Recession time: How HR's can do more with less resources?

In current time HR manager playing a important role in wide area of an organisation.

HR manager making a systmatic approach in recuitment, sellection, training, development, and mostly provide motivation through reward ant orientation.so its having a most authority and control in an organisation. 

With the current recession the main responsibility of HR lies in achieving the maximum with minimum input, this can be thoroughly achieved by new initiatives like 

- developing inhouse trainers, thus cutting external training cost,

- manpower redeployment and job enrichment as per the skill fit in order to avoid new hiring and will enhance the skill set of the existing manpower

- motivate employees to do multi tasking, taking up new responsibilities, will prove benificial in the long run for the employee as well as the orgn.

hope it makes sense !!

regards

Shashank Tyagi

The Prime duty of the HR is to give its best in all condition. In this time he must be doing his best deals in humanresources and give proper traning to selfimprovement of the employes so that the employees prove themself the assets of the company.

well the comments by Mr Kalidas are to be appraised by every organisation. In this recession time the individuals should be given time before he is fired. the back ground of the individual should be ascertained. Organisation cannot show the crisis on the individuals.

I am agree with your argument Vishabh, one more point that I want to add is cost cutting in resources we can go for retrenchment process in this recession period 

Here are my 5 tips to help in selection of good quality staff, whilst minimising  recruitment costs

1.       Do you need to advertise externally?
Taking out an advert in a newspaper, trade press or internet job board costs money. Recruitment consultants will charge you anything between 10% and 40% of the first year's salary of any candidate they place. Not a cheap option! How can you use LinkedIn to advertise your role? I recently used my Linkedin network to find 2 potential management accountants for one of my clients. Do you, or your staff know anyone who would be suitable. Perhaps you have a current member of staff who is ready to take on more responsibility? Or, perhaps you already have got some suitable people's CVs on file?

2.       Have a clear job description
Take the time to think about (and list) what this person will be doing and responsible for - and the skills needed to carry out the role. Then think about the type of person you are looking for. Remember to not include any reference to age or years experience in your job description as this could be seen as discriminatory. You can then target the job advert or 'word-of-mouth' advert. Most clued up candidates will ask you for the job description.

3.       Do you need to take on a permanent member of staff?
You can 'try before you buy' by making the role temporary until you are totally confident that you have the work for the new member of the team, and you have hired the right candidate for the job. Or perhaps you could outsource the work to a contractor? Some candidates if they are currently out of work would be open to a paid trial, 2 weeks where you can see whether they will fit in.

4.       Create a simple application form for applicants to fill in, which can be downloaded from your website
Include specific sections to cover your minimum requirements for the role, and limit the amount that applicants can write on the form. This way you will weed out any speculative applicants. Only serious & suitable contenders for the role will take the time to fill in an application form.

5.       Prepare a simple interview plan and stick to it!
An interview plan will give you a level playing field when interviewing & allow yourself to compare candidates objectively (and protect yourself against a discrimination claim).

Its a good for HR that he maintain good relation with employees. He shoud have one to one  interaction so that the communication flow in right direction.