Human resources

Human resources

Let me start by reiterating how excited I am to be joining as the Director of Human Resources of the company. I have heard wonderful things about this team and about your energy, creative ideas, and overall “can-do” attitude and I look forward to working with you.

The priority of any human resource management systems is the development of its people, their competencies and evolving strategies that work towards achieving business excellence within an ethical work environment. Keeping this in mind, let me at the very outset, reiterate the fact that the people are the driving force of any organization. Any successful company is built on the skills, knowledge, determination and the desire to excel in its people. As I take on my responsibility as the Director of Human Resources, let me assure you that my highest priority would be to provide comprehensive support for human resource administrative needs from pre- to post-employment and also to devise solutions and programs for the development of human performance skills that can help establish a clear vision and also the strategic and organizational experience to achieve that vision.

This is in keeping with one of the most significant developments in recent times, the increasing importance and priority given to human resources. Today organizations look at all areas and opportunities to capitalize on their greatest resources—their employees.  An impressive body of research on human resource and policies highlights the fact, and let me here quote from a US Department of Labor report, ” comprehensive employee recruitment and selection procedures, incentive compensation and performance management systems, and extensive employee involvement and training, can improve the knowledge, skills and abilities of a firm’s current and potential employees” (Jones and Wright, 1992).

For me human resource management is all about focusing on developing our workers’ creativity and productivity in an environment that is conducive for building self-esteem and a sense of belonging. Together, we will focus on achieving high performance of our work force by aligning the HR activities and programs and performance with the business needs of the organization.

Today, the competitive job scenario of our global economy has made it imperative for an organization to focus of recruiting, motivating, retaining and providing incentives to its talent. This is another area, we as a team need to address and work to build a world-class workforce that can help us achieve excellence in performance in all fields of the company’s activities. A highly skilled motivated work force can provide us the much needed competitive advantage over our rivals in terms of higher profitability and high product quality not to mention lower production costs and a more cost efficient and smoother implementation of a new corporate strategy.

The need to motivate employees is a well-established fact. We already have policies, processes and procedures for grievances, performance appraisals, promotions and incentive compensation systems that recognize and reward employee performance and merit. We will also work towards strengthening our system based on regular feedback from employees across all sections and hierarchies in the organization by analysing information collected through interviews, mailed questionnaires, observation and other records. The aim is to make all our processes dynamic, flexible, employee friendly and goal oriented.

We also need to focus on improving operational efficiencies by reducing costs, a fact that has become all the more imperative in the present day economic crisis. In a step in this direction, we will explore opportunities to find an integrated technology solution that is flexible and can provide an out-of-the-box functionality to support our strategy, process, organizational structure and also at the same time, fully aligned to our business requirements and challenges. We also need to work towards devising and implementing strategies that can serve to reduce our basic transactional costs and fund our investments in talent management.

I also take this opportunity to inform you that we will shortly be launching a number of web portals to simplify communications, provide information and data, targeted communications, and HR content. These portals will also serve as the hub for all HR functionalities and provide a window to our best practices. The portals will also provide comprehensive support for human resource administrative needs ranging from pre- to post-employment.

We will also be working towards integrating Human Resources with some of the functions of the Finance department so that you have a one stop shop to have all your queries related to payroll including inputting, reviewing, auditing and finalizing the payroll transactions.

I realize that in any organization, all departments and processes have to work together seamlessly to achieve high performance. This is another area I wish to focus on so that there is no gap in communication and information flow or any disruption in service to employees or clients. It is equally important that our system and processes provide for transparencies and efficiencies.

I will conclude by saying that with the right people, right technologies, right processes successfully implemented, we can together scale new heights in achieving our mission and vision, provide high quality services to our clients and transform our organization.

Thankyou

Reference

Jones and Wright, 1992 US Department of Labor, 1993