AL Arrab Contracting Company Ltd.
Haramain High Speed Rail
HR Department
PURPOSE OF THE Department
The Human Resource Officer is responsible for providing support
in the various human resource functions, which include recruitment,
staffing, training and development, performance monitoring and
employee counseling.
SCOPE
The Human Resource Officer provides advice and assistance to supervisors and
staff. This may include information on training needs and opportunities, job descriptions,
performance reviews and personnel policies of the Council. The position coordinates the
staff recruitment process .The Human Resource Officer provides advice and support to
supervisors and staff selection committees and ensures that they have accurate and timely
information in order to make effective decisions. Failure to provide adequate advice or
assistance may result in lost opportunities for staff development, poor staff morale,
financial loss to staffs for residents and a loss of credibility for the Chief and Council.
1. Manpower Planning: The HR considers the actual requirement of the staff for the
organization.Because the overstaffing is wasteful and expensive, and understaffing leads
to loses of the organization economics and profits.
Manpower Planning consists of putting right number of people, right kind of people at
the right place, right time, doing the right things for which they are suited for the
achievement of goals of the organization. Human Resource Planning has got an important
place in the arena of industrialization. Human Resource Planning has to be a systems
approach and is carried out in a set procedure. The procedure is as follows:
Analyzing the current manpower inventory
Making future manpower forecasts
Developing employment programs
Design training programs
2. Employee selection: Selection of employees for the suitable job.
Employee Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people.
Effective selection can be done only when there is effective matching. By selecting best
candidate for the required job, the organization will get quality performance of
employees. Moreover, organization will face less of absenteeism and employee turnover
problems. By selecting right candidate for the required job, organization will also save
time and money. Proper screening of candidates takes place during selection procedure.
All the potential candidates who apply for the given job are tested.
But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates
more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing
of data. While selection is a negative process as the inappropriate candidates are rejected
here. Recruitment precedes selection in staffing process. Selection involves choosing the
best candidate with best abilities, skills and knowledge for the required job.
3. Employees motivating: Motivating employees and encourage them to give their best
in work productivity.
Incentive is an act or promise for greater action. It is also called as a stimulus to greater
action. Incentives are something which are given in addition to wagers. It means
additional remuneration or benefit to an employee in recognition of achievement or better
work. Incentives provide a spur or zeal in the employees for better performance. It is a
natural thing that nobody acts without a purpose behind. Therefore, a hope for a reward is
a powerful incentive to motivate employees. Besides monetary incentive, there are some
other stimuli which can drive a person to better. This will include job satisfaction, job
security, job promotion, and pride for accomplishment. Therefore, incentives really can
sometimes work to accomplish the goals of a concern. The need of incentives can be
many:-
1. To increase productivity,
2. To drive or arouse a stimulus work,
3. To enhance commitment in work performance,
4. To psychologically satisfy a person which leads to job satisfaction,
5. To shape the behavior or outlook of subordinate towards work,
6. To inculcate zeal and enthusiasm towards work,
7. To get the maximum of their capabilities so that they are exploited and utilized
maximally.
4. Employees relation: Keeping a healthy relationship with the employees and their
problems are redressed.
An organization can’t perform only with the help of chairs, tables, fans or other non
living entities. It needs human beings who work together and perform to achieve the
goals and objectives of the organization. The human beings working together towards a
common goal at a common place (organization) are called employees. Infact the
employees are the major assets of an organization.
The success and failure of any organization is directly proportional to the labour put by
each and every employee. The employees must share a good rapport with each other and
strive hard to realize the goal of the organization. They should complement each other
and work together as a single unit. For the employees, the organization must come first
and all their personal interests should take a back seat.
What is Employee Relations ?
Every individual shares a certain relationship with his colleagues at the workplace. The
relationship is either warm, so-so or bad. The relationship can be between any one in the
organization - between co workers, between an employee and his superior, between two
members in the management and so on. It is important that the employees share a healthy
relationship with each other to deliver their best performances.
5. Payroll module: Payment of salaries and wages to the workers at the proper time.
The basic function of this component is to generate pay checks periodically, produce related
reports and posting to relevant financial ledgers. Attendance records of the employees are
entered in the system (often through an access control system). The system provides facility to
record overtime data and generate reports involving leave, attendance and absenteeism.
RESPONSIBILITIES
(Major responsibilities and target accomplishments expected of the position including the typical problems
encountered in carrying out the responsibilities.)
1. Provide support to supervisors and staff to develop the skills and capabilities of staff.
Main Activities
Ensure that accurate job descriptions are in place
Provide advice and assistance with writing job descriptions
Provide advice and assistance when conducting staff performance evaluations
Identify training and development opportunities
Organize staff training sessions, workshops and activities
Process employee requests for outside training while complying with polices and
procedures
Provide basic counseling to staff who have performance related obstacles
Provide advice and assistance in developing human resource plans
Provide staff orientations
Access funding for training and write proposals
2. Monitor staff performance and attendance activities.
Main Activities
Monitor daily attendance.
Investigate and understand causes for staff absences.
Recommend solutions to resolve chronic attendance difficulties.
Provide basic counseling to staff who have performance related obstacles.
Provide advice and recommendations on disciplinary actions.
Monitor scheduled absences such as holidays or travel and coordinate actions to
ensure the staff absence has been adequately covered off to ensure continuity of
services.
Inform affected staff or residents of unexpected absences from work and
coordinate
actions ensuring the continuity of services such as cancellation of events and locating
keys.
3. Coordinate staff recruitment and selection process in order to ensure a timely
organized
and comprehensive procedure is used to hire staff.
Main Activities
Provide advice and assistance to supervisors on staff recruitment
Prepare notices and advertisements for vacant staff positions.
Schedule and organize interviews
Participate in applicant interviews
Conduct reference checks on possible candidates
Prepare, develop and implement procedures and policies on staff recruitment
Inform unsuccessful applicants
Conduct exit interviews
4. Provide information and assistance to staff, supervisors and Council on human
resource
and work related issues.
Main Activities
Develop and implement a human resources plan and personnel management
policies
and procedures
Promote workplace safety.
Provide advice and assistance to staff and management on pay and benefits
systems
Research and monitor human resource systems in other organizations within the
community.
Explain and provisions of the personnel policy.
Explain employment standards and legislation such as workers compensation,
labor standards and Fair Practice Act.
Organize the transitional provisions of employee compensation, pay and benefits
when positions are transferred or new positions are funded through contribution
agreements and other special funding arrangements.
Arrange for the repairs of computers and other office equipment and assist with
organizing staff to carry out work due periods of equipment shutdowns.
Attend Council meetings to provide information, when necessary.
5. Perform other related duties as required