Human Resource profession has faced numerous challenges in the past, which has forced HR managers to try and implement various strategies in the work environment all in the aim of survival and prosperity of the business. The National Institute of Personnel Management (NIPM) in India recently organized the 37th annual conference of HRs to discuss the various challenges in the work place and ways of mitigating them. It was unanimously concluded that HR managers needed to revise its roles and create new roles for organizations. The new roles would help in repairing the structural foundation of a company by being proactive and innovative instead of following monotonous routine schedules. Despite the challenges and solutions to the problems that have been suggested, the question still remains, who shall take care of HR managers if they themselves are caretakers and contribute to strengthening the backbone of a company? Culcuttta et al, 2007, suggests that strategies to be implemented should be in tandem with the current trends in globalization, technology, diversity, e-business, and ethics. Furthermore, the need to take care of HR managers goes hand in hand with the saying that “No company is sick, nor the commodity, but the performing and non performing managers are the ones who matter the most in carrying forward a business successfully.” In the last twenty years there has been a gradual transition in style and substance from personnel management to HR management, and more recently to international HR management. Briscoe et al, (2008, p. 22) believe that the personnel management role lacked strategic relevance because it was mainly an administrative type role whereas the modern concept of HR is much more strategic in scope. Globali... ... middle of paper ... ...alcutta IIM, Sridha, R., Pathak DD., Ganguly S. (Feb. 21, 2007). The statesman. A newspaper published on New Delhi. Retrieved on January 20th 2011 from: http://proquest.umi.com.ezproxy.apollolibrary.com/pqdweb?did=1219601621&Fmt=3&clientId=13118&RQT=309&VName=PQD Holbenche L. (2009). Aligning Human Resources and Business Strategy (2nd ed.). Elsevier Limited. Burlington. Pp. 165-195 Soupata L. (November, 2004). Executive excellence: a case study of UPS. A Journal on Human Resource Management. United States. Vol. 21, Iss. 11; pg. 15, 2 pgs. Retrieved on January 19th, 2011 from: http://proquest.umi.com.ezproxy.apollolibrary.com/pqdweb?did=750794951&Fmt=4&clientId=13118&RQT=309&VName=PQD Tsui P.Y. and Lai K.T. (2009). Professional Practices of Human Resource Management in Hong Kong: Linking HRM to organizational success. Hong Kong University Press. Pp. 85-89
The article Human Resource Management (HRM) by Reference for Business is informative, educational, and provides a full concept description of Human Resource Management. This article provides 8 key topics. The first topic is human resource management (HRM), for instance," Human resource management (HRM), or human resource development, entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization
The traditional administrative role of human resource practices are 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
International HRM with the context of global economy It would be very easy to refer to international human resource management as little more than HRM on a national scale with some additional features that indeed similarities in the role of human resource management within national and international organizations; however, there are also some significant differences, not least of which is the development and deployment of staff in different national and regional locations around the world. The somewhat
The main purpose of this article is In the past human resources management played more of an administrative role which were consist of processing payrolls, sending birthday gifts to employees, rearranging company outings, and making sure forms were filled out correctly. Human resource management has experienced several changes over the last twenty years such as staffing, development of Workplace policies, compensation and benefits administration, retention, and training and development. These changes
Information Technology. Human resource information system (HRIS) or human resource management system (HRMS), is basically an intersection of human resources and information technology through a HR software solution. The Human Resource Information System is software for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. The goal of HRIS is to merge the different parts of human resource, including payroll, labor
Strategic Human Resource Management “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
proprietorship or a partnership firm or a multinational corporation, Human resources has always played a significant role in particular vicinity of a company’s regular schedule. Depending on the nature and profile of the company the HR executes various general functions. (Mayhew R., N.D.) Such as – • It is the prime duty of a HR to formulate plans to ensure maximum utilisation of manpower for advancement of the organization. • Another important role of the HR is to set up a lucrative remuneration packages in
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
Human resource management (HRM) is defined as the policies, practices, and systems that influence employees' behavior, attitudes, and performance (Noe-Hollenbeck,-Gerhert-Wright, 2003, p. 1). HRM has changed earlier attitudes and assumptions of personnel management about managing people in several significantly impacting ways and the new model of HRM includes many essentials vital to the basic management goal of accomplishing and maintaining competitiveness. In this paper, the author will describe
same thing in common; they provide opportunities for leadership skill development. Human Resource plays an important role in developing leaders within the organization, and the department should be dedicated to provide support to individuals and departments, with learning opportunities, to cultivate their talent and leadership skills, so they can better serve the organization. Human Resources has a supportive role to help cultivate and develop talent with learning opportunities that focus on the
1. INTRODUCTION 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
Defining Human Resource Management What is human resource management? Human resource management is the task of recruiting, management and delivering guidance for the people within the organization from the top of the ladder to the bottom. The human resource managers provide information, training, guidance, career counseling, information regarding safety practices, and oversee many other operations that would contribute to the success of the organization. There are many ways to view and explain
Introduction: The basic key in human resource is people. They are considered as the main component in each and every organization. Human resource role is to maintain an effective financial resources to the organization. Beside, directing, planning, organizing and controlling to achieve goals which an organization set to reach the target . The main aim of each organization is to keep performing well every year. High performance can be only reached by choosing the right person in the right place
In dynamic, global competitive markets, successful organizations are likely to be staffed with managers capable of adapting to constantly evolving roles, and with the capacity to achieve and sustain optimal levels of performance. The global market place has currently impacted the practice of human resources management in the United States and will continue in the next ten years. Labor laws, wage disparities, intense competition and fluctuating currency values are the challenges that are making organizations
arguments and why? Human resources is suppose to mange human skill and talent and they are supposed to make sure that organizational goal are met, that is the purpose they serve (Youssef-Morgan & Stark. 2014). I would agree that human resources need to stay an important function is a company. I worked at a few companies that were totally ran by human resources departments and some of them, they simply did not care about the employees at all . Not to mention that human resources generally does not