There are
various types of HRM Practices, sometimes we see the field of Human Resource as
an all-around which makes it suitable in the operations department, technical
department, and even finance department, I am not saying this to emphasize
again that these departments are governed by people, I am saying this because
the HR competencies we have known and may not have known is also needed by
these areas of business. Let's take for example the financial side in which HR
can be part of the financial decisions especially in the engineering industry.
There are certain parts of the financial system where HR can contribute its
input in the engineering industry. When a company wins a supervision project
and plans to hire additional manpower as per the obtained contract, HR can
contribute to ratio analysis or the process in which the company decides how
much is the salary that they should offer and how much is left as a profit. It
should not always depend on the company's side, but also must be taken into
consideration if the salary is rightfully given in the present economic
situation of the country they are in, such as the housing allowance, cost of
living, the necessities, and the like. HR Professionals must be trained to
analyze the impact of the amount they are leaving for the company and the
salary to be offered to be balanced.
We cannot say
that it should be fixed in 60-40, where 60 represents the salary to be offered
and 40 as the company's profit. There are instances where we have to adjust the
offer to the applicants for them to pick our side. Adjusting the figure is the
challenge. HR Professionals must be able to practice neutral decision making
that accords not only on the people side but also in the management team. That
is one of the competency trends that is essential for all HR Professionals -
the ability to weigh in and set a limit to situations that can benefit the
company AND the employee without a doubt.
