The document discusses the strategic role of human resource management. It outlines the strategic HR planning process which includes scanning the external and internal environment, identifying sources of competitive advantage, developing HR strategies, implementing strategies, and monitoring/evaluating performance. It also discusses the HR planning process of determining objectives, analyzing current staffing, forecasting needs, analyzing gaps, developing employment/action plans, providing training, and appraising the process. Finally, it outlines the evolving roles of HR managers in areas like recruitment, training, compensation, workplace safety, and employee relations.
Primary Responsibilities of a Human Resource ManagerXmx Solutions
A human resource manager has two basic functions: overseeing department functions and managing employees. For this reason, a human resources manager must be well-versed in each of the human resources disciplines – compensation and benefits, training and development, employee relations, and recruitment and selection.
In this presentation, we will discuss the details of HRM function; while discussing the job intricacies involved while recruiting new work force and managing the existing work force in an organization in an effective way.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Primary Responsibilities of a Human Resource ManagerXmx Solutions
A human resource manager has two basic functions: overseeing department functions and managing employees. For this reason, a human resources manager must be well-versed in each of the human resources disciplines – compensation and benefits, training and development, employee relations, and recruitment and selection.
In this presentation, we will discuss the details of HRM function; while discussing the job intricacies involved while recruiting new work force and managing the existing work force in an organization in an effective way.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Human Resource Management (UGC NET Commerce & ManagementUmakantAnnand
This Hand Book, Contain, detail and unique materiel of UGC NET Commerce and Management students, all the aspirants can get success by studding this book.
THE CHANGING ROLE OF THE HUMAN RESOURCE MANAGER Contents1. SHR.docxmamanda2
THE CHANGING ROLE OF THE HUMAN RESOURCE MANAGER
Contents
1. SHRM in action
Listen
For employer and employee alike, "change" and "uncertainty" appear much more frequently in descriptions of today's work environment. This developing complexity has facilitated a shift in the importance of human resources management (HRM) functions. This article probes some recent developments and future workplace changes of which HRM professionals should be aware.
Organizations need individuals with new kinds of technical knowledge, skills, abilities and other characteristics (KSAOCs) -- people who are flexible and willing to deal with rapid and unstructured changes. As a result, public and nonprofit organizations must think more strategically than ever before. and they must translate their insights into effective strategies for meeting future challenges. Given the complexity of change in the workplace, human resource professionals, more than ever, need to be a part of the planning process.
Strategic planning and human resources management activities must become integrated and work together so agencies can confront impending challenges and change. Human resource management departments must become linked with the strategy of the organization and HRM activities integrated as part of their everyday work by line managers and employees.
Traditionally, managers and employees see FIRM departments merely as regulators and enforcers, more concerned with compliance with rules and regulations, but not as partners working in sync with them. Line managers typically view personnel specialists as obstructionists, while personnel specialists see line managers as uncooperative, uninterested, antagonistic to merit principles. At no level of government are HRM departments perceived as being integrated into the strategic planning process and policy development.
An element of the strategic planning process frequently overlooked is that achieving goals and objectives absolutely requires an accurate assessment of current staff KSAOCs. Traditional HRM kicks in after agencies have developed their basic missions and strategic objectives. Management seldom considers the talents and capabilities of its present staff nor considers the availability of new hires when establishing strategic plans. As a result, HRM departments and line managers are forced to react to the strategic plans instead of taking proactive postures.
In other words, don't plan on agency strategic decision makers suddenly opening up their doors to HRM department input. HRM departments need to expand their scope of activities beyond being just, functional specialists concerned with staffing, evaluation, training and compensation. They need to educate themselves about how the organization can be more competitive and effective. By soliciting ideas from employees and managers and by listening to their concerns, HRM departments can become valuable members of the management team. HRM specialists should be team players wor.
A. HUMAN RESOURCE MANAGEMENT
Objective:
The objective of the course is to familiarize students with different aspects of managing human resources in the organization through the phases of acquisition , development and retention.
UNIT-I
Nature and scope of HRM - Difference between Personnel Management and HRM Functions of HRM - Environment of HRM - Strategic HRM.
UNIT-II
Human Resource Planning - Recruitment - Selection - Methods of Selection - Use of various tests - Interview techniques in selection - Placement.
UNIT-III
Induction – Importance - Meaning of Training and Development - Training Methods - Techniques - Identification of Training needs.
