Avoiding bias in a human resource department

The human resource department is an integral part of any business organization. This a department which is exclusively created to deal with several internal and external affair of the businesses which includes hiring employees , training employees , managerial issues , deploying new working strategies, etc. The human resource department also provides consultancy to the employees, monitor the progress of the staff and settle several official issues that an employee faces during his official hours. It is very important that the human resource department is professional and posses' expertise in dealing with the managerial issues assign to it. An effective human resource service can contribute to the success of the business whereas an ineffective or biased human resource department can not only effect the managerial decisions of the business but could also hinder the output and progress of the business by taking wrong decision. Therefore it's very important for the human resource department to make decisions based on facts and observation rather than to be biased and create complexities in the working environment which is extremely bad for the business. Therefore most businesses and industry does not tolerate the human resource department which are developing policy on based on biased decision and support of a particular workforce. There are many disadvantages of bias decisions made by the human resource department and therefore a human resource department must avoid bias in the organization.

The negative impact of bias decision includes:

Bias decision is never the best decision for any organization. It favors a person and individual over business priorities which are very harmful in the longer run of the business. Avoiding bias in human resource department should be enforced to promote merit so that a professional work force is created. The human resource department must make managerial and strategic decisions after evaluating the means which are best suited for the organization and not by being bias and doing favor to other by unjustly assigning task to ineffectual work force. Avoiding bias in human resource department is also necessary as it propels disputes between employees and management. Such dispute effect the overall production of the business and could even lead to long term problems. It is very important for the human resource department to train, interview, hire and listen to employee issues without being biased and supporting a particular group or individual. Avoiding bias in human resource department is necessary as it helps the employees to concentrate on their works and not to indulge in bias issues. The quality of the business is dependent upon the proficiency of the work force. And the work force is only committed to the business if they feel they are not cheated on by the management and are treated as every other person in the organization. The human resource department must deal with every business issue with an open mind and avoid promoting bias policy in the organization which is very necessary if the department want to contribute in the progress of the business.

Description of a human resource job

Human resource jobs are highly recommendable and almost every major organization hires professional human resource mangers to assist the business and to develop policies and procedures which contribute in the business prosperity and growth. A human resource job is a very important job with high salaries.

To get a human resource job a person must posses the following skills:

For human resource job a person must have excellent interpretational and communicational skills. Must have the ability to deal with pressure and cope with business problems. Must be able to device sound plan for business development Must be able to deal with clients and customers.

Human resource Jobs description

A human resource jobs requires the applicant of this post to fully contribute in the business development. The company offer human resource jobs to candidates who are highly qualified and have the ability to fully comprehend the organization and its scope in the market. The human resource service make certain that only through a methodical approach the business is progressed.

The responsibilities associated to human resource job includes:

he person appointed for human resource job had to develop policies and methods through which the company would hire the staff and work team. Human resource job is offered to those people that have the ability to conduct interviews, make test plans for the employees and have the capability to judge the professionalism of the employees and select those who are appropriate for the organization. The job description requires the applicant to have the ability to device plan for short term and long term stability of the business. They should be well aware of the status of the organization they are affiliated with and must have the ability to promote the organization. The human resource job applicant must contribute in the financial matters of the business and decide salaries, bonuses and remuneration packages for the employees, which would be in accordance to the qualification and performance of the employee. The human resource job description includes that the human resource manager must deal with all the concerns of the employees and provides them with consultancy. The human resource manager is the one responsible for sustaining a professional environment in the office and to quickly resolve any dispute that arises among the employees or between the employees and management.

Executive Human Resource

Every association maintains an effective executive human resource department. No matter how many employees a company has and no matter what the size and strength of the organization is, having executive human resource and managerial assistance is very necessary for the organization.

There are several management and administration services that executive human resource provides in an organization. The competent and experience staff of the executive human resource propels the organization and helps in establishing a professional structure in the organization.

These tasks are relatively difficult to handle without the executive human resource services in the organization. Most business gives top priority of developing an executive human resource at the very start of their business to provide stability and firmness to the organization. Without an executive human resource the company would lack in proper management.

