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Practitioner Interview, What does Human Resource entail
Practitioner Interview, What does Human Resource entail?
Human resource management involves various activities related to employee and their relationships. It aims at identifying talents within employees and excavates those talents for performing special jobs. Human resource professionals act responsibly to ensure that workers are paid well and in accordance to their service delivery. The work of the human resource professionals is done throughout the week to ensure perfection of their duties. This paper is a project based on interviewing a human resource professional. The interview looks at the basic Human Resource activities, typical duties performed by the professional, the professional’s personal‘s critical issues, the critical issues to be faced in the next decade, and any other interesting information.
Interview
Interviewer: What does Human Resource entail?
Interviewee: Human Resource covers a number of organizational issues related to human resources and the human resource department. The basic responsibilities involve creation of formulized selection of human resource activities, evaluation of the best activities, and designing a great payroll process (Mayhew 2013 ). The profession checks on the effectiveness and efficiency in managing human capital. This is done with adequate tracking of employee data. The employee data tracking involve employee history, workers’ skills, capabilities of employees, their accomplishments, and their salaries.
Interviewer: What typical activities do you perform as a Human resource Professional?
Interviewee: As the professional in charge of human resource department, I am obligated to looking into employee payroll in which I can guide adjustments according to service delivery, competences, and promotions. I am responsible of ensuring that time is observed accordingly and that employee attendance is in accordance with the organizational rules and regulations. I also review performance appraisal and take actions where necessary. In looking into employee payroll, I ensure that every employee gets what he or she deserves according to his or her skill level, level of education, and the value he or she has to the organization (Suttle 2013). In this case, I take part in determining the value of an employee to the organization and act responsibly in setting basis for offering promotions and salary increments.
Time and attendance are also considered when setting promotional grounds and reasons for increasing employee payments. Performance appraisal is done regularly in order to check on the marginal productivity of labor. The entire department of human resource management is responsible for ensuring that all activities under the department are done correctly. Correct initiation if changes within the organization originate from the HR department that is responsible for recruiting new employees and firing employees for various reasons. As a HR professional, I take part in all these and ensure that employee compensations and benefits are ultimate (Suttle 2013). The department has to ensure that a performance record is maintained and updated accordingly. Performance record served to give capabilities and difference in employee performances. Performance record goes hand in hand with other key development issues within the HR department such as employee self-service activities, scheduling and absence management. With proper scheduling of duties and operations, the HR department comes up with a good way of dealing with ways of managing all cases of absence.
Interviewer: What personal issues do term as critical to your life and your Human Resource Management career?
Interviewee: Like any other profession, Human Resource Management is faced with its own difficulties and success factors. I am a professional in the field but my work is constrained by various issues especially in the aspect of decision-making. Sometimes it becomes too difficult to determine which person to recruit for a certain post especially whenever several candidates apply for the job but have almost equal qualifications (Gutterman 2012). Sometimes I am forced to neglect a close friend applying for a job since he or she is not fully qualified for the position he or she is applying. The reason for this is to discourage nepotism or favoritism and any other aspects of discrimination in the work place.
In acting this way for the benefit of the organization, the organizational part of my life ends up affecting my personal life. Whenever I neglect my own friend who happens to be so close to my life, the result is personal differences and an aspect of hatred. People usually pressure my life so that I may find a position for them to work within the organization, which is against the Human Resource profession (Gutterman 2012). It also becomes too difficult to decide how best an employee could be promoted without appearing as if the promotion was based on personal motives rather than organizational benefits. This highly disrupts my personal life, personal relations, and my family life.
Interviewer: What are the critical issues to be faced in the next decade?
Interviewee: There are several problems projected to face the HR department within the next ten year. The first of all involve the changing structure of laws governing labor and employee relations/compensation. Increasing regulation in the labor market would make it difficult to employ as many workers as we have today (Suttle 2013). Employees are also forming labor unions and demanding higher pays, which may be a loss to our organization.
Interviewer: Is there any other interesting information you can point out?
Interviewee: Yes, there is a lot of information related to HRM to provide. HRM considers technology as a key aspect of organizational development. We expect that technological advancements would change greatly within the same time making it too difficult to compete under a labor intense system of organization (Suttle 2013). The organization will be faced with deciding to substitute labor for capital in order to evade the increasing labor law and expensive labor.
Bibliography
Gutterman, A. 2012, September 19. COUNSELING THE HR FUNCTION: SCOPE OF HR ACTIVITIES . Website: Retrieved February 22, 2013, from beyondthebar.westlegaledcenter.com: HYPERLINK “https://beyondthebar.westlegaledcenter.com/business-skills/becoming-a-business-” https://beyondthebar.westlegaledcenter.com/business-skills/becoming-a-business-counselor/counseling-the-hr-function-scope-of-hr-activities/
Mayhew, R. 2013, Operational HR Activities. Website: Retrieved February 22, 2013 , from ehow.com: http://www.ehow.com/info_8468023_operational-hr-activities.html
Suttle, R. 2013. Major Categories of HR Management Activities. Website: Retrieved February 22, 2013, from Demand Media: HYPERLINK “http://smallbusiness.chron.com/seven-major-categories-hr-” http://smallbusiness.chron.com/seven-major-categories-hr-management-activities-37354.html
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