UNIT-IV
Performance Appraisal –Definition – Need for Performance Appraisal – Objectives – Process - Methods – Compensation.
UNIT-V
Transfer - Promotion and termination of services - Career development - Mentoring - HRM Audit - Nature - Benefits - Scope - Approaches
Text Books:
1. Dr. J. Jayasankar - Human Resource Management –Margham Publications
2. Dr. C.D. Balaji – Human Resource Management – Margham Publications
3. Sundar & Srinivasan J –Essentials of Human Resource Management –Vijay Nicole Imrints
4. Murugesan G –Human Resource Management – Laxmi Publications Pvt. Ltd
5. Aswathappa K - Human Resource and Personnel Management
6. Guptha C B- Human Resource Management –Sulthan Chand &Sons.
Books for Reference:
1. Memoria CB - Personnel Management
2. Subba Rao P - Human Resource Management and Industrial Relations
3. Prasad - Getting the right people - MacMillan I Ltd
4. Pattanayak - Human Resources Management - Prentice - Hall of India
5. Decenzo/Robbins - Personnel/Human Resource Management - Prentice - Hall of India
6. Saiyadain Mirza - Human Resource Management –
7. Venkataratanam - Personnel Management & Human Resources –
8. Saxena - Marketing Management - Tata McGraw Hill Pub
9. A. M. Sheikh - Human Resource Development & Management.
10. Dwivedi RS - Human Relations and Organization Behavior
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
A. HUMAN RESOURCE MANAGEMENT
Objective:
The objective of the course is to familiarize students with different aspects of managing human resources in the organization through the phases of acquisition , development and retention.
UNIT-I
Nature and scope of HRM - Difference between Personnel Management and HRM Functions of HRM - Environment of HRM - Strategic HRM.
UNIT-II
Human Resource Planning - Recruitment - Selection - Methods of Selection - Use of various tests - Interview techniques in selection - Placement.
UNIT-III
Induction – Importance - Meaning of Training and Development - Training Methods - Techniques - Identification of Training needs.
UNIT-IV
Performance Appraisal –Definition – Need for Performance Appraisal – Objectives – Process - Methods – Compensation.
UNIT-V
Transfer - Promotion and termination of services - Career development - Mentoring - HRM Audit - Nature - Benefits - Scope - Approaches
Text Books:
1. Dr. J. Jayasankar - Human Resource Management –Margham Publications
2. Dr. C.D. Balaji – Human Resource Management – Margham Publications
3. Sundar & Srinivasan J –Essentials of Human Resource Management –Vijay Nicole Imrints
4. Murugesan G –Human Resource Management – Laxmi Publications Pvt. Ltd
5. Aswathappa K - Human Resource and Personnel Management
6. Guptha C B- Human Resource Management –Sulthan Chand &Sons.
Books for Reference:
1. Memoria CB - Personnel Management
2. Subba Rao P - Human Resource Management and Industrial Relations
3. Prasad - Getting the right people - MacMillan I Ltd
4. Pattanayak - Human Resources Management - Prentice - Hall of India
5. Decenzo/Robbins - Personnel/Human Resource Management - Prentice - Hall of India
6. Saiyadain Mirza - Human Resource Management –
7. Venkataratanam - Personnel Management & Human Resources –
8. Saxena - Marketing Management - Tata McGraw Hill Pub
9. A. M. Sheikh - Human Resource Development & Management.
10. Dwivedi RS - Human Relations and Organization Behavior
Mastering Local SEO for Service Businesses in the AI Era is tailored specifically for local service providers like plumbers, dentists, and others seeking to dominate their local search landscape. This session delves into leveraging AI advancements to enhance your online visibility and search rankings through the Content Factory model, designed for creating high-impact, SEO-driven content. Discover the Dollar-a-Day advertising strategy, a cost-effective approach to boost your local SEO efforts and attract more customers with minimal investment. Gain practical insights on optimizing your online presence to meet the specific needs of local service seekers, ensuring your business not only appears but stands out in local searches. This concise, action-oriented workshop is your roadmap to navigating the complexities of digital marketing in the AI age, driving more leads, conversions, and ultimately, success for your local service business.
