Effective Human Resource Management in an Organisation In the age of the global economy, the most knowledgeable, talented, skilled, and creative people are recruited and retrained by an organisation. To increase quality and value of products and services, human resource management is a major influence on every organisation. The aim of this writing is to provide four focused areas, including an extended definition of the term human resource management, human resource planning, training and development, and the important of human resource management for an organisation. There are several definitions of human resource management. Marchington and Wilkison (2008) note that human resource management is often related with industrial relation and …show more content…
Firstly, “forecasting demand for labour” is focused on determining anticipated demand for products and services, and determining the indication of strategic guidance for the number and employee type required of the organisation. This aspect is required three special techniques. This includes “projection” is the products and servicer ratio of workforce employed in the past, thus the manger can calculate the number of labour required in the future. Other technique is “current base plus” method which is the number of employee is increased in existing workforce. This is justified according to their contribution. The last technique is the “Experience and Knowledge” of the manager are needed for producing future decision for future labour requirements. The second aspect is “forecasting internal supply” which is an inspection of the current workforce in terms of characteristics such as age, skills, gender, and length of service by using several techniques such as turnover, wastage, promotions, and retirements. Another aspect is “forecasting external supply” which is more focused on external labours such as local and national labour. The final aspect is “reconciling demand and supply” which is to balance between supply and demand of the labour requirement in order to achieve the organisation’s objectives and …show more content…
By the basis resources of every organisation, staff are required in almost every work field. This means that human resource management is the major influence on the organisation, which controls the company budget, and makes strategies which are related to objectives and goal of the organisation. According to Kokemuller (2015), human resource management is a valuable assets of the organisation, which is needed to face with the changing of global economy. In order to add value to an organisation, people and performance are first specific area which plays as an important role in successful organisations, which is usually directly correlated to the talents, motivation and accomplishments of its people. Another area is talent acquisition and retention which is to hiring and retaining talented performance employees. Furthermore, it also involves building strong interviewing and screening processes, planning orientation and training, developing successful employee evaluation tools and constructing motivating compensation programs. The last area is planning which overtakes reactive responses to employment conditions for creating the company strategy plan. Human resource participants contribute to the current view and future expectations of people and resource needs, discussion of compensation and training changes and research on emerging opportunities and
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
It is now time to execute the strategy formulated, indicating certain Human Resource (HR) needs. Human Resource (HR) function can be viewed as having six main menus of Human Resource (HR) practices which can be choose the ones that are most appropriate to implementing the strategy. All of these strategies types require competent people in a generic sense, where each of the strategies also requires different types of employees with types of behaviours and attitudes. The emerging strategic role of the Human Resource (HR) function requires that Human Resource (HR) professionals in the future develop business, professional-technical, change management, and integration competencies. The following
As we know, the term ‘human resource management’ underlines a belief that people really make the difference, only people among other resources have the capacity to generate value. However, the human resource management is considered as the ‘Cinderella’ in the organization as its importance has not been discovered by the senior managers, in addition, it has to share responsibilities with line managers, sometimes it takes more work than it is expected. Actions should be taken to help the Cinderella find her glass shoes.
Tracey, W. R. (1994). Human resources management & development handbook. Amacom books. Retrieved from EBSCOhost.
In today’s knowledge-based economy, the need for skilled, well trained and highly motivated individual, for organizations to attract and retain high value people, rewards must be at least somewhat competitive. There have been arguments over what constitute the source of competitive advantage – human resources, or their effective management (Kazlauskaite & Bučiūniene, 2008). Human assets play a significant role in the creation and sustaining of any organisation. One cannot manage something unless you appraise it. Performance management is the process of assessing the proficiency through measurable indicators that can be thoroughly tracked to measure growth made in achieving set objectives. ‘One size fit all’ approach have been put to be destructive to an organization. Thus, different challenges require that organization must its build plans to suit the unique demands of the organization and these challenges offer its own design dilemma.
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
Human resource management and the organizations in which it takes place are facing challenges from a changing environment. Hiring the proper people with the appropriate skills is an essential part of maintaining the workplace. Economic issues which include downsizing, organizational culture, productivity, ethics, demographics, and diversity plays a significant role when redesigning a company 's Human Resource Department. Success in the field of Human Resource requires an update of knowledge continually. Training, certifications, hands-on experience, and tactic knowledge helps to perform a difficult redesigning task with speed and sensitivity. Human Resource actions are comprised of but not limited to equal employment, staffing, compensation, benefits, labor relations, and safety. Ethical issues are
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Human Resource Management (HRM) is a relatively new term having been coined in the 1060s.Human resources is term used to describe the individual which comprises the wrokforce of an organisation. Human resources is also the name of the fuction within an organisation charged with the overall resposibility for implementing strategies and policies relation to the managment of individuals.
This essay attempted to define Human Resource Development (HRD) with the purpose of providing strategic contribution to the organisations. The emphasis is on development instead of training. The concepts and practices of the learning organisation are presented as the approach to individual and organisational learning, thus set the principles of HRD within the context of organisational and HR strategy.