Q. What are the objectives of the HR department in the organization?

Ans. The objectives of HRD as follows:

* Motivation
* Conducive and friendly environment for the workforce
* To integrate invidual goals with organizational goals.
* Efective utilization of human resources
* Providing adequate and equitable wages & rewards.
* Good & healthy working conditions.
* Training and development programs.
* Minimization of socio-economic evils such as unemployment, under-employment, inequalities in
the distribution of income and wealth and to improve the welfare of the society.
* To provide fair, acceptable and efficient leadership.
* Providing sense of job-security
Q. What are the major activities performed by the HR department?
Ans. HR major activities are as follows.
1.General Administration of the employees.
2.Manpower planning
3.Recruitment and selection.
4.Payroll and compensation.
5.Induction and training.
6.Performance appraisal.
7.Designing the Salary structure.
8.Studying the Attrition rate and employee retention.
9.HR - Information system.
10. Preparing HR Budget.
11.Periodical review of the employees and implementing strategies leading to employee
satisfaction.
12.Adhering to the statutory compliances like PF, ESI and other beneficiary activities.
Q. What roles does HR play at the corporate, individual and social level?
Ans. HR roles at corporate level are as follows:
1. Strategic HRM
2. Corporate HQ
3. Commercialization
4. Public sector management
Following are the three key areas for Corporate Social Responsibility of HR
* Community Relations.
* Training and Development.
* A Cohesive Global Corporate Social Responsibility Platform.
Encouraging Community Relations through HR team includes implementing reward programs,
charitable contributions and encouraging community involvement and practices. Examples of these
programs include sending emails and company newsletters to staff members that highlight
employees and managers involved in community relations or creating monthly reward programs to
recognize efforts by individuals within the company.
Training and Development programs that explain the connection between the company’s core
products or services and the society at large, their value to the local community and ways in which
employees can get involved in appropriate CSR projects would sustain and direct these initiatives.
Global Corporate Social Responsibility policy, centrally managed, is important to acknowledge
successes and measurements according to accepted standards. Central to measuring and
communicating these results is the use of a Web-based Human Resources Information System
(HRIS) that is available globally to employees and managers with any Web browser. In order to
encourage and maintain a clear and cohesive global workplace, it is critical for the entire global
workforce of a company to be on a single, multi-functioning HR platform, which allows for
distributing a sound corporate responsibility plan.
Q: What are some of the challenges faced by HR in the present times and how do they manage
these challenges?
Ans:
Challenges Before The Present Day Human Resource Manager:
*The biggest challenge before hr is related to recruitment, selection and development of manpower.
For example, there are many job seekers but HR manager has to select the most suitable person and
effectively train them.
*Cordial industrial relations are difficult to maintain due to excessive demands of employees and
lack of constructive approach. How to maintain cordial industrial relations over a long period is one
important challenge before a HR manager.
* A human resource manager has to look after the provision of welfare facilities to employees. He
has to provide safety and security at the workplace.
* Challenges relating to manpower management: A personnel manager has to look after certain
functional activities such as promotions and transfers, grievances etc. This work is complicated and
leads to dissatisfaction among employees.
*A HR manager has to undertake research activities in staff problems, policies, procedures and
practices. Such research is useful for framing staffing policies for the future period. How to conduct
such research activities within the resources and manpower available in the personnel development
is one challenge before a personnel manager.
* Challenges relating to execution of personnel policies: It should be acceptable to employees in
general. In the absence of their support, new problems, disputed and grievances are likely to
develop.
* Challenges relating to trade union activities
Q. What is the role and responsibilities of the HR Manager ?
Ans. KRA of HR Manager are as follows.
1. To maintain and develop and to contribute the development of corporate HR policies.
2. Responsible for mentoring, guiding and developing the employees.
3. To ensure timely recruitment of required level / quality of Management staff, Employee
Retention and key Employee Identification initiatives.
4. Provide active support in the selection of Recruitment agencies which meet the corporate
standard. Ensure Corporate Branding in recruitment webs and advertisements.
5. Ensuring that the right people with the desired level of competence are brought into the
organization or are promoted.
6. To develop the HR plan.
7. Ensure appropriate communication at all staff levels.
9. The effective management of people in relation to the following in order to maintain competitive
advantage for:
Performance Management.
Staff Induction.
Reward and Recognition.
