Planning:
It is the process of formulating a future course of action. Planning help determines in advance the pathway and potential changes required to achieve goals.
It helps the manager to identify the resources required. It also helps identify the employee’s goals and needs, which can help frame the motivational plans for employees.
Organizing:
It is the follow-up function of planning.
It is a manager, human and non-human resources working together in a synchronized manner.
Organizing helps in the delegation of authority and allocation of resources. It helps in the optimum utilization of resources.
Staffing:
It is the recruitment of eligible human resources for the various positions in an organization.
Managers go through a process to find the best suitable employee for the organization.
Staffing process:
Manpower Planning
Recruitment
Selection
Placement
Training & Development
Remuneration
Performance Evaluation of employee
Transfer
Directing:
It is the part of management functions that puts the goals into action. Directing accumulates the above three functions and deploys them to one common goal.
As the name suggests, directing directs the pathway by putting things to action. The manager uses leadership, motivation, communication, etc. It helps to guide the employee.
Controlling:
It ensures that things are working as per the plan. It identifies the deviation and helps in achieving the goal. A human resources Specialist is one of the most important aspects of any organization.
They are responsible for the proper execution of the work they have expertise.
They work on a different set of skills and analyze the best-suited combination for the organization.
Companies work in ever-changing environments, and it is difficult to align them in some rules.
These are widely accepted general roles.
But before we jump on how to be a great HR specialist, let’s address this common misconception that happens regularly.
Use of organization friendly techniques
Managing an organization is a difficult job. Robust management helps the organization make things easy for them by laying the role of a facilitator.
They can act as a facilitator throughout the process of recruitment.
Information:
Managers require information regarding employees to make decisions regarding employment.
An organization should thrive to collect as much data as possible to study the situation.
Need of Consultancy
A happy employee is one of the assets of any organization.
Managers face problems will evaluating employees. These problems could be due to a lack of motivation, incentives, workload management, etc. Managers take advice from HR specialists to arrive at a resolution.
This process helps the organization to create an equilibrium in the organization.
Management on check
Managers act as an examiner of the activities happening in the organization to ensure proper functioning.
Specialists evaluate the whole process to give necessary feedback.
Specialists are one of the most significant elements in the organization.
They bring their extensive expertise to the table, helping the organization.
Managers look after specialists for consultancy and information.
Training
Training is one of the initial steps in the process of personal development.
It prepares the new employees for the job and helps upgrade the current employees with the changing times.
Training is a costly process, but companies spend a hefty amount on this expense but can act as an investment as the people getting trained can prove to be a helpful asset for the company.
Whenever an organization hires their employees, they have a set of objectives that they want their employees to perform. These objectives resonate with the goals of the organization.
Once an organization is ready with well-defined objectives, they need to communicate them to their employees(trainees).
It is helpful for the organization if they are open with the questions and queries from the training as it brings more clarity to the whole process.
There are some points that an organization needs to Remember while creating and conveying the objective.
- The performance-based objective is the goal for an organization.
- There is no room for misinformation.
- The learning process is the duty of the trainees.
- The organization needs to conduct training in an action-oriented manner.
- Measurable results of the orientation are helpful.
Training is a significant part of human resource development. Employees need the training to know about the working mechanism, job profile, and organization.
Training programs help teach the trainees the skills required to do the job. The regular flow of training helps to achieve the goal more efficiently.
Training effectiveness is the process that happens throughout the program. The outcome refers to the source for evaluation of the training program.
It may be ineffective if the employee is hesitant towards the learning process. Motivation is necessary for the effectiveness of the training as it acts as fuel for both the employees and the organization.