Zigsaw Blog

Month: March 2021

  • How Human Resource Functions Can Relate To Organizational Development

    INTRODUCTION 

    Human resources consist of people-related functions such as hiring, training and development, performance review, compensation, safety, and health welfare, Industrial Relations, and the like. These are generally the functions of personnel management and are directorial and nurturing in nature. Appropriately referred to as doable, these activities are extremely routinized and have usually been outsourced. A more important function of human resources is the building of human capital. Human capital refers to the stock of worker skills, expertise, and capabilities that may not show up in an account that features a significant impact on a firm’s performance. By meshing HR practices and policies with strategies that HR executives help formulate and implement business strategies. The Human Resource manager then assumes the mantle of a contriver. This signifies that the role of the HR executive is elevated from an executive level to that of the board. He or she becomes a member of the board and thus takes part in decision making. Human resource functions support the concept that “people make the difference”. The proper implementation of the HR functions alone is capable of generating values and adding a competitive advantage to the organization, i.e leading to organizational development.

    What is the function of human resource?

    Henry Mintzberg identified 10 roles(functions) which managers play in organizations. According to Mintzberg, a typical manager acts as a monitor, disseminator, spokesperson, figurehead, leader, liaison, entrepreneur, disturbance handler, resource allocator, and negotiator. He classifies the 10 roles into three broad categories :

    1.  The first three functions together called informational role
    2.  The next three constitutes the interpersonal role
    3.  and the decisional role includes the remaining four functions

    same when one can attempt to isolate the typical functions of human resources. There are eight key human resource functions together with policies, programs, and practices that have been identified, each containing alternatives from which managers can choose. The functions are :

    • Planning 

    Preparing forecasts of future human resource needs in the light of an organization’s environment, mission and objective, strategies, and internal strengths and weaknesses including its structure, culture, technology, and leadership.

    • Staffing

    Obtaining folks with suitable skills, abilities, expertise, and skills to fill jobs within the work organization. Key practices that exist are human resource planning, job analysis, employment, and selection.

    • Developing

    Analysis learning requirement to ensure that employees possess knowledge and skills to perform satisfactorily in their job and to advance in the organization performance appraisal can identify employees’ key skills and “competencies”

    • Maintaining

    The administration and monitoring of workplace safety health and welfare policies to retain a competent workforce and comply with statutory standard and regulations

    • Monitoring

    The design and administration of the reward system. HR practices embrace job assessment performance appraisal and pay.

    • Managing relationships

    Encompasses arrange off employees’ involvement/participation schemes in non-union or union workplaces. In a union setting, this includes negotiating contracts and administering the labour agreement.

    • Managing change

    This involves serving others to check the long run, convey this vision, setting clear expectations for performance, and developing the potential to reorganize individuals and allocate different resources.

    • Evaluating

    Designing the procedures and processes that assess, judge, and communicate the worth-added part of HR practices and the entire HR system to the organization.

    The above are conventional human resources functions. They are fundamental and continue to stay relevant notwithstanding the talk about globalization, technological revolution, and outsourcing. However, a few more activities of the new age have been identified which would not replace the conventional ones but supplement them to achieve organizational effectiveness. The new-age HR functions are as follows:

    1. Visioneering and strategizing to gain a competitive edge for the organization
    2. Aligning HR activities with corporate objectives and focus on achieving strategic outcomes.
    3. Focusing on competency development
    4. Redefining the role of HR managers and renegotiating the roles and relationships with line managers within the organization.
    5. Develop methods of producing alignment between employee goals and behaviours and organizational strategy
    6. Define communicate and leverage organization key capabilities
    7. Create, distribute, and support HR’s new philosophies that support both employees and the organization.

    HR FUNCTIONS AND ORGANISATIONAL DEVELOPMENT (OD) 

    Organizational development means enhancing the company’s profits. The organization cannot reach its full potential of development if it has pending legal issues. The job of HR here is to ensure that all the legal complexities and rules and regulations are in order with the law and that no pending cases are hindering the scope of development. The HR functions not only give a structure to the job of the HR department but also ensures the continuum, which further leads to organizational development.