Key Takeaways:
Embrace AI for Local SEO: Learn to harness the power of AI technologies to optimize your website and content for local search. Understand the pivotal role AI plays in analyzing search trends and consumer behavior, enabling you to tailor your SEO strategies to meet the specific demands of your target local audience. Leverage the Content Factory Model: Discover the step-by-step process of creating SEO-optimized content at scale. This approach ensures a steady stream of high-quality content that engages local customers and boosts your search rankings. Get an action guide on implementing this model, complete with templates and scheduling strategies to maintain a consistent online presence. Maximize ROI with Dollar-a-Day Advertising: Dive into the cost-effective Dollar-a-Day advertising strategy that amplifies your visibility in local searches without breaking the bank. Learn how to strategically allocate your budget across platforms to target potential local customers effectively. The session includes an action guide on setting up, monitoring, and optimizing your ad campaigns to ensure maximum impact with minimal investment.
Digital Money Maker Club – von Gunnar Kessler digital.focsh890
Title One is a comprehensive examination of the impact of digital technologies on
modern society. In a world where technology continues to advance rapidly, this article delves into the nuances and complexities of the digital age, exploring Its implications across various sectors and aspects of life.
Come learn how YOU can Animate and Illuminate the World with Generative AI's Explosive Power. Come sit in the driver's seat and learn to harness this great technology.
Videos are more engaging, more memorable, and more popular than any other type of content out there. That’s why it’s estimated that 82% of consumer traffic will come from videos by 2025.
And with videos evolving from landscape to portrait and experts promoting shorter clips, one thing remains constant – our brains LOVE videos.
So is there science behind what makes people absolutely irresistible on camera?
The answer: definitely yes.
In this jam-packed session with Stephanie Garcia, you’ll get your hands on a steal-worthy guide that uncovers the art and science to being irresistible on camera. From body language to words that convert, she’ll show you how to captivate on command so that viewers are excited and ready to take action.
It's another new era of digital and marketers are faced with making big bets on their digital strategy. If you are looking at modernizing your tech stack to support your digital evolution, there are a few can't miss (often overlooked) areas that should be part of every conversation. We'll cover setting your vision, avoiding siloes, adding a democratized approach to data strategy, localization, creating critical governance requirements and more. Attendees will walk away with actions they can take into initiatives they are running today and consider for the future.
Digital Commerce Lecture for Advanced Digital & Social Media Strategy at UCLA...Valters Lauzums
E-commerce in 2024 is characterized by a dynamic blend of opportunities and significant challenges. Supply chain disruptions and inventory shortages are critical issues, leading to increased shipping delays and rising costs, which impact timely delivery and squeeze profit margins. Efficient logistics management is essential, yet it is often hampered by these external factors. Payment processing, while needing to ensure security and user convenience, grapples with preventing fraud and integrating diverse payment methods, adding another layer of complexity. Furthermore, fulfillment operations require a streamlined approach to handle volume spikes and maintain accuracy in order picking, packing, and shipping, all while meeting customers' heightened expectations for faster delivery times.
Amid these operational challenges, customer data has emerged as an important strategy. By focusing on personalization and enhancing customer experience from historical behavior, businesses can deliver improved website and brand experienced, better product recommendations, optimal promotions, and content to meet individual preferences. Better data analytics can also help in effectively creating marketing campaigns, improving customer retention, and driving product development and inventory management.
Innovative formats such as social commerce and live shopping are beginning to impact the digital commerce landscape, offering new ways to engage with customers and drive sales, and may provide opportunity for brands that have been priced out or seen a downturn with post-pandemic shopping behavior. Social commerce integrates shopping experiences directly into social media platforms, tapping into the massive user bases of these networks to increase reach and engagement. Live shopping, on the other hand, combines entertainment and real-time interaction, providing a dynamic platform for showcasing products and encouraging immediate purchases. These innovations not only enhance customer engagement but also provide valuable data for businesses to refine their strategies and deliver superior shopping experiences.
The e-commerce sector is evolving rapidly, and businesses that effectively manage operational challenges and implement innovative strategies are best positioned for long-term success.
How to Run Landing Page Tests On and Off Paid Social PlatformsVWO
Join us for an exclusive webinar featuring Mariate, Alexandra and Nima where we will unveil a comprehensive blueprint for crafting a successful paid media strategy focused on landing page testing.With escalating costs in paid advertising, understanding how to maximize each visitor’s experience is crucial for retention and conversion.