Executive human resource provides several services which include: Employee management
Executive human resource provides employee management and strategic deployment in the organization. This is a very important task of the executive human resource as recruiting the right employees for the organization in accordance with the organization polices and condition is very necessary for the stability and long run of the business. The executive human resource deploys strategies and tests to analyze the capabilities of the employee. The executive human resource provide permanent placement of employee in the organization and also provide consultancy to the employee regarding the many issues an employee faces in the organization during his early days.

Technical assistance
The executive human resource also device technical assistance mechanism for the organization and introduce training and internship programs for professionals that show the potential to be the valuable asset for any organization. The executive human resource also has the expertise to make technical amendments in the standard procedure of the organization activities and implement new plans for the betterment of the organization. The technical assistance that the executive human resource provides in the organization is very much valued as management of technical aspects of the organization is a difficult task and only proper management can ensure that technically the business is strong and sound.

Policy and decision making

Executive human resource also participates in policy and decision making for the organization. There are policy makers in the executive human resource that implement strategies for hiring employees, making new business plans and induce the proper marketing and promotional standards for the business. There are different level in organization where the executive human resource have given the exclusive privileges to implement there policies and in most organization the executive human resource device employment policy and hiring mechanism of the employee.

Financial management
The executive human resource actively participates in the administration and supervision of financial expenditure of the business. They make the financial structure according to which various organization expenses are covered. The executive human resource provides assistance in developing employee salary

structure, make remuneration package and to make attracting salary packages for clients. Proper financial management makes sure that the business is stable and enables the business and organization to expand.

Human Resource and Skill Development

The human resource and skill development are interrelated to each other. The human resource department is the backbone of an enterprise but when there is no skill in the staff how would it work. There must be proper trained staff and developed one to keep the business on success. As this department works with the employees and their requirements basically so there must have to be such staff which knows to communicate to the employees.

There are certain qualities one has to build up to be a perfect member of this department.

The communicating skills of ones must be good enough and not too harsh so that the employee feels comfortable and relaxed when talking and discussing their problems. As in a the enterprise the personals have to talk over sea and in many countries wherever the business setup is, there is the telecommunication to convey and correspond to each other but there lies the language problem. One has to be good enough at English to communicate to the setups based in English companies. It enhances the interpersonal skills of an individual to the level of whatever work he is going for. There are certain HR departments working specially for children. They work on the literacy level and build up the personal skills in them. They also work for the poor children. Some Hr resources center also works for the people with disabilities and is poor and cannot afford their medical facilities so the Hr department helps them to facilitate by today's medical facility. Another function of this department is providing benefits to seniors and retired the facilities like their pension and all. Certain human resources centers also work for the enterprises. Insurance HR departments provide insurance to those who are jobless. Certain times the Hr departments for providing their education and development of international skill programs do certain seminars around the world. There are the HR departments working on the skill development of other skills such as keeping the employees requirements up to date and all.

As the functions are describe above the Hr departments and skill development centers can said to be a necessities in today's world. It is for sure that no business now can run without it as it is the basic need keep working the employee's requirements and keeping them satisfied within the companies' limits. The skill developing programs can be obtained now online also by sitting home. There are certain websites providing these programs and many other institutions doing the same for the promotion of human resources. Nevertheless by international market today the cultures of different countries are

being affected so some of the HR departments are working on how to promote the culture of a certain place and how to secure it with by side developing the skills also according to needs of the business. This is an essential part of the business to keep them up to date and not lose culture.

Human Resource Solutions

The human resource panel is a department in organizations which is responsible for implementing effective human resource solutions which would enhance the business or organization productivity and create a professional and trained staff environment. Human resource solution is implemented in the following office strategies:

Human resource solutions in counseling

Discuss employee issues and implement strategies to deal with employee problems. Have employee meetings and conference and provide guidelines especially to new employees as how to best adjust in the official environment. Resolve managerial and employee disputes. Provide consultancy in work related problems.

Human resource solutions in recruitment & employment strategies

Define the strategies according to which the employer would hire the employee. Built effective test mechanism to evaluate the working capability of the job candidate. Plan interview mechanism and communication strategies to judge the job candidate. To make a team of dedicated and professional employees by successfully implementing the employment strategies.

