Monday, April 15, 2019

Role of the Human Resources manager in an organization Essay Example for Free

Role of the Human Resources conductor in an brass instrument EssayExecutive SummaryThis report is the result from an informational audience with a professional of Human resources prudence with a minimum of five years feature in the field. An informational interview is an interview which completelyows a assimilator or c beer changer to ask questions to some atomic number 53 resolveing(a) in the field he/she is interest in. The purpose of this informational interview was to gather much information regarding Human Resources Management, the start out of the interviewee and the accompany under which the interviewee is working for. Jennifer Horne is HR manager generalist, and the interviewee. She is the HR manager of Krug Inc and she has been doing the HR job for six years already.This informational interview was an fortune for me to improve my communication skills with a professional to dwell how flock in this field argon doing and accession knowledge that I will help in my resume. It was similarly an prospect to know some of the challenges encountered by the HR division within an organization example noticeing the employee engaged and god. More all over, the informational interview helped me to capture a better understanding of the future of the HR and also know to a greater extent about Krug Inc which is one of the Canadas largest manufacturing company.IntroductionAn Informational Interview is a meeting in which a job seeker asks for career and sedulousness advice rather than employment. The job seeker uses the interview to gather information on the field, and to find employment leads and string out their professional network. The informational interview was held on March 27, 2014 at Krug Inc Manitou drive Kitchener. It was a face to face interview. The interview lasted for 15 minutes. This is because the interviewee was so busy. However these few minutes were useful because I succeeded to have some important information concerning t he HR and the ways to get amaze in the HR field. During this interview the interviewee answered all the questions that I asked her in a professional manner. Her answers were reflecting her experience in the job. She was feeling really comfortable and confident. I knowing more about the contribution of the HR department in the achievement of the companys legation and goals.Opening paragraphJennifer Horne is the HR manager of Krug Inc. She is HR manager generalist. She has a HR certificate. From the time she was doing her documentation the degree was not required. The degree was required from 2011. Jennifers first job was in 2005 as executive director of human resources then she got a couple of contracts in small companies and then she got this one. Through these jobs she developed a good personality and experience. The experience she had with small companies helped her to get this job at Krug. According to Jennifer Horne, thither are some aspects of HR that are not taught in s chool but she knowledgeable through experience for example how to counsel the employee. When an employee comes to her, she shuts down everything and hears about the employees concerns because employees are her priority.As advice for the new comers in the HR field, Jennifer says that we should not look only for high positions because we do not have experience. She suggested to newcomers to start with short work opportunities (3-6 months). Additionally, she said that we, new comers, should consider jobs which are proportional to our skills but not supra because if we desire jobs which are above our skills we wont get them. In others words, we should start by the entry level position. Hartman Krug was a cabinetmaker of Ger many another(prenominal) heritage. He founded Krug Inc in 1880. He started his business in Berlin and Kitchener. He was producing upholstered mightiness chairs and carved residential furniture. Krugs attention to detail and quality was the force behind its popular ity within Canada. Krug goal is to create an bonny and lasting overlap. In 1930s, krug was producing office and contract chairs and tables exclusively, and in the war years of 1939 to 1945, virtually all the companys out rear was for the Canadian judicatures war effort. In the post-war boom period, Krugs output grew rapidly to supply a market in during which office furniture was in high demand.The implementation of new equipment and procedures were required for Krugs entrance into the U.S market mid 1970s. As a result Krug entered into the desk market, and purchased proud furniture of Stratford, Ontario in 1980. Krug directly moved its large lumber and kiln-drying line there, while continuing production at the Ahrens street plant. In 1984, Krug purchased a large building on Manitou Drive in Kitchener and immediately relocated its warehousing and distribution operations to the new facility. A large veneer operation was put in place, and over the next few years the Manitou pla nt became one of the premiermanufacturing facilities of desks in northernmost America.Today Krug is one of the fastest maturation companies in the office furniture industry. Fueled by product development and plant expansions, Krug has enjoyed double- digit growth each of the past four years. Additionally, Krugs showrooms and outstanding group sales representatives across the United States and Canada have achieved sales of almost 100 million dollars. This is a very exciting time for Krug, says Len Ruby, Krug president. With 125 years of rich heritage we continue to grow by leverage todays technology, with Hartman Krugs vision for detailed craftsmanship. . Located in the heartland of southern Ontario, Canada, we employ over 500 non-unionized staff members . The human resources department of Krug Inc does not have the entry level position. The branch of Kitchener Manitou has one HR manager generalist and one HR manager specialist who controls the generalist.Krug is a vertically-inte grated manufacturer, taking unrefined materials through state-of-the-art processes to finished products, and delivering them directly to its customers. The customers of Krug include many of North Americas growing companies and its products are specified by designers, architects and major distributors across the continent and beyond. The different products of Krug include private office casegoods, conference tables and meeting room furnishings, and a wide range of office and hospitality seating and tables. Krug encounters many challenges. First of all, the rapid appreciation in the value of the Canadian dollar is the first challenge. Krug and other companies of the identical sector are highly exposed to the international trade and the export prices are fixed in US. The second challenge is the increasing of energy costs. Energy intensive manufacturing industries make up approximately 29% of Canadas manufacturing gross domestic product and the companies of the energy sector have con siderably increased the price of the energy cost. The third challenge is the arguing from emerging economies. The Canadian manufacturing sector is impacted by the international competition in particular the one from china.The manufacturing sector is facing low cost and high value competition from other emerging economies interchangeable India. These emerging economies have