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The importance of human resource management
Challenges and Implications of Human Resource Management
The importance of human resource management
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Human resource management (HRM) is the function that assists organizations in achieving goals by obtaining and maintaining effective employees. There are four basic functions; which are staffing, training and development, motivation and maintenance. Some of the responsibilities of HRM include locating competent employees and bringing them into organizations. Secondly, train the workforce to maintain competitiveness of the organization. Thirdly, keep highly productive competent and adapted employees with up-to-data skills, knowledge, and abilities. Lastly, develop compensation strategies and policies in compliance with legislation, market forces, and the organization’s business strategy. The MOM ensures that good jobs continue to be created for Singaporean. On the other hand, the framework is not about “hire Singaporeans first or hire Singaporeans only”. The MOM also raised the qualifying salary for new EP. Managers expressed to hire candidates with necessary skills, knowledge and experience. Younger foreign workers need to be brought in to drive productivity and innovation in Singap...
Managers should prepare carefully for negotiations; they should not just react to union proposals (Maytree Foundation Website). Managers should assess how much change they can make in one round of negotiations and should also work carefully on the language of your proposals (Maytree Foundation Website). Managers should use several techniques to prepare for bargaining during the negotiation meeting (Dessler, pg. 579).
The purpose of this paper is to analyze a specific, hypothetical employment situation encountered and to include the information regarding employment conflicts, questions, grievances, lawsuits, etc., in terms of how the situation was handled or resolved. Employment conflicts are a constant issue everyday in any organization; it is how you handle them both legally and professionally that counts.
These represent what is often called the management process. Staffing, personnel management, or human resource management is the function for the organization to focus on today's workforce environment. It includes activities like recruiting, selecting, training, compensating, appraising, and developing. The functions of human resource department in an organization are ideally aimed to ensure there is recruitment of employees, compensation for their services, helping them perform their tasks and solving different problems that arise during work in order to optimize business profitability through their performance. Each of the functions of human resources department really plays a vital role in the effectiveness of any organization.
Human resource management maintains and enhances the organizations through its various functions. A human resource manager’s duties and responsibilities consist of hiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. This process allows a human resource manager to keep the company heading in its intended direction and run with efficiency (Dessler, 2013). Necessary competencies of a human resource manager include:
Human Resource Management ensures that a business has the right staff with the right skills, at the right time, who are committed and motivated to give their best to the business.
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:...
By applying an opened inner-promotion policy, it can offer employees extra self-promoted opportunities, to those who feel they get enough experiences and skills to become a store managers or fell that the organization?s core value or underlying principles are no longer upheld by the current store managers (Miles and Mangold, 2005). Such employee empowerment approach could lead to a dual-administration effect, as well as better fulfill the individual needs of self-esteem and self-actualization, thus, a talent workforce will be achieved((Maslow, 2013). In particular, such policy can serve as a ?cap? on the trend of world-wide pay rise, which can provide actual time to adjust for local dynamics. Referring to the Hofstede?s Power Ratio, such policy may work more effectively in the Asia market, as the Asian viewed career development is more important than monetary incentives.
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
Human Resource Management comes with performance management leads for better employee satisfaction. All the HRM activities like strategic or operational have significant impact on employee satisfaction. HRM helps to allocate all the employee working performance and it helps to manage it impact by monitoring and controlling which help to achieve best result. The HRM can allocate best suited education, training and other additional programmes which will increase the better result for he organisation along the satisfaction of employee.
In a society where job security is important one has to question why not put employees where they need be, in the places where they will be most successful, where business can benefit from a happy and energetic employee. Does the quote by Mr. Buffet make since? Being a member of the Armed Forces one would think that retention is a challenge. In my personal opinion I think it depends on the job/department, with using the lingo of the military, it depends on the AFSC (Air Force Specialty Code) in which you are assigned. I will take it one step further and state that it may depend on the branch of service and whether are not you are Active Duty, Guard, or Reserves. For example, members that may have to report to duty one weekend and
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.
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.
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."