People management practices are how managers train, motivate, award employees. These practices have a major impact on the business outcome. Managers need to plan, organize, lead and control to meet organizational goals. Their job is not easy to perform; they got immense influence over the success and failure of the company. There is a lot of struggle to succeed in the managerial position.
Managers play three major roles, Interpersonal role include building relationships with everyone, provide authority to employees, and effectively communicate with people outside and inside the company. Informational role include spending time on collecting information from all the sources and Executive dashboard is a clever way to collect and process information for managers. It summarises the vital information about the company’s performance. The communication was one directional before and with the increasing use of social media the outlook of mangers informational role is changing. Decisional role include hiring of employees and setting up prices for new products. The significant change is recent times is to give the decision making power to employees, which improves the customer service and higher level managers get to work on more strategies to develop the company.
Human resources management holds all the tasks involved in attracting, developing and supporting organizational staff. Some of the challenges manager faces in an organization are matching the right employees to the right jobs, make employees commit to the company, supervise the workload and avoid employee exhaustion.
Every company has certain number of employees and managers critical for their functioning. HR managers work with the top level executives to replace the potential pla...
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...ons based on job responsibilities and pay level. Many companies provide with incentives to managers and employees to encourage them to excel in their duties. These incentives may be Bonus, Commission, Profit sharing, Gain sharing. Companies provide Employee benefits. The major ones are insurance and retirement benefits.
The traditional personnel management is replaced by human resources management. This explains significant global economic development. They are lot of differences between the two models. HRM focusses on strategic planning, learning at the workplace, leadership, employee issues and benefits.
REFERENCES:
1. Bovee, thill, ‘Human resources management’, 6th edition, page 240-259.
2. Bovee, thill, ‘Management roles, function and skills’, 6th edition, page 140-160.
3. http://www.palgrave.com/business/bratton5/about/samples/Studentlecturenotes-chapter1.pdf
People management Definition What is the importance? • People management: is the controlling, training, inspiring, encouraging and enhancing the employees in order to improve the organizational performance. • The importance is to motivate the employees and monitor to know if the organization is on the right track or not • It is develop the efficiency and effectiveness of the organization.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Introduction to Personnel Management and Human Resources Management (HRM) To succeed, an organisation need to acquire staff who are committed to achieving its aims and objectives. To do this, the organisation must provide adequate training for staff and motivate them by management, to achieve their maximum potential. The organisation can motivate its staff by personnel management or human resources management (HRM). According to Business Vocational A Level, personnel management is concerned with looking after the welfare of employees and the day-to-day administration of policies affecting them.
The traditional administrative role of human resource practices is a thing of the past and new roles for HRM are emerging at an alarming rate in the 21st century. HR is increasing its support for business goals and objectives while at the same time becoming strategic business partners. Challenges for the 21st century include, changing roles, shifting demographics, and globalization. In order for HR to stay current, they must adapt and make necessary changes in retraining, alternative work schedules and technological advancements. Then, these successes have to be analyzed and evaluated for effectiveness.
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:...
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Almost thirty years ago more and more companies started looking at pay for performance to increase their bottom line and gain productivity. Slowly these general pay increases gave way to merit pay and other forms of monetary incentives. These types of monetary rewards can be grouped into two categories: individual and group incentive plans (Appelbaum and Shapiro, 1992). The literature suggests that merit raises are used the most as an individual incentive and profit sharing is widely used by organizations as a group incentive. Other individual and group incentives that are also commonly used are commissioned pay, bonuses, and stock options. The goal of most companies is to use these financial incentives to motivate workers and thereby boost productivity (Hassink and Koning, 2009). Monetary rewards definitely matter to most people. This is evident when a company reduces or even eliminates the financial incentives that they had in place because of the state of the economy. The consequences of this action are often very unpleasant, resulting in decreased employee motivation, increased turnover, and lessened productivity (Martin, 2010). However; the use of monetary rewards has both its advantages and disadvantages.
One of the most important resources of any organization is its employees, the human resource. This makes it very important that these resources are properly managed; so that they thrive and grow along with the organization. People stream defines performance management as “A process for establishing a shared workforce understanding about what is to be achieved at an organizational level. It is about aligning the organizational objectives with the employees’ agreed skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance work force”. The performance management process involves various stages such as goal setting, skills development, performance measuring against the set goals, mentoring/coaching to enable employees to focus and achieve their goals followed by assessment of performance and any further development plans as required. Let us look at these steps one by one.
Human Resource Management (HRM) can be defined as “the set of programs, functions, and activities designed and performed in order to capitalize on both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, and training, developing and managing
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 (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.
People performance management is a process for establishing a shared workforce understanding about what is to be achieved at an organization level. It is about aligning organizational objectives with employee’s agreed measures, skills, competency requirements, developments plans and delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.
Human Resource Management is the title given to define formal systems arranged for the management of people within a company. There are many responsibilities of a human resource manager. These responsibilities usually fall into three major areas: employee compensation, staffing and defining and/or designing work. The purpose of Human Resource Management is to maximize the capacity of a company by bettering its employees. This is unlikely to change in the future even though the pace of business is always changing . Edward L. Gubman said in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."