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Training & Personnel Development
To improve the performance of business
<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>1. To improve the performance of business.
2. To improve the employee productivity.
3. To reduce the grievance.
4. To improve the employee satisfaction rate.
5. To reduce the employee turnover.
>>>>>>>>>.......
Thanks for invitation Dina Al-Khateeb
By:
1- Selection and Staffing
2- Organizational Development
3- Training & Personnel Development
1. To improve the performance of business.
2. To improve the employee productivity.
3. To reduce the grievance.
4. To improve the employee satisfaction rate.
5. To reduce the employee turnover.
Others have answered about the importance and roles of HR in business, and that is true, but based on your question HR can facilitate the strategic Planing of a Business by providing the right and true capability and performance of the existing employees, and based on the situation the company can make the right strategic planing !
Research has shown that more satisfied employees are more productive . Human Resource Management can be used to make sure the company has the best qualified employees, and those employees have what they need to do their jobs.
Human Resource Management is a tool used to try to make optimum use of human resources, to foster individual development, and to comply with government mandates.
If you give workers an opportunity to improve and learn more skills while working, they will not only be happier but they will be more prepared, do a better job, and therefore be more productive for the company. They will be happier because they are more marketable, both within the company and if they should choose to leave. They will be more productive because they have more up-to-date knowledge.
To achieve equilibrium between employer and employee goals and needs, Human Resource Management departments focus on these three general functions or activities: planning, implementation, and evaluation.
Therefore organizations should spend more time on human resources planning and management to ensure that the company’s most valuable resource—its people—is well-maintained and managed. This will result in higher profitability for the company overall.
four steps are involved this process
1. prepare a human resource inventory of the organizations employees
2. prepare a job analysis ,the result of job analysis is tow written statement
-job description
-job specifications
3. assess future human resource demand
4. assess future supply
(1) Submitting the Recruitment forecast.
(2) Submitting the HR budget including recruiting, training, increment, salary & wages.
(3) Submitting the maintenance cost of employees for ID, Uniform, Visiting Card, safety and hygiene.
(4) Submitting the existing record of employees and turnover record.
5) Submitting the additional expense of reward, bonus, accommodation & other facilities.
Although this answer may appear distasteful to HR people in general, I believe that routine, transactional HR professional cannot really contribute to any strategic planning process. Only those HR people who UNDERSTAND the business well, the FUTURE DIRECTION of the company well, the COMPETITION well enough, and can visualize how all these interplay - can contribute to strategic planning.
Where can they contribute - they can add value in areas of manpower planning and optimization, devising innovative means to reward best performers and ensure they never leave the organization (rewards and recognitions), mapping out the competition (their people strategies), getting the best and most critical people from the competition to join them, and most importantly talk with facts and data. Too many HR people talk from gut-feel, broad judgement packaged as "understanding people pulse" etc.
1) Increase Sub Contractor facility to minimize parmanent liabilities.
2) Co-ordinate with Production Trades & monitor their activities ( Check /Examine their day to day output on Man/Hr) and check department work capacity, minimise Overtime process.
3) Organise Appropriate training schedule with Production Trades to make of exsisting the non-skilled worker (Low Salary Workers) & upgraded to Skilled Technician.
4) Strategic Overall Early Manpower Planning on various trades in respect of Project Schedule and resources.