MBA 2022

  How Human Resource Managers Can Deal with Difficult Employees Violations of Organizational Policies Figure 01 To start with, most organizations do not take kindly to employees who violate their organizational policies. These violations can range from as simple as using the official internet access for personal work, as medium as filing incorrect expense claims, and as severe as sexual harassment and outright violation of the organizational rules governing ethics. Also, there are the everyday cases of employees who are not happy with their managers and hence, complain to the HR Managers about issues ranging from dissatisfaction with their present role to that of protesting the low bonuses or inadequate pay hikes.   (Waida, 2021) Response of the HR Manager Figure 02 Thus, each of these challenges requires a different response and involvement of other stakeholders that can range from the immediate manager to the topmost executive. For instance, if an employee is f...

  Blind Hiring and Its Implications for the HR Profession Recent surveys of Human Resource Managers (HR Professionals) has revealed that there are some companies that have embraced what is known as Blind Hiring wherein the HR managers specify the prospective and potential applicants to leave their personal details blank in their applications. The details such as Name, Gender, Colleges, and Universities Attended, as well as details regarding personal beliefs and preferences are supposed to be left blank in the applications. Further, the hiring is supposed to be based on the applicants solving case studies as well as presenting solutions to given tasks instead of the traditional screening and hiring process wherein the applicants are called for interviews based on their educational and professional qualifications. Figure 01 Moreover, the hiring in this case is supposed to be “blind” to the personal details of the applicants so as to remove any bias or conflict of intere...

  The HRM Function and Its Role in Recessionary Times The Case for the Importance of the HRM Function even in Recessionary Times Figure 01 In these recessionary times, it is tempting for the companies to cut the budgets of the HRM function and focus on cost control and trimming as a means of profitability. Further, with the squeeze on hiring by many companies, one of the key activities of the HRM function, which is the hiring, and on boarding activity remains frozen. Therefore, there is more the case for pruning the HR budgets. What adds to this research is the anecdotal evidence from many multinationals that seems to prove the hypothesis those excellent HR policies makes for a well-motivated workforce that can ramp up their performance to match the increased expectations of companies during recessions. The implications are that in case organizations want to do more at the same cost, they must focus on Procession cost cutting instead of on HR budgets alone.   (Syed, 20...

  Challenges for HR Leadership Teams Figure 01 Human Resources (HR) is a complex profession (but that’s what you like about it, right?) and the challenges you face come from many directions. Some of those challenges, like tight labor markets and economic volatility, are beyond your control. Others may arise perennially but can be affected by how you approach them. Nurturing workers’ health Reducing the cost of worker illness and injuries probably shows up on your list of top five concerns every year. The cost of worker’s compensation payments, medical expenses, and legal consultation fees are additional, as are indirect costs such as temporary employees, accident investigation, and repairing or replacing any problematic physical infrastructure. Improving employee retention Figure 02 When company leaders do audits to figure out the source of financial leakage, employee churn will always show up as an expense to be reduced. No business wants to lose top talent, and wh...

The Impact of Effective Human Resources Planning on the Utilization of Workers Figure 01 Planning on the Utilization Many businesses find themselves with underutilized employees or workers without the specific skills they need to grow with the company. Planning your workforce needs in advance and then monitoring your workers’ performance pays dividends in a variety of ways that directly and indirectly improve your bottom line. Create a human resources strategy that reviews your current staffing situation and plans for long-term growth to make sure you use your workers productively and efficiently. Proper Organizational Structure Figure 02 Human resources planning evaluates your current staffing needs, what they might be a year from now and where they might be beyond that. Using this information, a human resources professional develops an organization chart that identifies the positions you need, creates detailed job descriptions for each position and ranks them. This process helps iden...

  What Are Ways Effective Recruitment Activities Can Help an Organization Figure 01 Effective Recruitment Activities Effective recruiting events will bring the small business more than a few new faces. New recruits will pay huge dividends almost immediately. Over half of the new hires companies hire won't work out, but just their appearance can have a positive influence on the small business. Besides the obvious advantages of integrating new talent, there are many other factors that help organizations succeed. Refresher Course Figure 02 New employees bring fresh enthusiasm and optimism to the small-business environment. As the new hires become familiar with company processes and systems, seasoned employees will, to some degree, undergo a refresher course. When training the new guy, the more experienced worker will revisit troubleshooting protocols, basic functions of the office and company policies. As new employees do not work in a vacuum, training will require everyone...

Hiring a Human Resource Manager As your company grows, you may begin to realize that the human resources role you have been performing is becoming a full-time commitment. As you hire more and more employees you have to determine their compensation, provide their benefits, create a company culture, and be consistent with how employees are treated, which will lead to the realization that you need a human resources manager with the expertise and knowledge to perform these tasks. (Brown, 2003) Evaluating Your Company Once you realize you need an HR manager, one of the keys to hiring the right person is to understand exactly what your company needs when it comes to the HR role. For example, if your company is in a hiring mode, and you expect to hire many people in the coming years, you will need to hire a manager who has demonstrated success when it comes to recruiting and hiring. If, on the other hand, you don't expect to be hiring many people but you need someone to create a compa...

  Advantages of Contracting Human Resources Functions Figure 01 Outsourcing your human resources function is useful if you don't have the time to handle the tasks yourself. You can contract with a professional HR company to perform personnel-related duties, such as hiring, training, discipline and termination. If you don't have the skill to perform the functions, and you don't need a human resources department, outsourcing the work can have advantages for your company. Save Time and Money Running your business may require you to procure sales, fulfill orders and deal with customer service issues. In addition, you may be in charge of updating your website, acquiring equipment, purchasing products, contacting manufacturers and a variety of other duties. Taking the time to screen employee applications, conduct orientation for new staff members and handle payroll can become a burden. If you want to delegate these responsibilities but can't afford to hire a full-ti...

   Figure 01   Staffing Payroll Factors Your payroll staff is an essential aspect of your business, as it ensures that all your employees are paid accurately and on time. Depending on the size of your business, you may need only one payroll person. During the staffing process, consider all factors that affect your decision. Selection Figure 02 Your payroll person should have keen understanding of federal, state and local wage and hour laws and employment tax laws. If the size of your payroll is minimal, she may perform dual roles that include payroll and bookkeeping or accounting duties. If you have an accounting department, you may hire one payroll administrator who reports to the finance or accounting manager. If you do not have a human resources department, you may hire a staffing agency to help you find the right payroll professional. Payment Figure 03 Factor in the amount of wages the payroll professional should be paid. This depends on her ...