This session will dive into the methodologies for executing and analyzing landing page tests within paid social channels, offering a blend of theoretical knowledge and practical insights.
The Pearmill team will guide you through the nuances of setting up and managing landing page experiments on paid social platforms. You will learn about the critical rules to follow, the structure of effective tests, optimal conversion duration and budget allocation.
The session will also cover data analysis techniques and criteria for graduating landing pages.
In the second part of the webinar, Pearmill will explore the use of A/B testing platforms. Discover common pitfalls to avoid in A/B testing and gain insights into analyzing A/B tests results effectively.
When most people in the industry talk about online or digital reputation management, what they're really saying is Google search and PPC. And it's usually reactive, left dealing with the aftermath of negative information published somewhere online. That's outdated. It leaves executives, organizations and other high-profile individuals at a high risk of a digital reputation attack that spans channels and tactics. But the tools needed to safeguard against an attack are more cybersecurity-oriented than most marketing and communications professionals can manage. Business leaders Leaders grasp the importance; 83% of executives place reputation in their top five areas of risk, yet only 23% are confident in their ability to address it. To succeed in 2024 and beyond, you need to turn online reputation on its axis and think like an attacker.\
Key Takeaways:
- New framework for examining and safeguarding an online reputation
- Tools and techniques to keep you a step ahead
- Practical examples that demonstrate when to act, how to act and how to recover
Digital marketing is the art and science of promoting products or services using digital channels to reach and engage with potential customers. It encompasses a wide range of online tactics and strategies aimed at increasing brand visibility, driving website traffic, generating leads, and ultimately, converting those leads into customers.
https://nidmindia.com/
Monthly Social Media News Update May 2024Andy Lambert
TL;DR. These are the three themes that stood out to us over the course of last month.
1️⃣ Social media is becoming increasingly significant for brand discovery. Marketers are now understanding the impact of social and budgets are shifting accordingly.
2️⃣ Instagram’s new algorithm and latest guidance will help us maintain organic growth. Instagram continues to evolve, but Reels remains the most crucial tool for growth.
3️⃣ Collaboration will help us unlock growth. Who we work with will define how fast we grow. Meta continues to evolve their Creator Marketplace and now TikTok are beginning to push ‘collabs’ more too.
AI-Powered Personalization: Principles, Use Cases, and Its Impact on CROVWO
In today’s era of AI, personalization is more than just a trend—it’s a fundamental strategy that unlocks numerous opportunities.
When done effectively, personalization builds trust, loyalty, and satisfaction among your users—key factors for business success. However, relying solely on AI capabilities isn’t enough. You need to anchor your approach in solid principles, understand your users’ context, and master the art of persuasion.
Join us as Sarjak Patel and Naitry Saggu from 3rd Eye Consulting unveil a transformative framework. This approach seamlessly integrates your unique context, consumer insights, and conversion goals, paving the way for unparalleled success in personalization.
Mastering Local SEO for Service Businesses in the AI Era is tailored specifically for local service providers like plumbers, dentists, and others seeking to dominate their local search landscape. This session delves into leveraging AI advancements to enhance your online visibility and search rankings through the Content Factory model, designed for creating high-impact, SEO-driven content. Discover the Dollar-a-Day advertising strategy, a cost-effective approach to boost your local SEO efforts and attract more customers with minimal investment. Gain practical insights on optimizing your online presence to meet the specific needs of local service seekers, ensuring your business not only appears but stands out in local searches. This concise, action-oriented workshop is your roadmap to navigating the complexities of digital marketing in the AI age, driving more leads, conversions, and ultimately, success for your local service business.
Key Takeaways:
Embrace AI for Local SEO: Learn to harness the power of AI technologies to optimize your website and content for local search. Understand the pivotal role AI plays in analyzing search trends and consumer behavior, enabling you to tailor your SEO strategies to meet the specific demands of your target local audience. Leverage the Content Factory Model: Discover the step-by-step process of creating SEO-optimized content at scale. This approach ensures a steady stream of high-quality content that engages local customers and boosts your search rankings. Get an action guide on implementing this model, complete with templates and scheduling strategies to maintain a consistent online presence. Maximize ROI with Dollar-a-Day Advertising: Dive into the cost-effective Dollar-a-Day advertising strategy that amplifies your visibility in local searches without breaking the bank. Learn how to strategically allocate your budget across platforms to target potential local customers effectively. The session includes an action guide on setting up, monitoring, and optimizing your ad campaigns to ensure maximum impact with minimal investment.
