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Case study analysis of hr
Case study analysis of hr
Case study analysis of hr
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Human resource development is the process, which has a potential to enhance the work-based knowledge and expertise, production and satisfaction for the benefit of the company and people. Its main aim is to focus on the resource that people bring to the success for their company and themselves. Many authors have defined HRD in their own ways in different eras. HRD can be referred as a department and as a function or job. Now if someone studies the HRD process then he will get that HRD has two basic views to focus. These are organization Development and personnel training and development. In HRD, organization development mainly focuses at the organization level and the connection with his people, whereas personnel training and development focuses on the individuals and connects with the organization.
The purpose of human resource development is to achieve better talent pool. Human resource development has originated as a side field of management. The core beliefs of human resource development are to get the desired talent pool. It is also a professional field of practice. It focuses on the organization and considered it as a human made entity that depends on the human expertise to achieve its goals. While the human expertise can be enhanced by HRD techniques for achieving the long term advantages. It also considers the experts of the organization who can access the information that transcends the premises of the organization. Many principles have been set forth to guide the HRD and its practices. Its implementation can bring many benefits to the organization as it is result oriented and it is designed to enhance the efficiency and the effectiveness of the organization. It is also related to the company’s strategic aims and objective...
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... renaissance era in which many historical developments takes place like advancements in education and training. If one studies the history then he will come to know that HRD establishes in many ways mainly by giving importance to manual training for the development of education. It also flourishes when United States of America developed, as it training played an important part in advancing individuals and the economy. Europeans also considered it useful and gave importance to apprenticeship training as it was the dominant educational institution of that time. In short, government also played an important role in developing HRD by promoting vocational and technical education. During World War II, War Manpower Commission was established to enhance training within Industry. American human resource development program also promotes the HRD profession through research.
The first stage of HRDNI involves analysis and assessment the organisations HRD needs. Further research needs to be conducted to identify appropriate strategies, programs and also delivery methods to be used. The investigation forms the basis for the HRDNI. The
The Human Resources department has to implement the EEOC polices and procedure to avoid lawsuits and to protect the employee’s rights. Business Administration is my major but I am concentrating on Human Resources. After, a lot of extensive research, I found the Human Resources department is the core of a company. Human Resource department has implement policies and procedure to the employees on regular bases.
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
According to the author, Human Resource is the “practices and policies needed to perform the personnel aspects of a managerial job” (Dessler, 2011, p. 2). Generally, HR focuses on state and federal laws as well as company responsibilities such as staff benefits and payroll and the hiring or termination of employees. In addition to concentrating on the workforce of a company, the HR manager works cohesively with other members of management. Usually collaborations with other managers lead to the development of strategic planning for training or advancement of company objectives.
The importance of Human Resource management is associated with the beginning of mankind. As the knowledge of survival had begun including safety, health, hunting and gathering, tribal leaders passed on the knowledge to their youth. However more advanced HRM functions were developed as early as 1000 B.C and 2000 B.C. Since the modern management theory took over, the working environment was transformed into a more friendly and safe work place. The workers were termed as most valuable resources. While some companies took the human side of employment seriously, there were others who did not find it mandatory. Hence they faced huge labor unions and factory shut downs (Henning, 2001).
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)
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 and technological advancements. Then, these successes have to be analyzed and evaluated for effectiveness.
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)
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.
HR department originated and developed in the same method as other areas of a business. Just as jobs continue to be created as we continue to evolve as a civilized race, it is by that same manner that the human resources department came to be.
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)
Poell, R.F., 2007. The future of HRD research: A SWOT analysis by five leading scholars in the field. ERESOURCES.
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.
The main purpose of Human Resource management is to develop both the individuals and the organization. This means Human Resource is not only responsible for finding and maturing talents of workers, but also putting programs in effect that will enhance communication between other workers.