    The following explains the direct dependence of organizational development on the HR functions :

    • Talent Screening 

    Talent management is a very important HR function to enable organizational development because it involves recruiting highly skilled resource workers to adapt to the future needs of the company with diversified talents. It involves developing a system where it is easy to study and enhance the skills of the employees and also comprehend their strengths and weaknesses. To enable organizational development it is also important to align the employees with current organizational goals and changes and drive them accordingly.

    • Performance management 

    This is another important HR function to enable organizational development. It makes sure to strategize and apply a plan to keep a check on employee performance creating an environment where success is measured. Also keeping a close check on the performance gap of the employees, individuals, departments, etc.  

    • Developmental management 

    This includes finding proper resources for training purposes which is very essential for organizational development. It also includes training employees to focus their learning on mission delivery and become experts in their area of focus.

    • Strategic development

    This occurs at the top level of an organization. The HR analyzes where there is a lack of talent and what kind of talent is required by the company to enable organizational development. HR enables a system to keep a balance between the new talent and the old talent depending upon the development of the organization.

  • Advantages of Employees Working at Home

    The work-from-home job force simply got a giant push from the present international coronavirus pandemic. But even before COVID-19 became an element, increasing numbers of individuals bid farewell to their heavy commute to work. Thanks to ever-evolving technologies like Skype, Facetime, Slack, Zoom, Google Hangouts, authenticator apps, and cloud computing—not to mention texting and email—it’s no longer necessary to be in an office around the clock to be a high yielding member of the team. Several types of work are done as effectively, if not more, from home. As appealing as remote work is to staff, it wouldn’t be such a robust trend if employers didn’t conjointly acknowledge advantages from their side of the table. Companies with work-from-anywhere policies will boost worker productivity, cut back turnover, and lower management costs.

    WORK FROM HOME ADVANTAGE FOR THE EMPLOYER

    • PRODUCTIVITY INCREASES

    Studies show that work from home workers are 20% to 25% additional productive than their workplace counterparts. Not solely there are fewer social distractions, however, there are also additional opportunities such as taking necessary breaks once required, that psychologists say helps with overall performance, motivation, and creativity— among different advantages.

    • SAVE ON TEAM BUILDING EVENTS

    Save on social events like birthday or vacation parties and instead focus your budget on high-impact areas. You can still facilitate your team bond nearly however at a fraction of the price, you’d commonly expect to pay on things like rental area and activity materials. And yes, it’s doable to create a healthy remote workplace culture with the assistance of digital tools.

    • EMPLOYEE HEALTH AND WELLNESS IMPROVES

    Facilitate a powerful work-life balance for your staff merely through teleworking. They get to customize their surroundings to suit their wants, get snug with their most comfortable outfits and technical setup and look out for their own physical and emotional wants as they arise from time to time.

    Although there are some common pitfalls for first-time telecommuters that may decrease these advantages, you can help to facilitate staff in their transition to performing from home. Merely set clear boundaries and expectations for work hours, projects, and conferences that enable them to relax and feel assured in their productivity while not going overboard. The most effective method to effectively communicate your expectations is with a piece from work from home policy. Also, perceive a reciprocally agreeable resolution for daily or weekly check-ins to eliminate micromanaging.

    • TALENT POOLS EXPAND

    Employers are not any longer restricted to hiring native talent, which implies they need a way to larger the probability of finding somebody with the precise skills, experience, and temperament to suit best inside their organization. Employ native speakers, herald views from different countries and cultures, and build an all-around cluster of executives to initiate with.

    • INCREASED STAFF MOTIVATION

    By functioning from home workers can feel a lot more trusted by their leader because the operating relationship is not as closely monitored and workers are allowed a degree of autonomy to induce on with their work. Workers will be happier developing a home operating routine that suits them higher and this may contribute towards them feeling a lot more motivated to administer their best.

    Advantages of Employees Working From Home

    • WORK AND LIVE ANYWHERE

    As long as the staff can end their work at a constant high-quality level and communicate with their core team, as needed, they will just about find out anyplace with a good LAN connection.

    • HAVE FLEXIBLE HOURS

    Working 9 to 5 isn’t a sensible model for many workers owing to differing energy levels, task durations, and private schedule wants like service dropoff or health and well-being days. Remote work permits workers to stay productive at intervals when they feel the foremost innovation so that they will set up for the correct quantity of task time, and accommodate basic wants.