When most people in the industry talk about online or digital reputation management, what they're really saying is Google search and PPC. And it's usually reactive, left dealing with the aftermath of negative information published somewhere online. That's outdated. It leaves executives, organizations and other high-profile individuals at a high risk of a digital reputation attack that spans channels and tactics. But the tools needed to safeguard against an attack are more cybersecurity-oriented than most marketing and communications professionals can manage. Business leaders Leaders grasp the importance; 83% of executives place reputation in their top five areas of risk, yet only 23% are confident in their ability to address it. To succeed in 2024 and beyond, you need to turn online reputation on its axis and think like an attacker.
Key Takeaways:
- New framework for examining and safeguarding an online reputation
- Tools and techniques to keep you a step ahead
- Practical examples that demonstrate when to act, how to act and how to recover
Unleash the power of UK SEO with Brand Highlighters! Our guide delves into the unique search landscape of Britain, equipping you with targeted strategies to dominate UK search engine results. Discover local SEO tactics, keyword magic for UK audiences, and mobile optimization secrets. Get your website seen by the right people and propel your brand to the top of UK searches.
To learn more: https://brandhighlighters.co.uk/blog/top-seo-agencies-uk/
2. strategic plan
A strategic plan is the company’s plan
for how it will match its internal
strengths and weaknesses with external
opportunities and threats in order to
maintain a competitive advantage
strategy
A course of action the company can pursue
to achieve its strategic aims.
3. Strategic HR Planning –
What is this?
Strategic human
resource planning. Human resource
planning is a process that identifies
current and future human resources
needs for an organization to achieve its
goals. Human resource planning should
serve as a link between human
resource management and the
overall strategic plan of an organization.
5. Scanning the Environment
The process begins with the scanning of the
environment, i.e. both the external and internal factors
of the organization. The external environment
encompasses the political, legal, technological,
economic, social and cultural forces that have a great
impact on the functioning of the business. The internal
factors include the organizational culture, hierarchy,
business processes, SWOT analysis, industrial relations,
etc. that play a crucial role in performing the business
operations.
The role of the HR department is to collect all the
information about the immediate competitors – their
strategies, vision, mission, strengths, and weaknesses
6. Identify Sources of
Competitive Advantage
The next step in the strategic human resource
management process is to identify the
parameters of competitive advantage that
could stem from diverse sources as product
quality, price, customer service, brand
positioning, delivery, etc.
The HR department can help in gaining the
competitive advantage by conducting the
efficient training programs designed to enrich
the skills of the staff.
7. Identify HRM Strategies
a) Learning as Socialization: This strategy includes the
techniques as training courses, coaching sessions, education
programs to ensure that the employees abide by the rules,
value and beliefs of an organization and are able to meet the
performance targets.
b) Devolved Informal Learning: This strategy helps in
making the employees aware of the learning opportunities and
the career development.
c) Engineering: This strategy focuses on creating and
developing communities of practice and social networks within
and outside the organization.
8. Implementing HR
Strategies:
Once the strategy has been decided
the next step is to put it into the
action. The HR strategy can be
implemented by considering the HR
policies, plans, actions and practices
9. Monitor and Evaluation:
The final step in the strategic human resource
management process is to compare the
performance of the HR strategy against the
pre-established standards.
At this stage, certain activities are performed
to evaluate the outcomes of the strategic
decision: establishing the performance targets
and tolerance levels, analyzing the deviations,
executing the modifications.
Thus, to have an effective HR strategy the firm
follow these steps systematically and ensures
that the purpose for which it is designed is
fulfilled.
11. Determining the Objectives of Human
Resource Planning
The objective for which the manpower planning
is to be done should be defined precisely, so as
to ensure that a right number of people for the
right kind of job are selected.
The objectives can vary across the several
departments in the organization such as the
personnel demand may differ in marketing,
finance, production, HR department, based on
their roles or functions.
12. Analyzing Current
Manpower Inventory
The next step is to analyze the current manpower supply
in the organization through the stored information about
the employees in terms of their experience, proficiency,
skills, etc. required to perform a particular job.
