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HR Professional and Donating Blood

Human Resources Management is not only managing the employees within the organization but also guide them to work for each other as a team as well as extend the helping hands for others. Today, I am posting this article about “Donating Blood” to aware HR personnel and increase their love and care for others.

Why the Blood Donation?

It’s a voluntary act of allowing one's blood to be drawn out-of-body has many advantages besides giving that wonderful feeling of saving someone's life. The blood donated is stored in blood banks, to be subsequently used for transfusion. No doubt the first and foremost advantage of donating blood is the exalted feeling of saving someone's life. If we donate the little excess blood in our body, it could save someone's life without creating any problem for us. Instead it would help to alleviate some major health problems like heart diseases. Blood donation is an excellent way to get rid of excess iron accumulated in our body due to its overconsumption. Excess iron in the body can stimulate the formation of free radicals, which are responsible for causing damage to body cells and tissues. Free radicals are also associated with many diseases like heart diseases and cancer. 

By donating blood individual specially the men have higher chance to reduced their iron overloading. This iron overloading is also thought to increase the risk of heart diseases. Besides, iron oxidizes cholesterol, which is harmful for the arteries. Hemochromatosis is a genetic disease characterized by excess accumulation of iron in the tissues due to improper metabolism. The disease can cause damage to many organs like pancreas, adrenal glands, etc. It may also cause diabetes, liver diseases and heart diseases. So, donating blood on a regular basis would help you to regulate the level of iron in your body. Studies have shown that donating blood regularly can be beneficial for the heart and circulatory system and can reduce the risk of heart diseases, especially among young people.

Besides, blood donation also burns the extra calories and reduces your cholesterol level. After donating blood, the count of blood cells decreases in our body, which stimulates the bone marrow to produce new red blood cells in order to replenish the loss. So, it stimulates the production of new blood cells and refreshes the system. 

Role of HR Personnel about Donating Blood:

I am sure none of the prominent HR professional will claim that they don’t work for the people, by the people. HR practitioners not only work for the betterment of the employee’s of the organization as well as for the betterment of the society. Some may conceptualize it at Corporate Social Responsibility (CSR) or whatever. HRM is always near to those who need the helps from others.

HR professional have the adequate opportunity to arrange the blood donation camp as well as make them as a hero or idol by start donating blood first. They need to put the examples of work for others by arranging such activities. They are the spokesman for the organization as well as the leader for the team. So, they need to take this initiative first.

They have to aware employees that there are no major disadvantages of donating blood, except that sometimes one may experience a drop in blood pressure due to hypovolemia (a state of reduced blood volume), which may necessitate cancellation of donation. Sometimes, one may also experience mild nausea or dizziness for a short while. But if you compare the health benefits and mental satisfaction that comes from saving a life, you will feel that benefits of this act of charity are not only restricted to the recipient, but also helps the donor immensely.

Besides making aware the employee about benefits of donating blood, HR department can arrange the blood donation camp in the University and other job camp as part of their CSR. I do believe that Blood Donation campaign can brings more benefits to them comparing to the thousand dollars advertisement.

Pic Source: http://www.gbsmalaysia.org/images/bloodbank.jpg

Iron overloading is also thought to increase the risk of heart diseases. Besides, iron oxidizes cholesterol, which is harmful for the arteries. Hemochromatosis is a genetic disease characterized by excess accumulation of iron in the tissues due to improper metabolism. The disease can cause damage to many organs like pancreas, adrenal glands, etc. It may also cause diabetes, liver diseases and heart diseases. So, donating blood on a regular basis would help you to regulate the level of iron in your body. Studies have shown that donating blood regularly can be beneficial for the heart and circulatory system and can reduce the risk of heart diseases, especially among young people.

Besides, blood donation also burns the extra calories and reduces your cholesterol level. After donating blood, the count of blood cells decreases in our body, which stimulates the bone marrow to produce new red blood cells in order to replenish the loss. So, it stimulates the production of new blood cells and refreshes the system. 

Before donating blood, your hemoglobin level will be tested. If it is low, then you will not be allowed to donate blood. Besides hemoglobin, your blood pressure level and body weight will also be checked. In addition, your blood will also be examined for detecting the presence of five diseases, namely, hepatitis B, hepatitis C, Syphilis, HIV/AIDS and malaria. If you are not suffering from these diseases, only then you will be allowed to donate your blood.

Few Facts about Blood Donation:

·         Whole blood donors can donate as frequently as every 56 days. A benefit from donating this often is that you receive a mini-physical once every two months.

