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Role and importance of human resource
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Role and importance of human resource
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What is HRM?
HRM (Human Resource Management) deals with a wide range of issues, it is difficult to determine the exact definition as it varies from organization to organization. Storey (2007, p. 3) describes it as "two main forms of existence. One is in the form of academic discourse and activity. The other is in the form of practice in organizations". Training and Development and Managing Teams are important concepts of HRM, this essay will be exploring how these two concepts of HRM contribute to the effectiveness in organization.
Training and Development
Price (2011, p. 457) states that training is "geared towards planned development rather than being an isolated activity unconnected to the organization's objectives". Training is more common over learning in organizations, this is due to the value of it being easier to measure. Learning styles isn't just one topic, rather it is a range of concepts that involves modalities, preference and strategies (Egan, 2013). Learning styles can encourage learning and talent development, this is because it can bring a range of benefits to a firm such as motivation, creativity, greater productivity and more. On the other hand it is more difficult to measure and see the effects of this process, a survey report from CIPD Adviser McGurk (2013, p. 9) stated that "they have encountered difficulties in testing or measuring the effectiveness of Learning & Talent Development activity".
In order for training and development to be successful for the firm, they must make sure their learning programme covers the firm’s objectives and priorities. In recent models such as the learning cycle are used to help identify the clear objectives and outcomes of the course or learning programme, this goes through a...
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Newell, H. and Scarbrough, H. 2002. Human resource management in context: a case study approach. New York: Palgrave.
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Price, A. 2011. Human Resource Management. 4th ed. Andover: Cengage Learning EMEA.
Recepoğlu, E. 2013.Analyzing teachers’ perceptions on learning organizations in terms of different variables. Procedia - Social and Behavioral Sciences, 93 pp. 618-619. Available from: doi: 10.1016/j.sbspro.2013.09.249 [Accessed: 14th November 2013].
Senge, P. 1990. The fifth discipline. New York: Doubleday/Currency.
Storey, J. 2007. Human Resource Management: A Critical Text. 3rd ed. London: Thomson Learning.
Whitmore, J. 2009. Coaching for Performance. 4th ed. London: Nicholas Brealey.
The training and development of employees in William Hill is imperative for the performance or the company as they are in a competitive market. William Hill has to inform workers to be aware of surroundings in the area that they work. Training and Development Training Training is essential for both employees and employer if they want to be effective within the organisation and also for a company like William Hill to stay competitive within their market. The reason why training is important to employees is to enable them to achieve their maximum potential in their current position, it is needed also to develop them to create further opportunities within the organisation because employees are likely to be better educated and become multi-skilled. Training should be ongoing within William Hill in developing the employee’s skills within the business.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
The difference between high performing companies and all other organizations is the degree to which training is integrated into company culture and strategy. Despite less time was given for formal training, the employees were benefiting more. This is due to the environment of continuous learning in which nontraditional training opportunities were offered and encouraged. Another important factor is linking strategy and training. Training is considered an investment for the organization because it is potentially a company’s most critical asset.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
O’Donnell, D., & Garavan, T. N. (1997). Viewpoint: linking training policy and practice to organizational goals. Journal of European Industrial Training, 21, 301-309.
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:...
The third stage in HRM development which began in the late 1970?s and early 1980?s was the realisation that effective HRM could give an organisation competitive advantage. Within this stage HRM is viewed as important for both strategy formulation and implementation. For example 3M?s noted scientists enable the company to pursue a differentiation strategy based on innovative products. At the competitive stage, then, human resources are considered explicitly in conjunction with
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...
Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the level required for a suitable performance (Snell and Bohlander 2007). Nevertheless, despite the benefits that these organisations and employees gain from training, some are still not willing to capitalise on it.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
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 is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them” (Diaz, 2012). In recent years, there has been a dramatic shift in the human resource function. Traditionally, management viewed the HR function as purely administrative and professional. Human resource managers continually transform and adapt to the ever changing workforce demands. Human resource management is a vital asset to any organization, as they are a strategic partner that enhances the skills of an organization helping to ensure the organization’s success. Human resource managers are tasked with being versatile enough to switch
Training is all about teaching people in order to improve their performance in a certain area. We will be focusing on engaging our learners. We want them to have hands on experience. Our training will have specific goals. That is measurable and attainable.
have more of a major effect on the company's health. Irving Burstiner was quoted in in The