Also, the future vacancies can be estimated, so as to
plan for the manpower from both the internal (within the
current employees) and the external (hiring candidates
from outside) sources. Thus, it is to be ensured that
reservoir of talent is maintained to meet any vacancy
arising in the near future.
13. Forecasting Demand and
Supply of Human Resources
Once the inventory of talented
manpower is maintained; the next
step is to match the demand for the
manpower arising in the future with
the supply or available resources with
the organization.
Here, the required skills of personnel
for a particular job are matched with
the job description and specification.
14. Analyzing the Manpower
Gaps
After forecasting the demand and supply, the
manpower gaps can be easily evaluated. In
case the demand is more than the supply of
human resources, that means there is a deficit,
and thus, new candidates are to be hired.
Whereas, if the Demand is less than supply,
there arises a surplus in the human resources,
and hence, the employees have to be removed
either in the form of termination, retirement,
layoff, transfer, etc.
15. Employment Plan/Action
Plan
Once the manpower gaps are
evaluated, the action plan is to be
formulated accordingly. In a case of a
deficit, the firm may go either for
recruitment, training,
interdepartmental transfer plans
whereas in the case of a surplus, the
voluntary retirement schemes,
redeployment, transfer, layoff, could
be followed.
16. Training and Development
The training is not only for the new
joiners’ but also for the existing
employees who are required to
update their skills from time to time.
After the employment plan, the
training programs are conducted to
equip the new employees as well as
the old ones with the requisite skills
to be performed on a particular job.
17. Appraisal of Manpower
Planning
Finally, the effectiveness of the manpower planning
process is to be evaluated. Here the human resource
plan is compared with its actual implementation to
ensure the availability of a number of employees for
several jobs.
At this stage, the firm has to decide the success of the
plan and control the deficiencies, if any.
Thus, human resource planning is a continuous process
that begins with the objectives of Human Resource
planning and ends with the appraisal or feedback and
control of the planning process.
18. Strategic Role of Human
Resource Managers
Evolving Roles
Recruitment and Selection
Employee Training
Compensation and Benefits
Workplace Safety
Employee Relations
19. Evolving Roles
During the 1980s, personnel departments were responsible for
handing out applications, providing employees with insurance
enrollment forms and processing payroll. The role of the
personnel department was mainly administrative. Over the
next several decades, the role of personnel administration
became more involved with overall business goals. Companies
began to recruit human resources leaders who were capable of
strategic management. Personnel administration evolved into
human resources management. Human resources managers
are responsible for developing strategic solutions to
employment-related matters that affect the organization's
ability to meet its productivity and performance goals.
20. Recruitment and Selection
Employee recruitment and selection is as much a part of
employee relations as it is a separate discipline unto
itself. Therefore, a human resources manager’s strategic
role is to combine elements of employee relations into
the employer’s recruitment and selection strategy.
Integrating employee recognition programs into
promotion-from-within policies is an effective form of
employee motivation that combines the employee
relations and recruitment and selection areas of human
resources.
21. Employee Training
Human resources managers’ strategic role with respect
to employee training and development prepares the
workforce for future positions within the company.
Succession planning, promotion-from-within policies and
performance evaluation factor into the human resources
manager’s role. Training and development motivate
employees, and in some cases, improve employee
retention
22. Compensation and Benefits
An employer's compensation and benefits structure
partly determines the company's business reputation
and image. In addition, the decisions that human
resources managers make regarding pay scales and
employee benefits can impact employee satisfaction, as
well as the organization’s ability to recruit talented
workers. Job evaluation, labor market conditions,
workforce shortages and budget constraints are factors
that HR managers consider in a strategic plan for pay
and benefit
23. Workplace Safety
Creating a work environment free from unnecessary
hazards is a strategic role of every human resources
manager. Strategic development for workplace safety
entails risk management and mitigating potential losses
from on-the-job injuries and fatalities. Workers'
compensation insurance is an area in which a strategic
plan helps lower company expense for insurance
coverage. Reducing accidents through training
employees on the proper use of complex machinery and
equipment is one of the functional tasks associated with
creating a safe work environment
24. Employee Relations
Some human resources managers believe that
strengthening the employer-employee relationship rests
solely in the employee relations areas of the HR
department. This isn’t true. Nevertheless, employee
relations is such a large part of every discipline –
including salaries, benefits, safety, training and
employee development – that sustaining an employee
relations program is an important element of human
resources strategy