Hierarchy HR Department Human Resource Management Commerce Essay

hierarchy HR Department Human Resource Management Commerce try outHuman capital is the rargonst resource of the connection which stinkpot non be imitated while both another(prenominal) resource or asset of the b previous(a)ness muckle be copied by the rivals due to the changing environment and emergence of technology.HR Is basically a support function which serve ups the other imperative functions in achieving their wad which keisternot be achieved without the support of HR. Its a approach minimization and value creating source.HR successfully linked the lower management with the top management for the pattern of achieving goals and objectives.There is not a formula or plastered mathematical function in mankind resource management, it varies from person to person and charabancs perceived it unlikely as everyone has his/her own strategies.In this report we shake covered well-nigh each and every aspect of human resource management.HR ferment starts with hiring of the efficacious employees and ends with the operation evaluation of the human resources.Goals of HR Department in genus UmaTo recruit the intimately useful pool of candidatesMotivate the employees so that public presentation of each employee can be streng and soedPrevent and abbreviate the dollar volume rate. This is the closely imperative job of HR be relieve oneself it helps the unwaveringly in achieving its goalsGive rewards and benefits to the deserve candidates. Deserving candidates atomic number 18 identified by analyzing the performance estimation.To give priority to the internal labor conk outment supply over the outside one so that the motivation direct and performance of figure outers could be raiseResolve the conflicts among the employees so that an striking written reporting environment could be begeted. let out HR related policies and code of conduct.HIRINGThere is not a wintry time period for hiring. Company exacts the defecateers harmonize to the bespeak of the time the offset and the most imperative step in the hiring go is recruitment. Recruitment is basically the process of generating effective pool of employees. The most famous and renown peckerwood for recruitment is newspaper and internet in united marine agency. The firm believes that with the help of newspaper and internet you can generate a commodious pool of candidates in a very limited time. Besides this on that point is another advantage of recruiting the candidates through newspaper and i.e. Image of the organization , as we all know that an immense ad in the newspaper can inviolately influence the image of the company.Employee referral is similarly a tool apply by the firm for the purpose of generating impressive pool of candidates. Employee referral is considered as the most trustworthy, reliable and effective tool because the employee are very much sure in referring the candidates as this is the matter of their credibility as well as a result the most preferred and effective candidates are referred by the employees .Employee referral is not always positive. There are some negative aspects of employee referral as well because sometimes motorbuss has to neglect or ignore the mistakes of certain employees unsloped because of there sound reference .Internal Vs. External Labor yieldThe firm believes that internal labor supply must be inclined preference over external labor supply. Consequently when an administrator bewilder is vacant, top management contracts to fill that vacancy by promoting a deserving employee. This helps the firm is chase waysReduce cost of hiringHiring is the process of human resource management which involves a lot of cost and requires a considerable time for the purpose of producing effectual pool of applicants but internal labor supply is that efficient tool which can certainly fasten the cost of hiring process for united marine agency, because via promoting and enriching the job responsibi lity of an productive employee you can reduce huge cost of the organization for sure.Internal employee is aware of the organization cultureAn internal employee is usually aware of the organization culture so he does not take much time in adjusting with the work environmentProductivity increasesWhen an internal deserving employee is promoted to an executive range, motivational take aim increases thus performance of the employee enhances which results in effective organization productivity.Emergency hiringIn case of emergency hiring, the firm does not rely on the rule procedures of recruitment but they try to go for the speediest process and usually the process is decided by analyzing the situation intensely and implementing a process tally to the situation.SELECTIONSelecting the CandidatesProcess of selection varies job to job. Some job requires a test. Test is provided to the candidates who have been shortlisted through recruitment and the mortals who are able to produce the test are requested to appear in the wonder.In absolute majority of the cases, employee referral is apply for the purpose of hiring personnel for executive position in UMA. And there are many reasons behind this. Generally an employee is aware of the kind of the soul required for a particular position because he knows the responsibilities of the vacant position and is pretty much aware of the nature of the job therefore he refer an individual who can efficiently perform the job activities and help the organization in achieving its goals and objectives.As Mr. Zeeshan stated that belatedly a gross gross revenue manager was hired in UMA on the reference of prevalent manager. The requital package of that individual is very impressive and well-off according to MR Zeeshan but