The head of the human resource department in Ridges Tea factory company explained that the role of individuals in the department include recruiting of workers, providing training to new workers as well as perfecting skills for all staff members, dealing with the employee- employee relations, payrolls and benefits, employee performance and record keeping. Following the interview with the head of the human resource department in Ridges Tea Factory, these notes were taken.
The scope of the human resource is observed as a multidimensional view that should exist in all organizations to define the knowledge, creative abilities, skills, aptitudes, and talents obtained in a population. The department helps in fully developing the potential of the employees to get the best results.
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The recruiting process takes an extended period, 40% of the entire department’s time, when there are open positions within the company. This period is the result of an increased number of Curriculum Vitaes for jobs. This length of the recruitment process causes the challenge of losing qualified personnel to other opportunities. For efficient and successful recruitment and hiring process, Ridges Tea Factory uses the ideal job profiles, organizational chart, staffing plan, salary structure document, social media platforms, skill tests, assessment rubrics, and job description template.
They use 10% of the department’s total time to handle employee reviews. A shorter time is used as employees’ effectiveness is easily measured. The department has attendance books where employees sign in and out daily. The department provides time tables to ensure employees manage time efficiently. The employees give their signature all the time they attend training to help the department follow up quickly. Ridges Tea factory has unique company formulas that help them make the most out of employee performance reviews. Employee reviews face a challenge when some of the employees fail to sign in and out of duty as well as fail to give signatures during training sessions.
Averagely it takes approximately one year, to train a new employee in the company, so they perfectly fit in their duties, this period is approximately 5% of the day’s work. The challenge involved is when the new employee is a slow learner and does not familiarize themself with the documentation or the training procedure on time.
In the case of a crisis, the Human resource department protects the employees’ welfare as well as ensuring they contribute to recovering the organization’s stability. In a pre-crisis and emergency, the human resource department actively participates in planning, talent development, and training for crisis management. The department gives information on potential crises as they provide the necessary skills and knowledge in dealing with it to ensure the company is sustained.
The first question asked; why don’t the human resource department participate fully in payrolls and benefits to employees? The director explained that the company is one of the branches to the main organization; therefore, payments and benefits were done from the main company office. The financial process of the organization is not part of their day to day engagement. The director explained that the roles are in the process of being disseminated to all the branches.
The second question asked: What is the company’s specific and unique technique of recruitment and promotion? This question was answered partially since the company did not have a complete specified and unique process that was being followed when recruiting. The development of the recruitment document was underway.
To sum up, the human resource department is essential and important component of an organization despite their duties being unnoticed at times.
