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.

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.

Human Resources Guide For Small To Medium Enterprises

Without HR outsourcing, SMEs face a number of human resources tasks and should take into account the following types of activities:

1. The human resources area should be segregated from the rest of the enterprise in order to maintain privacy and confidentiality. The HR function should report to a high level person within the enterprise who is authorized to make decisions.

2. The person or persons in charge of human resources should handle the payroll functions either in-house or in coordination with an outside vendor. The distribution of payroll checks should be handled by HR.

3. All input for salaries, bonuses, employee benefits as well as changes to payment conditions should be handled by human resources.

4. All changes to salaries, employee benefits, time sheets, and vacation schedules should be handled by HR.

5. Any and all employee complaints, counselling and issues of controversy should be coordinated by the head of human resources and the applicable department within the enterprise. The higher level person that the HR area reports to must be immediately informed of these types of issues.

6. The head of HR should provide executive management with budgets, forecasts and other statistical reports that are necessary in order to run the enterprise.

7. Whenever staff are needed, the head of human resources should coordinate the needs of the enterprise with the interview and hiring functions.

8. Another important task for human resources is the compilation of a formal employment manual that all new employees and existing employees can refer to. This manual will need to be updated as changes to laws and regulations take affect.

9. All legal and regulatory reports must be prepared by human resources in order to comply with local requirements on a timely basis.

10. Employee benefits and salaries need to be reviewed on a periodic basis in order to retain and maintain proper levels of compensation.

11. The job specific training of employees must be monitored and controlled by HR for purposes of economy and quality of work.

12. Vacation and sick days must be controlled by human resources in order to maintain the level of days agreed upon.

13. Employee travel should be controlled and maintained by human resources for purposes of consistency and proper control of costs. All approvals need to be obtained and all travel documentation must be authenticated.

14. All labour union relationships and communications should be maintained by HR. However, the executive manager directly in charge of human resources must be notified of such communication.

The above tasks represent the core functions that human resources should be in charge of. However, other responsibilities may arise since the handling of people may involve other issues such as injuries, disabilities and circumstances that change on a day to day basis.