HR Role in Merger: It is very important to involve HR Managers in merger as it involves employees and has an impact on key employees’ issues. HR professionals play an active role in a change process by offering their interventions to help ensure a successful merger. When companies merge, some of the most significant changes occur in number and treatment of employees. HR play a vital role in merger: a) Employees coping up with change and culture, b) Organizational hierarchy structure, c) Maintain the productivity by placing of right employees at right place, d) Alignment of compensation, benefits and welfare schemes, e) Job security, f) Relocation, g) Compliance of local labor laws, h) Employee Communication, i) Taking care of personal records,
So HRM is a complex methodology. John Bratton and Gold defined HRM as “that portion of the management procedure that focuses in the management of persons in work organizations. HRM highlights that workers are critical to attaining sustainable competitive advantage, that HR practices must to be combined with the corporate strategy, & that HR experts help organizational supervisors to meet both equity objectives and efficiency. One model that displays the relationship among HRM actions and organizational policy or strategy more obviously than most was established by David Guest in 1997. The crucial impression of his model is that HRM practices should be planned to produce
There is an increasing body of evidence that makes the case for solid employer brand management. From an organization's point of view, an employer brand encapsulates the key qualities current and prospective employees associate with you as an employer. These qualities can be economic (remuneration), functional (training and skills) or psychological (such as a sense of identity or status). As an organization, whether you've taken the time to define it or not, you have an employer brand. What are the benefits of building a good employer brand?
Building a powerful human capital strategy requires solid facts, measures, and processes for discerning where an individual firm will get the most leverage from its people. This new path to better business performance and distinct competitive advantages relies on the discipline to enact three core principles: Insist on systems thinking, get the right facts, and focus on value. i) Human Capital Management(HCM) usually refers to efforts to manage, develop, and retain the unique capabilities and expertise of individuals and of a workforce. It also consists in identifying the skills and abilities of the individuals and utilizing them in the best possible way to gain competitive advantage. ii) Human Capital Strategy(HCS) Every company needs a human capital strategy that supports its business strategy.
RECRUITMENT PROCESS Workforce Planning A continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives. Job Analysis An in depth study of the job to select the best fitting candidate. This includes making Job Description and Job Specification. Manpower Requisition Manpower requisition forms are filled and forwarded by respective Hiring Managers to the HR department as per the genuine requirements of the department. Job Rotation As an internal measure to fill job vacancies, along with giving a varied experience to employees, job rotation gives a lot of positive impulse to the company
Branding was used in the first place to differentiate tangible products, but over years it has been applied to differentiate people and firms (Peter, 1999). Furthermore, employer brand construct is originated by Ambler & Barrow (1996), as they stated that focusing on the behaviors of the organization and its values is important for attracting and retaining employees and help organizations to be employer of choice (Sullivan, 2004). Consequently, it was argued by many scholars that employer brand highlights the characteristics of the organization within and outside the firm (e. g. Backaus & Tikoo, 2004; Berton et al., 2005; Chhabra & Sharma, 2011), and has a significant role in attracting employees. Also, Conference Board (2001) indicates that employer brand defines the identity of the firm as an employer; moreover, Ritson (2002) mentioned some advantages of having strong employer brand, such as, employee acquisition cost reduction, increased retention of employees , improving employee relations and organizational attraction (Davies, 2007; Mark & Toelken,
GE systematic recruitment process help GE recruit best highest level of intellectual capital for right job. Apart from hiring best GE also follows the “promote-from-within” policy to achieve best fit in organizational culture and processes. In Training and Development process HR has incorporated process like “Leadership development” and “Six Sigma” in its global management culture to impart technical and managerial skills to help achieve company strategy of operational efficiency. The company has also incorporated training methodology such as “Action Learning” technique and “Change Acceleration Process” to equip employees with changing business requirement and change management issues. The compensation and benefits are designed in a way to provide incentives for superior performance aligning employees towards business strategy of operational
Analytical and critical thinking skills are a must for HR leaders. An HR manager has to exercise sound judgment and engage in high-impact decision-making in a number of areas. The ability to analyze situations and view the implications of certain decisions from a critical perspective is particularly useful for HR leaders. For example, the decision whether to outsource one or several HR functions isn 't something that happens without considering the impact outsourcing has on individual employees as well as the organization overall. HR managers also are involved in representing the company in matters involving employment litigation, which requires that they be able to justify the company 's actions related to employment decisions such as hiring and
For XL Tech, the values could be being extra competitive, aggressive while pushing the product, having a sound technical knowledge confined to the product, maintaining client relationship. For Resilient on the other hand a thorough knowledge of work environment, processes and systems is a must. The product firm driven by sales has its values centered on reaching the client and pushing for product sale. The solutions and consulting firm have its values driven by client feedback and satisfaction of the clientele. The integration can be achieved by training the workforce accordingly.
INTRODUCTION Human Resources: Human resources :- It is the amount of individuals that make up the workforce of an organization, business sector or industry. Human Resource Management: Manage the professional discipline and business function, the human resources of an organization as Human Resource Management (HRM, or easily HR). As HRD (Human Resources Development) from the Buisness Overview Staff were commonly referred to as a resource for the company to update its value by further learning and development considered. Organizations will appoint in a wide range of HRM (Human Resource Management) practices, in order to capitalize on these resources. Human resource governs ,typically considered of three major trends : 1.