How To Achieve The most Utilization To: Human Resource Department

Human resource manager can be one human resource relation consultant to give recommendation how the organization should be better equipped to cope with the HR consequences of changed circumstances, careful consideration of likely future human resource requirements could lead the firm to discover new and improved ways surpluses might be avoided, it helps the firm to create and develop employee training and management succession program, some of the problems of managing change may be foreseen or consultations with affected groups and individuals can occur at an early stage in the change process and decision can be taken and by considering all the relevant, options, rather than being taken in crisis situations, management can assess critically the strengths and weaknesses of its labor force and HR policies, wasting or excess of effort among employees can be avoided and coordination to worker's efforts is improved to raise efficiencies and productive effectivenesses.3.3HR role in bank industry developmentWhat is human resource (HR) role in organization? What factors can change to influence HR? They include workforce changes, globalization, ethics, organizational growth, increased accountability. These factors can influence HR's role change in the organization. So, when you assume be one HR manager, you need to concern: How have you used you awareness of internal and external changes to guide the decision making of your stakeholders, e.g. discussing the impact of trends in workforce skills with function leaders? Which of your knowledge, skill, abilities or other characteristics have been useful in consulting with stakeholders?Hence, HR role needs to understand the organizational goals and the role each function plays, serves of a cross-functional bridge. Locates talent throughout the global organization, identifies and supports need for resources or training, advices core functions on how with adapts to organizational strategy. Moreover, HR leaders need own knowledge of other business functions and whose organizations' business influences specific actions by HR, e.g. understanding the type of experts needed by R&D and future trends for that need. Also, the HR leader needs to know which of whose knowledge, skills, abilities or other characteristics have been useful in repsonding to this challenge?HR also needs to consider how its organizational functions. They have disadvantges and advantages in order to achieve HR staff skill, talent to satisfy different departments' needs effectively and efficeintly. Organizational structure has three types: Firstly, functional type advantages of easy to understand, specialization develop economies of scale, communication within function, career paths, fewer people and disadvantages of weak customer or product focus, potentially weak communication among function, hierarchical structure. Secondly, product type advantages of economies of scale, product team cutlure, product expertise and disadvantages of regional or local focus, more people, weak customer focus. Finally, geographic type advantages localization, quicker response time and disadvantages of fewer economic of scale, more people potential quality control.HR also needs to concern when it's company needs to implement outsourcing employment need rea third party contractors' successful outsourcing depends on choosing the right activities to outsource, cooperation of contractor's performance objectives with strategic requirements.