Staff Retention.
Management Development / Career Development.
Succession Planning.
Competency Building / Mapping.
Compensation / Benefit programs.
10. To facilitate / support the development of the Team members
11. Motivating employees
14. Administer all employee benefit programs in sync with the Finance and Administration
department.
15. Provide counsel and assistance to employees at all levels.
16. Oversee the central HR Administration -
employee offer letters
salary letters and employment contracts.
Approve updated organizational charts on a monthly basis and maintain complete/accurate
personnel records.
Q: How is the HR department structured?
Find the tentative Layout of HR department. Units & No of Heads will differ depending on the size
if organization
Q: What is the process of procurement in the organization?
Ans. Procurement in a organization based upon the following steps.
* Information gathering: If the potential customer does not already have an established relationship
with sales/ marketing functions of suppliers of needed products and services (P/S), it is necessary to
search for suppliers who can satisfy the requirements.
* Supplier contact: When one or more suitable suppliers have been identified, requests for
quotation, requests for proposals, requests for information or requests for tender may be advertised,
or direct contact may be made with the suppliers.
* Background review: References for product/service quality are consulted, and any requirements
for follow-up services including installation, maintenance, and warranty are investigated. Samples
of the P/S being considered may be examined, or trials undertaken.
* Negotiation: Negotiations are undertaken, and price, availability, and customization possibilities
are established. Delivery schedules are negotiated, and a contract to acquire the P/S is completed.
* Fulfillment: Supplier preparation, expediting, shipment, delivery, and payment for the P/S are
completed, based on contract terms. Installation and training may also be included.
* Consumption, maintenance, and disposal: During this phase, the company evaluates the
performance of the P/S and any accompanying service support, as they are consumed.
* Renewal: When the P/S has been consumed and/or disposed of, the contract expires, or the
product or service is to be re-ordered, company experience with the P/S is reviewed. If the P/S is to
be re-ordered, the company determines whether to consider other suppliers or to continue with the
same supplier.
* Additional Step - Tender Notification: Some institutions choose to use a notification service in
order to raise the competition for the chosen opportunity. These systems can either be direct from
their e-tendering software, or as a re-packaged notification from an external notification company.
Q. What are some of the development initiatives taken by the HR department for its
employees?
Ans. Some of the Hr initiative for employee development are as follows.
Employee Feedback - Organization ensure to collect employee opinions, suggestions and ideas to
improve workplace and work culture.
Training and Development - These initiatives focus on constant development of employees at each
and every stage of their tenure with the organization.
Employee Welfare Schemes / Hr Loan : Organization provide HR loan to the employee for their
personal development at affordable EMI basis.
Medi-claim Insurance Scheme: This scheme insurance provides insurance coverage to employees
for expenses related to hospitalization due to illness, disease or injury or pregnancy.
Tenure Recognition Program - Since employees are the greatest assets, HR have developed
specialized programs to fully recognize individuals for their years of loyalty and service. Presenting
them with gifts to mark each major anniversary during their tenure with company.
Q. How do they maintain and motivate their employees?
Ans. Good salary is a great motivation of an employee but below mentioned motivation policy hr
follows without raising salary of a employee in a organization to manage their employee.
1. Award/Recognition/Attention.
2. Applause.
3. One-on-One Coaching/ Care
4. Conducting various Training & Development
5. Showing growth & Career Path to employee in the organization .
6. Job Titles.
7. Good Work Environment.
8. On-the-Spot Praise.
9. Leadership Roles.
10. Team Spirit.
11. Executive Recognition.
12. Social Gatherings.
13. Casual Dress Day.
14. Time Off.
15. Outside Seminars.
16. Additional Responsibility.
17. Theme Contests.
18. Pizza/Popcorn/Cookie Days.
Q. What is the process of performance appraisal followed in the organization?
Ans. There are various performance appraisal process depend upon the organization type and
structure like,
1. Annual Performance appraisal for payroll employee
2. Quarterly Performance appraisal for probationary employee.
3. 360 degree Performance appraisal .
Now- a- days 360 degree performance appraisal is the most effective and acceptable process in
corporate. It helps to judge an employee in every aspect and also ensure better growth of a
organization with right and productive employee.
In this process an employee and his performance throughout the year is rated by all the levels in the
organization, even out side people of the organization like client / vendors can rated that particular
employee.