Human Resources. Exercise 10

 Task 1 Human Resources 

Define Human resources. 

Human resources are the set of people who make up the workforce of an organization.

What is the role of human resources? Define in detail. 

Human resources (HR) is the division of a business that is charged with finding, screening, recruiting, and training job applicants, as well as administering employee-benefit programs. HR plays a key role in helping companies deal with a fast-changing business environment and a greater demand for quality employees.

What is Capital? 

Capital is a broad word that can describe anything that confers value or benefit to its owner, such as a factory and its machinery, intellectual property such as patents, or the financial assets of a company or an individual. 

In your opinion, is human resources necessary? Explain.

Yes, they are the main step in a company, since the performance of the people who join the company and the direction the company will take in the future depend on it.

 What are the main areas of Human resources?

• Recruitment and selection

• Training and development

• Internal Communication

• Talent Management

• Change Management

• Organizational Culture

Define Human resource management. 

Is employee management with an emphasis on those employees as assets of the business. In this context, employees are sometimes referred to as human capital. As with other business assets, the goal is to make effective use of employees, reducing risk and maximizing return on investment

What are the main responsibilities of a Human Resource Manager?Define  them in detail. 

Overall Responsibilities of Human Resource Managers

Human resource managers have strategic and functional responsibilities for all of the HR disciplines. A human resource manager has the expertise of an HR generalist combined with general business and management skills.

Compensation and Benefits

Human resource managers provide guidance and direction to compensation and benefits specialists. Within this discipline, human resources managers develop strategic compensation plans, align performance management systems with compensation structure and monitor negotiations for group health care benefits.

Training and Development

Employee training and development includes new hire orientation, leadership training, and professional development. Human resource managers conduct periodic needs assessments to determine when training is necessary, and the type of training necessary to improve performance and productivity. They examine employee performance records to identify areas where employees could improve through job skills training or employee development, such as seminars or workshops on leadership techniques.

Effective Employee Relations

Although the employee relations specialist is responsible for investigating and resolving workplace issues, the human resource manager has the ultimate responsibility for preserving the employer-employee relationship through effective employee relations strategies. An effective employee relations strategy contains specific steps for ensuring the overall well-being of employees. It also ensures that employees have a safe working environment, free from discrimination and harassment. Human resource managers for small businesses conduct workplace investigations and resolve employee complaints.

Recruitment and Selection

Human resource managers develop strategic solutions to meet workforce demands and labor force trends. An employment manager actually oversees the recruitment and selection processes; however, a HR manager is primarily responsible for decisions related to corporate branding as it relates to recruiting and retaining talented employees. For example, a human resource manager in a healthcare firm might use her knowledge about nursing shortages to develop a strategy for employee retention or maintain the current staffing levels.

Which of the responsibilities you mentioned in the previous questions do you think is the most challenging or an HRM? Why? 

Recruitment and selection because it is the key to the company's ability to hire people with the right skills and knowledge for the job so that they can perform well in the right area of work.

What are the most important skills of a Human Resource Manager?

Agility

As an HR manager, you likely often run into scenarios in which you must adapt to change quickly – such as backfilling a critical role when an employee suddenly leaves the company or preparing for unexpected workforce restructuring.

Analytics

As an HR manager, you use your analytical skills to tap into impactful data and understand the total time and cost to hire employees, identify patterns that might cause employee turnover and point out common trends and themes from employee feedback surveys.

Communication

HR managers communicate with a diverse set of individuals daily  from prospective employees to executive level management so it’s beneficial to have strong written and verbal communication skills.

Discretion and ethics

As an HR manager, it’s critical to manage personnel matters – such as discipline, complaints, development and layoffs with complete discretion