We mend for consultancy
Systole Consultancy features includes:
- Organizational
management
- Personnel
administration
- Manpower
management
- Industrial
management
But these traditional expressions are becoming less
common for the theoretical discipline. Sometimes
even industrial relations and employee relations
are confusingly listed as synonyms,
although these normally refer to
the relationship between management and workers
and the behavior of workers in companies.
The theoretical discipline is based primarily on
the assumption that employees are individuals
with varying goals and needs, and as such
should not be thought of as basic business
resources, such as trucks and filing cabinets.
The field takes a positive view of workers,
assuming that virtually all wish to contribute
to the enterprise productively, and that the
main obstacles to their endeavors are lack
of knowledge, insufficient training, and failures
of process.
HRM is seen by practitioners in the field as a more
innovative view of workplace management than
the traditional approach. Its techniques force
the managers of an enterprise to express their
goals with specificity so that they can be
understood and undertaken by the workforce
and to provide the resources needed for them
to successfully accomplish their assignments.
As such, HRM techniques, when properly practiced,
are expressive of the goals and operating
practices of the enterprise overall. HRM is
also seen by many to have a key role in risk
reduction within organizations.
Synonyms such as personnel management are
often used in a more restricted sense to describe
activities that are necessary in the recruiting
of a workforce, providing its members with
payroll and benefits, and administrating their
work-life needs.
Global HRM Theory
The goal of human resource management is to help
an organization to meet strategic goals by
attracting, maintaining employees and also
to manage them effectively. The key word here
perhaps is "fit”
The basic premise of the academic theory of HRM is
that humans are not machines; therefore we
need to have an interdisciplinary examination
of people in the workplace. Fields such as
psychology, industrial engineering, industrial,
Legal/Paralegal Studies and organizational
psychology, industrial relations, sociology,
and critical theories: postmodernism, post-structuralism
play a major role. One widely used scheme
to describe the role of HRM, Strategic business
partner
- Change management
- Employee
champion
- Administration
However, many HR functions these days struggle to
get beyond the roles of administration and
employee champion and are seen rather as reactive
as strategically proactive partners for the
top management. In addition, HR organizations
also have the difficulty in proving how their
activities and processes add value to the
company. Only in the recent years HR scholars
and HR professionals are focusing to develop
models that can measure if HR adds value.
Systole
Consultancy business practice
Human resources management comprises several processes.
Together we are supposed to achieve the above
mentioned goal. These processes can be performed
in HR department, but some tasks can also
be outsourced. When
effectively integrated we can provide significant
economic benefit to the company.
- Workforce
planning
- Recruitment
(sometimes separated into attraction and
selection)
- Induction
and Orientation
- Skills management
- Training
and development
- Personnel
administration
- Compensation
in wage or salary
- Time management
- Travel management
- Payroll
- Employee
benefits administration
- Personnel
cost planning
- Performance
appraisal
Systole Functions
In the Human Resources Management (HRM) function
includes a variety of activities and key among
them is deciding what staffing needs you have
and whether to use independent contractors
or hire employees to fill these needs, recruiting
and training the best employees, ensuring
they are high performers, dealing with performance
issues, and ensuring your personnel and management
practices conform to various regulations.
Activities also include managing our approach
to employee benefits and compensation, employee
records and personnel policies.
|
HR
systems
|
Productivity
solutions
|
Diagnostics
|
- HR audit
- HR policy manual design
- organization structure design
- roles and responsibilities
- documentation
- competency mapping
- assessment & development centre
- design & implementation
- facilitate KRA/KPI setting
- performance management systems
- manpower rightsizing
- career transition consultative training
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- compensation and benefits
- benchmarking survey
- database ready reports
- compensation structuring / re-structuring
- variable pay-plan designing
- job evaluation study compliance advisory service
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- employee engagement study
- employee satisfaction study
- exit diagnostics
- 360 degree survey
- opinion survey
- statistical research study
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