·         Each whole blood donation can help as many as three people. One unit is divided into three parts: red blood cells, platelets, and plasma.

·         Whole blood donation only takes approximately 45 to 60 minutes.

·         Blood cannot be manufactured. It can only come as a gift from people.

·         The need for blood increases during holidays and summer months. People are more apt to be traveling and active during these times and thus are at an increased risk for accidents.

·         Statistics show that 25 percent or more of us will require blood at least once in our lifetime.

Reasons that inspires you for Donating Blood:

·     60% of the population will need blood at some time in their lives, yet less than 5% of the population donates.

·         Disasters like car accidents, fires, and other trauma cases happen every day and these patients need blood, and rarely do they need only one pint. A bleeding trauma victim can run through 100 units of blood in no time.

·       Donating blood is safe and a healthy thing to do. Not only do you get a free mini physical, including blood pressure check, heart rate, temperature and iron levels, but it's the fastest way to lose a pound!

·  For men, there is a life-saving benefit to donating blood. Men are at higher risk for "hemochromatosis or iron overload" a potentially deadly problem where too much iron builds up in the blood. It can lead to heart disease and other major health problems. Research shows if men give blood 3 times a year, they can reduce their iron overload and therefore their risk of a heart attack by as much as 50%!

·      Blood donors are true heroes. In fact, your one blood donation will be broken down into several components, enabling you, with just one donation, to save up to three lives!

© Shaki, Ahmed R (2012), Candidate of PhD in HRM, UUM

SAP HR in Bangladesh: Now or Never.....

What are the main modules of SAP HR? Is it really needed for better Human Capital Management? If you still don’t know what SAP HR is and whether it is needed for better HCM in your organization, I am sorry to say, you are far behind of modern HRM. Basically the solution for SAP HR included the entire process of workforce process management with sub module employee administration, individual time management and evaluation, organizational management, benefits management and payroll calculation.

SAP HR is effective tool for talent management. In talent management the sub modules are recruiting, career management, succession management, enterprise learning, compensation and benefits management and ofcourse the performance management.

SAP HR Sub Modules

Organizational Management

Personnel Administration

Recruitment

Payroll

Benefits

Compensation Management

Personnel Cost Planning

Time Management

Cost to Company (CTC) and Budget Management

Personnel Development

Training Management

Travel Management

Occupational Health and Safety

The beauty of integrating ICT in HRM is simple enormous and can bring the satisfaction and optimum output from the employees. HR Manager in Bangladesh, now its up to you. Love it or keep sitting in the backbench.

© Shaki, Ahmed R (2012), Candidate of PhD in HRM, UUM

Back to Basic!!!

In any organization, Human Resource Management (HRM) is one of the mostly needed departments now a day. Forget about Personnel Management. That is a Stone Age concept. The function of any organization which is responsible for recruitment, provide job descriptions, assess performance in tenure, doing need assessment for required training for further individual and organizational development, working strategically aligned with the management and offer direction to the human capital time to time is HRM. In the present age HRM is not only the task for HR department rather HRM can also be performed by line managers.

As Susan stated in about.com that HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. I would like to add one more point and that is innovation. And that innovation must be tagged with Information System like e-HRM, HRIS.

Pic Source:www.adroitglobalnetwork.com.my/photo_53.gif

HRM manage people within and beyond the organization. HR personnel have to have the mentality that they are the spokesman of any organization so that they have to be more trained in customer services both internal and external. Managing people from a different race, culture, religion, beliefs and gender as well as disabled is one of the core issues of HRM. For sure, friendly and considered HRM can bring more success and keep the work place environment breathy. Effective HRM certainly accelerate the employees motivation level and that contribute significant input to any organization to achieve optimum productively and the accomplishment of the organization's goals and objectives.

If you or you’re the management of your organization still believe in traditional personnel, administration, and transactional roles, my write-ups are not for you. We are in the year of 2012 now e-HRM with bio-metrics, RFID, chips are widely using. HR start adding value strategically to the organization from the last decade and it’s a profit centre and measurable.

Last but very important basic in my view about HRM is: please do not choose your career in HR, if you do not love to mingle with people. HR is truly by the people, of the people and for the people. Chiao!

© Shaki, Ahmed R (2012), Candidate of PhD in HRM, UUM

Asking Question: Need to Sharpen Your Skill

Asking question or making inquiry need to be wrapped up with art. I knew you’re raising your eyebrows now but trust me my experience refers to that word ‘skill’. How well do we ask questions or making query while needed? Do we really think about it or just raise the matter? No matter what if you’re student of Business School or executive in a commercial firm, try to attain and sharpen this skill of art of asking question.