    • ELIMINATE OR REDUCE COMMUTING

    Long commutes negatively impact everybody concerned — workers, their families, and even their employers. Eliminating this all together can save each roughly 9 full calendar days of driving or riding back and forth.

    • ACCOMMODATE SPECIAL NEEDS

    Remote operating for workers with physical disabilities and mental state considerations will drastically improve their lives. Not solely are their own homes a lot more totally equipped to assist them to thrive while operating, they’re additionally ready to offer themselves adequate self-care as per their own needs.

    WORK FROM HOME POLICY (The Policy and Its Purpose)

    Mention clearly what the intent of your work from home policy is, and what you’re going to accomplish by providing job opportunities from home. Communicate the importance of the policy also how it’ll be enforced going forward. It ought to improve the worker’s value proposition, maximizing the work expertise of your team members.

    • SCOPE AND ELIGIBILITY

    Specify the positions that are offered for remote work among the organization considering client-facing responsibilities, package limitations, and cybersecurity risks. It’ll facilitate in reducing excessive or spare work from home requests.

    • THE REQUEST PROCESS

    The entire procedure of requesting work from home ought to be ordered out clearly- ought the staff build a proper request, or do they have to register themselves or have a discussion with their manager? Give a gradual summing up of what they have to do to possess the right to work from home.

    • ATTENDANCE AND AVAILABILITY STANDARDS

    The availability expectations of the remote staff should be printed in work from home policy. It is often a challenge to bring your folks to the table and find their input at the right time. To avoid this downside, you want to set standards around once and the way your remote staff ought to be accessible.

    • PRODUCTIVITY MEASURES

    The policy ought to additionally specify in what ways will the remote workers’ productivity be measured. It will assess in every type of ways such as betting on the time spent on the project, a variety of cases handled, the number of client interactions, and more. Corporations ought to decide how they need their remote staff to be assessed.

    • EQUIPMENT AND TECH SUPPORT

    It has to state what instrumentation and technical support are offered to their remote staff. If the corporate expects them to use their laptops, as an example, it should be mentioned within the policy. It ought to additionally define what they’re purported to do once having technical difficulties and have an action plan set up for future needs.

  • High paying Work from home jobs 2024

    Hello people,

    Are you looking for a Work from Home Job? We at Zigsaw are hiring for the below rules. Here is what we look for candidates in general. We are looking for individuals who are smart, driven, with excellent communication skills, and willing to punch above their weight. Currently, we are hiring for the below roles

    • International Business Development
      Job-role:
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    • Domestic Business Development (India)
    • Recruitment
    • Content Writing
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  • Difference between HRM and HRD

    Human Resource Management (HRM) is a partial segment of management responsible for allowing effective use of the human capital or workforce of the company and supplying workers with flexible working conditions. This incorporates those activities which plan and manage a company’s human capital. HRM also focuses on building and maintaining a healthy relationship among the employees and at different management levels.

    Whereas Human Resource Development (HRD) is a subset of HRM that aims towards the betterment, empowerment and development of the human capital or workforce. HRD mostly puts its effort into training and developing the manpower of the company so that the organisation and it’s employees both achieve growth and success. HRM and HRD are often misinterpreted and is considered to have a similar meaning, but it is not. Therefore to provide a better understanding and help you distinguish between HRM and HRD, here are furthermore details to how they are different from each other.

    Human Resource Management

    Human Resource Management, often known as HRM, implies a particular management segment that is dealing with handling employees in a company so that to ensure maximum quality output to meet the mission and vision of the entity. The principles of management are brought into practical application on the employees of the organisation. It helps to boost the organisation’s efficiency and profitability by discovering the quality and capability of the workforce. HRM is, therefore, the allocation of work to the accurate person at the right time to get the maximum result.

    The procedure consists of various steps beginning with recruiting, screening, orientation, integration, training & development, performance assessment, incentive, compensation, inspiration, employee protection, health & wellness policy, corporate partnership management, change management.

