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THIS IS THE PROCESS WHERE AN EMPLOYEE IS TRUSTED WITH ADVANCED DUTIES AND RESPONSIBILITIES IN EXCHANGE FOR A HIGHER SALARY PAY THAN WHAT THEY WERE PAID BEFORE.IT BOOSTS THE MORAL AND ENHANCE THE ENHAGEMENT OF PROMOTED EMPLOYEES THRE BY INCREASING THEIR PRODUCTIVITY AND THE OVERALL PERFOMANCE OF THE COMPANY AND PROFITS.

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TRAINNING PROCESS BEGINGS WITH SOME TYPE OF NEEDS ASSESMENT THAT IS SOMETIMES PROVIDED BY THE PERFOMANCE REVIEWS THEREBY CREATING A ROADMAP OF WHAT NEEDS TO CHANGE IN ORDER TO IMPROVE PERFOMANCE. DEVELOPMENT REFERS TO TEACHING MANAGERS AND PROFESSIONALS THE SKILLS NEEDED FOR PRESENT AND FUTURE JOBS.

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THIS IS AN INTERNAL BUSINESS PROSESS WHRE THE EMPLOYEES PERFOMANCE IS DOCUMENTATED AND EVALUATED. IT IS A VALUABLE TOOL FOR BOTH THE EMPLOYER AND THE EMPLOYEE IN THAT IT MEASURES THE EMPLOYEES PERFOMANCE WHICH MOST ORGANIZATIONS USE A REWARD SYSTEM AND OR USE WHEN MAKING DECISIONS LIKE PROMOTIONS. IT ALSO HELPS IN IDENTIFYING INDIVIDUAL STRENTHS AND WEAKNESSES AND AREAS THAT NEEDS TO BE IMPROVED.

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THIS IS THE PROCESS OF ENDING AN EMPLOYEES CONTRACT OF EMPLOYMENT AND DISMISSING THEM OF THEIR JOB FUNCTIONS. THIS COMES ABOUT AS A RESULT OF POOR PERFOMANCE AND MISCONDUCT. THE EMPLOYEE REFUSING TO SHOW SOME EAGERNESS TO IMPROVE DISPITE ALL THE EFFORDS TAKEN TO HELP HIM. IT OFTERN COMES AFTER SERIES OF DOCUMENTED WARNINGS FROM ORAL TO WRITTEN AND SUBSEQUETLY DISMISAL. THERE ARE SOME INSTANCES THAT CAN LEAD TO AN ON THE SPOT TERMINATION SUCH AS THEFT.

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THIS INFORGRAFIC PROVIDES SOME INFORMATION ON OCCUPATIONAL SAFETY IS A VERY IMPORTANT CONCEPT THAT NEEDS TO BE OBSERVED AT ALL TIMES TO ENSURE THE SAFETY OF THE FACILITY AND HUMAN RESOURCE.  OSHA ENFORCES WORKPLACE LAWS AND STANDARDS THAT EMPLOYERS SHOULD COMPLY WITH AT ALL TIMES TO ENSURE SAFETY AND FREEDOM FROM DANGER AND INJURY WHICH COULD LEAD TO LOSS OF LIVES. THEY ALSO REACH OUT TO THE EMPLOYERS AND PROVIDE SOME TRAINNING ON WORKPLACE SAFETY

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OFTERN TIMES HR MANAGERS STRIVE TO RECRUIT THE MOST QUALIFIED AND SELECT THE BEST AMONG. FOLLOWING THIS, EMPLOYER NEEDS TO HAVE A SYSTEAM IN PLACE THAT MOTIVATES THESE EMPLOYEES TO WORK TO THE BEST OF THEIR ABILITIES IN PERSUIT TO REACH ORGANIZATIONAL GOALS AND OBJECTIVES. THESE EMPLOYEES ALSO HAS A HIRACHY OF NEEDS TO SATIFY AND EMPLOYERS NEED TO REWARD THEM SATISFACTORILY TO ENSURE THEY STAY HAPPY AND PERFORM TO THE BEST OF THEIR ABILITY. THIS IS ALSO A GOOD RETENTION STRATEGY.

