Operational HR: Monitor Payroll, Develop Processes, Handle Claims & More - Essay Sample

Introduction

Operational human resource managers may maintain and use computerized information systems to monitor or oversee the payroll department. First, operational HR duties within the labor and employee functional region range from developing a worker complaints process to handling and investing employee-related claims and grievances.

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Besides, operational and tactic tasks, HR activities for worker relations may include' awards banquets, recognition ceremonies, and employee outings (Brewster & Soderstrom, 2017). These types of operational tasks are HR functions which help in sustaining and building employer to employee relationships. The human resources function of selection and recruitment involves meeting with staffing providers, posting job adverts, reviewing resumes and applications, conducting interviews, selecting a suitable candidate through verifying employment qualifications and dates and contacting references.

The HR specialists also focus on risk management and workflow to perform operational tasks. For example, sustaining safety logs and interacting with federal and state government inspectors who enforce safety regulations. Also, the HR functions in development and training areas such as scheduling and delivering employee orientation classes, offering training to workers of a particular job or assigning part-time staff to be job mentors or coaches. Finally, HR involves benefits and compensation as the primary operational task. For instance, processing payroll, employee vocational and leave balances under Medical or Family Leave act and monitoring sick

HR Hiring Process

The recruiting process is the act of reviewing application, choosing the suitable candidates for interview to make the hiring decisions through performing different pre-employment checks and tests. The successful employees lie through creating a strategic plan which includes, assessing business goals, existing skills, and trend in market and work volume. In the hiring process, the human resource manager needs to determine the regulatory requirement that is the position qualifications, terms, and conditions, create a job posting and interview questions (Kusumawardani & Agintiara, 2015).

Insourcing the applicants, the HR should consider employee retention, time to productivity, culture fit, aim passive applicants, and incorporate data in the recruiting process. After sourcing applicants, the application is read to determine the applicants who possess the required experience, education, skills, and other qualification. HR may schedule the formal interview, which can be conducted by senior interviewer or leadership, staff, and executives.

During the selection process, the hiring staff should evaluate and confers applicants based on the job experience, interviews, talents assessment, and skills. The steps help in narrowing the pool of applicants and setting pre-determined criteria, which include education, experience, knowledge, and abilities. Then selecting a candidate is done through comparing the applicant's qualification based on pre-determined criteria needed to perform the job. Finally, a comprehensive onboarding makes the new worker feel comfortable before he or she joins the organization officially. It includes offering success to network and work application and training or orientation schedules.

Application of Total Rewards Concept (Pay and Benefits Programs)

Employee benefits entail retirement plans, life assurance, vocation, and stock ownership plans. Benefits are forms of reward, not payment and are offered to the worker in return for a contribution to the corporation. The benefits can ether tangible or intangible like beautiful office, bonuses, promotion, and awards. Employee compensation includes salary based on job descriptions, commission, or bonuses based program.

Compensation offers Base Pay, which depends on organization role and market for the employees needed to conduct that purpose. While Variable Pay is based on a person's performance, thus the employee benefits and compensations should be credible and fair. Total reward system improves the employee retention since they would feel comfortable and appreciated. The incentives offer employees a series of long-term goals and projections. Reward also gives direct incentives for worker performance.

The programs may include professional performance management, training, and development. These enable the employee to develop unique and new skills through education to improve the ability to perform his/ her job. Besides, total reward controls expenses and provide the benefits of centralized-administration in all work-related concerns such as training, pay, and benefits.

Training Needs Assessment and Performance Management Process

A training needs assessment implies the process designed to evaluate what the skill or knowledge is lacking. It determines the differences between workers' current knowledge or skills and the desired experiences which are needed. Training needs assessment boost learning and retention of employees, attains huge return through time investment, and saves money and time.

In assessing training needs, the HR should set clear company objectives to comprehend the performance areas that workers require to improve to enable the organization to attain its goals. Then, the company needs to know the skills and knowledge the workers need to become more innovative, efficient, and productive. Through questionnaires, other evaluation methods would identify any challenges that could prevent workers from developing and learning their skills and knowledge. Finally, with information on knowledge and skills employees need to perform a task, proper training is designed and delivered to employees to meet their needs.

Performance management helps proper documentation to boost the company effectiveness through ensuring the sharing of information between employer and employees (LaVenture, Brand, Ross, & Baker, 2015). Performance management enables the HR to set goals which are specific, achievable, measurable, time-bound, and transparent. Also, performance management helps in monitoring, improving, and rewarding and compensating the employees to ensure the smooth running of the organization. Proper performance helps in motivating workers through compensation system, clarifies their status and roles and offer structured process for the workers to approach management to ensure the discussion of the problem and clarification of the plan and expectations.

Approaches That Monitors and Manages Employee Performance, Morale and Retention

In monitoring employees' morale, retention, and performance, it is essential to establish worker morale committee and task them with monitoring performance through measurement methods, meetings, and surveys. Also, the human resource manager should hold a regular meeting to discuss the company moral issues and encourage workers to speak freely. Engaging employees in decision making will enable the HR manager to identify the problems and areas that need improvement. For example, some workers may not be comfortable with the compensation and benefits they receive from an organization. Thus, salary increment who create their loyalty leading to improvement in productivity, efficiencies, or workflow.

Setting up the suggestion box would ensure privacy and secrecy in sharing information within the organization. Since some employees may fear to speak or attack the employers openly. Identifying surveys would help to recognize problems in the organization. The HR needs to formulate questionnaires and allow employees to fill basing their grievances, challenges, and benefits they have obtained in the company. In managing employee's morale, retention, and performance, the HR should set clear expectations and communicate them appropriately would ensure employees engagement in decision making.

Also, the company needs to offer training managers to provide them with tools that would enable the employees to succeed. Utilizing workers handbooks and helping them understand company policies and conducting timely and regular workers performance appraisal to know whether they are working towards company goals. Offering workers the right processes and tools to excel in ensuring satisfaction and productivity and reviewing the organizational hiring procedures to ensure the qualified candidate is hired.

References

Brewster, C., & Soderstrom, M. (2017). Human resources and line management 1. In Policy and practice in European human resource management (pp. 51-67). Routledge.

Kusumawardani, R. P., & Agintiara, M. (2015). Application of fuzzy AHP-TOPSIS method for decision making in human resource manager selection process. Procedia Computer Science, 72, 638-646.

LaVenture, M., Brand, B., Ross, D. A., & Baker, E. L. (2015). Building an informatics-savvy health department II: operations and tactics. Journal of Public Health Management and Practice, 21(1), 96-99.