Yes, I agreed that no question is stupid but if we want to get good response, we have to ask in right way. We have to make sure that what exactly we really want to know. Questions have to be precise, clear and focused. And last but not least, be humble while asking question. It will not cost anything rather return will be more.

e-HRM and Value!!!

A considerable gap between HR and line managers can be observe in organization. For instance, we can find a gap between HR involvement in e-HRM and its ability to use to 'operationalize' aspiration through actual delivery. Unless the stakeholders in the organization is able to understand the benefits of e-HRM in a way that is palpable and tailored to the needs company, it will be difficult to define a compelling reason for change and warrant a financial investments. This may explain why the majority of investments continue basic administrative / operational level only obvious cost is seen as a possible result of using technology to reduce the basic processing functions. Based on the above discussion it is obviously the HR personnel responsibility to make aware the top management as well as the line manager about the benefits and value of e-HRM.

e-HRM certainly create value not only for the HR department but for all. Apart from the administrative support e-HRM can easily put significant contribution for organization strategic management. Though there is a dilemma that benefits of e-HRM is seen as the only tangible and related to the reduction, the business benefits of e-HRM cost can only be based on this narrow aspect, and greater investment in e-HRM functions (Productivity and strategic functions) will not happen. But if these intangible assets represent the most powerful forms of investment in technology, but the organization is unable to justify the investment in them, they miss opportunities and The greatest benefits will be unattainable.

That is not so far when the value of e-HRM can be understand by all and more organization will adopt e-HRM for gaining optimum benefits.

Shaki, Candidate of PhD, HRM, University Utara Malaysia; 2011

e-HRM and Employee Satisfaction.....

Human Capital function of an organization is accountable for complying with the Human Resources needs of the organization. Along with other business functions in human capital also align their strategies, policies and practices with organization mission, vision and goal. Human Capital Management or Human Resources Management whatever we named it, improving the system each and every day. There is no point of satisfaction unless HR practitioners every day try to improve the service both for external and internal customers. Electronic Human Resources Management (e-HRM) is one of such development for HR.

In any organization employees have different perceptions about the term "e- HRM". e-HRM is basically a web-based solution that takes advantage of the latest web application technology to deliver an online  real-time  Human  Resource  Management Solution. It is comprehensive but easy to use, feature-rich yet flexible enough to be tailored to organizations specific needs. It also refers to the processing and transmission of digitized information used in HRM, including text, sound and visual images, from one computer or electronic device to another. It will be able to meet the demands of today's Human Resource Management.

Using e-HRM technology is a way of aligning and coping up with organization HR strategies, policies and practices.  The e-HRM technology supports the HR function through web-technology based channels. The e-HRM provides a portal which enables managers, employees and HR professionals to view extract or alter information which  is  necessary  for  managing  the  HR  of  the organization. HR personnel have to keep it in mind that employees’ satisfaction is must for smooth working of an organization.  Without this, peaceful running of an organization is not possible.  If some changes are done in the organization and employees are not satisfied with it then the results of those changes are not in favor of the organization. So, before implementing e-HRM within the organization as well as after implementation HR personnel have to recheck repeatedly that employees are happy with the service or not. The satisfaction factors of employees' satisfaction towards e-HRM are can be Faster Communication, Improvements, Benefits, Employee Management, Time Efficiency and Client Oriented.

Please feel free to contact with me if you have any further query about e-HRM. Thanks

© Shaki, Candidate of PhD in HRM, UUM

e-HRM..... Need More Attention!

For me the alphabet "E" is really interesting in lot of sense. Wonder why? Here, "E" refers to "Electronic" and we find this "E" every where. Don't believe me? OK, allow me to give some example. e-Commerce, e-Business, e-Ticket, e-Logistic Management, ERP etcetera. So, if HR professional also want to use "e" in their field, I think nobody will be really feel offended or said anything against of it. e-HRM or electronic human resources management is no more a buzz word rather everyone aware about it. True, some got confuse with HRIS (Human Resources Information System) or other computer based application of HR like attendance or payroll system but e-HRM is not actually not that. Its a complete system where HR work as a strategic business partner for the organization. A full integrated automated software and hardware definitely needed but awareness about e-HRM is needed first to get the optimum benefits. Keep in touch with my blog. I will write more detail about e-HRM soon. Cheers!!!

© Ahmed R Shaki, Candidate of PhD, HRM