Human resource solution administration

Monitor the human resource policy. Check if the human resource policy needs changes and alterations. Administer the outcome of the human resource policies. Analyze whether the employees are co-operative to the human resource policy or not. To update the administration policies with the shifting trends in the human resource issues.

Human resource solution in Training and guidance

Provide job training to the employees.

Provide guidance to the member of staff as how to proceed with the assignments in the office. Create sample work pattern and tests for the employ to better understand their work. Ensure proper training mechanism and official seminars for guiding the employees.

Human resource solutions in financial planning and stratagem

Allocate salaries in accordance with the employment positions. To construct contacts for the employees. To monitor the short and long term goal of the organization and suggest financial investment accordingly. To construct innovative ways for the marketing the business properly and generate more revenue. Use communicational strategies to attract more clients to the business.

Human Resource Strategy

With the business world becoming increasingly multifaceted and intricate, it is critical that every organization big or small streamlines its functionalities. This is where human resources come into play. Human resource management is important for any business to survive in today's high tech fast paced world. It not only helps an organization to manage it employees but it also ensures that work is done effectively and efficiently so that both the employees and the management are satisfied. The importance of human resources in this present day and age can be seen from the fact that without proper human resource management most organizations go bust within a few years of being set up. Human resource management is imperative as it helps a business get the best from its employees while at the same time rakes in the profits. So how does one go about doing this? How does one get the best from their employees? The answer is actually quite simple through a human resource strategy of course. Simply speaking a human resource strategy is a kind of business plan laid out by the human resource manager to ensure that the company not only achieves it daily goals and objectives but its long term targets as well. With the help of a strategy a human resource manager not only enables an organization to see the bigger picture, but also makes sure that the organizations polices are complementing the long term boarder needs of the business. Thus a human resource strategy enables one to go beyond the daily tasks of employees to see the larger purpose of a department and how it performs within the company. Human resource strategies not only align long term business resources, but also aid in effectively communicating what is going on and how it fits in with the future policies of the company.

Importance of a Human resource strategy

The importance of a human resource strategy cannot be underestimated. This is because like a business plan, a human resource strategy not only helps direct and

formulate human resource policies but it also includes the issues facing an organization in terms of employment, retrenchment and promotions and how they are affected by market conditions, industry changes and the company's own strengths and weaknesses. A human resource strategy also outlines the target for project completions and lists specific guidelines for measuring employee performances. Most typical human resource strategies last around 5 years and need to be evaluated on a six monthly or annual basis to be sure that the strategies are not only in line with where the company wants to go, but also takes into considerations the situation in the market and around the world. It is also important that the human resource strategy also fits in with the company's overall business plan. In conclusion we can see from the above the importance of a strategy in human resource management. A strategy not only helps to define goals but also acts as a kind of guide to help employees understand their importance in an organization and how to link it with a company's overall objectives.

Kinds of Job in Human Resource Department

Human resource department is a very huge one in big organizations where as in a small one only one manager can handle all the functions. There are a number of people working at the same time. As the job of an HR department is to organize the facilities and all for the employees, work on their needs and sort so it moves on with a number of personals. This department is then divided into four parts and the jobs they do are listed below:

1. Training and Development

This department of HR deals with training the personals according to the job structure. It depends on the enterprise if it is a big and international one then they starts of their training departments as institutions as well as online raining also is provided. There are a number of sites today on which online training is provided. As far as institutions are concerned there they provide training to personal according to what their needs are. These include communication training, correspondence and they develop them into other similar fields related to dealings with employee.

2. Labor Relations
Labor relations are another very important part as this deal with the labors and employees of the firm. It is basically made for the needs of the employees and it manages also the facility provided to them such as medical facilities, transportation, loans. Many a times there are certain unplanned expenditures as arranging a certain thing like a computer for an employee etc. A personal of his

field must be capable of handling these shortcomings of the department actively. Secondly they should manage how to work within the limited resources giving the maximum advantage to the employee so that they also keep their interest in the firms business and put the best of their potential. This department has to workout any conflicts or a problem an employee is facing either with a colleague or the boss.

