Functional Attributes Of A Human Resources Mba Pro’s Job Profile

The chapter of human resources sprawls over a vast area of management. Lessons on human resources focus on employee selection and recruitment, workforce management, and labor wealth maintenance. Despite the invention of various technological tools and advancement of the computing system, manual labor is critical to the integrated operation of an organization. Manual labor does not always mean physical labor. It refers also to mental labor that constitutes the delivery of service out of intelligence. The workforce of the human resources department in an organization is a source of intelligence investment in massive projects. Therefore, human resources MBA personnel are credited with reputable and honorable designation in both public and private sectors.

Human resources professionals have to maintain a responsible portfolio ranging from administration to coordination. The functional attributes of a human recourses MBA ob profile are as follows –

�Workforce maintenance and management is a great responsibility on the shoulders of human resources pros. Coordination and integration are the keys to proper workforce management. The task of integrating the working executives of different departments of the organization is one of the duties of a human resources MBA professional.

�A chain feels strong and rigid when its links are joined in a series. Similarly, coordination among the workers of different levels strengthens the foundation of an organization. Restoring and maintaining coordination among the executives holding different job profiles under the same roof is a responsibility to be shouldered by the human resources MBA pro.

�Team conflict is common in a large organization. Team conflict if not subdued timely might harm productivity and profitability of the organization. Moreover, it can put the public image of the organization at stake. Human resources MBA pro is accountable to remove any sort of team conflict from the very bottom level.

�Employees need encouragement to revive and keep up their working spirit. The more they are encouraged the better is their performance. Therefore, the human resources MBA pros need to be caring and inspirational in some cases to keep the employees on the go.

�Handling the problems of the employees is one of the functional highlights of the profile of a human resources MBA officer. He or she needs to be patient enough to listen to the individual workers and competent enough to turn up with solutions for their problems.

Fascinated by the responsible job profile of a human resources executive, the dynamic management aspirants opt for human resources management. For the same reason, distance learning MBA programs in human resources management are on a high.

What Is Human Resources Consulting?

Human Resources: sounds depersonalizing, doesn’t it, to describe workers in this way? It smacks of older attitudes to the workforce which are now seen as increasingly outdated. Two key assumptions underpinned the old attitudes: first, employers are rational people who maximize profits by paying only what the productivity of each individual employee justified. Thus the potential of workers was ignored in this top-down approach to management. Second, employees were seen as isolated individuals intent solely on maximizing their income.

Today, however, both these assumptions have been superseded by a re-interpretation of the term. It is now better defined as the resources which human beings bring to their places of work, thereby profiting both themselves and their company. So, what seemed initially to be an unhappy marriage of incompatible ideas has instead turned out to be a marriage made in heaven! Opposites attract, they say.

Human Resources Consulting has, therefore, lost many pejorative associations with dehumanizing work practices, and has achieved its current status by helping to empower workers to realize their potential. The beauty of this approach is that, by recognizing the worth of each individual employee and raising the glass ceiling many workers encounter, they also help companies to raise their game, too. Higher productivity and bigger profits result from tapping into that wealth of potential.

Troubleshooting is, therefore, the hallmark, highlighting the areas where best practice is not being followed. Best practice, in management terms, has traditionally centered on technology-driven innovations, for example the production line in the early 20th. century. The employee’s contribution was relegated to that of a cog in the wheel. Companies today are no less driven by technology, always striving to increase the value-added”.

The modern counterpart of the production line are the Content and Document Management Systems, Workflow Automation Applications, etc., which are introduced to help companies achieve a greater use of their resources. Crucially, though, a growing number of companies are realizing that human resources are as key to profit optimization as is technology. Power is often defined as being soft” or hard”. Soft” power refers to what many believe to be the most effective type of power knowledge. Hard” power, by contrast, refers to technoloy and machinery. The trouble is that some companies still believe that soft” power is found exclusively in software. True soft” power lies in the expertise and experience of the workforce. Human Resources Consulting aims to get this message across loud and clear.

