

• Now as new sectors are comingup, there is a problem of hugetalent crunch that subsequentlywill give rise to otherconsequential problems - trainingof staff, retaining people,providing competitivecompensation and other



CON T…..

• HR consultants have been proved arescue to management problemsarising due to sudden developments

like mergers & acquisitions, changemanagement, organizationmalfunctioning, improving

performance, and maintainingperipheral departments of theorganization, like pay-rolls, etc., to



CON T……..

• BASIC ROOTS OF THE ORIGIN OFCONSULTANCIES

• When multi-nationals started their

set-up in India, they realized that themenial yet tedious work like pay-rolls, recruitment, and performancerecords, etc., were taking a lot of

time, due to which organizationswere unable to devote the time withother strategic aspects of the



CON T……

Now in that scenario, neither docompanies want to put efforts andresources in any activity not strategic

in nature nor do they want to leaveit, as even a small activity can be anattention-seeker if not managedproperly. So to stay ahead and keep

moving forward in their strategy,organizations now need someone tohelp them out with all requisite skills



CONCLUSION

human resource industry and the stand of recruitment consultancies

Documents