Chapter No 1 INTRODUCTION 1.1 Background Human Resource Management is the function of organization which deals with human resource and issues related to personnel such as hiring, management, development, benefits, and motivation of employees, communication, administration, training and compensation. HRM practicesplanning, development and succession planning are covered by human resource program. From HRM practicesplanning and management HRM practicesdevelopment can be distinguished .HRM practicesdevelopment is a process of scientifically guiding the movement of personnel of an organization through hierarchy of organization , while HRM practicesplanning is a subset of HRM practicesmanagement and it is define as way of setting up objectives for an employee HRM practicesand develop strategies to attain those together with activities that helps in making choices with respect to choices, occupation, job assignments, and development measures. HRM practicesmanagement particularly relates to human resource management actions those are recruitment, selection, appointment, and performance appraisal to smooth the progress of HRM practicesdevelopment (Bhattacharyya, 2002). HRM practicesmanagement includes HRM practicesplanning as a division. And HRM practicesplanning has HRM practices as an activity. Employees leave their job due to several factors. Employee can leave their jobs voluntarily. Some of these reasons include better HRM practices opportunities, increased compensation and broaden the current tasks. When employee are asked to leave for reasons including poor performance or an unsuitable behavior, company benefits, employee attendance and job performances involuntary organizational performance occurs, as are all factors play an i... ... middle of paper ... ... productivity (Brown and Heywood, 2005). Chapter No 3 Methodology 3.1 Sample Researcher has selected only one hospital for the research i.e. Shifa International Hospital; this is located in the capital of Pakistan, Islamabad. Information has been collected personally through a questionnaire. Questionnaire was used by Teseema & Soeters (2006) for measurement of HR practices on employee’s performance. And its reliability and validity is checked by Teseema & Soeters (2006). For the purpose of this research qualitative model will be used to analyze the data. 3.2 Participants The participants are hospital employees from one leading hospitals of Pakistan. Total 10 questionnaires have been distributed. These are sufficient for analysis. 3.3 Procedure The data that has been received by individuals directly, analysis applied on this data for prove the hypothesis.
Human resources management is defined as, the [process of evaluating the needs of a business or organization with regards to employees, especially in hiring, recruiting, motivating and compensating employees.1 One of the major roles of this function involves
Also, the title of the article states the research is a “population study” which is a focus of a quantitative research and a component of a quantitative method. Furthermore, the authors specified a clear defined research purpose which often requires statistical methods to test the hypotheses as well as to look for the cause and effects of the variables so that predictions can be
Human Resource Management is defined as the management of activities undertaken to attract, develop, motivate, and maintain a high performing work force in an organization. There are a lot of myths about the HR department, for example people just view HR as a “hiring department” and believe it has no major role in growth of an organization. Traditionally, HR function has been viewed as primarily administrative which was focused on the level of the individual employee, the individual job, and the individual practice (Becker, Huselid, and Ulrich 2001), with the assumption that improvements in individual employee performance would undoubtedly enhance performance of the organization. But in the 1990s, an emphasis on strategy and the importance of HR systems emerged with HR emerging today as a strategic paradigm in which individual HR functions, such as recruitment, selection, training, compensation, and performance appraisal, are aligned with each other and also with the overall strategy of the organization (Khatri et al, 2006).For making a successful transformation the HR department has to shed its traditional administrative, compliance, and service role and adopt a new strategic role concerned with developing the organization and the capabilities of its managers (Beer, 1997). Competition, globalization, and continuously changing market and technology are the principal reasons for the transformation of human resource management today (Beer, 1997). According to Beer (1997) following areas are needed to be improved in higher levels for a strategic approach towards Human Resource Management.
Human Resource Development (HRD) which is any process over the activity that is of a short term or over the long term. It has the potential to develop the work-knowledge, expertise, productivity, and satisfaction of the adults. It focuses on benefiting the personal as well as the group. Additionally benefits the organization, community and the whole of humanity. In the Human Resource Development framework, there are four stages which consisted of Need assessment, Design, Implementation and lastly the Evaluation.
Nowadays, Good managers are not only effective in their use of economic and technical resources, but when they manage people they remember that these particular resources are special, and are ultimately the most important assets. On this occasion, this report is written to explain the reason why Personnel Management has changed to Human Resource Management and how the functions and roles of Human Resource Department differ from Personnel Department.
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.
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:...
I am interested in pursuing a second master’s degree because I found a career path that I am very passionate about. I have strategically aligned myself with the right combination of education and experience to develop and grow my career as a Human Resources (HR) professional and this strategy has been the key to my current success. Applying to the Masters of Professional Studies (MPS) Human Resources Management (HRM) program is the next step in becoming even more successful within my field because I plan to work as a Vice President of International Development and Workforce Planning. I believe Yale is a fit for my career goals because with a concentration in International HR the core courses offered in the program will help me improve my strategic thinking and theoretical experiences that will overflow into my practical experience.
This research involves distribution of questionnaire and collecting samples randomly by distributing questionnaire to 100 employees working in different departments. This research identifies the most common complaints such as wage & salary, working condition of the company, promotion to the employees, unfair management
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
Organizational success or failure is dependent on a myriad of variables that can be challenging to measure and interpret. Success or failure can simply be luck and timing or an orchestrated and deliberate effort. As new technologies allow organizations the ability to rapidly measure and assess its internal and external environmental factors, more efficient strategies can be quickly implemented. The focus of this literature review is specifically on one of these mentioned variables. The paper will detail the relationship that Human Resources (HR) practices have with an organization’s strategic goals and vision.
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.
The research was designed using qualitative model based on exploratory design. This was done to facilitate multi-faceted study with a broader prospective. Basic percentage analysis was done to supplement qualitative analysis. The study was conducted with the help of a Questionnaire. To deepen the understanding data was collected from a variety of books, Internet web pages, and articles of different kinds conducted was descriptive in nature. Descriptive research includes survey and facilitating enquiries of different
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.