If the most effective exercise of power is soft” power, and soft” power is knowledge, then the increased importance given to mentoring can be readily understood. Mentoring can help reduce turnover in an organization by helping new workers to adjust more quickly to the company’s ethos. Middle managers can be taken under the wing of more senior colleagues to promote their advance up the corporate ladder. In line with the inclusiveness” ethos, women and minority workers will be encouraged to break through the glass ceiling.

Large companies increasingly recognise the need for their workforce to buy in to new processes. Small entrepreneurial setups are equally enthusiastic that any barriers ro success are removed. They have begun to appreciate that value added can only be maximised if the diversity of their workforce is taken into account so that negative practices are eliminated and positive practices encouraged. Social and cultural factors often contribute to a breakdown in workplace efficiency: as morale drops so does productivity.

Blindness” to issues of race and gender can equally extend to issues of lifestyle. To retain valuable employees with disabilities or family commitments represents sound business sense, but that will require more flexible work schedules and working from home, perhaps. Getting the best out of employees involves not just the removal of obstacles to greater efficiency, but also the implementation of strategies to promote employee ownership” of new work practices and systems. Worker feedback is essential too.

To sum up, best practice in Human Resources Consulting means, first, understanding that people and processes are interrelated and not polar opposites and, second, helping to implement work practices that combine the two. In our 21st. century, knowledge-based society, everyone is the poorer for failure to bridge the divide.

The History Of Human Resources

The role of human resource professionals is changing. The modern role played by specialists in this field seems to be more strategic and less administrative than in days gone by. With recruitment often outsourced to expert recruitment consultant, less of the traditional human resources role still exists in most companies.

Managing staff is an important aspect of a successful organization. By this I mean managing them in terms of utilizing their strengths, helping them advance and providing training and encouragement to foster innate qualities each individual member of staff has. If you have a highly motivated team in the office, the company will inevitably be more successful and more profitable. This is where human resources professionals fit in to modern organizations. Gone are the days of defining policy, hiring staff and providing administration. Here to stay are human resources staff that develop loyalty and cohesiveness amongst the staff of an organization through strategic thinking and innovative ideas.

Modern organizations are moving away from seeing staff as simply a business resource to be utilized as the senior management see fit. Today it is more common to see the workforce as a group of individuals, with each able to bring something to the mix. It is the job of human resources professionals to pin point the strengths and weaknesses of the workforce and provide the necessary training to nurture strengths and remove weaknesses.

There are certain objectives that a human resources department in your organization should fulfill. These should include contributions to the goals of the organization as a whole and the provision of tools and criteria in order to measure and record success of the strategies and ideas implemented by the department. Processes of the HR department should include ways to identify talent in the organization and help motivate the workforce for increased productivity and overall success. A strong workforce makes for a successful business and the HR department of modern organizations should play a key role in this.

Businesses and organizations don’t have to have an in house human resources department. It is often better for an organization to call upon the help of an external specialist to provide the guidance and strategic thinking that is needed. It can often be costly taking on additional members of staff to carry out the vital human resources roles and outsourcing to professionals can save a fortune. If a company is not very large then having full time members of staff may not be appropriate. It doesn’t matter how many people are in the company however, talent management and other human resources tasks are vital. It is possible to work with experts in the field who can not only provide a strategic plan but can also provide the tools to implement it. From cutting edge software to the latest findings on employee behaviour, a team of experts can devise and implement a plan that can ensure your organization gets the very most out of is staff.

Human resources and the meaning of it has changed over the years. In the past it was a department that took care of day to day administration with regard to employees and organized recruitment. Today the role of human resources professionals is strategic and interactive. By taking on third party professionals you can receive all the benefits of their experience without having to take on additional staff members. Whether it is performance management you need assistance with or are looking for 360 degree feedback then you should call the experts.