ALL MARKETING NOTES All question and answer for marketing subject.

Do all organizations need a structured HR department?  Discuss.

The factors that push the organizational to have structured HR Department is

Ownership of the Company

Philosophy of top management

Size of the company-

Unionization of the work force

Company Objective and necessities

1-Philosophy and company policies - determine whether or not you need to have an employee handbook or other formal policies and procedures manual to cover everything from establishing the company as an at-will employer to benefits. If a handbook already exists, be certain that it is in compliance with federal and state regulations and that the policies and the way they are written are in the best interests of the company. Are all the basic policies included? These can be thought of as grouped into conditions of employment, benefits, and disciplinary processes. Is there a balance between stated corporate and employee rights and obligations?

2- Size of the company- How many employees should a company have before there is a need for an HR Department? As companies grow, there is a need to administer the HR function, but that doesn't necessitate an HR Department. In fact, 30 years experience has shown that until the company has at least 50 employees, that "department" -- really a function -- can consist of or be handled by one person...often much to the dismay of that one person. Between outsourcing such things as payroll and the initial writing of an employee handbook, and with the plethora of software for HR today, one person should be able to develop and administer the function. But in most small companies an Office Manager will take the Human Resource Tasks. When the workers is larger for example more than 50 persons, there is need to have a structured HR Department.continue

3-Company Objective and necessities is the task that needed to be serves by Human resource management when functions and responsibilities which no one else either wants or is capable of doing. From recruiting to orienting new employees, from writing job descriptions to tracking attendance, and from instituting and monitoring policies to monitoring benefits, there has been a need for an HR generalist to assist senior management in both establishing a structure to holding down costs of administration.The tasks include

1.    Recruitment & Selection

2.    Training and Development (People or Organization)

3.    Performance Evaluation and Management

4.    Promotions/Transfer

5.    Redundancy

6.    Industrial and Employee Relations

7.    Record keeping of all personal data.

8.    Compensation, pensions, bonuses etc in liaison with Payroll

9.    Confidential advice to internal 'customers' in relation to problems at work

10.  Career development

11.  Competency Mapping

12.  Time motion study is related to HR Function

13.  Performance Appraisal