MBA in HR

MBA in HR

One of the biggest factors for the success of an economy or a business organization, in general, can be traced back to the quality of its human resources. This is the term that has been thrown around quite casually in recent days but what exactly does the term human resource comprise of? Human resource in a broad sense can be linked to the people who make up the workforce of an organization, business sector, or the entire economy. Human capital is another term that is often used in conjunction with human resources; however, there lies a very subtle difference. The term human capital is related to only those members of the workforce that can contribute to the economy’s financial growth. Some other broad terminology associated with human resources includes manpower, personnel, labor, or just the very basic term citing people.

Most HR-related roles in business organizations involve the functioning and overseeing of the human resources comprising the organization, managing various aspects of employment, compliance, and labor law issues, maintaining employment standards, dealing with employee benefits, and certain aspects of recruitment. Some of the responsibilities of human resource managers are as follows: job planning, recruitment, selection process, posting of job ads, evaluating employee performances, organizing job resumes and applications, scheduling interviews, and ensuring proper background checks. Another aspect involves dealing with payroll issues and ensuring good working standards for employees such as benefit statements, health leave, etc. HRs also need to continuously update their databases to ensure that their employee records are right on track and free from any errors.

The various job roles are discussed in detail as follows:

  • Determining the needs of the staff and employees.
  • Keeping track of vacancies and recruitment of part-time workers.
  • Recruitment and training of employees.
  • Supervision duties regarding the quality of work.
  • Managing relations between employees and unions.
  • Keep a record of employee policies and databases.
  • Ensuring high timely performance.
  • Managing employee payroll, benefits, and aspects of compensation.
  • Ensuring equal opportunities.
  • Dealing with discrimination at the workplace.
  • Dealing with performance issues.
  • Ensuring rules and regulations are being maintained and followed.
  • Ensuring high levels of employee motivation and job satisfaction.
  • Handle disputes that occur internally.
  • Keep tab of the employees’ skill sets and ensuring that their knowledge levels are regularly kept up to date.
  • Handle information so that it ultimately leads to the benefit and growth of the organization.

HR managers should have highly developed skillset and good interpersonal skills to help effectively communicate and mediate. Apart from this, a piece of strong knowledge about labor laws and regulations is required to completely understand the extent of the issue that they are dealing with. Human resource is an extremely important entity within any organization, and it has been statistically found out that organizations with strong human resource management at its spine tend to perform much better than those and ultimately lead to sustainability in the long run. Y in the long run.

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