the general manager is very much satisfied with the compensation package of sales manager because according to him he has the ability of generating sales supplely.SELECTION PROCESSCandidate is selected by take overing certain locomote which include the test at the initial stage which is design to reduce the vigorous pool of candidates, later an interview is conducted by the HR manager once short listed by the HR manager, the candidates are asked to appear in the final interview conducted by the HOD of the particular surgical incision to get the devote employees.SELECTION CRITERIAUMA follows the following criteria in order to select effective employee for the firmEducationExperienceConfidenceSoft skillsReference developEvery company both SME or large corporations has a vigorous believe that human capital can build a strong position of company if efficiently and effectively utilized. UMA also hit in achieve the corresponding goal. UMA strongly believe that rearing and development plays an important role in increasing revenues of the company either through cost reduction or increase in sales.Trainings in UMA are through on almost every level whether a telephone operation or a bran d manager of a company, all are indulge in cultivation. As per Mr. Zeeshan employees gets move when such sort of activities is done in the organization.Some training is the figure trainings which have to be given to each and every employee after certain time period. such as fire fighting, emergency exits drill and on the job trainings which is given to the new induction by the immediate hirer only in the case if there is any technical work in the job description of the employee, Whereas other trainings are done as per the requirement of the job.TRAINING METHODSON THE JOB TRAININGThe frequently used training method is on the job training in UMA. unremarkably lead by the senior very next to the person who necessitate the training. Moreover other consulting companies are also outsources by the company in order to accumulate new skill in the employees.As per Mr. Zeeshan recently UMA has organized a 15 days training posing for the sales support staff and telephone operator so that the company can build good relation with the customers and can provide the small solutions of their queries.OFF THE JOB TRAININGOff the job training is seldom done by the company and is only provided to the executive class. These trainings include seminars and workshop which is conducted abroad mostly in Singapore and Dubai.Performance estimateUMA does the employees performance appraisal on as annual bases. Performance appraisal is done by using multi methods in order to get blameless information for the employee and its achievements.UMA uses two performance appraisal methods at the same time, MBO and graphic rating scale. In every December before the growth of the employees performance appraisal form is distributed to the HODs of every department with the due date, and and then it become the responsibility of HOD to evaluate the employee.Following are the questions that are include in the appraisal form of the employeeList your achievements or tasks you have done or/and curre ntly doing well.What are the facilitating and constraining factors in performing your work?Achievements of Previous Agree Targetsany training requiredRATING weighing machine1 Unsatisfactory 2 Acceptable 3 Good 4 ExcellentFACTORSEmployeeEvaluator1Quality of Work2To playact targets and deadlinesInitiative4Attitude5Cooperation6Attendance7Communication Skill8Interpersonal Skill9Willingness to insure10Cost conscious11Development of subordinatorREWARDS AND BENEFITSevery course of instruction increments is given on the bases of performance of the employees and is not influenced by personal propensity or dislikingIf employee performance is not up to the mark they are considered for the training and development program in order to make them more effective in achieving the task assigned to them. Training is also given if the employee thinks they drive it for the better understanding and execution of the task.Drawback of MBO and Rating ScaleThe biggest drawback of appraising the performa nce through MBO is employee stick to the particular objectives provided to them which limits their productivity, performance and creativity to a certain levelBenefit of MBOThe most impressive benefit of MBO is providing the employees with clear and limited objectives as a result employees are aware of the fact that what is required from them therefore employees put their best efforts for the purpose of matching those objectives as efficiently as they canPROMOTIONUMA consider different factors in order to learn the promotion of the employees. According to them they dont have any fixed time period to promote an employee. It totally depends on the traits personality and exhausting working of the employee.Recognizing the promotionUMA recognizes the need to promote employee by always observing the performance of the employee. The main focus of the company is on the goals and targets achieved by the employees then on the factors and lastly on the time duration.Even the substitute Man ager is promoted in 8 month of time period because of his achievements and fulfillment of the targets.Factors considered in promotionplanning and organizingprofessionalismteamwork and leadershippunctualityachieved targetsattitude and way of otherAccording to Mr. Zeeshan once an employee is promoted then they are not promoted until they develop their skills for the upper position. If the employee is about to get promoted and at that time he resigns, then as per the practices of the HR department they either promote the contingent employee or give dual responsibilities to other.COMPENSATION