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Ideel Hr Department

Autor:   •  January 31, 2018  •  2,026 Words (9 Pages)  •  509 Views

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- Pre 1990: Generation “Personnel Administration.”

During this generation, he said that most HR organizations were focused on personnel administration. It was due in part to the sheer amount of time required to manage administrative HR processes before the widespread implementation of HR automation technology. So this generation’s HR primary focus was to efficiently process its staff’s paperwork.

- 1990 to 2000: Generation “Human Resources.”

During this generation, the focus of HR shifted beyond personnel management and included processes designed to help improve the quality of workforce decisions for example, determining who or who not to hire, managing employee turnover, utilizing job goals to drive employee development

- 2001 to 2010: Generation “Talent Management.”

During this generation there was a widespread adoption of Internet systems that permitted HR organization to efficiently share data across what had previously been independent HR processes. This allowed HR to focus more on aligning talent management processes designed to make certain that there is a steady supply of high performing talent in critical job roles.

- 2011 to ? Generation “Business Execution.”

In this generation HR is mostly focused on how talent management tools can be utilized to increase work productivity. This allows HR professionals to shift their energy from managing processes to actively supporting business execution: HR is focusing more on using employees effectively to help support the organization short/ long term goals.

Furthermore the ideal HR department should be able to drive change in an organization. Utilizing strategy and leadership, an HR professional can lead change in his/her organization. Strategy would help to set directions and give room for improvement while leadership ensure that everyone is supported to work on any strategy that has been set in place. Effectively training employees would aid in preparing employees for change and helping them adapt well to the change. Management and HR should clearly identify a vision for the whole change process and it should highlight the who, when, why, what and how of the change process. The HR department should have an effective communication plan put in place to help with the relaying of information to its employees on dates, challenges, deadlines etc. It would help reduce any confusion/ignorance.

Developing an effective employee training program is vital to the long term success of any business. Training programs provide multiple benefits for employees and the company, but only if they are carefully planned and properly implemented. As an HR professional, In order to effectively develop the right progressive and development training/strategies, he/she would: Start by defining the needs of the company and the weak areas where progressive training / development could be beneficial. In my line of work as nurse, we usually take monthly in-services on the computer. It is sectioned around the company’s policies and procedures, patient’s confidentiality, safety protocols, customer services, work hygiene, maintaining a germ free environment, ageing and dying, procedures to some non-invasive patient care, skilled training (hands on, warning signs of some diseases etc. With this in mind, I would develop an individual training module based on each department’s needs and goals within a specific time frame. I would have prepared a spreadsheet with the employees’ names on it to help me track those who have completed their training. At the end of each training I would have the employees take a survey of how helpful the training material was and if it needs some improvement or not. . The employees’ development should be a shared responsibility between management/HR and its employees. The responsibility off the management/HR is to provide

- the right environment that supports the growth and development needs of the individual employee

- Provide a well-defined job description because it should serve the foundation upon which employee training and development activities are built

- Provide the necessary training required by employees to meet the basic competencies for the job

- Develop a sound understanding of the knowledge/ skills and abilities that the organization will need in the future

- Look for learning opportunities in every-day activity. For example as a nurse, was there an incident with a patient that everyone could learn from? Is there a new government report (state surveys) with implications for the organization?

- Explain the employee development process and encourage staff to develop individual development plans to help them learn better

An ideal HR department should have a performance management progress in place to help monitor how its employees are doing their assigned task: One that is designed to help develop a talent management plan for the employees. Employees work objectives and expectations should be set at the beginning of the year. Managers/supervisors should be trained by HR on how to review employees’ progress throughout the year. This would help to identify any issues affecting employees’ performance and ways it can be resolved.

Summary

An ideal HR department is one that creates a great place to work at for its employees. One that hires, set and track goals, develops employees’ potentials, ensures that the employees’ values are in alignment with the organization’s overall vision and strategy. He/she should be able to embrace and drive/ implement change. The ideal HR professional should promote and drive for diversity and inclusion in the workplace. With changing demographics, more demanding customers, and mobility across borders, organizations must shift how they attract, retain, and develop talent, creating a more inclusive environment that leverages diversity effectively. He/she should ensure that there is a sound organizational structure in place. The lines of communication should be built into the structure. Effective communication within an organization is a very important tool. It serves as a foundation for planning, organizing and leading. It boosts trust between all levels of employees. Furthermore, the ideal HR department should have a training and development program put in place to help train its employees effectively upon hire. He/she should have a performance management progress in place: A Performance management

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