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RECRUITING AND SELECTION ARE PROCESESS USED BY COMPANIES TO ATRACT A POOL OF QUALIFIED APPLICANTS WHO WILL BE ABLE TO MEET WORK RELATED GOALS AND IN RETURN BE REWARDED TO ADRESS THEIR PERSONAL GOALS AND NEEDS. INTERNAL RECRUITMENT PROVIDES OPPORTUNITIES FOR INTERNAL STAFF WHO MIGHT BE DEVELOPED AND PROMOTED TO HIGH HIGH LEVEL POSITIONS WHEREAS EXTERNAL RECRUITMENT CAN BE USED TO LURE IN SOME NEW IDEAS AND PERSPECTIVES. IF A STAFF MEMBER IS SELECTED INTERNAL IT GIVES THE REST OF THE STAFF SOME HOPE, COURAGE AND A REASON TO KEEP ON WORKING HARD.

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LAWS ARE VERY ESSENTIAL TOOLS FOR HR STARTING FROM RECRUITING OF EMPLOYEES, HIRING PROCESSES AND THROUGH OUT THE JORNEY OF A WORKER UP TO THE RETIREMENT, TERMINATION THROUGH DOWN SIZING OR DISMISAL DUE TO POOR PERFOMANCE, UNSATISFACTORY EMPLOYEE CONDUCT. EVERY HR DECISION MUST BE DONE BY THE BOOK TO AVOID LITIGATIONS WHICH TAKES A LOT OF ENERGY, TIME AND COULD RESULT IN THE BUSINESS LOOSING A LOT OF MONEY TO THE LAW SUITS. LAWS HELPS COMPANIES TO BE IN GOOD SHAPE AND COMPLY TO THE LABOR STANDARDS WHICH APPARENTLY HELPS THE BUSINESS GROW AND PROVIDE A ROADMAP TOWARD ATTAINING THE ORGANIZATIONAL GOALS AND OBJECTIVES.

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ONE OF THE MOST IMPORTANT CONCEPT OF HR IS RESOLVING CONFLICTS IN THE WORKPLACE. CONFLICTS ARE A PART OF EVERY FAMILY SETU,  AND A WORKPLACE LIKE A FAMILY GO THROUGH CONFLICTS AND IT IS NECESSARY TO FORMULATE INTERVENTION STRATEGIES TO SOLVE CONFLICTS, AND IT IS THROUGH THIS PRACTICE THAT WORKERS WILL BE SEEN PULLING TOGETHER COLLECTIVELY IN EVERY AMBITION AND ACHIEVENT THAT THE ORGANIZATION IS STRIVING FOR. IF LEFT UNRESOLVES THE GOALS OF THE ORGANIZATION WILL NOT BE REALIZED.

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THE IMPORTANCE OF HAVING A DIVERSE WORKFORCE

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THE IMPORTANCE OF HAVING A DIVERSE WORKFORCE

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IT IS VERY INTERESTING, AND EXITING TO HAVE THE WORKFORCE WHICH IS COMPRISED OF PEOPLE OF ALL RACES, GENDER BALANCED, THE MINORITY, DISABLED PEOPLE WITH DIFFERENT QUALIFICATIONS AND JOB TITTLES WORKING TOGETHER UNDER ONE ROOF TOWARDS ACHIEVING THE ORGANIZATIONAL GOALS.  A DIVERSE WORKFORCE HAVE PRODUCTIVE DISCUSIONS DURING MEETINGS, MAKE SOUND DECISIONS, HAVE SMOOTH AND ORGANIZED INTERBAL PROSESSES AND ALTIMATLY GOOD CUSTOMER SATIFACTION AND TURNOVER DUE TO CLEAR ORGNIZATIONAL OBJECTIVES FROMENERGETIC STAFF WITH INNOVATIVE MINDS.