a great labor force that is qualify and not expensive. The fourth challenge is the availability of skilled labor. There is a lack of skilled and experienceworkforce in Canada. This is because the major part of the Canadian population is baby boomers The populations is aging and close to the retirement. However, there is a high demand of skills labor in the face of advanced technologies and the knowledge based economy. The last challenge is the regulatory environment. The Canadian government wants Canada to become one of the best countries with a small befoulment footprint. For this reason, all companies in C anada have to follow the regulations. The protection of the environment is one of Krugs missions, but the regulations from the government are a little bit difficult and are considered a burden to the company.The HR at Krug has a great influence on the organization because it contributes to the company development by hiring potential employees who freighter scoff to the organization culture. The HR train and develop the new and current employees. The HR department also assists employees through counseling. The HR department coordinates the wellness and safety program and the workplace safety and insurance dining table (WSIB). The HR department and the safety staff strive to have a zero lost accidents and continually train the employees to the health and safety purposes. To ensure this, the senior management and the HR department constantly analyse performance, ensuring that both joint health and safety committees are operating effectively. They promote employees in order to motiv ate them and make them more engaged. The HR helps the payroll department to calculate the employees compensation. They make sure the employees are pay proportionally to their performance and productivity. They also ensure that the work force is diverse and contains all the four designated groups women, people with disability, minority group and aboriginal. The HR department maintains the pay equity in accordance to the regulations.The HR department is facing a exercise set of challenges the biggest challenge encountered by the HR department of Krug Inc is keeping the employees engaged in order to always be productive. The economical spatial relation had an impact on the company and the benefits package of the employees have reduced. This economical situation has made the situation worse for the department. Another challenge is finding the sort out fit for the organization. The right fit is the candidate who is able to identify himself/herself as a member of the organization and endure the culture ofthe organization. Furthermore, the HR manager handles employees conflicts. Such conflicts make the employee less productive and encourage job dissatisfaction. To keep the employees engaged the organization has to motivate through rewards and by involving them in the stopping orient devising process. The reward is a way for the organization to show their recognition of the employees performance and contribution to the success of the company. The reward is a sweet of feedback given by the organization which pushes the employees to put in more effort.Get the employees involved in the decision making may be a good way for the organization to always take the right decision because the managers may not have all the information they need to make the decision. Moreover, the involvement of the employees makes them more committed to the decision taken and engaged to carry out the decision. The implication of the employees in the decision making process increases the employee motivation and performance and by the way the productivity of the organization also increases. This informational interview has been a great experience for me because it helps me to know more about the duties of HR and now I actually know what is expected of me in the HR. Primarily, I learned that the HR generalist job required a lot of emotional intelligence (EI) because the manager has to deal with emotions and feelings of employees. The EI helps the manager to understand the needs and feelings of the employees and it also leads to a stronger and more fulfilling the employees satisfaction. The EI helps the manager to resolve workplace conflicts.With EI helps the manager understands what motivate (drivers) the employees. The EI gives the manager the potential to use the diversity of the group to increase the productivity of the each employee in the team. The second major point that I have learned is that the job of HR generalist requires the manager to be more flexible. T he flexibility here refers to the ability of the manager to respond to the needs of employees anytime that is necessary and to move easily from one task to another. The generalist does all the responsibilities of the HR department by herself. Therefore, the manager has to be available to hear about the concerns of the employees anytime. The third major point that I learned is that the HR generalist has to be able to work under pressure. The pressure here is caused by the fact that the manager has a lot of responsibilities that are time framed. The HR generalist does all the responsibilities of HRdepartment for example are hire, train and develop employees, assist the payroll department, responsible for the WSIB and health safety and all others responsibilities. Thus, the manager has to be able to work under the high pressure.These three elements mentioned above are considered as the major points that I have learned because they reflect the real role of the HR manager within an orga nization, they help me to better understand the HR field. These majors points help me to know where I have to work more if I want to become a good HR manager. The interviewee was a generalist and I do not really appreciate the role of generalist because they touch everything concerning HR but they do not do it deeply. The HR generalist job is more disagreeable especially in a company equivalent Krug that do not hire for an entry level position. This makes the situation more stressful. I want to know deeply everything concerning the HR field because if I know a lot about the HR job it will not be stressful anymore. I want to be a HR specialist not a generalist. Moreover, the other thing I would like to do differently is the interview process. This was my first time and I was not really acting like a professional. The next time I will ask more questions to the interviewee and act like a professional. However, what I hope to do the same concerning the HR job is to develop an emotiona l intelligence so that I will be able to manage effectively the emotions and feelings of employees.ConclusionTo sum up, the informational interview was a great experience for me because I learned a lot about the HR job, the interviewee and Krug Inc. this interview was an opportunity for me to start building my network and make my resume more interesting. It was a little bit stressful but I succeeded to collect the most important information I needed this is how to get experience in the HR field. For my next informational interview, I think I will be more professional than this first one. Few days after the interview, I sent a convey you carte to the interviewee to thank her for her time and all the information she gave to me. This was a step forward experience.

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