3. Strategic HR
Strategic HR deals with the hiring and firing of the employees. It has to see whether a person is suitable for the job or not. Fixing the salary according to his needs and the company's budget and moreover according to the work he is about to give. Secondly this department has to finalize the facilities the personal is going to avail. It is dependant on them how to they hire a person.

4. Global HR
In huge business organizations those which are international then there the department of Global Hr is maintained. The function of this department is keeping in records the world wide branches of the enterprise and their employees' requirement. The people here are working internationally so they don't have a direct link to the employees therefore they are contacted by the department mentioned above and then they work on it. These were the four basic kinds of jobs in an HR management department and with what they deal. Nevertheless HR is the backbone of every department and there has to be and HR department to solve issues pertaining to the employees.

Types of human resource issues and their possible solutions

The human resource organization is the one of the most important department in the business association. It helps in creating a professional work force for the business and also helps in several managerial and administrative assignments. There are several human resource issues that the department deals with and implement the possible solutions to the issues. The effectiveness of the human resource department is judged with these issues and the business owner analyzes the efficiency of their HR department by observing the manner the HR deals with the human resource issues. Some of the human resource issues and their solution are listed below:

Human resource issues in counsel and the possible solution

Counseling is the top issue that the human resource department faces. The business organization requires the HR department to effectively deal with the employees and provide them counseling in various matters. The possible solution of these issues is to have several employee and staff meeting and to promote the concept of conference in the firms. Another way is to educate and provide guidance to new employees so they

could better understand the business environment and adjust according to the ethics of the business organization.

Human resource issues in employment management and the possible solution

The issue that human resource department faces is the employee management issues which including the hiring of employees and building a proper work force for the organization. The staff recruit is a serious issue for the HR department as they would be held accountable for the employee performance. The possible solution to employee management includes devising plans and strategies according to which employees are judges and hired, built a comprehensive entrance test to judge the capability of the employee. Also the HR department conducts several interviews with the employees to judge their capabilities before offering them any position in the organization.

Human resource issues in Administration and the possible solution

Human resource department also faces several issues regarding the administrative policies of the business organization. Not only they have to maintain their own administrative policies but also have to devise plan and strategies to properly administer the employees in the organization and make presentation and reports to the business organization about the staff and its achievements. The possible solution to this issue is to constantly monitor and update the human resource administrative strategies and evaluate the effect of the administrative policies on the staff and their work performance. Also it very important to evaluate that whether the employees are co-operative and comfortable to the human resource policy or not.

Human resource issues in training and the possible solution

The major issue that the human resource department is responsible to handle is the training of the employee and enforcing mechanism to ensure that the employee would completely adapt to the working condition of the business organization. The possible solution for this is to devise training session using planned work patterns to properly educate the employee about business activity. Also the HR department must make sure that appropriate guidance mechanism and official seminars are conducted for the employees.

Ministry of Human Resource

Ministries of human resource have the major responsibility of introducing and maintaining several reforms through out the country and manage the momentary affairs of the nation. Most developing nations of the world focus on developing an effective ministry of human resource and use it prominently to enhance the social and economical condition of the nation.

The ministries of human resource have the following responsibilities:

The organization would be opening revenues and reforms through out the country. Would be responsible for the restructuring of government sectors that need improvement. They are also responsible in coordinating with different organizations and business sectors. Must be able to deal with the crises that are needed to be dealt with without delay for the stability of the nation.

The ministry of human resource consists of a panel of well educated and experienced professionals. The government forms the committee of human resource after careful evaluation of the candidates. As this is a government allocated body its very necessary that all the decisions are approved and sanctioned by the government before its put into action. There are several departments and organizations that are operated under the ministry of human resource.

The institutions that the ministry of human resource deals with include the following: Department of education:
The ministry of human resource is responsible of the education sector. They allocate funds and resources to built school, colleges and professional university. Grants are also provided to the interested parties who want to establish educational sectors in the region. The ministry of human resource monitors the syllabus and course structure of professional education and decides whether amendments are necessary in the educational subdivision or not.

Departments of human development:

The ministry of human resource is responsible of the department of human development and work on ways and means to improve the social condition of the people. They introduce means that would ensure more job opening and businesses opportunities.

Human rights:
The ministry of human resource observes human rights and constantly works in making certain that human rights are not dishonored.