Sometimes, in a company, it often feels there inter section walls. Ideally, the human resources is authorized for this bridge. However, what if it should become part of this bridge is cut good relationship? Donna Turner, Human Resources practitioner expert, explains, Human Resource Management is actually a process of dealing with various problems on the scope of the employee, employees, workers, managers, and other labor. This management can present to support the activities of the organization or company to achieve its intended purpose.
At each office or unit is part of the usual care Human Resources Department. Well, the operational function of Human Resources management itself becomes the basis of HR management processes efficient and effective in target organization or company goals. The operational functions are divided into five sections, namely:
1. Procurement Function
Dealing with the withdrawal process, selection, placement, orientation, and induction to get employees the company needs (the right man in the right place).
2. Function Development
Manage the process of improving technical skills, theoretical, conceptual, and morale of employees through education and training.
3. Compensation Function
Provision of remuneration to handle direct and indirect form of money or goods to the employee in return service (output) to the company’s employees
4. Function Integration
Regulate activities uniting corporate interests and needs of employees so as to create harmonious cooperation and mutual benefit. The integration is an important and complex in human resource management because it unites two aspirations or interests that could be conflicting between employees and the company.
5. Maintenance Functions
His job taking care of activities to maintain or improve physical condition, mental, and loyalty of employees in order to create long-term relationship.
Thus, it can be seen that the Human Resources function is not merely the traditional functions of administrative activities, dealing with employee recruitment staffing, Coordinating conducted by the personnel only.
A. Criteria Human Resources Manager
True that HR needs to bridge the employee with the company, according to Human Resource Management integration functions. This process itself is not an easy process. HR is required to understand and accommodate the interests, values needs, an expectation of many internal or external company.
Human Resources is also charged to work with some units and affiliated institutions without leaving the existing corridor regulations, This company’s internal parties such as the employment of different strata and corporate units, as well as the share holder company. While the company externally, such as local environmental conditions, national, global and relevant to the company.
Human Resources on the criteria of a good manager, among others, can manage the human resource management in order to carry out the above 5 functions optimally. HR can be audited by the parties who have authority and capacity audit. However, it would be ideal if the audit conducted by external firms that side more neutral, the need for auditing whether or not HR is able to come from the employees who put the proposal to top management. However, the authority should at least remain audited HR decided by top management.
B. Prove and Consult
If you feel the Human Resources Manager is not doing a good job, or even abusing their authority, there is a good idea to put the proposal is supported by objective evidence and rational reasons. That way, you are considered a strong proposal for consideration. Consult your problem with those who understand HR issues and HR management. So, before you go to propose an audit, you are sure that the steps are correct.
Typically, before any formal steps, will be informal steps or mediation between employees and the HR. This can be done through dialogue forum or another forum based on good faith to resolve the issue with both goals for the interests of all parties.