A company, in abstract terms is nothing but a collection of desks, chairs, tools, machines and equipments. In other words, what makes a company breathe, live, grow and succeed are its true assets, its people, and its human resources.
It takes more than a salary to attract and retain human resources. In the world of global talent shortages that we live in, finding and keeping qualified staff is probably the single biggest challenge facing any organization. In fact, this problem has led to a dramatic shift in human resources management thought and theory, leading to a significant metamorphosis in many modern human resources departments. Performance appraisals and evaluations evolved into dedicated performance management sections, salaries and remuneration packages began including long term incentive plans such as share options, recruitment became manpower planning and many large corporations started providing career path counseling and guidance for their employees to enable succession planning and ensure long term qualified employee retention and secure their loyalty.
Human resources departments within the CGC group of companies may provide all or some of the functions mentioned below:
Payroll and Personnel: where attendances, leaves of absence of all types, payroll calculations, commendations, disciplinary actions and all types of daily transactions maintained and where employee files are kept.
Manpower Planning and Recruitment: where the company's manpower requirements are planned and forecasted, enabling the section to ensure that adequately qualified staff are available when needed such that the company's expansionary plans are not hindered due to lack of personnel, and, at the same time, ensuring that the company is not over-burdened by excessive staffing.
Performance Management: where staff performance is continuously monitored and skill gaps are identified and training requirements are mapped to ensure employees receive the appropriate training required to fully perform their jobs. This section is also where hi-potential employees are provided with career guidance and where job succession planning is performed, finally ensuring that employees earmarked for promotion receive the required training to fill skill gaps and to enable them to advance their careers and secure the coveted promotions.
Employee Relations: where induction and ongoing orientation and change management takes place, employee complaints are investigated and handled, staff housing and staff transportation are managed and where employee activities such as outings and events are coordinated.