AND BENEFITSUMA provide great incentives and benefits to their employees. new(prenominal) than their basic salary following are the incentives provided to the employees are based on their surnames.Fuel AllowanceFuel allowance is given to the employees on the bases of their designation and work. Fuel allowance varies from 45 liters to 300 liters. As per the form _or_ system of government follow ing is the ratio of giving fuelBikes 45 liters auto (till 1000cc) 150 litersCar (till 1300cc) 250 litersCar (till 2400cc) 300 litersMobile allowanceMobile allowance is also provided as per the designation of the employeeMedical InsuranceEvery employee is covered with medical exam insurance policy which only includes hospitalization. In case of any mishap insurance company will pay all the expenses.Vehicle and its repair and supportCompany provides the vehicle with the repair and maintenance to the employee as an incentives, but with the mark that car must remain clean all the time otherwise it would be taken back. Cars are inspected on daily basesBonus 2 bonuses are given to the employee in the period of one division other than the increment in the salary. One full salary is given on eid-ul-fitr and 70% is given on eid-ul-azhaRetirement benefitsThe biggest benefit of retirement policy is that there is no age constraint in retirement an employee can work till the time he is cap able of working in the organization.Gratuity is given to the employee which equal to the one salary for one year of serviceEOB pension is given to the employeeJob rotationAs mentioned before, employee is turn to any other department or job if his/her performance is unsatisfactory. more or less of the time managers also asked to their subordinates that whether they require a job rotation or not. Managers do this in order to enhance the employee motivation, performance and skills.TERMINATIONIn UMA, employees are not terminated on the basis of their performance because end point is not the solution of the problem. If the performance of the employee is not up to the mark, management attempt to transfer that individual to another departmentTermination is only occurred on the basis following casesMisconduct Or MisbehaviorMisbehavior or misconduct of any employee is not tolerated in any case, which leads to straight exhalationViolation of HR policies or rulesEach and every employee is r equested to follow the HR rules and policies and if the employee is not following the rules and regulations, firm decided to terminate that individualSexual harassmentSexual harassment is the case which leads to immediate resultFraudulentFor the purpose of alerting other employees, deceptive or hypocrite individuals are terminated.ISSUES360 degree of method of performance appraisal is ignoredDo not have software for online recruitmentAt times, employee referral caused difficulties for the managersHR department of UMA is almost new. So the parameters of selecting new candidates are completely different as a result the performance of new induction varies from the old one which results in the organizational conflicts.SOLUTIONThe HR department is doing an impressive job but there are still some come ins which need to be rectified as soon as possible. Following are the recommendations we suggested for the HR department of UMA360 degree method of performance appraisal must be used. Thi s is the most effective tool for the performance appraisal which is ignored by UMA because the performance of an individual must be evaluated by other colleagues as wellDo not have software for online recruitment which is a hindrance in the hiring process. Software should be used for making the recruitment process more effective.Sometimes employee referrals cause problems for managers as they have to ignore the mistakes of the particular employee who has a strong reference. This issue can be resolved by providing the managers rectify to discipline the employee who is not performing wellCONCLUSIONBy analyzing the whole HR process, we analyze that the HR department is doing an impressive job for United Marine execution because the whole HR department consist of only five individuals who are managing more than 250 employees. Therefore we can state that HR department is doing a sincerely efficient job.We all know that recruitment via newspaper or internet can generate very large pool of candidates. And we were really amazed by knowing the fact the whole task of recruitment is managed by only 5 individuals in the HR department.To fill the executive position through employee referral is a wise decision which helps the firm to hire effective individual and save the cost and time related to hiring process.The most impressive thing is their policy of not terminating any individual on the basis of his/her performance. By doing this, UMA proves that moral values and corporate hearty responsibility is an integral part of the organization.The process of job rotation is conducted by considering the opinions of the subordinates that whether they require job rotation or not. This helps the firm in enhancing full(prenominal) organizational performance by increasing the motivation level of employees. assorted sort of incentives are provided to the employees in order to satisfy the workers and reduce the turnover rateEmployee has to pass three interviews sometimes. This is also a good move because caliber of the candidate cannot be judged in a single interview only because organization has to make sure that it has selected the right candidate for the right jobTwo methods of performance appraisal are used by the firm which is MBO and rating scale. The purpose of using two methods is just to patronise that the performance is appraised appropriately.