    Human Resource Development

    The word Human Resource Development or HRD indicates the growth of the workforce in an organization. This is a component of HRM; it helps to develop the organization’s workers’ abilities, expertise, capabilities, mindset, nature and attitude. The HRD aim at empowering and improving the employees ‘ abilities so that their productivity is more efficient.

    Human Resource Development provides employees with these prospects that will respond effectively to their overall growth. Such prospects involve training and development programs, career development, performance management, KSA improvement, leadership development, identification of specific staff, strategic planning, etc. Nowadays, several companies work for HRD of workers from the very beginning, and the practice remains until their employment.

    Role of Human Resource Management

    The basic role of HRM is to design, organize and plan the policies and norms that support and work along with the benefits and upliftment of the employees working for the organisation. Also, it’s role is to maintain relations within the workplace.

    There are three major roles of HRM:

    • Administrative role of HRM – here, Human Resource Management is mainly to keep records, and legal paper works about the employees in the organisation. With this tie, the administrative role has been improved with technology that maintains huge databases, and the paper works can be easily done online or through accessible forms over the internet.
    • Operational role of HRM – this handles the relationship barriers in the organisation. Often the HRM department is said to act as an advocate, and it helps in maintaining relationships between different levels of the organisation and also internal relations. This helps in avoiding conflicts and creates a healthy work atmosphere for the maximum benefit of employees as well as organisation.
    • Strategical role of HRM – the strategical role of Human Resource Management is the footsteps towards HRP ( Human Resource Planning ), i.e., the organisation includes the HRM head in the strategical planning and takes into consideration the opinions and viewpoint of the HR manager as they have a better insight to the potentiality of candidates in the market.

    Role of Human Resource Development

    As HRD is a component of HRM, and its role is precise and particular in the organisation. The major role of Human Resource Development is to enhance the KSA factor of the employees, that is, brushing upon their knowledge, skills and abilities toward the job they have been assigned for. Also, the HRD department must provide the required training to the employees. Nowadays, many companies invest a lot in T&D programs to increase the efficiency of the employees.

    Objectives of HRM

    • Personal objective – helping the employees accomplish personal goals that also benefit the organisation.
    • Functional objective – the contribution toward the organisational achievements as a department of the firm that shows motivation and teamwork and the relation among the employees.
    • Organisational objective – putting efforts towards the mission and vision of the organisation. Organisational success should be one of the goals of the employees to increase their productivity.
    • Societal objective – when the above objectives are met by an organisation, it creates an image, preaches teamwork and motivates others and also attract new potential in the market.

    Objectives of HRD

    • To develop and uplift the workforce altogether to enhance the performance of the organisation.
    • To design better and more efficient training and development programs to attract greater potentiality and find talent.
    • To enhance the performance level of the employees to make them capable of achieving their personal goals.
    • To motivate the employees to have similar goals as the organisation.

    Difference between HRM and HRD

    Basis Human Resource Management

    Human Resource Development

     
     Definition  HRM is the managing, controlling and handling of employees for both enhancements of productivity and achievement of goals at personal and organisational levels.  The systematic procedure of development of employees to increase their efficiency toward the job they have been assigned for is referred to as HRD.
     Function  As it is a management function, it is responsive towards any organizational activities and also acts in decision making processes.  It is a subset of HRM, so it comes into charge only when it is required or called for. HRD is like a process that needs to participate at the time of requirement.
     Objective  Enhance the productivity of the employees and working relationships to maintain a healthy work atmosphere To increase growth, efficiency and creativity of the employees and help in meeting goals.
     Dependency It is an open ended and independent system.  It is interdependent.
     Procedure It is a continuous process that happens. HRD is a process that takes place when planned and called for.
     Meant for  People.  Growth of the organization and its employees.

    To conclude, HRM is a wider and broader concept of management. It consists of the traditional principles of management that are applied to the human capital to make them grow personally that further results in the enhancement or improvement of the organization as well. It also helps in creating an image in the society and therefore creating its public profile based on how the company’s performance is.

    Human Resource Development is a subset or subsystem of HRM. This department of an organisation is more of a functional part of the system that comes into action in developing both employees and the organization together. The employees are trained towards meeting personal and organisational goals and motivates the workforce to have mutual objectives as the entity.