Human resources are the workforce of an economy or an organization. Human resources are the backbone of every organization. Employees are regarded as the assets of an organization and their value is enhanced by development. Human resource management (HRM) is the management of an organization’s workforce, or human resources. The practices of Human resource management are selecting, training, assessing and rewarding of the employees, in accordance with the organizational culture, leadership and also in compliance with the labor laws. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. It is not easy to follow and maintain all these protocols, thus human resource management is the most difficult challenge for any organization. In India where the population has exceeded a Billion, there are more than 3 million students who graduate every year. There are more than 347 institutes of higher learning and 16,885 colleges, which produce these graduates. It can be said there are a lot of options available to the organizations for choosing the right candidates for the jobs, but still the organizations are not able to fill out these vacancies. Major cause could be that only 30% of the graduates are employable. The function of Human resource management is to spot the appropriate candidate for the precise job. The success of every organization depends upon the worth of persons it employs. It’s not only a huge task but also is considered among the costliest. Therefore, the Human resource management of organizations seeks out every possible way to capitalize on these valuable assets. Majority of the time, the recruitment teams fail to meet the expectation of the organization while filling out the vacancies in the organization, which is because the hiring takes place through in-house recruitment teams as well as internal referrals. Sometimes a candidate chosen through these procedures falls short of expectations and the replacement costs even more. As India is becoming increasingly important in the global economic market, the management of the human resource has become more complex. There is need for specialist, providing recruitment solutions that can attract a large number of suitable candidates. Employers think of large fees the minute the words “recruitment agencies” are spoken in relation to hiring. When you break down the high cost of hiring, training, and turnover, the cost to seek the help of an agency may be absolutely reasonable. Here are some qualities of recruitment agencies that would be considerable enough to seek out their support. Recruitment agencies are time savers, how? They do the hiring work which frees up the time which could be utilized for other business matters. Recruitment agencies are experienced and knowledgeable: they have experience in resume sorting and interviewing. If they are a customer-service oriented firm, they will be focused on building trust and will want to place the right person with your organization. And that is why; recruiters are strict in their candidate assessments. Recruitment agencies are highly resourceful; they perform various tests on many candidates for the same position with the help of software programs, intelligence tests, personality tests which an employer can take advantage of. Why the companies would not take advantage of a recruitment agencies that have this much to offer. There are many agencies that are out to make a quick profit, but there are also those that take pride in the service they provide to their clients and take an interest in the development of the candidates they work with. Many focus on a specific specialty, so depending on the position, finding a niche firm may be the best course of action. Be smart, be choosy, and find the agency that is the right fit for your organization. We at Pentagon Consultancy Services (PCS), provide recruitment services to the employers. We are the emerging player in the RPO’s (recruitment process outsourcing). We provide a combination of speed, flexibility, professionalism at lower costs and modern technology so as to bring value to your assignments. What distinguishes us is the quality of candidature provided. We at PCS are determined to revolutionize the resourcing methodology with an objective to set new benchmarks by presenting a competitive, quality focused and result-driven human capital service and thereby emerging as the only partner of choice for our customers. Our mission is to strengthen the roots of National Human Resources and hence is dedicated to provide services in related areas such as career counseling, career guidance and training. With a team of vastly experienced professionals we assure you of the following: • Quick turnaround time • Adherence to your statuary and Internal compliances • An extensive data pool of candidates to meet your requirements • Regular status reporting • Candidate quality and skill check before interview • 24×7 support team for project critical assignments • SLA based delivery compliances.
Human Resources is a career that involves inviting the most competent personnel and pairing them with the employment for which they are best suited. Human Resource specialists work as intermediaries between top management and employees. Their work ranges from handling employee benefits questions and recruiting, interviewing, and hiring new staff to aiding in strategic planning at top executive levels. They form major contributors as policy makers, and subsequently aid the financial success of their companies. The Human Resource workers serve to increase the morale and output of their firm, limit job turnover, and aid the organization in order to boost the performance and enhance the business results. They thus aid their organizations to use employee skills to the advantage of the firm. They give training and evolve openings to enrich and refine the skills and augment employee’s contentment with their tasks and working environment. Dealing with persons on a large scale is an important part of the job. In a relatively small association, all aspects of Human Resources work come under the purview of a Human Resources generalist. An expansive range of information data is hence a must. Relative to the employer’s requirements, the work agenda of a Human Resources generalist may be diverse. In a large organization, the Human Resources program and policies are generally developed and handled by the top Human Resources executive. A director or manager of Human Resources carries out these policies. Many departments may be directed by the director of Human Resources. These departments in turn are led by experienced managers who have specialized in at least one Human Resources activity, such as employment, training and development, compensation or employee relations. The hiring of employees is managed by employment and placement managers. Various workers are directed by them including equal employment opportunity specialists and recruitment specialists. They in turn hire and position workers. Contacts within the commune are sustained by recruiters. They journey frequently to college campuses, in the quest of promising job applicants. Applicants are screened, interviewed and tested. Recruiters also verify references and provide relevant job offers. These workers must be known to the organization and its Human Resources policies in order to weigh pay scales, working conditions, and openings for promotions with prospective employees. They must also be well informed about equal employment opportunities. Working relations are sustained with local employers by employer relations representatives. Employers are matched too with qualified job seekers by employment interviewers such as Human Resources consultants, Human Resources development specialists, and Human Resources coordinators. Issues concerning the company’s foreign operators are handled by international Human Resources managers while computer programs are related to Human Resources information by Human Resources information systems specialists. They also match job seekers with job openings, and handle other Human Resources matters. Programs leading to a degree in Human Resources are offered by many colleges and universities. Departments of business administration, education, instructional technology, organizational development, human services, communication, or public administration may contain courses leading to a career in Human Resources management. There may be separate Human Resources institutions also. An interdisciplinary knowledge is relevant in this field. Prospective Human Resources specialists thus should take courses in compensation, recruitment, training and development, and performance appraisal as also in principles of management, organizational structure, and industrial psychology. An advanced degree is increasingly relevant for some jobs. A MA degree in Human Resources is advised for those searching for general and top management posts. Prior work experience is an advantage for specialized jobs in the Human Resources field, while it is a must for more advanced positions. Entry-level workers who have had some work experience by means of an internship or work study program are favoured. Human Resources administration and Human Resources development call for the capability to work with individuals, to work under pressure and a commitment to the goals of the firm. They must also be able to cope with conflicting view-points. A career in Human Resources is highly rewarding as long as the prospective job seeker is able to supply the personal qualities or skills demanded of him. It pays well and is one which is best suited to persons of an extrovert temperament.
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